Berufliche Mobilität
Eine Tätigkeit, die mehr Spaß verspricht, ein höheres Gehalt oder bessere Entwicklungsperspektiven: Es gibt viele Gründe, nicht länger im erlernten oder ausgeübten Beruf tätig zu sein. Nicht immer sind sie jedoch so erfreulich: Auslöser kann auch eine Entlassung sein.
Dieses Themendossier bietet Literaturhinweise zur beruflichen Mobilitätsforschung in Deutschland und in anderen Ländern. Sie erschließt theoretische Ansätze und empirische Ergebnisse - beispielsweise zu den Fragen: Sind Berufswechsel lohnend? Für wen sind sie mit besonderen Risiken verbunden? Wie gut lassen sich bei einem beruflichen Neustart die bisher erworbenen Qualifikationen verwerten?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
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Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern
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Literaturhinweis
Changing jobs: worker mobility and wages in the UK labour market (2026)
Albagli, Pinjas; Costa, Rui; Cominetti, Nye; Eyles, Andrew; Ventura, Guglielmo;Zitatform
Albagli, Pinjas, Nye Cominetti, Rui Costa, Andrew Eyles & Guglielmo Ventura (2026): Changing jobs: worker mobility and wages in the UK labour market. (CEP discussion paper / Centre for Economic Performance 2188), London, 23 S., App.
Abstract
"We study the role of job-to-job transitions in shaping wage dynamics in the United Kingdom. We show that job moves have continued to generate substantial wage gains for movers even during a period of real wage stagnation and declining labour market mobility. Using an econometric model that accounts for worker, firm, and match heterogeneity, we decompose the job mobility premium and find a limited role for worker and firm effects, with most of the return explained by match-specific factors. We also examine the determinants of job mobility and show that much of its recent decline reflects compositional changes in the workforce, particularly ageing and increasing occupational professionalisation. We conclude by discussing the policy challenges of promoting job mobility as a driver of wage growth and more efficient labour market reallocation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Technologischer Wandel und Löhne: Die Anpassung der Berufe spielt eine entscheidende Rolle (2026)
Zitatform
Bachmann, Ronald, Gökay Demir, Colin Green & Arne Uhlendorff (2026): Technologischer Wandel und Löhne: Die Anpassung der Berufe spielt eine entscheidende Rolle. (IAB-Kurzbericht 01/2026), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2601
Abstract
"Technischer Fortschritt verändert die Arbeitswelt - besonders in Berufen, in denen viele Tätigkeiten leicht automatisiert werden können. In den letzten Jahrzehnten ist der Anteil an Routinetätigkeiten in vielen Berufen deutlich zurückgegangen - häufig zugunsten nicht routinemäßiger kognitiver Tätigkeiten wie Analysieren, Planen oder Beraten. Dabei verzeichnen Berufe, deren Tätigkeiten sich im Laufe der Zeit stärker an den technologischen Wandel angepasst haben, steigende Löhne. Sie zeichnen sich zudem durch intensivere Weiterbildungsaktivitäten aus. In Berufen, deren Tätigkeitsprofil sich kaum verändert hat, stagnieren die Löhne dagegen häufiger." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Vollzeitbeschäftigte westdeutsche Männer in ursprünglich routinelastigen Berufen
- Veränderung von Tätigkeitsschwerpunkten durch technologischen Wandel
- Veränderung im Anteil der Routinetätigkeiten
- Veränderung im Anteil der Routinetätigkeiten im Vergleich zu nicht routinemäßigen (NR) kognitiven Tätigkeiten in exemplarisch ausgewählten, ursprünglich routinelastigen Berufsfeldern
- Anteil Beschäftigter in Weiterbildungskursen nach Tätigkeitsgruppen
- Relatives Lohnwachstum nach Tätigkeitsgruppen
- Vollzeitbeschäftigte westdeutsche Männer nach Tätigkeitsgruppen
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Literaturhinweis
Individualism and working from home (2026)
Zitatform
Bietenbeck, Jan, Natalie Irmert & Therese Nilsson (2026): Individualism and working from home. In: Economic Inquiry, Jg. 64, H. 2, S. 491-507. DOI:10.1111/ecin.70037
Abstract
"We show that culturally transmitted individualism is an important determinant of working from home (WFH). Using individual-level data from the U.S. Current Population Survey (CPS) and the European Social Survey (ESS), we compare immigrants and their descendants from different cultural backgrounds residing in the same location. A 10-point increase in country-of-origin individualism (0–100 scale) increases the likelihood of WFH by 3.9percentage points and WFH hours by 1.12 per week in the CPS, and frequent WFH by 2 percentage points in the ESS. Individualism appears to affect WFH partly through higher educational attainment and occupational selection." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Users' Guide to Uncovering Worker and Firm Effects: The ABC of AKM (2026)
Bonhomme, Stephane; Lamadon, Thibaut; Manresa, Elena;Zitatform
Bonhomme, Stephane, Thibaut Lamadon & Elena Manresa (2026): A Users' Guide to Uncovering Worker and Firm Effects: The ABC of AKM. In: The Journal of Economic Perspectives, Jg. 40, H. 2, S. 195-214. DOI:10.1257/jep.20231372
Abstract
"The AKM model introduced by Abowd, Kramarz, and Margolis (1999) has become a workhorse to study worker and firm heterogeneity, and to understand the sources of wage dispersion in the labor market using linked employer-employee data. In this article, we introduce the model and estimator, discuss some best practices for estimation, and review some empirical findings on the role of worker and firm heterogeneity in wage dispersion. While the AKM methodology has proven useful to analyze a host of questions in a variety of settings within labor economics and beyond, we also point to the need for methodological developments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Danish flexicurity and occupational mobility: A comparison with the United States (2026)
