matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
Decomposing Variations in Labor Market Mismatch (2026)
Zitatform
Bauer, Anja & Enzo Weber (2026): Decomposing Variations in Labor Market Mismatch. (IAB-Discussion Paper 03/2026), Nürnberg, 19 S. DOI:10.48720/IAB.DP.2603
Abstract
"Dieses Diskussionspapier zeigt, wie Veränderungen des Arbeitsmarkt-Mismatch auf die Komponenten Arbeitslosigkeit, offene Stellen und Matchingeffizienz zurückgeführt werden können. Wir stellen fest, dass die Arbeitslosigkeit der wichtigste Faktor ist und auch die zyklischen Schwankungen bestimmt, während die Beiträge der offenen Stellen geringer und antizyklisch sind. Wir unterscheiden nach der Ursache der Arbeitslosigkeit und zeigen, dass Ströme gegenüber der Beschäftigung den Mismatch verstärken, während dies für Nichtbeschäftigung und Ausbildung / Weiterbildung nicht der Fall ist." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Wage effects of skill mismatches across domains: the importance of ICT skills (2026)
Zitatform
Bischof, Stephan & Rolf van der Velden (2026): Wage effects of skill mismatches across domains: the importance of ICT skills. In: Oxford economic papers. DOI:10.1093/oep/gpag001
Abstract
"To date, it is unclear in which skills mismatches are most relevant for individuals’ wages, and whether surpluses or deficits in one domain can offset those in another. This study addresses these gaps by examining how mismatches in five key skill domains (ICT, reading, mathematics, science, and reasoning) are linked to individuals’ wages. Utilizing data from the 2016 wave of the German National Educational Panel Study (NEPS) Adult Cohort, our findings reveal that skill deficits consistently result in lower wages, whereas surpluses do not pay off in each domain. Notably, mismatches in ICT skills are most significant for individuals’ wages: ICT deficits not only reduce wages, but can also negate wage benefits from surpluses in other skills. Conversely, ICT surpluses can compensate for wage penalties associated with deficits in other domains. These findings underscore the importance of digital skills for productivity and wage potential in the modern labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Finding a job through social networks: monetary and nonmonetary returns for employed and unemployed job seekers (2026)
Zitatform
Drasch, Katrin & Gerhard Krug (2026): Finding a job through social networks: monetary and nonmonetary returns for employed and unemployed job seekers. In: European Societies, S. 1-34. DOI:10.1162/euso.a.106
Abstract
"This study examines the impact of job vacancy information obtained through personal contacts on monetary and nonmonetary job search outcomes. We hypothesise that the effects will be positive for both kinds of outcome, and that these effects may depend on employment status prior to finding a new job. Additionally, we hypothesise that information from professional personal contacts will lead to better job search outcomes than information from private personal contacts. We use panel data from the German Panel Study “Labour Market and Social Security” (PASS) and fixed effects regressions to test these hypotheses. Monetary outcomes are measured by wages and nonmonetary outcomes by job satisfaction. Overall, we find that the employed tend to benefit more than the unemployed. However, the specific pattern differs depending on whether vacancy information stems from personal or professional contacts and on the type of outcome (monetary or nonmonetary)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Online social class cues and employability: Experimental evidence from Germany (2026)
Zitatform
Galos, Diana Roxana & Joris Frese (2026): Online social class cues and employability: Experimental evidence from Germany. In: Social science research, Jg. 133. DOI:10.1016/j.ssresearch.2025.103258
Abstract
