Gewinn- und Kapitalbeteiligung von Beschäftigten
Die finanzielle Beteiligung von Beschäftigten am Erfolg und am Kapital "ihres" Unternehmens hat positive Auswirkungen auf die Unternehmensproduktivität und die Motivation der Beschäftigten. Durch flexiblere Lohnstrukturen können Beteiligungssysteme auch zu mehr Beschäftigung führen.
Dieses Themendossier bietet Informationen zur Verbreitung von Beteiligungssystemen sowie zu den Produktivitäts- und Beschäftigungseffekten von Mitarbeitenden-Beteiligungen. Darüber hinaus werden die Positionen der Akteure wiedergegeben.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Bonuses, Profit Sharing, and Job Satisfaction: The More, the Merrier? (2025)
Zitatform
Clemens, Marco (2025): Bonuses, Profit Sharing, and Job Satisfaction: The More, the Merrier? In: ILR review, S. 1-27. DOI:10.1177/00197939251339598
Abstract
"Managers frequently offer unconditional bonuses and profit-sharing payments to their employees. The isolated effects of the former payment type on job satisfaction, in particular, have received little empirical attention. This study uses German panel data and shows that workers report significantly higher levels of job satisfaction when wages contain such bonuses, mostly regardless of their relative size. This result persists even when income is held constant. Conversely, profit-sharing payments show a positive association with satisfaction only if they are sufficiently large. When endogeneity issues are taken into account, however, the latter correlation becomes weaker or vanishes. Findings have significant implications for managers when designing salary packages. They imply that monetary gifts in the form of unconditional bonus payments can be a beneficial alternative to incentives in efforts to enhance employees ’ job satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Variable Payment Schemes and Productivity: Do Individual‐Based Schemes Really Have a Stronger Influence Than Collective Ones? (2025)
Zitatform
Jirjahn, Uwe & Jens Mohrenweiser (2025): Variable Payment Schemes and Productivity: Do Individual‐Based Schemes Really Have a Stronger Influence Than Collective Ones? In: Kyklos. DOI:10.1111/kykl.12468
Abstract
"There appears to be a widely held belief that individual-based performance pay has a stronger influence on firm performance than collective performance pay. This also applies to an index of best management practices that has been used by Bloom and Van Reenen in a series of influential publications (e.g., Bloom and Van Reenen 2007, Bloom et al. 2019). The index assigns the highest weight to individual-based performance pay, a medium weight to group-based performance pay and a low weight to profit sharing. This weighting is obviously driven by the implicit assumption that collective payment schemes suffer from a free-rider problem, so they have a less strong influence on productivity than individual-based schemes. We show that this assumption is questionable from both a theoretical and an empirical point of view. Using the German Management and Organizational Practices Survey, one of the datasets initiated by Bloom and Van Reenen, we show that individual-based performance pay does not outperform group-based performance pay or profit sharing. The finding also holds when accounting for possible interactions among the payment schemes and considering the moderating roles of firm size, employee representation, and innovativeness. Our results suggest that researchers should be careful with respect to the assumptions and subjective priors guiding their empirical analyses." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Sharing Is Caring: Employee Stock Ownership Plans and Employee Well-Being in U.S. Manufacturing (2024)
Zitatform
Adrianto, Adrianto, Avner Ben-Ner, Jason Sockin & Ainhoa Urtasun (2024): Sharing Is Caring: Employee Stock Ownership Plans and Employee Well-Being in U.S. Manufacturing. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17233), Bonn, 58 S.
Abstract
"Do employees fare better in firms they partly own? Examining workers’ reviews of their employers on Glassdoor, we compare employee satisfaction between firms in which workers own company shares through an employee stock ownership plan (ESOP) and conventional firms in which they do not. Focusing on workers in U.S. manufacturing, we find employees report greater satisfaction in employee-owned firms overall and with specific aspects of jobs such as firm culture. This satisfaction premium is greater when the ESOP is the product of collective bargaining or employees own a larger stake of firm equity. Employee well-being can thus differ by ownership arrangement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does employee ownership improve labour investment efficiency? Evidence from European firms (2024)
Adwan, Sami;Zitatform
Adwan, Sami (2024): Does employee ownership improve labour investment efficiency? Evidence from European firms. In: Economics Letters, Jg. 238. DOI:10.1016/j.econlet.2024.111717
Abstract
"This paper studies the impact of non-executive employee ownership on labor investment efficiency for a sample of European firms. It empirically documents a negative association between employee ownership and labor investment inefficiency, which serves an inverse measure of labor investment efficiency. This negative association is notably more pronounced for firms reporting higher discretionary accruals in their financial statements (i.e. firms with higher information asymmetry) and for those with a lower percentage of independent directors (i. e. firms with greater agency problems). As such, this paper offers evidence that employee shareholding enhances employment decisions through two channels: reduced information asymmetry and improved management monitoring." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Decline in Rent Sharing (2024)
Zitatform
Bukowski, Pawel, Stephen Machin & Brian Bell (2024): The Decline in Rent Sharing. In: Journal of labor economics, Jg. 42, H. 3, S. 683-716. DOI:10.1086/724570
Abstract
"The evolution of rent sharing is studied. Based upon a panel of the top 300 publicly quoted British companies over thirty-five years and using excess stock market returns to patenting activity as an instrument for economic rents, the paper reports evidence of a significant fall over time in the pass-through from rents to wages. It confirms that wages do respond to firm-level shocks to economic rents, but by significantly less after 2000 than they did during the 1980s and 1990s. The evidence of decline is a robust finding, corroborated with alternative instruments and industry-level analysis for the US and EU." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bonuses, Profit-sharing and Job Satisfaction: the More, the Better? (2024)
Zitatform
Clemens, Marco (2024): Bonuses, Profit-sharing and Job Satisfaction: the More, the Better? (IAAEU discussion paper series in economics / Institut für Arbeitsrecht und Arbeitsbeziehungen in der Europäischen Union 2024,06), Trier, 51 S.
Abstract
"Managers frequently offer unconditional bonuses and profit-sharing payments to their employees. The isolated effects of the former payment type on job satisfaction, in particular, have received little empirical attention. This study uses German panel data and shows that, even when total income is held constant, workers report significantly higher levels of job satisfaction when wages contain such bonuses, mostly regardless of their relative size. Conversely, profit-sharing payments show a positive association only if they are sufficiently large. However, when endogeneity issues are taken into account, the latter correlation becomes weaker or vanishes. The findings have significant implications for managers when designing salary packages since they imply that monetary gifts in the form of unconditional bonus payments can be a beneficial alternative to incentives in enhancing employee's job satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Annual economic survey of employee share ownership in European countries 2023 (2024)
Mathieu, Marc;Zitatform
Mathieu, Marc (2024): Annual economic survey of employee share ownership in European countries 2023. (Annual economic survey of employee share ownership in European countries), 260 S.