Zitatform
Carrillo-Tudela, Carlos, Saman Darougheh & Ludo Visschers (2026): Danish flexicurity and occupational mobility: A comparison with the United States. In: Economics Letters, Jg. 258. DOI:10.1016/j.econlet.2025.112743
Abstract
"We provide a detailed international comparison of the occupational mobility of employer switchers using the US Current Population Survey and Danish administrative data (2011–2019). Comparability and measurement issues have stood in the way of good comparisons of occupational mobility rates between the US and European countries more generally. Making progress towards addressing these, we find that the proportion of employer changers that switches occupations is about 20% lower in Denmark, but at occupation-level quite correlated across both countries. Net mobility rates are also positively correlated, but overall lower in Denmark than in the United States." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Training Specificity and Occupational Mobility: Evidence From German Apprenticeships (2026)
Eckardt, Dita;Zitatform
Eckardt, Dita (2026): Training Specificity and Occupational Mobility: Evidence From German Apprenticeships. In: Econometrica, Jg. 94, H. 3, S. 741-766. DOI:10.3982/ecta21835
Abstract
"Apprenticeships play a key role in enabling successful school-to-work transitions in many countries, but in the presence of imperfect information, the specificity of this type of training may entail important costs for those working outside their training fields. I study this issue in one of the most prominent training settings, the German apprenticeship system. Using administrative data and a broad occupational classification, I find that 40% of individuals work in occupations different from their training. I estimate the cost of mismatch using vacancy instruments and extend methodological approaches in high-dimensional selection settings. Lacking training in one's occupation entails an average wage penalty of 14%, the equivalent of two years of work experience. The penalty increases with the task distance between training and occupation. My findings suggest that retraining is crucial to mitigate the adverse consequences from imperfect information in specialized training settings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bargaining with Renegotiation in Models with On-the-Job Search (2026)
Gottfries, Axel;Zitatform
Gottfries, Axel (2026): Bargaining with Renegotiation in Models with On-the-Job Search. In: Review of Economic Dynamics, Jg. 61. DOI:10.1016/j.red.2026.101343
Abstract
"I present an on-the-job search model with bargaining and renegotiation in which turnover depends on the contracted wage. There is a unique monotone Markov equilibrium. The model encompasses elements of dynamic monopsony and rent sharing. Firms benefit from the reduced turnover associated with a higher wage and workers extract rents due to their bargaining power. Shorter wage contracts reduce the response of turnover to the contracted wage, reducing a firm’s willingness to increase pay, and thereby the worker’s equilibrium share of the match surplus. As renegotiation becomes continuous, linear surplus sharing is obtained. The model further generates spillover effects from minimum wages due to firms’ incentives to increase contracted wages to reduce turnover. These incentives, and therefore the spillovers, are weaker when wage contracts are shorter. Finally, I endogenize the frequency of renegotiation, and find that, generically, the equilibrium features infrequently renegotiated wages." (Author's abstract, IAB-Doku, © 2026 The Author(s). Published by Elsevier Inc.) ((en))
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Literaturhinweis
Temporary employment and further training. Does training promote the transition from temporary to permanent employment? (2026)
Zitatform
Helbig, Alexander & Martin Ehlert (2026): Temporary employment and further training. Does training promote the transition from temporary to permanent employment? In: Research in Social Stratification and Mobility, Jg. 102. DOI:10.1016/j.rssm.2026.101130
Abstract
"The article analyses the returns to further training courses among a vulnerable group: the temporary employed. We address the important question of whether non-formal further training promotes the transition to permanent work and thus helps to escape precarious employment trajectories. According to human capital theory, work-related training increases workers’ productivity and might also serve as a positive signal to employers, as signaling theory suggests. On the other hand, firms may combine training and transitions to permanent jobs for selected workers. We use data from the German Educational Panel Study and apply event history models to test these conflicting theoretical assumptions. In general, the results suggest positive effects of non-formal further training on transitions to permanent work. Especially employer-funded training shows a strong correlation with transitions within the same firm, but not with transitions to other firms. This seems to be both due to signaling of motivation and firm internal pathways that combine training and transitions. Individual, self-funded training on the other hand does not seem to affect any transition chances further indicating that firm-internal mechanisms are more important than human capital development." (Author's abstract, IAB-Doku, © 2026 The Author(s). Published by Elsevier Ltd.) ((en))
