Brain Drain? Brain Gain? Folgen der internationalen Wanderung
Arbeitskräftemobilität über Staatsgrenzen hinweg ist ein mit Hoffnungen und Ängsten verbundenes Phänomen. In der politischen Debatte konkurrieren auf Begrenzung zielende Reaktionsmuster mit Vorschlägen, die auf eine aktive Steuerung der Migration in den heimischen Arbeitsmarkt zielen.
Was bedeutet internationale Wanderung für die Herkunfts-, was für die Aufnahmeländer? Insbesondere die Migration gut ausgebildeter Menschen wurde oft unter dem Schlagwort des "Brain Drain" als schädlich für Wohlfahrt und Entwicklung ihrer Heimatländer betrachtet. Die Forschung zeichnet inzwischen jedoch ein differenzierteres Bild. Dieses Themendossier stellt eine Auswahl der theoretischen und empirischen Literatur vor.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Studieren, um zu bleiben? Erwerbsabsichten internationaler Studierender in Deutschland (2026)
Zitatform
Völk, Daniel, Julia Steinkühler & Jessica Ordemann (2026): Studieren, um zu bleiben? Erwerbsabsichten internationaler Studierender in Deutschland. (DZHW-Brief 2026,01), Hannover, 8 S. DOI:10.34878/2026.01.dzhw_brief
Abstract
"Im Wintersemester 2024/25 studierten etwa 400.000 internationale Studierende in Deutschland. Etwa 90 % dieser Studierenden streben einen Studienabschluss in Deutschland an." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Navigating employment and overeducation: comparative study of immigrant experiences in 17 Western European nations (2025)
Zitatform
Birgier, Debora Pricila & Stefano Cantalini (2025): Navigating employment and overeducation: comparative study of immigrant experiences in 17 Western European nations. In: Journal of Ethnic and Migration Studies, Jg. 51, H. 3, S. 583-608. DOI:10.1080/1369183x.2024.2399638
Abstract
"The labor market integration of migrants, focusing on employment and job quality, differs notably across Southern and Continental-Northern European nations, often involving trade-offs. Nonetheless, little is known about whether these diverse migrant inclusion models in European labor markets extend to the combination of employment and overeducation. Additionally, the role of gender in this context remains unclear. While overeducation is more prevalent among immigrants compared to native, its prevalence varies across countries. To fill this gap, we analyzed data from the 2015–2019 European Labor Force Survey in 17 European countries, considering gender and migrant origin – Western vs. non-Western. Results show that non-Western migrants and migrant women face more challenges than Western migrants and male counterparts, respectively. Among males, a trade-off model predominates, with low employment penalties but high overeducation penalties in Mediterranean countries, and vice versa in Continental and some Nordic nations. For females, those in Southern Europe align with the Mediterranean trade-off model, while those in most Continental and Nordic countries experience a double penalty. In Liberal countries, male migrants tend toward the Mediterranean trade-off model, while female migrants align with the integration model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unveiling Disadvantages Faced by Refugee Professionals: A Review of Intersecting Challenges in Professional Reintegration (2025)
Zitatform
Botoon, Sanjar (2025): Unveiling Disadvantages Faced by Refugee Professionals: A Review of Intersecting Challenges in Professional Reintegration. In: Sociology Compass, Jg. 19, H. 4. DOI:10.1111/soc4.70061
Abstract
"Refugee professionals constitute a small but significant part of the growing refugee population worldwide. They are highly educated individuals motivated to resume their disrupted professions in host countries. However, they often remain unemployed, underemployed, or overqualified. This multidisciplinary review identifies three categories of disadvantages—ethno-racial discrimination, stigmatization of the “refugee identity,” and de-professionalizing integration support—as potential causes of refugee professionals' disadvantaged socioeconomic position and poor economic performance. Ethno-racial discrimination appears to be the most destructive, undermining professional aspirations and exacerbating identity and integration disadvantages. Identity disadvantages reduce professionals to just refugees, while integration disadvantages deprive them of the professional training, counseling, and orientation needed for successful reintegration. The review concludes that more structural constraints lead to a higher risk of marginalization and social exclusion for refugee professionals. It highlights the need for further research to inspire solution-oriented policy improvements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Female Migrants and Brain Waste - A Conceptual Challenge with Societal Implications (2025)
Elo, Maria; Täube, Florian; Aman, Raushan;Zitatform
