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.
-
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))
-
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. 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))
-
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))
-
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))
-
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))
-
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
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))
-
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))
-
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))
-
Literaturhinweis
Search and multiple jobholding (2025)
Zitatform
Lalé, Etienne (2025): Search and multiple jobholding. In: Economic Theory. DOI:10.1007/s00199-025-01647-3
Abstract
"This paper develops an equilibrium model of the labor market that incorporates hours worked, off- and on-the-job search, and both single and multiple jobholders. Central to the model’s mechanism is that taking on a second job ties the worker to her primary employer, while simultaneously providing the worker with a stronger outside option when bargaining with the secondary employer. The model quantitatively accounts for both the incidence of multiple jobholding and worker flows in and out of second jobs. It also sheds light on how multiple jobholding shapes outcomes that are typically the focus of search models. Multiple jobholding has opposing effects on job-to-job transitions, which largely offset each other. At the same time, the option of holding second jobs extends the survival of a worker’s main job, thereby reducing job separations and increasing the employment rate. These findings have significant implications for calibrating standard search models that ignore multiple jobholding." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Teaching two-sided labor search theory to undergraduates: A model and some exercises (2025)
Loewy, Michael B.;Zitatform
Loewy, Michael B. (2025): Teaching two-sided labor search theory to undergraduates: A model and some exercises. In: The journal of economic education, S. 1-12. 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))
-
Literaturhinweis
The Immobile Incumbent Problem in a Model of Short-Term Wage-Posting (2025)
Zitatform
Manning, Alan (2025): The Immobile Incumbent Problem in a Model of Short-Term Wage-Posting. In: German Economic Review, S. 1-46. DOI:10.1515/ger-2024-0127
Abstract
"This paper takes the canonical Burdett-Mortensen model of wage-posting and relaxes the assumption that wages are set once-for-all, instead assuming they can only be committed one period at a time. It derives a closed-form solution for a steady-state Markov Rank-Preserving Equilibrium and shows how this relates to the canonical model and performs some comparative statics on it. But it is shown that a Rank-Preserving Equilibrium may fail to exist because employers have more monopsony power over existing workers than new recruits and that this non-existence can be a problem for plausible parameter values. It is shown how a Rank-Inverting Equilibrium may exist. It is argued that this problem is likely to occur in a wide range of search models." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Post-pandemic recovery: Search and matching, market power, and endogenous labor demand (2025)
Zitatform
Platonov, Konstantin (2025): Post-pandemic recovery: Search and matching, market power, and endogenous labor demand. In: Economic Modelling, Jg. 151. DOI:10.1016/j.econmod.2025.107183
Abstract
"Following the COVID-19 pandemic, United States (US) output rebounded quickly, labor productivity rose above pre-pandemic levels, profit rates increased, and the labor market tightened, all despite high unemployment. These observations can be reconciled in a search and matching model of the labor market with two new assumptions of strong firm market power and endogenous labor demand. Market power encourages firm entry when prices rise, while endogenous labor demand enables firms to adapt to shocks rather than shut down. Two regimes arise: one with weak market power, representing the pre-pandemic era and another with strong market power, explaining the post-pandemic recovery. Under strong market power, firm entry drives recovery following recessions, the labor market becomes tight, wages and producer prices rise, and the average firm size shrinks, which is consistent with the post-pandemic data. This study demonstrates how a typical business cycle can be reconciled with US post-pandemic recovery within a unified model, highlighting the non-trivial role of firms’ market power in shaping macroeconomic outcomes." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))
-
Literaturhinweis
Testing for wage-specific search intensity (2025)
Zitatform
Rendon, Silvio (2025): Testing for wage-specific search intensity. In: Journal for labour market research, Jg. 59, H. 1. DOI:10.1186/s12651-024-00389-4
Abstract
"Most job search intensity models assume uniform search effort across all potential wage offers. I depart from this conventional assumption by proposing that agents allocate wage-specific search intensity, strategically avoiding effort on low-paying, unacceptable jobs or high-paying, improbable ones. This alternative model generates wage distributions at acceptance that differ markedly from the truncated distributions typical of models with constant arrival rates for wage offers. I leverage these distinct empirical predictions to develop two new nonparametric tests, applied to NLSY97 data, both of which reject the hypothesis of constant search intensity across wages. Furthermore, I estimate the structural parameters identifiable in each model, revealing that wage-specific search leads to greater total search effort, faster transitions into the upper tail of the wage distribution, and ultimately higher accepted wages—more than a 25% increase following unemployment. For low wages, the classic random search model delivers a fair replication of the actual data, but for higher wages targeted search is better. Wage-specific search suggests that job seekers not only need to search more, but also search better. This insight has important implications for employment policy, particularly in promoting job search literacy among the unemployed." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
On-the-job wage dynamics (2025)
Zitatform
Smith, Eric (2025): On-the-job wage dynamics. In: Journal of Economic Theory, Jg. 224. DOI:10.1016/j.jet.2024.105953
Abstract
"This paper assesses wage setting and wage dynamics in a search and matching framework where (i) workers and firms on occasion can meet multilaterally; (ii) workers can recall previous encounters with firms; and (iii) firms cannot commit to future wages and workers cannot commit to not searching in the future. The resulting progression of wages (from firms paying just enough to keep their workers) yields a compensation structure consistent with well established but difficult to reconcile observations on pay dynamics within jobs at firms. Along with wage tenure effects, serial correlation in wage changes and wage growth are negatively correlated with initial wages." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier Inc.) ((en))
-
Literaturhinweis
Location choice when the number of jobs matters: Matching in spatial equilibrium (2025)
Zitatform
Venables, Anthony J. (2025): Location choice when the number of jobs matters: Matching in spatial equilibrium. (CEP discussion paper / Centre for Economic Performance 2087), London, 22 S.