"Social media platforms, such as Twitter or Instagram, offer easily accessible information – relevant or not – for employers when evaluating candidates for a position. In particular, they tend to be sources of information about individuals’ interests and leisure activities.Because interests are highly stratified by social class (e.g., engagement in highbrow and lowbrow activities), this represents a new way for class to potentially manifest itself in the hiring process. To study discrimination in hiring based on online social class cues, we conducted a pre-registered survey experiment in Germany with samples of employers and non-employers, manipulating job applicants’ class cues on social media(highbrow versus lowbrow). Overall, we found no difference in preferences for the candidates displaying highbrow and lowbrow activities on their social media profiles. However, this masks important differences in the specific activities proxying for class. When these activities have no relevance for the jobs in question, higher-class candidates are preferred. Exploratory analyses show that respondents are more likely to express positive sentiments toward the higher-class profiles, with highbrow activities being positively associated with work-related traits. Our findings highlight the need to consider how digital environments and, more specifically, online social class cues, may contribute to class bias in hiring." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier Inc.) ((en))
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Literaturhinweis
Bargaining with Renegotiation in Models with On-the-Job Search (2026)
Gottfries, Axel;Zitatform
Gottfries, Axel (2026): Bargaining with Renegotiation in Models with On-the-Job Search. In: Review of Economic Dynamics. DOI:10.1016/j.red.2026.101343
Abstract
"I present an on-the-job search model with bargaining and renegotiation in which turnover depends on the contracted wage. There is a unique monotone Markov equilibrium. The model encompasses elements of dynamic monopsony and rent sharing. Firms benefit from the reduced turnover associated with a higher wage and workers extract rents due to their bargaining power. Shorter wage contracts reduce the response of turnover to the contracted wage, reducing a firm’s willingness to increase pay, and thereby the worker’s equilibrium share of the match surplus. As renegotiation becomes continuous, linear surplus sharing is obtained. The model further generates spillover effects from minimum wages due to firms’ incentives to increase contracted wages to reduce turnover. These incentives, and therefore the spillovers, are weaker when wage contracts are shorter. Finally, I endogenize the frequency of renegotiation, and find that, generically, the equilibrium features infrequently renegotiated wages." (Author's abstract, IAB-Doku, © 2026 The Author(s). Published by Elsevier Inc.) ((en))
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Literaturhinweis
Matching for three: The search activities of workers, firms, and employment services (2026)
Zitatform
Hartl, Tobias, Christian Hutter & Enzo Weber (2026): Matching for three: The search activities of workers, firms, and employment services. In: Economic Modelling, Jg. 155, 2025-12-08. DOI:10.1016/j.econmod.2025.107434
Abstract
"The standard labour market matching function neglects a substantial variation of hirings. A crucial driver of this latent part is the search intensity of job seekers and firms, as well as the placement intensity of employment agencies. However, there is still a lack of integration of all three search and placement intensities into a unified theoretical framework. Their combined labour market effects have not been estimated so far. We feed all three intensities into the theoretical framework of a labour market matching function to estimate their impact on the job finding rate – effects which are not settled a priori. This could provide important stylised facts for subsequent theory building. For measuring the search and placement intensities, we use big data on online activity obtained from the job exchange of the German Federal Employment Agency and from its internal placement-software. The results show that all three intensities significantly contribute to the variation in job findings beyond vacancies and unemployment. During the COVID-19 crisis, reduced search intensities accounted for 44 percent of lost hirings and 16 percent of the labour market related increase in unemployment." (Author's abstract, IAB-Doku, © 2025 Elsevier) ((en))
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Literaturhinweis
Berufseinsteiger*innen im Fokus: Unternehmen setzen auf Soft Skills und Künstliche Intelligenz (2026)
Hennrich, Jonas; Schaller, Daria;Zitatform
Hennrich, Jonas & Daria Schaller (2026): Berufseinsteiger*innen im Fokus: Unternehmen setzen auf Soft Skills und Künstliche Intelligenz. In: Ifo-Schnelldienst, Jg. 79, H. 01, S. 77-84.