Abstract
"Recent data on employee share ownership in Europe confirms the major trends noted over the last ten years. employee share ownership in large european companies is deteriorating.The main factor in this deterioration has now been clearly identified. On the other hand, the dynamics of employee share ownership in Europe are shifting towards SMEs. In just a view years, the UK has established itself as Europe's number one country for employee ownership in small and medium-sized companies." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Non-standard Employment and Rent-sharing (2023)
Zitatform
Fukao, Kyoji, Cristiano Perugini & Fabrizio Pompei (2023): Non-standard Employment and Rent-sharing. In: Economica, Jg. 90, H. 357, S. 178-211. DOI:10.1111/ecca.12444
Abstract
"In this paper, we analyse how non-standard (or non-regular) employment affects the capacity of regular workers to appropriate rents. In this context, we first extend the theoretical framework of Estevão and Tevlin to account for the heterogeneity of labour (regular and non-regular workers). The predictions of the model are then tested with detailed industry-level data over four decades (1970–2012) for Japan, where, similar to the majority of advanced OECD countries, the role of standard employment has declined significantly. After controlling for worker characteristics (gender, age, education) and using an array of econometric approaches, our results indicate that in contexts characterized by a higher share of non-regular employment, rent-sharing by regular workers is lower. This might have contributed to the long-run wage stagnation observed in Japan in recent decades." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Defining employee ownership: four meanings and two models (2023)
Zitatform
Mackin, Christopher (2023): Defining employee ownership: four meanings and two models. In: Journal of participation and employee ownership, Jg. 7, H. 1, S. 1-25. DOI:10.1108/JPEO-10-2022-0019
Abstract
"Purpose: The field of broad-based employee ownership within corporations is a specific application of the foundational topic of property ownership. It is situated at the intersection of a broad range of scholarly disciplines including economics, law, finance and management. Each discipline contributes vocabulary and distinctions describing this field. That broad spectrum of disciplinary inquiry is a strength but it also lends a “ships passing in the night” quality to discussions of employee ownership. This paper attempts to unravel the narrative diversity surrounding this topic. Four meanings of ownership are introduced. Those meanings are in turn embedded within two abstract models of the corporation; the corporation as property and the corporation as social institution. Design/methodology/approach There is no experimental design The paper presents a conceptual overview and introduces a taxonomy of four meanings and two models of ownership. Findings Four meanings of ownership are introduced. The meanings are ownership as compensation, investment, retirement and membership. Those meanings are in turn embedded within two abstract models of the corporation; the corporation as property and the corporation as social institution. Research limitations/implications No hypotheses are advanced. This is not a research paper. A conceptual overview that makes use of taxonomy of meanings and models is introduced to help clarify confusions abundant in the field of employee ownership. Readers may differ with the categories of meanings and models introduced in this conceptual overview. Practical implications The ambition of the paper is to describe the various meanings and models of employee ownership presently in use in both academic and applied settings. It is not necessary or desirable to assert the primacy of a single meaning or model in order to achieve progress. The analysis provided here surfaces a range of assumptions about ownership that have heretofore been implicit in both scholarship and in practice. Making those assumptions explicit should prove useful to both scholars and practitioners of employee ownership. Social implications The concept of employee ownership enjoys a relatively broad appeal with the public. Among the academic disciplines that have trained their lights upon it, a more mixed reception prevails. Much of the academic and policy controversy derives from confusion about the nature and structure of employee ownership. This paper attempts to address that confusion by presenting a taxonomy of meanings and models that may prove useful for future research. Originality/value This study is one of the first efforts to comprehinsively map the various meanings and models of broad-based employee ownership." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Ownership and Gender on Firms' Performance: Evidence from Portugal (2023)
Zitatform
Vieira, Elisabete S., Maria E. Neves & João Nogueira (2023): The Role of Ownership and Gender on Firms' Performance: Evidence from Portugal. In: Management revue, Jg. 34, H. 4, S. 394-414. DOI:10.5771/0935-9915-2023-4-394
Abstract
"This work aims to examine the relationship between corporate governance (CG) and corporate performance, considering the effect of the COVID-19 pandemic. We consider a sample of Portuguese-listed firms for the period between 2010 and 2020 using a panel data methodology. The main results show that higher levels of managerial ownership and gender diversity may drive higher firm performance. However, no evidence was found that a representation of three or more female directors leads to an increase in performance. Moreover, the results suggest that there is a negative relationship between leverage and performance when we consider a market-based performance measure. Finally, the study found evidence that the COVID-19 pandemic had a negative impact on corporate performance. This study sheds light on the role of ownership and gender on firms' performance. The results of this research can have some implications for academia and policymakers' decisions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Beschäftigten in hessischen Betrieben – Personalbedarfe, Personalbewegungen und Anreize zur Mitarbeitendenbindung: IAB-Betriebspanel Report Hessen 2021 (2022)
Behr, Dominik; Larsen, Christa; Lauxen, Oliver;Zitatform
Behr, Dominik, Oliver Lauxen & Christa Larsen (2022): Die Beschäftigten in hessischen Betrieben – Personalbedarfe, Personalbewegungen und Anreize zur Mitarbeitendenbindung. IAB-Betriebspanel Report Hessen 2021. (IAB-Betriebspanel Hessen), Frankfurt am Main, 21 S.
Abstract
"Der Krieg in der Ukraine wird Auswirkungen auf die hessische Wirtschaft und die Fachkräftesicherung haben. Welcher Art diese genau sein werden, lässt sich derzeit noch nicht abschätzen. Um künftige Gestaltungsanforderungen zu bewältigen, ist es wichtig zu wissen, wie die hessischen Betriebe im zweiten Jahr der Corona-Pandemie dastehen und wie sie sich in Sachen Fachkräftesicherung aufgestellt haben. Deshalb soll in diesem Bericht die Lage der Betriebe im Jahr 2021 genauer beschrieben werden. Das Jahr 2021 war ebenso wie das Vorjahr geprägt von den Auswirkungen der Corona-Pandemie auf die hessische Wirtschaft. Die „zweite Welle“ der Pandemie brachte einen harten Lockdown im Januar 2021 mit sich, dessen einschneidende Maßnahmen wie Kontaktbeschränkungen und Betriebsschließungen erst bis Mitte des Jahres schrittweise wieder gelockert wurden. Zum Ende des Jahres geriet Hessen wie alle anderen Bundesländer nach der „dritten Welle“ bereits in eine „vierte Welle“, und insbesondere Handel und kontaktintensive Dienstleistungen waren wieder stark betroffen (Gartner & Weber 2022a). Dennoch war das Jahr 2021 mit Erfolgen der Impfkampagne und geringeren Hospitalisierungsraten auch von einer zunehmenden Normalisierung von Wirtschaft und Arbeitsmarkt geprägt. Auch deshalb werden in den hessischen Betrieben wieder jene Herausforderungen und Probleme relevanter, die mit Beginn der Corona-Pandemie etwas in den Hintergrund gerückt waren (Schmehl et al. 2021). Zwar hat die Pandemie zu einer kurzfristigen Entspannung der zum Teil angespannten Fachkräftesituation in Hessen beigetragen, die Auswirkungen des gesellschaftlichen Megatrends der demografischen Entwicklung hat die Pandemie jedoch nicht nachhaltig ausgebremst. Insbesondere der Renteneintritt der geburtenstarken Jahrgänge („Babyboomer“) - bei gleichzeitigem Rückgang an Schulabsolventinnen und -absolventen sowie dem damit einhergehenden Mangel an Auszubildenden - wird in den nächsten zehn Jahren maßgeblich für ansteigende Arbeitskräftelücken in Hessen verantwortlich sein (Demireva et al. 2021). Es zeigt sich zudem, dass die Fachkräftelücken insbesondere für Personal mit akademischem Abschluss und Berufsausbildung bedeutsam sein werden, während für Beschäftigte ohne Berufsausbildung eher Angebotsüberhänge prognostiziert werden (Demireva et al. 2021). Die vier Reports zum IAB-Betriebspanel 2021 stehen unter dem Rahmenthema „Fachkräftesicherung in der Corona-Pandemie und darüber hinaus“. Untersucht wird, inwieweit die hessischen Betriebe die Zeit der Pandemie genutzt haben, um innerbetriebliche Veränderungen anzustoßen, die der Deckung des aktuellen und zukünftigen Personalbedarfs dienen. Insbesondere die Auswertung von Daten im Zeitverlauf veranschaulicht veränderte betriebliche Aktivitäten. Dieses Wissen ist relevant, um angesichts der aktuellen Lage strategisch handeln zu können. Der vorliegende erste Report widmet sich der Frage, inwieweit sich Personalbewegungen und innerbetriebliche Aktivitäten zur Mitarbeitendenbindung, orientiert an den Personalbedarfen, auf die Beschäftigtenstruktur ausgewirkt haben. Im zweiten Report werden aktuelle Entwicklungen in der betrieblichen Ausbildung in den Blick genommen. Der dritte Report erfasst den Stand der Digitalisierung von Arbeit und betrieblicher Weiterbildung. Im vierten Report wird analysiert, inwiefern die Corona-Pandemie zu Innovationen in Bezug auf Organisationsstrukturen, Produkte und Dienstleistungen geführt hat. Die Auswertungen basieren auf den Angaben von 1.165 Betrieben in Hessen; Stand der Erhebungen war der Zeitraum von Juli bis November 2021." (Textauszug, IAB-Doku)