Elo, Maria, Raushan Aman & Florian Täube (2025): Female Migrants and Brain Waste - A Conceptual Challenge with Societal Implications. In: International Migration, Jg. 63, H. 1. DOI:10.1111/imig.12783
Abstract
"Global careers and highly skilled expatriates employing their talent in diverse contexts of the world tend to be conceptualized as “male”, and recognized diplomas represent employability. Despite the increasing feminization of migration, highly skilled female migrants and their contributions to economies through careers or entrepreneurship remain overlooked. Many obstacles impede the full employment of their talents. We review extant literature and argue that female migrant talent merits more detailed conceptual attention. By analysing interview data from 2010 to 2019 in two advanced European countries, we found that female migrants suffer from brain waste in multiple ways, partly due to external institutional aspects and discrimination and partly due to inherent internalized practices and sociocultural norms. We call for greater intersectionality and interdisciplinarity in examining equality to advance female economic participation. Private and public sectors may improve female talent perception, integration and employment by developing specific responses to the problems identified." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
High-skilled mobility from Turkey to Germany: ‘uneasy minds’ (2025)
Zitatform
Orhan, Burçe (2025): High-skilled mobility from Turkey to Germany: ‘uneasy minds’. In: The history of the family, S. 1-19. DOI:10.1080/1081602x.2025.2594691
Abstract
"This article explores the dynamics of high-skilled migration and professional mobility in Turkey, focusing on its historical progression and impact. Beginning in 2010 and markedly intensifying by 2013, media and political figures have often termed this migration flow ‘Turkey’s brain drain. This phenomenon has become especially pronounced within international migration flows, closely linked to the globalization of education and professional expertise since the mid-1990s and early 2000s. To examine this shift, the study presents findings from 33 interviews using semi-structured questions with skilled individuals who moved from Turkey to Germany. It reveals that the motivations behind migration are deeply rooted in the historical context of Turkey’s socio-political and economic landscape, particularly the ongoing challenges since 2013. These include prolonged political conflicts, decreasing trust in legal systems, and economic hardships that have shaped daily life, professional environments, and educational opportunities. Consequently, a shared feeling of uneasiness has emerged, driven by pervasive insecurity and uncertainty across multiple domains. This feeling encapsulates a unique ‘migration of uneasiness’ marked by intersecting issues at various levels, including work-life balance struggles, gender inequality, and a diminishing sense of safety and stability. The study underscores that this migration is not merely a recent trend but is deeply entwined with Turkey’s historical and structural developments over the past two decades." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Complexity of the links between destination outcomes and migration patterns: West to West intra-European mobility (2025)
Zitatform
Salamonska, Justyna (2025): Complexity of the links between destination outcomes and migration patterns: West to West intra-European mobility. In: Comparative Migration Studies, Jg. 13. DOI:10.1186/s40878-025-00430-6
Abstract
"In this article, I build on existing research on destination outcomes and migration patterns to better understand West to West mobility within the European Union. I use a unique dataset, the European Internal Movers Social Survey, which was conducted in five countries, with movers who lived in Britain, France, Germany, Italy or Spain and came from one of the other four countries in the sample. The results of the analysis point to a complex relationship between selected destination outcomes (economic, social ties, attachments) and migration patterns(one-off, repeat or multiple). Multiple migrants tend to have better outcomes than one-off movers in relation to the labour market (in terms of being in employment) and destination country networks, but they attach less to the destination country. It seems that multiple migrants invest their resources selectively, and lower attachment to the destination country could be related to the possibility of further mobility. Repeat migrants are more likely to be employed than one-off migrants, but otherwise they do not differ in how they fare in destination in terms of social ties and attachments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Evaluation Faire Mobilität (2025)
Sommer, Jörn; Schwass, Theresa; Bröker, Lisa;Zitatform
Sommer, Jörn & Theresa Schwass (2025): Evaluation Faire Mobilität. (Forschungsbericht / Bundesministerium für Arbeit und Soziales 674), Berlin, 140 S.