Abstract
"Das ifo Institut befragt in Zusammenarbeit mit Randstad Deutschland quartalsweise deutsche HR-Abteilungen zu personalpolitisch relevanten Themen. Neben wiederkehrenden Standardfragen standen im vierten Quartal Berufseinsteiger*innen und die Bedeutung von Berufserfahrung im Fokus. Etwa ein Drittel der Unternehmen sieht Berufserfahrung inzwischen als stärkeres Einstellungskriterium, während die Mehrheit keinen Bedeutungszuwachs beobachtet. Bei Einsteiger*innen zählen vor allem Kommunikations- und Teamfähigkeit, gefolgt von Selbstorganisation und Verantwortungsbewusstsein. Außerdem gewinnt Künstliche Intelligenz (KI) an Bedeutung: Viele Unternehmen planen, KI bei typischen Einsteigeraufgaben einzusetzen, einen großflächigen Ersatz von Mitarbeitenden erwarten jedoch nur wenige. Die meisten Betriebe planen, die Zahl der Einstiegsstellen stabil zu halten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Strategic Wage Posting, Market Power, and Mismatch (2026)
Zitatform
Jungbauer, Thomas (2026): Strategic Wage Posting, Market Power, and Mismatch. In: Journal of labor economics, Jg. 44, H. 2, S. 481-514. DOI:10.1086/733046
Abstract
"This paper analyzes the effects of firms posting multiple but varying number of vacancies, hence differing in their market power, in professional labor markets. I find that strategic wage Posting does, in general, not result in an efficient assignment of workers to firms. This is because firms with a larger number of vacancies pay on average lower wages than their competitors due to alack of within-firm rivalry. If highly productive firms hire more, the resulting welfare loss dueto mismatch may be substantial. Moreover, I provide a potential explanation why firms postuniform wages, missing out on more-skilled workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Teaching two-sided labor search theory to undergraduates: A model and some exercises (2026)
Loewy, Michael B.;Zitatform
Loewy, Michael B. (2026): Teaching two-sided labor search theory to undergraduates: A model and some exercises. In: The journal of economic education, Jg. 57, H. 1, S. 27-38. DOI:10.1080/00220485.2025.2549718
Abstract
"Although the Diamond-Mortensen-Pissarides (DMP) model originated roughly 40 years ago and its authors shared the 2010 Nobel Memorial Prize in Economic Sciences, their work is still absent from several recent editions of popular intermediate macroeconomics textbooks. In contrast, Stephen Williamson's textbook (2014, 2018) presents an early static version of the DMP model accessible to undergraduates. This article's author compensates for the topic's omission in some intermediate-level textbooks by discussing Williamson's static DMP model and presenting four additional exercises not covered in his main text: (1) a change in a vacancy's posting price; (2) an increase in workers' relative bargaining power; (3) the introduction of a minimum wage; and (4) the introduction of an endogenous unemployment insurance benefit. The latter exercise yields an interesting neutrality result." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Overeducation, performance pay and wages: evidence from Germany (2025)
Zitatform
Baktash, Mehrzad B. (2025): Overeducation, performance pay and wages: evidence from Germany. In: Education Economics, S. 1-21. DOI:10.1080/09645292.2025.2546445
Abstract
"Overeducated workers are more productive and have higher wages in comparison to their adequately educated coworkers in the same jobs. However, they have lower wages than their similarly educated peers who are in correctly matched jobs. This study examines the hypotheses that overeducated workers sort into performance pay jobs as an adjustment mechanism and that performance pay enhances their wages. Using the SOEP, I show that overeducation associates with a higher likelihood of sorting into performance pay jobs and that performance pay significantly improves the wages of overeducated workers. The findings hold in endogenous switching regressions and several robustness checks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When an Accountant Becomes a Taxi Driver: Unemployment, Labor Market Institutions, and Economic Theory (2025)
Benanav, Aaron;Zitatform
Benanav, Aaron (2025): When an Accountant Becomes a Taxi Driver: Unemployment, Labor Market Institutions, and Economic Theory. In: History of political economy, Jg. 57, H. S1, S. 81-110. DOI:10.1215/00182702-12134470
Abstract