Weiterführende Informationen
Infografiken 2021 -
Literaturhinweis
Rent Sharing within Firms (2022)
Zitatform
Cho, David & Alan B. Krueger (2022): Rent Sharing within Firms. In: Journal of labor economics, Jg. 40, H. S1, S. S17-S38. DOI:10.1086/718713
Abstract
"This study investigates the extent to which economic rents are shared among different types of workers within firms. We utilize administrative payroll records in order to estimate the elasticity of employee compensation with respect to the price of crude oil at petroleum extraction companies. We find that the elasticity of rent sharing is heterogeneous within firms and significantly higher for workers at the top of the earnings distribution. These results can be rationalized by a bargaining model in which insiders within a firm possess greater power to negotiate over wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does employee ownership improve performance?: employee ownership generally increases firm performance and worker outcomes (2022)
Zitatform
Kruse, Douglas (2022): Does employee ownership improve performance? Employee ownership generally increases firm performance and worker outcomes. (IZA world of labor 311), Bonn, 14 S. DOI:10.15185/izawol.311.v2
Abstract
"Eine stärkere Anteilsbeteiligung der Beschäftigten an den neuen Technologien, die tendenziell menschliche Arbeit ersetzen, wird als Antwort auf den Wandel der Arbeitswelt oft eingefordert. Tatsächlich hat dieses Instrument großes Potenzial: Mitarbeiterbeteiligung kann Ungleichheit durch Einkommenszuwächse entgegenwirken und die makroökonomische Stabilität durch verringerte Arbeitslosigkeit in Rezessionsphasen stärken. Bedenken mit Blick auf Trittbrettfahrer-Verhalten und einseitig verteilte finanzielle Risiken lassen sich durch Arbeitsnormen, Lohnsteigerung und Jobsicherheit entkräften. Diese Vorteile rechtfertigen politische Fördermaßnahmen für Beteiligungsprogramme." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
deutsche Kurzfassung -
Literaturhinweis
Do Employee Share Owners Face Too Much Financial Risk? (2022)
Zitatform
Kruse, Douglas, Joseph Blasi, Dan Weltmann, Saehee Kang, Jung Ook Kim & William Castellano (2022): Do Employee Share Owners Face Too Much Financial Risk? In: ILR review, Jg. 75, H. 3, S. 716-740. DOI:10.1177/00197939211007394
Abstract
"A major theoretical objection against employee share ownership is that workers are exposed to excessive financial risk. Theory posits that 10 to 15% of a typical worker's wealth portfolio can be prudently invested in employer stock. The authors analyze employee share ownership in US family portfolios using the 2004 to 2016 Survey of Consumer Finances. Overall, 15.3% of families with private-sector employees held employer stock in 2016, and one in six of these families exceeded the 15% threshold. Employee share ownership appears to generally add to, rather than substitute for, both pension and overall wealth. Employee share owners express higher risk tolerance and financial knowledge and greater understanding of the value of diversification. While financial risk does not appear to be a substantial problem for most employee share owners, a small minority may face excessive risk, and the authors suggest approaches to reduce such risk." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Pay Change and Its Long-Term Consequences (2022)
Zitatform
Krüger, Miriam & Guido Friebel (2022): A Pay Change and Its Long-Term Consequences. In: Journal of labor economics, Jg. 40, H. 3, S. 543-572. DOI:10.1086/717728
Abstract
"In a professional services firm, top management unexpectedly adjusted the pay of consultants in some divisions to the pay in other divisions. In this quasi experiment, fixed wages increased and bonuses decreased, reducing pay for the high performers and increasing it for the low performers. Individual outputs and efforts decreased by 30%, and attrition and absenteeism increased. The effects were driven by those who were rationally expecting to lose from the pay change. Observing a period of more than 3 years, we show long-term negative reciprocity of those affected but no negative selection effects of new hires." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Performance-related pay and productivity: Do performance-related pay and financial participation schemes have an effect on firms' performance? (2022)
Zitatform
Lucifora, Claudio & Federica Origo (2022): Performance-related pay and productivity. Do performance-related pay and financial participation schemes have an effect on firms' performance? (IZA world of labor 152), Bonn, 11 S. DOI:10.15185/izawol.152.v2
Abstract
"Richtig gestaltet können leistungsbezogene Vergütungssysteme die Unternehmensproduktivität und Wettbewerbsfähigkeit wirksam steigern. Auf den individuellen Erfolg bezogene Modelle sind mit einem stärkeren Produktivitätsanstieg verbunden, während Gruppenanreize und Gewinnbeteiligung geringere Effekte haben. Allerdings sollten negative Auswirkungen auf die Arbeitsintensität und die physische wie psychische Belastung der Arbeitnehmer nicht außer Acht gelassen werden, zumal neue Formen mobilen Arbeitens den Stellenwert leistungsbezogener Entlohnung eher noch vergrößern werden." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Deutsche Kurzfassung -
Literaturhinweis
The Division of Unexpected Revenue Shocks (2021)
Zitatform
Bastos, Paulo, Natália P. Monteiro & Odd Rune Straume (2021): The Division of Unexpected Revenue Shocks. (NIPE working paper / Universidade do Minho 2021,13), Braga, 53 S.
Abstract
"We estimate the effects of unexpected revenue shocks on worker compensation. We propose a new methodology to identify the unexpected component of demand shocks at the firm-level, which uses gaps between observed and recently forecasted GDP growth in export destinations (weighted by the initial share of destinations in firms' total sales). Using employer-employee panel data, we find that unexpected demand shocks are partly transmitted to workers in the form of higher average wages, with most of the rises occurring close to the top of the within-firm wage distribution. We find little evidence of adjustments in the skill composition of the workforce. The unequal average distribution of rents is mainly driven by wage effects in firms managed by high-skilled managers, and by changes in overtime and other pay. This suggests that different types of managers implement different pay systems in the firm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Three dimensions of employees acquiring shares in their firms: personal characteristics, motives and type of ownership (2021)
Zitatform
Faigen, Benjamin, Niels Mygind, Throstur Olaf Sigurjonsson & Audur Arna Arnardottir (2021): Three dimensions of employees acquiring shares in their firms. Personal characteristics, motives and type of ownership. In: Economic and Industrial Democracy, Jg. 42, H. 3, S. 737-765. DOI:10.1177/0143831X18805847
Abstract
"This study is based on a survey and interviews in six Icelandic firms in which share purchases by employees have transpired. The focus is on employees' characteristics and motives in becoming shareowners as well as the reasons for non-participation. The article's contribution is to add to the theory and empirical evidence regarding the individual-level antecedents to employee ownership across both majority and minority variants. The results reveal that income, tenure and age influence ownership status. There is some support for expectations that employees place greater emphasis on stakeholder goals and collective goals in majority employee-owned firms and on financial goals in minority employee-owned firms. Employees were hindered from becoming owners due to a lack of funds or internal exclusionary barriers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Mitarbeiterbeteiligung für das 21. Jahrhundert (2021)
Zitatform
Naumer, Hans-Jörg (2021): Die Mitarbeiterbeteiligung für das 21. Jahrhundert. In: Wirtschaftswissenschaftliches Studium, Jg. 50, H. 1, S. 34-39. DOI:10.15358/0340-1650-2021-1-34
Abstract
"Nach einer Weile des Dornröschen-Schlafes scheint die Mitarbeiterbeteiligung wieder zurück zu sein auf der politischen Agenda. Motivation und Bindung von Mitarbeiter/innen, Förderung der Start-up-Kultur, Stärkung der Altersvorsorge und des Vermögensaufbaus sowie die Verringerung der Ungleichheit sind die Treiber. Dieser Beitrag gibt einen Einblick in den Stand der Diskussion und einen Ausblick, wie sich die Mitarbeiterbeteiligung als Grundstein in eine holistische Förderung der Vermögensbildung einfügen könnte." (Autorenreferat, IAB-Doku, © Verlag Franz Vahlen )
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Literaturhinweis
Income Distribution, Productivity Growth and Workers's Bargaining Power in an Agent-Based Macroeconomic Model (2021)
Rolim, Lilian N.; Baltar, Carolina Troncoso; Lima, Gilberto Tadeu;Zitatform
Rolim, Lilian N., Carolina Troncoso Baltar & Gilberto Tadeu Lima (2021): Income Distribution, Productivity Growth and Workers's Bargaining Power in an Agent-Based Macroeconomic Model. (Working Papers, Department of Economics 2021,27), 36 S.