Abstract
"Mit dem Beratungsangebot Faire Mobilität werden seit 2011 mobil beschäftigte EU-Bürgerinnen und -Bürger zu ihrem Arbeitsrecht und den Arbeitsbedingungen in Deutschland beraten. Das Beratungsangebot wurde im Jahr 2020 im Arbeitnehmer-Entsendegesetz verankert. Im Auftrag des Bundesministeriums für Arbeit und Soziales hat die INTERVAL GmbH die Weiterentwicklung und strukturellen Veränderungen des Beratungsangebots seit der Verstetigung sowie Anpassungsbedarfe des gesetzlich geregelten Anspruchs auf Förderung mit einer festen Obergrenze evaluiert. Grundlage der Evaluation waren interne Prozessdaten, 45 Interviews mit Mitarbeitenden von Faire Mobilität sowie externen Expertinnen und Experten und drei Online-Befragungen von Beratenden und Ratsuchenden. Der vorliegende Bericht zeigt, dass die gesetzliche Verankerung die Planungssicherheit verbesserte, die Personalfluktuation reduzierte und die Beratungsqualität erhöhte. Bewährt haben sich insbesondere die Einführung neuer Strukturen wie Branchenkoordinationen und Regionalleitungen sowie die verstärkte digitale aufsuchende Arbeit. Die finanzielle Obergrenze in Höhe von 3,996 Mio. Euro jährlich wurde 2024 nahezu vollständig ausgeschöpft. Identifizierte Einsparpotenziale, etwa durch das Auslagern von Fortbildungsmöglichkeiten an externe Angebote, können die Gesamtkosten nur in sehr geringem Umfang reduzieren. Eine Anpassung der Obergrenze ist daher notwendig, um den derzeitigen Umfang und die Qualität des Beratungsangebots zukünftig aufrechtzuerhalten. Neben einer verstärkten Präventions- und Öffentlichkeitsarbeit empfiehlt die Evaluation den Ausbau von Beratungskapazitäten in Sprachen und Regionen, in denen bereits jetzt mehr Nachfrage als Kapazitäten bestehen bzw. wo zukünftig eine erhöhte Beratungsnachfrage erwartet wird." (Autorenreferat, IAB-Doku)
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Literaturhinweis
International Migration Outlook 2025 (2025)
Zitatform
(2025): International Migration Outlook 2025. (International migration outlook 49), Paris, 439 S. DOI:10.1787/ae26c893-en
Abstract
"This publication constitutes the 49th report of the OECD’s Continuous Reporting System on Migration. The report is divided into six chapters plus a statistical annex. Chapter 1 provides a broad overview of recent trends in international migration flows. It also analyses recent changes on the labour market inclusion of immigrants in OECD countries. Chapter 2 monitors recent changes in migration policies, while Chapter 3 looks at the recent changes in policies that support the integration of immigrants and their children. Chapter 4 looks at the role of firms in immigrant integration. It sheds new light on the role of firms in shaping the immigrant earnings gap using linked employer-employee data for 15 OECD countries. The chapter starts by documenting the immigrant earnings gap at entry in the labour market and the extent to which it is driven by immigrants working disproportionately in lower-paying firms, industries and occupations. It then analyses how the earnings gap evolves as immigrants integrate into the labour market by moving to better-paying firms, industries and occupations. The implications for immigrant integration policy are discussed in the conclusion. Chapter 5 is the result of a co‑operation between the OECD and the WHO in the context of the “Working for Health” programme. It examines the evolution of international migration of health professionals, specifically doctors and nurses, to OECD countries since 2000/01, in the context of growing workforce shortages and increasing global competition for talent. The chapter considers the implications for countries of origin, including the risk of brain drain, and highlights the importance of ethical recruitment practices. Finally, it explores recent changes in migration policies affecting health professionals, as well as developments in the recognition of foreign qualifications and licensing across the OECD. Chapter 6 presents succinct country-specific notes and statistics on developments in international migration movements and policies in OECD and selected non-OECD countries in recent years. Lastly, the statistical annex includes a broad selection of recent and historical statistics on immigrant flows, asylum requests, foreign and foreign-born populations, and naturalisation." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Tax Incentives and Return Migration (2024)
Zitatform
Bassetto, Jacopo & Giuseppe Ippedico (2024): Tax Incentives and Return Migration. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17224), Bonn, 69 S.