"This article reconstructs the history of how economists came to understand unemployment as a distinct category and how that understanding transformed over time. In the early twentieth century, governments regulated access to unemployment benefits and established labor market protections, drawing sharper boundaries between employment and unemployment. Historians have shown that these boundaries were politically constructed, but economic theory largely treated them as given. Postwar Keynesian models assumed that unemployment was a temporary and measurable condition between spells of stable, high-wage work. However, that assumption rested on a historically specific labor market structure that began to unravel in the 1970s and 1980s. As stable jobs contracted, more workers cycled through precarious employment rather than remaining fully unemployed or finding new stable work. Economic theory responded with new models focused on individual incentives and firm behavior, but these also tended to treat emerging patterns as evidence of how unemployment had always functioned, rather than as signs of a shifting institutional landscape. By tracing how the category of unemployment was constructed and transformed—and how economists responded to those shifts—this article shows how changes in institutional context shape the development of economic thought itself." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Applications and Labor Market Flows (2025)
Zitatform
Birinci, Serdar, Kurt See & Shu Lin Wee (2025): Job Applications and Labor Market Flows. In: The Review of Economic Studies, Jg. 92, H. 3, S. 1438-1496. DOI:10.1093/restud/rdae064
Abstract
"Job applications have risen over time, yet job-finding rates remain unchanged. Meanwhile, separations have declined. We argue that increased applications raise the probability of a good match rather than the probability of job-finding. Using a search model with multiple applications and costly information, we show that when applications increase, firms invest in identifying good matches, reducing separations. Concurrently, increased congestion and selectivity over which offer to accept temper increases in job-finding rates. Our framework contains testable implications for changes in offers, acceptances, reservation wages, applicants per vacancy, and tenure, objects that enable it to generate the trends in unemployment flows." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search under changing labour taxes (2025)
Zitatform
Bryson, Alex & Harald Dale-Olsen (2025): Job search under changing labour taxes. In: Labour Economics, Jg. 95. DOI:10.1016/j.labeco.2025.102750
Abstract
"Workers’ job mobility decisions are related to firms’ wage policies but also depend on tax schedules. Using Norwegian population-wide administrative linked employer-employee data for 2010–2019, we study how the job-to-job turnover of employees is affected by marginal taxes and firms’ pay policies, thus drawing inferences on job search behaviour. By paying higher wages, job-to-job separation rates drop, but this negative relationship is weakened when income taxes increase, consistent with higher taxes reducing search activity. However, consistent with theory, the tax effect is smaller where workers receive performance bonuses." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
Essays on Wages and Minimum Wages in Frictional Labor Markets (2025)
Börschlein, Erik-Benjamin;Zitatform
Börschlein, Erik-Benjamin (2025): Essays on Wages and Minimum Wages in Frictional Labor Markets. 237 S. DOI:10.5283/epub.76880
Abstract
"In Deutschland ist das Zusammenspiel zwischen Löhnen und institutionellen sowie marktbedingten Friktionen ein zentrales Thema wirtschaftspolitischer Debatten. Diese Dissertation untersucht in drei empirischen Studien kausale Zusammenhänge zwischen Löhnen und Mindestlöhnen, Matchingfriktionen und Arbeitsmarktanspannung. Die Analysen basieren auf umfangreichen administrativen Daten der Bundesagentur für Arbeit und nutzen fortgeschrittene ökonometrische Methoden zur kausalen Inferenz. Die ersten beiden Kapitel betrachten institutionelle Effekte – insbesondere die Einführung des gesetzlichen Mindestlohns im Jahr 2015 – während das dritte Kapitel den Fokus auf veränderte Marktbedingungen legt, insbesondere den zunehmenden Fachkräftemangel. Ziel ist es, die Wirkungsmechanismen zwischen Löhnen und Arbeitsmarktfriktionen differenziert darzustellen. Kapitel 1 Dieses Kapitel entwickelt einen innovativen Machine-Learning-Ansatz zur verbesserten