Abstract
"We investigate the effect of labor productivity growth and workers's bargaining power on income distribution in a novel agent-based macroeconomic model mostly inspired by the post-Keynesian literature. Its main novelties are a wage bargaining process and a mark-up adjustment rule featuring a broader set of dimensions and coupled channels of interaction. The former allows nominal wages to be endogenously determined by interactions involving firms and workers, which are mediated by workers's bargaining power. The latter assumes that firms also consider their position relative to workers (through their unit costs) to set their mark-up rates, thus linking the evolution of nominal wages in the bargaining process and labor productivity growth to the functional income distribution. This has implications for the personal income distribution through a three-class structure for households. The model reproduces numerous stylized facts, including those concerning the income distribution dynamics. By capturing the inherent social conflict over the distribution of income, our results show the importance of the coevolutionary interaction between workers's bargaining power and productivity growth to the dynamics of income inequality and to its relationship with output. This leads to a policy dilemma between promoting productivity growth and improving income equality which can, nonetheless, be attenuated by combining policies and institutions that sustain workers's strength with policies that stimulate technological innovation and productivity growth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The relationship between profit-sharing schemes and R&D activities: evidence from German firm-level data (2021)
Zitatform
d'Andria, Diego & Silke Übelmesser (2021): The relationship between profit-sharing schemes and R&D activities: evidence from German firm-level data. In: Industry and Innovation, Jg. 28, H. 8, S. 990-1016., 2021-05-03. DOI:10.1080/13662716.2021.1929866
Abstract
"We study the determinants of the use of profit sharing schemes (PSS) by private companies, exploiting a firm-level dataset for Germany. First, our results from static regression models replicate studies for the U.S. which report a positive correlation between R&D activity and PSS use. Similarly to those studies, we find that a firm's turnover is strongly associated with PSS use, whereas this does not hold for the age of a firm. Firms with a unionized or more qualified workforce are also associated with PSS use. By exploiting the panel structure of our data, we also provide a novel set of tests by means of dynamic models estimation. The analysis sheds light on the relation between R&D activity, past innovation and PSS use." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is profit sharing productive? A meta-regression analysis (2020)
Zitatform
Doucouliagos, Hristos, Patrice Laroche, Douglas L. Kruse & T. D. Stanley (2020): Is profit sharing productive? A meta-regression analysis. In: BJIR, Jg. 58, H. 2, S. 364-395. DOI:10.1111/bjir.12483
Abstract
"In this article, we re-examine the relationship between group-based profit sharing and productivity. Our meta-regression analysis of 355 estimates from 56 studies controls for publication selection and misspecification biases and investigates the impact of firm-level unionisation. Profit sharing is positively related to productivity on average, with a stronger relationship where there is higher unionisation. The positive effect of profit sharing on productivity is larger in cooperative firms and in transition economies. Separate meta-analysis of interactions suggests that profit sharing works better in combination with capital investment and employee participation in decisions." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Betriebliche Aktivitäten in Relation zur Altersstruktur der Beschäftigten: IAB-Betriebspanel Report Hessen 2019 (2020)
Lauxen, Oliver; Larsen, Christa; Demireva, Lora;Zitatform
Lauxen, Oliver, Lora Demireva & Christa Larsen (2020): Betriebliche Aktivitäten in Relation zur Altersstruktur der Beschäftigten. IAB-Betriebspanel Report Hessen 2019. (IAB-Betriebspanel Hessen 2020,04), Frankfurt am Main, 19 S.
Abstract
"Ausgangspunkt für die Betrachtungen im vorliegenden Report waren Prognosen zum altersbedingten Ersatzbedarf in der hessischen Wirtschaft in den kommenden Jahren. Um zukunftsfähig zu bleiben, ist die Sicherung des Arbeitskräftebedarfs für die Betriebe essenziell. Untersucht wurde auf Basis von Daten aus dem IAB-Betriebspanel, ob Betriebe mit vergleichsweise älterer Belegschaft vor diesem Hintergrund anders agieren als Betriebe mit vergleichsweise jüngerer Belegschaft. Mit 35 Prozent zählt mehr als ein Drittel der hessischen Betriebe zu jenen mit älterer Belegschaft, darunter viele Großbetriebe und etwa sechs von zehn Betrieben im Wirtschaftszweig „Öffentliche Verwaltung“. 28 Prozent der Betriebe im Bundesland haben eine vergleichsweise junge Belegschaft, darunter ein recht hoher Anteil derer, die wirtschaftliche und wissenschaftliche Dienstleistungen erbringen. Die Hypothese, dass Betriebe mit älterer Belegschaft aufgrund ihres höheren Handlungsdrucks aktiver sind bei der Sicherung ihres Fachkräftebedarfs als Betriebe mit jüngerer Belegschaft, kann allerdings nicht bestätigt werden. Jüngere Betriebe erscheinen innovativer: Von ihnen investiert ein höherer Anteil in Produkt-, Dienstleistungs- und Prozessentwicklung, setzt Roboter ein oder ist in Forschung und Entwicklung aktiv. Die Offenheit für Neues erscheint größer in Betrieben mit jüngerer Belegschaft. Da-mit geht auch eine stärkere Dynamik in Sachen Personalbewegungen einher. Von den jüngeren Betrieben hat ein weit größerer Anteil Personalbedarfe angegeben und Neueinstellungen vorgenommen. Auch das Engagement in der betrieblichen Ausbildung erscheint in den Betrieben mit jüngerer Belegschaft stärker ausgeprägt. Gleiches gilt für Aktivitäten zur Fachkräftebindung: Jüngere Betriebe schaffen eher die Möglichkeit einer betrieblichen Weiterbildung und einer Gewinn-, Erfolgs- und Kapitalbeteiligung für ihre Beschäftigten. Lediglich bei der Übernahme von Auszubildenden in ein Beschäftigungsverhältnis unterscheiden sich jüngere von älteren Betrieben kaum." (Textauszug, IAB-Doku)
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Literaturhinweis
Annual economic survey of employee share ownership in European countries 2019 (2020)
Mathieu, Marc;Zitatform
Mathieu, Marc (2020): Annual economic survey of employee share ownership in European countries 2019. (Annual economic survey of employee share ownership in European countries), Brüssel, 222 S.