Abstract
"Brain drain is a key policy concern for many countries. In this paper we study whether tax incentives are an effective policy to attract high-skilled expatriates back to their home country, exploiting a generous income tax break for Italian returnees. Using administrative data and a Triple Differences design, we find that eligible individuals are 27% more likely to return to Italy. Additionally, we uncover significant effects throughout the wage distribution, revealing that tax-induced migration is a broad phenomenon beyond top earners. A cost-benefit analysis shows that the tax scheme can pay for itself by targeting young high-skilled individuals." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Bassetto, Jacopo; -
Literaturhinweis
Mitigating medical brain drain: the role of developmental HRM and the focus on opportunities in reducing the self-initiated expatriation of young professionals (2024)
Zitatform
Goštautaitė, Bernadeta, Wolfgang Mayrhofer, Ilona Bučiūnienė & Danguolė Jankauskienė (2024): Mitigating medical brain drain: the role of developmental HRM and the focus on opportunities in reducing the self-initiated expatriation of young professionals. In: The International Journal of Human Resource Management, Jg. 35, H. 3, S. 367-393. DOI:10.1080/09585192.2023.2241815
Abstract
"Although 'brain drain' from emerging economies is a well-documented problem, research on how Human Resource Management (HRM) can potentially address it is still scarce. Based on Signaling Theory, we argue that developmental HRM practices in home countries reduce self-initiated expatriation (SIE) of young healthcare professionals by increasing their focus on opportunities in their home country. Additionally, we hypothesize that individual financial stability as a personal resource constitutes an important boundary condition, as developmental HRM's positive effect on the focus on opportunities and its indirect negative effect on SIE intention may be even stronger for individuals with lower financial resources. We tested and found support for our hypotheses using a sample of 184 junior doctors in Lithuania in a time-lagged study. By bridging the HRM and SIE literature, our study extends the existing knowledge about the outcomes of HRM and highlights the importance of home country HRM in explaining SIE intention above and beyond its traditionally considered antecedents. In this way, our study has major theoretical and practical implications for decision-makers at organizational and national levels in managing brain drain from emerging economies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Easy come, easy go: Return migration increases with tax incentives in the home country (2023)
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Bassetto, Jacopo & Giuseppe Ippedico (2023): Easy come, easy go: Return migration increases with tax incentives in the home country. In: IAB-Forum H. 28.11.2023. DOI:10.48720/IAB.FOO.20231128.01
Abstract
"For many years, Germany has been facing an increasing skills shortage in key occupations and has sought to attract a growing number of highly-skilled immigrants. In striving for this goal, Germany is competing not only with other countries with similar skills⎼demands but also with more traditional immigrant-sending countries. Some of these try to counterbalance the outflow of highly⎼skilled nationals by introducing large tax discounts for emigrants who eventually return. One example is the Italian returnees’ tax scheme “Legge Controesodo” (2010), which attracted back a sizeable proportion of highly-skilled young Italians who had been working in Germany." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Bassetto, Jacopo; -
Literaturhinweis
Can Tax Incentives Bring Brains Back? Returnees Tax Schemes and High-Skilled Migration in Italy (2023)
Zitatform
Bassetto, Jacopo & Giuseppe Ippedico (2023): Can Tax Incentives Bring Brains Back? Returnees Tax Schemes and High-Skilled Migration in Italy. (CESifo working paper 10271), München, 66 S.