Schätzung langfristiger Lohneffekte des Mindestlohns. Übliche Studien basieren auf einem fixen Pre-Treatment-Indikator („Bite“), basierend auf Löhnen vor der Politikmaßnahme, der die Betroffenheit von der Mindestlohneinführung nur kurzfristig akkurat abbildet. Um langfristige dynamische Veränderungen zu erfassen, werden hier ein zeitvariable Bite-Indikatoren mittels LASSO-basierter Vorhersagemodelle konstruiert, welche die Inzidenz und die Intensität der Mindestlohnbetroffenheit abbilden. Basierend auf administrativen Daten der Jahre 2010–2014 wird die Mindestlohnbetroffenheit für den Zeitraum 2015–2020 vorhergesagt. In der anschließenden Differenz-von-Differenzen-Analyse zeigen sich signifikant positive Lohneffekte, die im Vergleich zu herkömmlichen Methoden jedoch geringer ausfallen und über die Zeit konstant bleiben. Die Ergebnisse deuten darauf hin, dass traditionelle Evaluierungen die Effekte überschätzen könnten, da sie dynamische Selektionseffekte und mindestlohnunabhängige Lohnentwicklungen nicht ausreichend berücksichtigen. Kapitel 2 In diesem Kapitel wird untersucht, wie sich die Einführung des Mindestlohns auf offene Stellen und damit verbundene Friktionen im Matching-Prozess ausgewirkt hat. Die Analyse basiert auf administrativen Vakanzdaten und Erwerbsbiographien. Die Analyse erfolgt auf der Berufsebenen für den Zeitraum 2013–2019 und nutzt ein Differenz-von-Differenzen-Design. Die Ergebnisse zeigen, dass die Anzahl neu gemeldeter Stellen durch die Mindestlohneinführung insgesamt nicht zurückging. Jedoch stieg der Anteil stornierter Vakanzen um 4–9 Prozent, und die Dauer erfolgreicher Besetzungsprozesse erhöhte sich um 5–6 Prozent. Dies deutet auf verstärkte Such- und Matchingfriktionen hin, etwa durch höhere Einstellungsstandards oder reduzierte berufliche Mobilität. Ergänzende Analysen zeigen geringere Übergänge zwischen Arbeitgebern, insbesondere bei Berufswechseln. Somit wird deutlich, dass die Mindestlohneinführung zwar nur geringe Auswirkungen auf die Beschäftigung hatte, aber dennoch Matchingprozesse erheblich beeinflusst hat. Kapitel 3 Dieses Kapitel wechselt die Perspektive und untersucht, wie zunehmende Arbeitsmarktanspannung – gemessen als Verhältnis von offenen Stellen zu Arbeitssuchenden – die Lohnentwicklung beeinflusst hat. Mithilfe eines Leave-One-Out-Instruments wird der kausale Effekt lokaler Arbeitsmarktanspannung in beruflichen Arbeitsmärkten auf Löhne geschätzt. Die Ergebnisse zeigen moderate, aber signifikant positive Lohneffekte, die etwa 7–19 Prozent des realen Lohnwachstums in Deutschland zwischen 2012 und 2022 erklären. Besonders stark profitieren neu Eingestellte, Hochqualifizierte, Beschäftigte im Dienstleistungssektor und Arbeitnehmer in Ostdeutschland. Zudem steigt der Lohn in Niedriglohnunternehmen überdurchschnittlich stark, was auf eine Verringerung der Lohnungleichheit hindeutet. Im Gesamtfazit werden die Erkenntnisse der drei Studien zusammengeführt. Die Arbeit zeigt, wie institutionelle Eingriffe wie der Mindestlohn einerseits Löhne anheben, gleichzeitig aber neue Friktionen erzeugen können. Andererseits können veränderte Marktbedingungen auch ohne staatliche Eingriffe Löhne steigern – wie etwa bei hoher Arbeitsmarktanspannung. Methodisch hebt die Dissertation die Bedeutung administrativer Mikrodaten und robuster kausaler Analyseverfahren in der Arbeitsmarktforschung hervor." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Börschlein, Erik-Benjamin; -
Literaturhinweis
Search, Screening, and Sorting (2025)
Zitatform
Cai, Xiaoming, Pieter Gautier & Ronald Wolthoff (2025): Search, Screening, and Sorting. In: American Economic Journal. Macroeconomics, Jg. 17, H. 3, S. 205-236. DOI:10.1257/mac.20240026
Abstract
"We examine how search frictions impact labor market sorting by constructing a model consistent with evidence that employers interview a subset of a pool of applicants. We derive necessary and sufficient conditions for sorting in applications and matches. Positive sorting is obtained when production complementarities outweigh a counterforce measured by a (novel) quality-quantity elasticity. Interestingly, the threshold for the complementarities depends on the fraction of high-type workers and can be increasing in the number of interviews. Our model shows how policies like Ban the Box can backfire because when screening workers becomes harder, firms may discourage certain workers from applying." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm Pay and Worker Search (2025)