Abstract
"223 pages evolution 2006-2019 main findings of census 2019 more than 100 tables and graphs democratization rate in various countries list of all most remarkable companies ordinary employees and top executives employee representation on boards discrimination in voting rights ownership control listed companies employee-owned non-listed companies and much more. An exhaustive picture based on the EFES database(the 2.750 European companies gathering 96% of employment in all European listed companies)." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Finanzielle und nichtfinanzielle Mitarbeiterbeteiligung bei Startups (2019)
Altmann, Charlotte; Philipps, Robert; Hanemann, Luis;Zitatform
Altmann, Charlotte, Luis Hanemann & Robert Philipps (2019): Finanzielle und nichtfinanzielle Mitarbeiterbeteiligung bei Startups. (WISO direkt 2019,22), Bonn, 4 S.
Abstract
"Die finanzielle Beteiligung von Mitarbeiter_innen am Unternehmen ist für Startups wichtig, um im Wettbewerb um Fachkräfte zu bestehen und die Mitarbeiterbindung zu erhöhen. Insbesondere steuerrechtliche Unsicherheiten führen aber zu hohen Transaktionskosten. Erforderlich sind klare rechtliche Regelungen, um Mitarbeiterkapitalbeteiligung mit standardisierten Verträgen einfach, transparent und rechtssicher handhabbar zu machen. Zudem sollten neue Formen von nichtfinanzieller Mitarbeiterbeteiligung (Mitbestimmung) entwickelt werden, die zu den Gegebenheiten des Startup-Ökosystems passen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Accelerators as start-up infrastructure for entrepreneurial clusters (2019)
Zitatform
Bliemel, Martin, Ricardo Flores, Saskia de Klerk & Morgan P. Miles (2019): Accelerators as start-up infrastructure for entrepreneurial clusters. In: Entrepreneurship and Regional Development, Jg. 31, H. 1/2, S. 133-149. DOI:10.1080/08985626.2018.1537152
Abstract
"Infrastructure is commonly conceptualized as a set of facilities that play a critical role in facilitating activities by individuals and organizations. Conventionally, infrastructure is tightly linked to publicly funded projects that facilitate access to key resources and enable diverse activities. Within entrepreneurial clusters research, infrastructure includes universities, research institutions and telecommunication technologies that facilitate entrepreneurial activities. These capital-intensive investments seek to facilitate start-ups emergence by aiding access to markets and development of ideas. Accelerators facilitate the same activities and have only recently been conceptualized as start-up infrastructure. This study builds upon this research stream by elaborating on how accelerators can play this meaningful role at the cluster level. Specifically, and by relying on the analysis of empirical evidence from three distinct studies, we uncover how accelerators provide tangible and intangible dimensions of start-up infrastructure to form a positively reinforcing cycle of entrepreneurial activities. Additionally, our findings allow us to push further the idea that start-up infrastructure development can be an endogenous process involving multiple actors within the cluster. Our empirical findings and the theoretical insights derived from them have meaningful implications for the aforementioned literature, as well as start-up practitioners and policymakers linked to the funding of entrepreneurial clusters." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Profit-sharing and wages: An empirical analysis using French data between 2000 and 2007 (2019)
Zitatform
Delahaie, Noélie & Richard Duhautois (2019): Profit-sharing and wages: An empirical analysis using French data between 2000 and 2007. In: BJIR, Jg. 57, H. 1, S. 107-142. DOI:10.1111/bjir.12295
Abstract
"Economic theory presents different arguments about how profit-sharing may affect wages. First, profit-sharing may substitute for the base wage. Second, profit-sharing can be interpreted as an 'efficiency wage' that adds to the base wage and increases total compensation. The existing empirical literature has not determined which of these arguments is valid. This article attempts to address this issue for France between 2000 and 2007. Based on a difference-in-differences selection model, we show that bonuses in firms adopting profit-sharing are too small to conclude whether it substitutes for or complements the base wage. While base wage levels are generally higher among profit-sharing firms, changes in the base wage over this period are lower among firms that have had profit-sharing for a number of years." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
New Pay: Welche Anreize funktionieren überhaupt noch? (2019)
Eichhorst, Werner; Linckh, Carolin;Zitatform
Eichhorst, Werner & Carolin Linckh (2019): New Pay: Welche Anreize funktionieren überhaupt noch? (IZA Standpunkte 95), Bonn, 15 S.
Abstract
"Die Arbeitswelt wandelt sich hin zu komplexeren und interaktiveren Tätigkeiten. Dabei wächst die Bedeutung von Wissen und intrinsischer Motivation, während die Messbarkeit von Leistungen anhand einfacher Zielindikatoren zurückgeht und individuelle leistungsorientierte Vergütungsbestandteile Fehlanreize setzen können, wie neuere Erkenntnisse aus der Verhaltensökonomie belegen. Deshalb müssen Vergütungsmodelle den Anforderungen der modernen Arbeitswelt gerecht werden und entsprechend verändert werden. Für die Zukunft bieten sich vor allem drei Bausteine bei der variablen Vergütung an: erstens eine Vergütung, die am Firmen- oder Teamerfolg ansetzt anstatt individuellen Erfolg zu prämieren; zweitens Entlohnungs- und Arbeitsgestaltungsmodelle nach dem Cafeteria-Prinzip mit individuellen Wahlmöglichkeiten; und drittens können Kapitalbeteiligungen neben dem verteilungspolitischen Aspekt die Motivation steigern, ohne viel Detailsteuerung zu benötigen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Entwicklung von Betrieben und Beschäftigung in Brandenburg: Ergebnisse der zweiundzwanzigsten Welle des Betriebspanels Brandenburg (2019)
Frei, Marek; Prick, Simone; Kriwoluzky, Silke;Zitatform
Frei, Marek, Silke Kriwoluzky & Simone Prick (2019): Entwicklung von Betrieben und Beschäftigung in Brandenburg. Ergebnisse der zweiundzwanzigsten Welle des Betriebspanels Brandenburg. (Reihe Forschungsberichte), Potsdam, 107 S.