Abstract
"Brain drain is a growing concern for many countries experiencing large emigration rates of their highly educated citizens. While several European countries have designed preferential tax schemes to attract high-skilled individuals, there is limited empirical evidence on the effectiveness of fiscal incentives in a context of brain drain, and on migration responses beyond top earners. In this paper we investigate the effects of the Italian 2010 tax scheme “Controesodo”, which granted a generous income tax exemption to young high-skilled expatriates who relocate to Italy. Eligibility requires a college degree as well as being born in 1969 or later, which creates suitable quasi-experimental conditions to identify the effect of tax incentives. Using a Triple Difference design and administrative data on return migration, we find that eligible individuals are 27% more likely to move back to Italy post-reform. Additionally, using social security data from the main origin country of Italian returnees (Germany), we uncover significant effects throughout the wage distribution, suggesting that mobility in response to tax incentives is a broad phenomenon not limited to top earners. A cost-benefit analysis reveals that the direct fiscal impact of the reform – a lower bound of the total effect in the presence of human capital externalities – is marginally positive, by virtue of the tax scheme targeting young high-skilled individuals." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Bassetto, Jacopo; -
Literaturhinweis
Does It Pay Off? Understanding Subjective Employment Mobility of European Physicians in Germany (2023)
Zitatform
Becker, Regina (2023): Does It Pay Off? Understanding Subjective Employment Mobility of European Physicians in Germany. In: International migration review, Jg. 57, H. 3, S. 1099-1131. DOI:10.1177/01979183221111398
Abstract
"This article investigates the subjective employment mobility, defined as migrants' evaluation of their employment situation before and after migration, of European physicians in Germany. Analyzing different dimensions of occupation (e.g., income, working conditions, use of skills, career opportunities) of physicians who migrated to Germany from within the European Union (i.e., EU physicians), it examines which factors influence physicians' perception of whether migration worsened or improved their employment situation. I argue that the original reasons to migrate (e.g., economic, career-related, or family reasons) and other migration-related factors (e.g., language skills), as well as characteristics of the occupation (e.g., the hierarchical structure), must be considered to understand subjective employment mobility. The analyses are based on original survey data collected among EU physicians in Germany (N = 1,058). Results from OLS regressions show that physicians' original reasons for migration largely matched their subjective employment mobility, suggesting that migration for career reasons and a perceived improvement of use of skills and career opportunities are positively linked while migration for economic reasons positively affected physicians' perception of income and working conditions. Physicians aiming for the highest position perceived their overall employment situation as worse compared to before migration, and the origin region mattered, particularly for physicians from EU Eastern member-states, who were more likely to perceive an improvement in their employment situation. Results further inform understandings of labor-related migration of high-skilled professionals by identifying obstacles and conducive conditions at migration for a group that is often assumed not to face barriers in using migration for professional advancement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor economics (2023)
Zitatform
Borjas, George J. (2023): Labor economics. New York: MacGraw-Hill, 494 S.
Abstract
"Labor Economics, ninth edition by George J. Borjas provides a modern introduction to labor economics, surveying the field with an emphasis on both theory and facts. Labor Economics is thoroughly integrated with the adaptive digital tools available in McGraw-Hill’s Connect, proven to increase student engagement and success in the course. All new Data Explorer questions using data simulation to help students grasp concepts Materials are fresh and up to date by introducing and discussing the latest research studies where conceptual or empirical contributions have increased our understanding of the labor market. The book has undergone Diversity, Equity, and Inclusion reviews to implement content around topics including generalizations and stereotypes, gender, abilities/disabilities, race/ethnicity, sexual orientation, diversity of names, and age." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Potenziale entfalten und organisationale Routinen gestalten: Migranten als multikulturelle Individuen und interkulturelle Aushandlung in verschiedenen Organisationskontexten (2023)
Zitatform
Grosskopf, Sina (2023): Potenziale entfalten und organisationale Routinen gestalten. Migranten als multikulturelle Individuen und interkulturelle Aushandlung in verschiedenen Organisationskontexten. Wiesbaden: Springer Fachmedien Wiesbaden, XXV, 451 S. DOI:10.1007/978-3-658-42975-1
Abstract
"Dieses Buch beschäftigt sich mit Migranten als multikulturelle Individuen, die durch die Sozialisierung in verschiedenen Ländern ein erweitertes kulturelles Repertoire aufweisen. Dieses Repertoire stellt Potenziale im Arbeitskontext, die von Organisationen selten erkannt und deshalb auch nicht in strategische Ressourcen umgewandelt werden können. Anhand von vier qualitativen Fallstudien der Luft- und Raumfahrt und Unternehmensberatung in Deutschland zeigt das Buch, dass multikulturelle Individuen organisationale Routinen aufbrechen und in interkulturellen Aushandlungen mit Teamkollegen kreativ Veränderung und Innovation herbeiführen. Dabei beeinflusst der organisationale Kontext die Veränderungsspielräume und -funktionen. So wird ein theoretischer Beitrag zu Kompetenzen multikultureller Individuen geleistet, sowie ein praktischer Beitrag für die Personal- und Organisationsentwicklung, ebenso wie ein methodischer Beitrag durch die Reflexion des induktiv-abduktiven Forschungsprozesses und die Erkenntnisse zur Verbindung von Grounded Theory und Fallstudien." (Verlagsangaben)
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Literaturhinweis
The Macroeconomics of Skills Mismatch in the Presence of Emigration (2023)
Zitatform
Liontos, George, Konstantinos Mavrigiannakis & Eugenia Vella (2023): The Macroeconomics of Skills Mismatch in the Presence of Emigration. (Working paper series / Athens University of Economics and Business, Department of International and European Economic Studies 2023-14), Athen, 52 S.