Caldwell, Sydnee; Haegele, Ingrid; Heining, Jörg;Zitatform
Caldwell, Sydnee, Ingrid Haegele & Jörg Heining (2025): Firm Pay and Worker Search. (IAB-Discussion Paper 04/2025), Nürnberg, 141 S. DOI:10.48720/IAB.DP.2504
Abstract
"Ob und wie Arbeitnehmer am Arbeitsplatz suchen, hängt von ihren Vorstellungen über die Bezahlung und die Arbeitsbedingungen in anderen Unternehmen ab. Dennoch ist wenig darüber bekannt, wie viel Arbeitnehmer tatsächlich über die Arbeitsentgelte außerhalb ihrer aktuellen Beschäftigung Bescheid wissen. Wir nutzen eine groß angelegte Umfrage unter deutschen Vollzeitbeschäftigten, welche mit Sozialversicherungsdaten verknüpft wurde, um Gehaltserwartungen und Präferenzen gegenüber bestimmten externen Unternehmen zu ermitteln. Arbeitnehmer glauben, dass sie mit erheblicher Heterogenität hinsichtlich der Vergütung bei anderen Unternehmen konfrontiert sind und richten ihre Suche nach einem neuen Arbeitsplatz auf Unternehmen aus, von denen sie ausgehen, dass diese mehr bezahlen. Die von den Arbeitnehmern erwarteten unternehmensspezifischen Lohnaufschläge korrelieren sowohl stark mit den Vergütungsschemata, die sich anhand von administrativen Daten zeigen, als auch mit der Würdigung von firmenspezifischer Annehmlichkeiten. Die meisten Arbeiter sind auch bei einer erheblichen Erhöhung des Gehalts nicht bereit, sich einen neuen Job zu suchen – oder ihr derzeitiges Unternehmen zu verlassen. Die Kosten eines Jobwechsel betragen zwischen 7 und 18 Prozent des Jahreslohns eines Arbeitnehmers. Die Zugehörigkeit zu einem Arbeitgeber variiert je nach Arbeitgeber und kann nicht anhand von Unterschieden in firmenspezifischen Annehmlichkeiten oder den Kosten des Jobwechsels erklärt werden." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Heining, Jörg; -
Literaturhinweis
Essays in Macroeconomics and Labor Economics (2025)
Carlini, Giacomo;Zitatform
Carlini, Giacomo (2025): Essays in Macroeconomics and Labor Economics. 147 S.
Abstract
"The first chapter investigates why assortative matching between workers and firms is stronger in large cities than in small cities. I develop a search and matching model with heterogeneous workers and firms to examine how worker composition and labor market frictions affect sorting. Calibrating the model to German employer-employee data, I find that matching efficiency is key to explaining differences in assortative matching across cities. This effect is amplified by a more dispersed worker productivity dispersion. The model shows that around 5% of the GDP gap between large and small cities is attributable to differences in assortative matching, underscoring the role of local labor market frictions and productivity distributions in spatial inequality. The second chapter explores how task-biased technological adoption affects GDP gaps across countries. We introduce a country-specific measure of task intensity and document that as GDP increases, routine work declines while cognitive work rises. Moreover, differences in task content within occupations explain over half of the cross-country differences in routine work. Using a production framework where technology is task-specific and occupations are aggregates of tasks, we estimate task-specific productivities across countries. A counterfactual exercise suggests that reducing dispersion in task-biased technology adoption could shrink the average GDP gap with the United States by 25%. The third chapter examines sectoral labor productivity growth in the U.S. over 50 years, highlighting routine- and skill-biased technical change. I show that routine labor productivity has grown fastest, with skill-biased technical change benefiting skilled workers while unskilled productivity declined, especially in services. Finally, to disentangle the role of different labor-augmenting technological change, I extend the framework to account for heterogeneity in both occupations and skills." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LIABLM7519.de.en.v1 -
Literaturhinweis
Marshallian agglomeration, labour pooling and skills matching (2025)
Zitatform
Corradini, Carlo, David Morris & Enrico Vanino (2025): Marshallian agglomeration, labour pooling and skills matching. In: Cambridge Journal of Economics, Jg. 49, H. 3, S. 527-557. DOI:10.1093/cje/beaf010
Abstract