Abstract
Das Institut für Arbeitsmarkt- und Berufsforschung der Bundesagentur für Arbeit (IAB) führt seit 1996 jährlich eine bundesweite Arbeitgeberbefragung durch (IAB-Betriebspanel). Im Jahr 2017 fand diese Befragung zum 22. Mal statt. Für Auswertungen liegen Befragungsdaten von insgesamt rund 16 Tsd. Betrieben vor, darunter knapp 1 Tsd. aus Brandenburg - das entspricht 1,5 % der brandenburgischen Betriebe.;
Die Ergebnisse: Beschäftigungswachstum setzt sich unvermindert fort; weitere Beschäftigungsaussichten überwiegend positiv. Beschäftigungschancen in der brandenburgischen Wirtschaft sind häufig an formale Ausbildung gebunden. Demografischer Wandel ist in den brandenburgischen Betrieben deutlich spürbar. Fachkräftebedarf der Betriebe bleibt hoch; Besetzungsprobleme vor allem für Kleinstbetriebe. Bedeutung der Teilzeitbeschäftigung wächst weiter. Atypische Beschäftigung in Brandenburg weniger weit verbreitet als in Westdeutschland. Nur wenige brandenburgische Betriebe haben bereits Erfahrungen mit der Beschäftigung Geflüchteter gemacht. Geflüchtete arbeiten in Brandenburg bislang vor allem in qualifizierten Tätigkeiten. Ausbildungsbeteiligung steigt leicht an; gerade Kleinstbetriebe bilden vermehrt aus. Weiterbildungsquote erreicht neuen Höchststand. Mehrheit der brandenburgischen Betriebe nutzt Hochgeschwindigkeits-Internetanschluss. Digitale Basistechnologien sind in den brandenburgischen Betrieben die Regel. Fast jeder zehnte brandenburgische Betrieb weist einen hohen Digitalisierungsgrad auf. Digitalisierung macht Arbeit vielfältiger und komplexer; mehr Eigenverantwortung für Beschäftigte. Noch keine Auswirkungen der Digitalisierung auf Umfang der Beschäftigung und Tätigkeitsanforderungen sichtbar. Tarifbindung schwächt sich weiter ab; Lohnabstand zu Westdeutschland vergrößert sich wieder. Brandenburgische Wirtschaft bei Investitionsintensität und Umsatzproduktivität deutlich unter dem westdeutschen Niveau. (IAB) -
Literaturhinweis
Mitarbeiterkapitalbeteiligungen: Verbreitung und Beteiligungsgrade (2019)
Zitatform
Gunkelmann, Kathrin & Sven Stöwhase (2019): Mitarbeiterkapitalbeteiligungen: Verbreitung und Beteiligungsgrade. In: Wirtschaftsdienst, Jg. 99, H. 5, S. 359-362. DOI:10.1007/s10273-019-2457-1
Abstract
"Zwar erhielt das Thema Mitarbeiterkapitalbeteiligung in jüngster Zeit wieder mehr Aufmerksamkeit, über Umfang und Tiefe der Kapitalbeteiligung der Arbeitnehmer in Deutschland ist aber wenig bekannt. Mithilfe des IAB-Betriebs-Panels wird analysiert, wie sich die Zahl der Betriebe, die Beteiligungen anbieten, und die Zahl der an diesen Programmen beteiligten Mitarbeiter entwickelt haben. Die Ergebnisse zeigen einen deutlichen Rückgang der Teilnahmequoten bis 2009, während sie in den letzten Jahren jedoch eher konstant sind." (Autorenreferat, © Springer-Verlag)
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Literaturhinweis
Annual economic survey of employee share ownership in European countries 2018 (2019)
Mathieu, Marc;Zitatform
Mathieu, Marc (2019): Annual economic survey of employee share ownership in European countries 2018. (Annual economic survey of employee share ownership in European countries), Brüssel, 212 S.
Abstract
"213 pages evolution 2006-2018 main findings of census 2018 more than 100 tables and graphs democratization rate in various countries list of all most remarkable companies ordinary employees and top executives employee representation on boards discrimination in voting rights listed companies employee-owned non-listed companies and much more Not just a sample but an exhaustive picture based on the EFES database (the 2.750 European companies gathering 95% of employment in all European listed companies)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mitarbeiterkapitalbeteiligung in KMU: Die Perspektive der Mitarbeiter/innen (2019)
Zitatform
Steger, Thomas, Christoph Schubert, Christina Beisiegel & Madeleine Dietrich (2019): Mitarbeiterkapitalbeteiligung in KMU. Die Perspektive der Mitarbeiter/innen. (Hans-Böckler-Stiftung. Working paper Forschungsförderung 129), Düsseldorf, 122 S.
Abstract
"Die Mitarbeiterkapitalbeteiligung kann ein wichtiges Instrument für eine nachhaltige Unternehmensführung sein, gerade in kleinen und mittleren Unternehmen. Wie aber sehen die Mitarbeiterinnen und Mitarbeiter selber dieses Instrument? Diese Studie zeigt, dass sie die Möglichkeiten und Grenzen durchaus kritisch und reflektiert wahrnehmen und sich die Bewertung zwischen verschiedenen Beschäftigtengruppen unterscheidet. Allgemein aber gilt, dass eine beteiligungsorientierte Unternehmenskultur essentiell für eine erfolgreiche Mitarbeiterkapitalbeteiligung ist." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Do employee-owned firms produce more positive employee behavioural outcomes? If not why not?: A British-Spanish comparative analysis (2018)
Zitatform
Basterretxea, Imanol & John Storey (2018): Do employee-owned firms produce more positive employee behavioural outcomes? If not why not? A British-Spanish comparative analysis. In: BJIR, Jg. 56, H. 2, S. 292-319. DOI:10.1111/bjir.12247
Abstract
"Whether 'employee ownership' takes the form of worker cooperatives, co-ownership or simply employee share ownership plans, there are normally high expectations that a range of positive outcomes will result. Yet many empirically based studies tend to find a much more complex picture. An influential segment of that empirical literature has posited the need for a number of mutually reinforcing workforce management components to be in place alongside co-ownership. Drawing on detailed case research in two large and successful co-owned retailers in Spain and Britain this paper examines the role of these wider elements supporting employee ownership. We find that employee ownership can be linked to higher productivity and lower employee turnover, while at the same time being linked to higher absenteeism and mixed effects on attitudes. Expectations held by managers and employees are higher; these expectations are not always fully met. The role of managers was also found to be crucial." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Finanzielle Mitarbeiterbeteiligung in Deutschland: Gewinn- und Kapitalbeteiligung von Mitarbieter: Eine Studie vor dem Hintergrund des Mitarbeiterkapitalbeteiligungsgesetzes und der Wirtschaftskrise 2008 (2018)
Zitatform
Czaya, Axel & Wenzel Matiaske (2018): Finanzielle Mitarbeiterbeteiligung in Deutschland. Gewinn- und Kapitalbeteiligung von Mitarbieter: Eine Studie vor dem Hintergrund des Mitarbeiterkapitalbeteiligungsgesetzes und der Wirtschaftskrise 2008. (Hans-Böckler-Stiftung. Working paper Forschungsförderung 111), Düsseldorf, 146 S.
Abstract
"Die finanzielle Mitarbeiterbeteiligung wird zwar gerne als Instrument mit vielfältigen Vorzügen gelobt. Gleichwohl hinkt ihre die Nutzung in Deutschland im internationalen Vergleich hinterher. Auf Grundlage dreier repräsentativer Befragungen im Zeitraum von 2007 bis 2015 untersuchen die Autoren die Hintergründe. Während Erfolgs- und Gewinnbeteiligungen ihren festen Platz in deutschen Betrieben einnehmen, wird das Potential von Kapitalbeteiligungen kaum erschlossen. Daran haben auch die Finanzkrise von 2008 und das Mitarbeiterkapitalbeteiligungsgesetz von 2009 wenig geändert." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Economic consequences of occupational deregulation: Natural experiment in the German crafts (2018)
Zitatform
Damelang, Andreas, Andreas Haupt & Martin Abraham (2018): Economic consequences of occupational deregulation. Natural experiment in the German crafts. In: Acta sociologica, Jg. 61, H. 1, S. 34-49. DOI:10.1177/0001699316688513
Abstract
"This paper provides new evidence of occupational closure and rent-sharing in the labour market. In many labour market segments, occupational closure refers only to self-employed positions, but not to employees within these occupations. We study the relation of changes in entry regulation for firms and the corresponding economic consequences for employees within these firms. Based on bargaining theory, we argue that economic rents are shared with employees. In order to identify this 'indirect' channel of occupational closure, this paper uses a major reform in the German craft sector in 2004. This reform relaxes entry regulation into self-employment in more than half of the craft occupations. By using rich administrative data in a fixed-effects framework, we compare wages of employees in both markets pre- and post-reform. We find that employees in the reformed market are negatively affected after the reform. This proves the existence of former wage rents due to rent-sharing in closed market segments. This average wage effect, however, is not constant for all employees. If employees can make a credible threat to the employer to take advantage of deregulation and set up their own business, they can counteract the negative wage effects of the reform. As a consequence, our empirical results show that wages of young and skilled employees are less affected by the reform." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Codetermination losing ground (2018)
Ellguth, Peter;Zitatform
Ellguth, Peter (2018): Codetermination losing ground. In: IAB-Forum H. 14.06.2018, o. Sz., 2018-06-11.