Abstract
"Employment in mismatch (low-skill) jobs is a potential factor in the emigration of highly qualified workers. At the same time, high-skilled emigration and emigration of mismatch workers can free up positions for stayers. In bad times, it could also amplify demand losses and the unemployment spell, which in turn affects the mismatch rate. In this paper, we investigate the link between vertical skills mismatch and emigration of both non-mismatch and mismatch workers in a DSGE model. The model features also skill and wealth heterogeneous households, capital-skill complementarity (CSC) and labor frictions. We find that an adverse productivity shock reduces investment and primarily hurts the high-skilled who react by turning to both jobs abroad and mismatch jobs in the domestic labor market. A negative shock to government spending crowds-in investment and primarily hurts the low-skilled who thus turn to jobs abroad. Following the fiscal cut, the high-skilled instead reduce their search for mismatch employment and later they also reduce their search for jobs abroad." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Motivation in the dynamics of European youth migration (2023)
Zitatform
Tufiș, Paula A. & Dumitru Sandu (2023): Motivation in the dynamics of European youth migration. In: European Societies, Jg. 25, H. 5, S. 829-858. DOI:10.1080/14616696.2023.2183231
Abstract
"In this article, we explore the complexities of the relationships between motivations in the migration process of young Europeans who have returned to their country of origin. We analyze a unique database of over 3,000 returnees, a sub-sample from a larger survey of about 30,000 young people in nine European countries. The findings suggest that there is a link between the motivations for the first migration and those for future migration among this group. Generally, past migration motivations tend to reinforce future migration motivations of a similar nature. By controlling for variables related to geographic space (countries of residence, development profiles of NUTS2 regions, urban profiles of local communities of residence), as well as for several socio-demographic variables and life satisfaction, we can better understand the influence of motivations for past migration on motivations for future migrations. This article extends the internal dynamics of migration approach by combining the idea of individual chains of migration motivations that are extending over-time with the idea of cumulative causation operating at the meso level." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Akademische Fachkräfte aus dem Ausland - Verbleibquoten von internationalen Studierenden und Personen mit Blue Card (2023)
Weißmann, Sarah; Eberle, Jan;Zitatform
Weißmann, Sarah & Jan Eberle (2023): Akademische Fachkräfte aus dem Ausland - Verbleibquoten von internationalen Studierenden und Personen mit Blue Card. In: Wirtschaft und Statistik, Jg. 75, H. 4, S. 74-87.
Abstract
"Der demografische Wandel und der zunehmende Fachkräftemangel haben Einfluss auf die wirtschaftliche Entwicklung in Deutschland. Aus diesem Grund stehen internationale Studierende und akademische Fachkräfte aus Nicht-EU-Staaten im Fokus der deutschen Migrations- und Arbeitsmarktpolitik. Dieser Beitrag stellt eine Methodik zur Berechnung von Verbleibquoten für internationale Studierende und für akademische Fachkräfte mit Blue Card anhand der Daten des Ausländerzentralregisters vor. Die damit möglichen Analysen zeigen unter anderem, wie viele der internationalen Studierenden nach fünf beziehungsweise zehn Jahren weiterhin in Deutschland leben. Für akademische Fachkräfte mit Blue Card wird ein Zeitraum von fünf Jahren betrachtet." (Autorenreferat, IAB-Doku, © Statistisches Bundesamt, Wiesbaden)
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Literaturhinweis
Posted Workers in Germany – Developments and New Legislations (2022)
Zitatform
Albrecht, Clara, Yvonne Giesing & Britta Rude (2022): Posted Workers in Germany – Developments and New Legislations. In: CESifo forum, Jg. 23, H. 3, S. 8-14.