"Better skills matching has long been proposed as one of the key advantages of agglomeration economies. Yet, support for this improved matching has remained largely founded upon indirect proxies for skills such as wages and education. This paper contributes to the literature by offering novel empirical evidence on the relationship between specific measures of localised skills deficiencies and agglomeration economies, in the form of industrial density. Developing an instrumental variable approach and controlling for unobserved heterogeneity and other region-industry idiosyncratic effects across a panel dataset for the period 2009–2019 in England and Wales, our analysis reveals a positive effect of agglomeration economies in reducing both skills gaps within the employed workforce and skills shortages in the labour market external to the firm. We consider these findings in the context of persistent regional imbalances and the importance of strengthening skills provision within current regional industrial strategies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Output costs of education and skill mismatch in OECD countries (2025)
Zitatform
Garibaldi, Pietro, Pedro Gomes & Thepthida Sopraseuth (2025): Output costs of education and skill mismatch in OECD countries. In: Economics Letters, Jg. 250. DOI:10.1016/j.econlet.2025.112278
Abstract
"We quantify the output costs of education and skills mismatch for 17 OECD economies, using a calibrated model of vertical mismatch. Eliminating the frictions generating mismatch would raise output by 3% to 4% on average, varying between 0.5% to 9% across countries. Although the education and skill mismatch measures are constructed using different methods and differ in size, the output costs are similar between the two measures." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Labor Market Monopsony: Fundamentals and Frontiers (2025)
Kline, Patrick;Zitatform
Kline, Patrick (2025): Labor Market Monopsony: Fundamentals and Frontiers. (RF Berlin - CReAM Discussion Paper Series 2025,36), Berlin, 82 S.
Abstract
"This chapter reviews the theory of monopsonistic wage setting, its empirical implications, and some puzzles the framework has struggled to explain. We begin by examining the fundamentals of monopsonistic wage determination. The core of the theory is a mapping from the distribution of worker outside options to wages. We study non-parametric shape restrictions that ensure this mapping is unique. Building on these results, we introduce a menu of tractable parametrizations of labor supply to the firm, some of which are shown to emerge naturally from equilibrium search models. Next, we review why wage markdowns do not necessarily signal inefficiency and discuss some criteria for assessing misallocation in a monopsony model with search frictions. Turning to the model’s empirical implications, we examine how the magnitude of productivity-wage passthrough depends on the super-elasticity of labor supply to the firm and establish that compensating differentials for firm amenities depend on the curvature of the outside option distribution. We show that firm-specific shifts in either productivity or amenities can be used as instruments to identify labor supply elasticities and review strategies for estimating non-constant elasticities. We then consider extensions of the basic model involving third-degree wage discrimination and examine their ability to rationalize patterns of worker-firm sorting. Monopsony models traditionally assume that firms commit to posted wages. Relaxing this assumption, we develop a connection between the first-order conditions of the monopsony model and models of bargaining with incomplete information. These models explain why bilateral inefficiencies may persist in the presence of negotiation, yield predictions about the response of within-firm wage dispersion to productivity shocks, and suggest reasons why some productivity shifters may not constitute excludable instruments. Next, we endogenize productivity by allowing for efficiency wages, non-constant returns to scale, and price-cost markups. Empirical monopsony estimates often suggest that firms enjoy implausibly large profit margins. We argue that allowing for non-constant labor supply elasticities and firm adjustment costs can potentially resolve this difficulty. Finally, we review why the strong passthrough of minimum wages to product prices presents a challenging puzzle for standard monopsony models and discuss potential reconciliations to this puzzle involving firm heterogeneity, quality upgrading, and lumpy price adjustment." (Author's abstract, IAB-Doku) ((en))