Abstract
"Like collective bargaining coverage, codetermination is becoming less and less significant in German companies. Only a minority of employees, especially in East Germany, work in companies with a works council." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Firm wage premia, industrial relations, and rent sharing in Germany (2018)
Zitatform
Hirsch, Boris & Steffen Müller (2018): Firm wage premia, industrial relations, and rent sharing in Germany. (IWH-Diskussionspapiere 2018,02), Halle, 40 S.
Abstract
"This paper investigates the influence of industrial relations on firm wage premia in Germany. OLS regressions for the firm effects from a two-way fixed effects decomposition of workers' wages by Card, Heining, and Kline (2013) document that average premia are larger in firms bound by collective agreements and in firms with a works council, holding constant firm performance. RIF regressions show that premia are less dispersed among covered firms but more dispersed among firms with a works council. Hence, deunionisation is the only among the suspects investigated that contributes to explaining the marked rise in the premia dispersion over time." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Annual economic survey of employee share ownership in European countries 2017 (2018)
Mathieu, Marc;Zitatform
Mathieu, Marc (2018): Annual economic survey of employee share ownership in European countries 2017. (Annual economic survey of employee share ownership in European countries), Brüssel, 206 S.
Abstract
"207 pages evolution 2006-2017 main findings of census 2017 more than 100 tables and graphs democratization rate in various countries list of all most remarkable companies ordinary employees and top executives employee representation on boards discrimination in voting rights listed companies employee-owned non-listed companies and much more.
Not just a sample but an exhaustive picture based on the EFES database (the 2.700 European companies gathering 95% of employment in all European listed companies)." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Capital structure and a firm's workforce (2018)
Matsa, David A.;Zitatform
Matsa, David A. (2018): Capital structure and a firm's workforce. (NBER working paper 25125), Cambrige, Mass., 51 S. DOI:10.3386/w25125
Abstract
"While businesses require funding to start and grow, they also rely on human capital, which affects how they raise funds. Labor market frictions make financing labor different than financing capital. Unlike capital, labor cannot be owned and can act strategically. Workers face unemployment costs, can negotiate for higher wages, are protected by employment regulations, and face retirement risk. I propose using these frictions as a framework for understanding the unique impact of a firm's workforce on its capital structure. For instance, high leverage often makes managing labor more difficult by undermining employees' job security and increasing the need for costly workforce reductions. But firms can also use leverage to their advantage, such as in labor negotiations and defined benefit pensions. This research can help firms account for the needs and management of their workforce when making financing decisions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Exit-Kapitalismus revisited: der Einfluss privaten Risikokapitals auf Unternehmensentscheidungen, Marktrisiken und Arbeitsqualität in technologieintensiven Jungunternehmen (2018)
Staab, Philipp;Zitatform
Staab, Philipp (2018): Exit-Kapitalismus revisited. Der Einfluss privaten Risikokapitals auf Unternehmensentscheidungen, Marktrisiken und Arbeitsqualität in technologieintensiven Jungunternehmen. In: Leviathan, Jg. 46, H. 2, S. 212-231. DOI:10.5771/0340-0425-2018-2-212
Abstract
"Zur Beschreibung des Dotcom-Booms der 1990er Jahre prägte Stefan Kühl den Begriff des Exit-Kapitalismus. Im Exit-Kapitalismus nimmt privates Risikokapital umfassenden Einfluss auf Unternehmensentscheidungen in Startups, was spezifische Effekte für die Entwicklung dieses Feldes hat. Der Beitrag zeigt, dass die Ziele und Profitstrategien von Risikokapitalgeber_innen auch heute großen Einfluss auf Entwicklungen in der deutschen Startup-Szene haben. Erstens bilden wieder spektakuläre Exits und nicht langfristiger Unternehmenserfolg die zentrale Profitperspektive risikokapitalintensiver Startups, was systematische wirtschaftliche Risiken impliziert. Zweitens hat sich das Exit-Geschehen aber von der Kapitalisierung durch Börsengänge hin zu Akquisitionen verschoben, wodurch sich potenzielle Risiken vom Finanzmarkt auf akquisitionsstarke Unternehmen und deren Beschäftigte verlagern. Drittens wird gezeigt, dass die Kalküle privaten Risikokapitals bis in die Arbeitssituation vordringen können, worunter die Arbeitsqualität in Startups leidet." (Autorenreferat, IAB-Doku)
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Literaturhinweis
What's behind the increase in inequality? (2017)
Appelbaum, Eileen;Zitatform
Appelbaum, Eileen (2017): What's behind the increase in inequality? Washington, DC, 21 S.
Abstract
"The focus of this paper is the increase in earnings inequality over the last 30-plus years. Economists have well-developed theories that explain differences in wage levels among different categories of workers. Differences in educational attainment and skills are a major source of these differences; large organizations typically employ workers with a wide range of skills and responsibilities and pay them accordingly. As a result, the level of wage inequality within organizations is quite large. This paper does not challenge these results. It argues, however, that these theories are not adequate to explain a relatively recent phenomenon: the increase in recent decades in wage inequality among workers with similar levels of education and similar demographic characteristics who are employed in similar occupations but in different firms or establishments. These differences in wages are how most people experience inequality. Yet much of the analysis by economists has focused on developments that have enabled leading firms in the U.S. to increase their ability to extract monopoly rents.
This paper reviews a wide-ranging literature that examines the increased ability of leading firms to extract monopoly rents. It also reviews the more recent and still thin literature on the increase in inequality among workers with similar characteristics but different employers. The contribution of this paper is the identification of a mechanism that reconciles these two strains of economic research and explains how the increase in rent extraction is linked to the increasingly unequal pay of U.S. workers with similar characteristics. I draw on joint work with Rosemary Batt (2014) to identify new opportunities for rent seeking behavior, and on joint work with Annette Bernhardt, Rosemary Batt and Susan Houseman (2016, 2017) on domestic outsourcing, inter-firm contracting and the growing importance of production networks to establish a mechanism that connects the increase in rents with this new type of increase in wage inequality." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
15 Jahre IAB-Betriebspanel Hessen: Die wichtigsten Ergebnisse im Kurzporträt (2017)
Bennewitz, Emanuel;Zitatform
Bennewitz, Emanuel (2017): 15 Jahre IAB-Betriebspanel Hessen. Die wichtigsten Ergebnisse im Kurzporträt. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Hessen 01/2017), Nürnberg, 40 S.
Abstract
"Das IAB-Betriebspanel ist eine repräsentative Arbeitgeberbefragung des Institutes für Arbeitsmarkt- und Berufsforschung und erhebt betriebliche Bestimmungsgrößen der Beschäftigung. Die Befragung wird in Westdeutschland seit 1993 und in Ostdeutschland seit 1996 durchgeführt. Dank der finanziellen Beteiligung der Hessischen Landesregierung, des Europäischen Sozialfonds und der Regionaldirektion Hessen der Bundesagentur für Arbeit ist seit dem Jahr 2001 auch eine repräsentative Auswertung der Befragungsergebnisse für das Bundesland Hessen möglich.
Damit feierte das IAB-Betriebspanel 2015 in Hessen sein 15-jähriges Bestehen. Anlässlich dieses Jubiläums möchte der Beitrag die Bedeutung dieser Arbeitgeberbefragung für die Darstellung der betrieblichen Nachfrageseite in Hessen hervorheben. Dies erfolgt anhand einer Zusammenfassung der zentralen Ergebnisse der Befragungswelle aus dem Jahr 2015. Ein Überblick über die Geschichte des IAB-Betriebspanels sowie die Beschreibung methodischer Aspekte wie etwa der Gestaltung des Fragebogens, des Stichprobendesigns oder der Befragung an sich runden diesen Beitrag ab.