Abstract
"Germany is the main receiving country of posted workers in the European Union. In 2020, 16.9 percent of all postings from EU countries (around 0.4 out of 2.4 million) had Germany as a destination country (European Commission 2022). Figure 1 shows that the number of registered postings in Germany increased significantly over time, by 51 percent between 2012 and 2019, even though other EU countries recorded a much larger increase during the same period (e.g., Austria by 319 percent, Spain by 284 percent).1 There could be several reasons for this, related to a stricter enforcement of the rules, an increase in the awareness of the rules, the increasing digitalization, or an actual increase in postings across the European Union due to an increase in the import of services. There was a drop in the number of postings to Germany from 2019 to 2020. While there were 505,737 postings in 2019, this number decreased to 410,908 in 2020 due to the Covid-19 pandemic. To assess the magnitude of postings to Germany, a comparison of the overall work force seems informative (Figure 2). Postings to Germany with 410,908 represented 0.99 percent of the overall German work force (41.17 million) in 2020.2 Interestingly, compared to other EU countries workers posted to Germany do not loom large, considering the size of the German labor force. The shares of posted workers compared to the country’s labor force are significantly higher, e. g., in Austria, Belgium and Switzerland with shares as high as around 4 percent. Due * We thank Frederic De Wispelaere for helpful comments and revisions and Jennifer Steigmeier for her valuable assistance. 1 Mainly due to the high increase of the number of PDs A1 issued under Art. 12 by Germany. 2 Though, it must be noted that some workers are posted several times per year which could lead to an overestimation of the share. to the Covid-19 pandemic and the related restrictions on cross-border travel, shares for 2020 dropped in most countries." (Textauszug, IAB-Doku)
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Literaturhinweis
Wanderlust to wonderland?: Exploring key issues in expatriate careers: Individual, organizational, and societal insights (2022)
Andresen, Maike ; Brücker, Herbert ; Zølner, Mette; Dickmann, Michael ; Al Ariss, Akram; Suutari, Vesa ; Mäkelä, Liisa ; Anger, Silke ; Muhr, Sara Louise ; Barzantny, Cordula; Saalfeld, Thomas ;Zitatform
Andresen, Maike, Silke Anger, Akram Al Ariss, Cordula Barzantny, Herbert Brücker, Michael Dickmann, Liisa Mäkelä, Sara Louise Muhr, Thomas Saalfeld, Vesa Suutari & Mette Zølner (Hrsg.) (2022): Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights. (Personalmanagement und Arbeits- und Organisationspsychologie 2), Bamberg: University of Bamberg Press, 292 S. DOI:10.20378/irb-55344
Abstract
"Expatriation has been a topic of much research recently. The important role expatriates play in the internationalisation of an organisation and the resultant effects of such a work experience on the expatriates themselves, have fuelled the interest in this domain. This edited volume serves to provide fresh and timely insights into four areas, covering the individual, over the organisational, to the macro-level. First, the career paths of the expatriates, which not only garners them the career capital they may be able to utilise later in their career but also, the impacts of such an experience on their longer-term career success are in focus. The second block concerns the expatriation phase itself. A critical look is taken into the expatriates’ identity and how it changes over time. Moreover, it discusses factors influencing the expatriates’ well-being, embeddedness, and sociocultural integration during their time abroad. Third, some key global mobility management challenges that organisations face, when managing expatriation, are introduced — such as flexible language management and how to become an international employer. Finally, insights are provided into the role of the host country policies – more specifically hostile environment and migration policies – on expatriate attitudes and behaviour, which has received less attention in previous research. All four areas are finally brought together to present a rich overview of future research questions that shall stimulate researchers and practitioners in their further deliberations. The chapters are based on selected results from the respective research subprojects of the Early Stage Researchers of the Horizon 2020 Global Mobility of Employees (GLOMO) project. This project was funded under the European Union’s Research and Innovation Programme H2020 in the framework of the Marie Skłodowska-Curie Grant Agreement No 765355." (Author's abstract, IAB-Doku, © University of Bamberg Press) ((en))