Abstract
"The idea that people want to go to where the jobs are is intuitive yet is absent from the standard quantitative spatial modelling approach in which location choices are guided by prices, without reference to quantities (the number of jobs in a place). The purpose of this paper is to fill this gap by making jobs, as well as places, the objects of household choice. This involves minor change to the modelling approach used in the literature and provides a simple description of labour market matching. Similar modification of the modelling of firms’ location choices captures the idea that these are shaped by both wage costs and the availability of workers with appropriate skill. These modifications yield powerful agglomeration forces, as workers’ location choices become positively influenced by the number of jobs in a place, and firms’ decision are shaped by the number of workers with appropriate skills. Results are established analytically and in a regional model in which the equilibrium distributions of workers and sectors are demonstrated." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Legitimizing Beauty in Hiring: An Analysis of Cultural Repertoires in Defense of Appearances as Selection Criteria (2025)
Zitatform
Vonk, Laura & Kobe De Keere (2025): Legitimizing Beauty in Hiring: An Analysis of Cultural Repertoires in Defense of Appearances as Selection Criteria. In: Work and occupations. DOI:10.1177/07308884251362257
Abstract
"This article builds upon the body of literature confirming that aesthetics matter for finding work by investigating how gatekeepers reflect on the relevance of appearances in their evaluations of job candidates. Starting from the notion that in hiring the relevance of appearance conflicts with ideals of meritocracy and fairness, we seek to understand how gatekeepers solve this dispute and how they morally legitimize the importance of aesthetics. The analyses are based on in-depth interviews with 40 employee gatekeepers from the cultural (n = 17) and corporate (n = 23) sector, and show that although the gatekeepers problematize the importance of beauty, they do acknowledge that it plays a role in their evaluations. Three cultural repertoires for solving this contradiction and for legitimizing appearances as a hiring criterion are discerned from the data: (1) beauty as a business case; (2) appearances express personality; (3) looking right is a matter of effort. What the gatekeepers try to do is to come to a hiring decision using evaluation criteria that can be considered contextually legitimate. Yet, this can lead to applying evaluation criteria and, more structurally, labor market outcomes that they find morally problematic. This study highlights the relevance of cultural repertoires in processes of legitimation for understanding reproductions of inequalities related to appearances." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Optimal unemployment insurance with multiple applications (2025)
Wee, Shu Lin;Zitatform
Wee, Shu Lin (2025): Optimal unemployment insurance with multiple applications. In: Journal of monetary economics, Jg. 154. DOI:10.1016/j.jmoneco.2025.103798
Abstract
"This paper examines how unemployment transfers should be allocated over the business cycle. When risk-averse workers can submit multiple applications, the optimal UI policy is countercyclical. In contrast, optimal policy in a standard search model featuring one-to-one matching is procyclical. In the latter, more generous UI during a downturn discourages search effort, dampening job creation. In the former, decreased search effort aids job creation. Because firms cannot coordinate and commit to not making the same worker an offer, lower search effort by reducing the number of applications sent mitigates this coordination friction. This in turn boosts job creation incentives, supporting employment outcomes." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))
-
Literaturhinweis
Labour market skills, endogenous productivity and business cycles (2024)
Zitatform
Abbritti, Mirko & Agostino Consolo (2024): Labour market skills, endogenous productivity and business cycles. In: European Economic Review, Jg. 170. DOI:10.1016/j.euroecorev.2024.104873
Abstract
"This paper analyses how labor market heterogeneity affects unemployment, productivity and business cycle dynamics. To this aim, we set up a model with asymmetric search and matching frictions across skilled and unskilled workers, and endogenous productivity through R&D investment and intangible capital accumulation. Skill mismatch and skill-specific labor market institutions have three main effects on business cycles and growth dynamics. First, the relative scarcity of skilled workers increases the natural rate of unemployment and reduces total factor productivity with long-run effects on the growth rate of output. Second, skill heterogeneity in the labor market generates asymmetric outcomes and amplifies measures of employment, wages and consumption inequality. Finally, the model provides important insights for the Phillips and Beveridge curves. Incorporating skill heterogeneity leads to a flattening of the Phillips curve as wages and unemployment respond unevenly across skill types. Also, the model generates sideward shifts of the Beveridge curve following business cycle shocks, with the extent of these shifts depending on the degree of skill heterogeneity." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))