Am Ende wird sich zeigen, dass der Erfolg des IAB-Betriebspanels begründet ist durch die stetige Weiterentwicklung und die Fähigkeit, aktuelle Fragen von Wirtschaft und Politik aus Sicht der Betriebe zu beantworten. Dennoch lebt das IAB-Betriebspanel in Hessen allein durch die Teilnahmebereitschaft der im Schnitt jährlich etwa 1.000 befragten Betriebe. Denn nur anhand der Antworten der im Jahr 2015 insgesamt 1.046 befragten Betriebsvertreter ist es möglich, repräsentative Aussagen über die hochgerechnet etwa 158 Tsd. Betriebe und rund 3.055 Tsd. Erwerbstätigen des Jahres 2015 zu treffen." (Autorenreferat, IAB-Doku) -
Literaturhinweis
The impact of private equity on employment: the consequences of fund country of origin: new evidence from France (2017)
Zitatform
Guery, Loris, Anne Stevenot, Geoffrey T. Wood & Chris Brewster (2017): The impact of private equity on employment: the consequences of fund country of origin. New evidence from France. In: Industrial relations, Jg. 56, H. 4, S. 723-750. DOI:10.1111/irel.12193
Abstract
"This article explores the country of origin effects of private equity investment on employment in France. Using propensity score matching methodology applied to establishment-level survey data, we find that foreign investors are significantly more likely to induce job shedding and employment insecurity than are French investors. As suggested by the literature on comparative capitalism, national differences may persist in conjunction with commonalities and trends in global capitalism." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Pay for performance and beyond (2017)
Holmström, Bengt;Zitatform
Holmström, Bengt (2017): Pay for performance and beyond. In: The American economic review, Jg. 107, H. 7, S. 1753-1777. DOI:10.1257/aer.107.7.1753
Abstract
"Incentives are often associated with narrow financial rewards such as bonuses or executive stock options. But in general such rewards are just a small part of the design of incentives. Properly designed incentive systems have to take into account the full portfolio of activities that the agent can engage in, the array of instruments, many nonfinancial, that are available to influence individuals and consider the factors that motivate them in different settings. Thinking about incentives as a system of interacting instruments and influences has been a major advance in the economics of incentives in recent years. In this lecture I will describe the path from pay for performance to the broader view of incentive systems." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The adoption and termination of profit sharing for employees: does management's attitude play a role? (2017)
Zitatform
Jirjahn, Uwe (2017): The adoption and termination of profit sharing for employees. Does management's attitude play a role? In: Applied Economics, Jg. 50, H. 2, S. 108-127. DOI:10.1080/00036846.2017.1311001
Abstract
"Examinations on the determinants of profit sharing usually focus on objective firm characteristics. Using data from manufacturing firms in Germany, this study shows that managers' subjective attitudes towards profit sharing also play an important role in the adoption and termination of this payment scheme. Positive management attitudes are associated with an increased likelihood of adopting profit sharing. While to some extent this entails failed experimentation, positive managerial attitudes also substantially contribute to a sustained use of profit sharing. The pattern of results holds even when controlling for a variety of objective firm characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Annual economic survey of employee share ownership in European countries 2016 (2017)
Mathieu, Marc;Zitatform
Mathieu, Marc (2017): Annual economic survey of employee share ownership in European countries 2016. (Annual economic survey of employee share ownership in European countries), Brüssel, 199 S.
Abstract
"200 pages evolution 2006-2016 main findings of census 2016 more than 100 tables and graphs democratization rate in various countries list of all most remarkable companies ordinary employees and top executives employee representation on boards discrimination in voting rights listed companies employee-owned non-listed companies and much more.
Not just a sample but an exhaustive picture based on the EFES database (the 2.600 European companies gathering 95% of employment in all European listed companies)." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Levels of employee share ownership and the performance of listed companies in Europe (2017)
Zitatform
Richter, Ansgar & Susanne Schrader (2017): Levels of employee share ownership and the performance of listed companies in Europe. In: BJIR, Jg. 55, H. 2, S. 396-420. DOI:10.1111/bjir.12169
Abstract
"We investigate the effects of employee share ownership (ESO) on three alternative measures of firm performance in a panel of 1115 companies from the five largest European economies. The results show that firms with ESO enjoy significantly higher levels of capital market performance and of accounting performance than firms without ESO however, the marginal effects of ESO are declining with increasing ESO levels. ESO does not have a clear effect on productivity. These findings hold for all countries except Spain. Variations in ESO levels within firms over time exert little performance effects." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are firms with financial participation of employees better off in a crisis?: Evidence from the IAB Establishment Panel Survey (2016)
Zitatform
Bellmann, Lutz & Iris Möller (2016): Are firms with financial participation of employees better off in a crisis? Evidence from the IAB Establishment Panel Survey. In: Management Revue, Jg. 27, H. 4, S. 304-320., 2016-04-11. DOI:10.1688/mrev-2016-Bellmann
Abstract
"In 2008/09 many countries all over the world were hit by a deep recession. At the beginning of the economic and financial crises a discussion about the practicability of financial participation of employees as an instrument to overcome the crises was initiated in Germany. Especially liquidity and productivity arguments were mentioned. This paper explores empirically whether firms having financial participation schemes of employees were better off during this turbulent time period. We focus on the function of financial participation schemes to stabilize employment and to avoid human capital losses, which is quite important in economic downturns. Our empirical analysis is based on the IAB-Establishment Panel Survey, which consists of almost 16,000 interviews every year. Our findings reveal that profit sharing and employee share ownership schemes are not outstanding crisis instruments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do broad-based employee ownership, profit sharing and stock options help the best firms do even better? (2016)
Zitatform
Blasi, Joseph, Richard Freeman & Douglas Kruse (2016): Do broad-based employee ownership, profit sharing and stock options help the best firms do even better? In: BJIR, Jg. 54, H. 1, S. 55-82. DOI:10.1111/bjir.12135
Abstract
"This article analyses the linkages among group incentive methods of compensation (broad-based employee ownership, profit sharing and stock options), labour practices, worker assessments of workplace culture, turnover and firm performance in firms that applied to the '100 Best Companies to Work For in America' competition from 2005 to 2007. Although employers with good labour practices self-select into the 100 Best Companies firms sample, which should bias the analysis against finding strong associations among modes of compensation, labour policies and outcomes, we find that employees in the firms that use group incentive pay more extensively participate more in decisions, have greater information sharing, trust supervisors more and report a more positive workplace culture than in other companies. The combination of group incentive pay with policies that empower employees and create a positive workplace culture reduces voluntary turnover and increases employee intent to stay and raises return on equity." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Share capitalism and worker wellbeing (2016)
Zitatform
Bryson, Alex, Andrew E. Clark, Richard B. Freeman & Colin P. Green (2016): Share capitalism and worker wellbeing. In: Labour economics, Jg. 42, H. October, S. 151-158. DOI:10.1016/j.labeco.2016.09.002
Abstract
"We show that worker wellbeing is determined not only by the amount of compensation workers receive but also by how compensation is determined. While previous theoretical and empirical work has often been preoccupied with individual performance-related pay, we find that the receipt of a range of group-performance schemes (profit shares, group bonuses and share ownership) is associated with higher job satisfaction. This holds conditional on wage levels, so that pay methods are associated with greater job satisfaction in addition to that coming from higher wages. We use a variety of methods to control for unobserved individual and job-specific characteristics. We suggest that half of the share-capitalism effect is accounted for by employees reciprocating for the 'gift'; we also show that share capitalism helps dampen the negative wellbeing effects of what we typically think of as 'bad' aspects of job quality." (Author's abstract, IAB-Doku) ((en))