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Literaturhinweis
„Es geht nicht darum, was KI uns wegnehmen könnte, sondern welche Chancen entstehen“ (2026)
Zitatform
Keitel, Christiane; Britta Matthes & Katharina Grienberger (interviewte Person) (2026): „Es geht nicht darum, was KI uns wegnehmen könnte, sondern welche Chancen entstehen“. In: IAB-Forum H. 11.05.2026. DOI:10.48720/IAB.FOO.20260511.01
Abstract
"Der IAB-Job-Futuromat zeigt, welche beruflichen Tätigkeiten durch digitale Technologien und KI potenziell automatisierbar sind – und welche nicht. Im Interview erklären die Forscherinnen Britta Matthes und Katharina Grienberger, wie das Tool funktioniert, welche Berufe besonders betroffen sind und warum es bei der Berufswahl nicht um die Angst vor der Automatisierbarkeit, sondern vielmehr um Chancen gehen sollte." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020 (2026)
Zitatform
Kim, Andrew Taeho & ChangHwan Kim (2026): The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020. In: Sociological methods & research, Jg. 55, H. 2, S. 659-699. DOI:10.1177/00491241241303517
Abstract
"Occupation is a construct prone to classification mismatches by coders and description inconsistency by respondents. We explore whether mismatches in occupational coding have recently increased, what factors are associated with the rise in mismatches, and how the rise affects estimates of intragenerational occupational mobility. Utilizing the 1991–2020 Annual Social and Economic Supplement of the Current Population Survey, which collects information on respondents’ current occupation and the previous year’s main occupation, we identify coding mismatches and compare the probabilities of occupational mobility based on four combinations of two variables. Our results show that not only do the estimates of occupational mobility between two adjacent years vary substantially across measures, but also that the magnitudes of intragenerational occupational mobility across measures become increasingly decoupled over time. We demonstrate that the likely cause of this divergence is the rise in coding mismatches between coders. We discuss the implications of our findings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Adapting to Scarcity: The Role of Firms in Occupational Transitions (2026)
Zitatform
Kläui, Jeremias, Daniel Kopp, Rafael Lalive & Michael Siegenthaler (2026): Adapting to Scarcity: The Role of Firms in Occupational Transitions. (RF Berlin - CReAM Discussion Paper Series 2026,20), Berlin, 43 S., App.
Abstract
"This paper examines the circumstances under which firms facilitate occupational transitions, complementing prior work that focuses on workers' decisions. We link unemployment insurance records with application diaries and clickstream data from a recruitment platform to causally assess how candidates' occupational histories shape recruiters' hiring decisions. We find that the average candidate from a different occupation faces a 7% lower contact rate than equally qualified candidates who last worked in a recruiter's searched occupation. Using a new measure of skill overlap, we show that 60% of this penalty reflects that movers meet fewer skill requirements than incumbents. Occupational experience and qualifications further reduce the mover penalty, such that certain candidates returning to a prior occupation face no penalty at all. Finally, recruiters adapt to scarcity and contact more movers in tight occupations. Changes in firm behavior account for one-third of the increase in movers' application success in tight versus slack labor markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Strukturwandel in Mitteldeutschland (2026)
Kropp, Per; Fritzsche, Birgit; Theuer, Stefan;Zitatform
Kropp, Per, Birgit Fritzsche & Stefan Theuer (2026): Strukturwandel in Mitteldeutschland. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Sachsen-Anhalt-Thüringen 01/2026), Nürnberg, 44 S. DOI:10.48720/IAB.RESAT.2601
Abstract
"Technologischer Wandel, darunter die Digitalisierung vieler Wirtschaftsbereiche, die Verschiebung von Märkten und nicht zuletzt die demografische Entwicklung prägten den beruflichen Strukturwandel in Mitteldeutschland in der letzten Dekade. Diese Entwicklung abzubilden ist das Ziel der vorliegenden Studie. Dabei liegt der Fokus auf Mitteldeutschland, seine Kreise und Arbeitsmarktregionen; zum Vergleich wurden allerdings häufig die Werte aller 16 Bundesländer herangezogen. Hinzu kommt der Vergleich für die Braunkohlereviere, zu denen das Mitteldeutsche Revier gehört. Für die Analysen wurden Indikatoren entwickelt, welche die Veränderung der Beschäftigungsstruktur in Berufssegmenten und ihre Dynamik abbilden." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
The EITC and occupational mobility (2026)
Zitatform
Liu, Andrew Yizhou (2026): The EITC and occupational mobility. In: Empirical economics, Jg. 70, H. 3. DOI:10.1007/s00181-026-02892-8
Abstract
"I estimate that the implementation of state-level Earned Income Tax Credit (EITC) supplements results in a 3% reduction in the likelihood of downward occupational mobility among single mothers aged 19 to 35. This outcome, characterized by an elasticity of −1.4, is not attributable to shifts in occupational distribution, wage changes, variations in workforce participation, or alterations in working hours. Rather, it aligns with the EITC’s enhanced compensation for mid-wage occupations, which diminishes the incentive for workers to transition into lower-wage roles. This evidence suggests that the EITC may exert a lasting effect on the skill development of employed workers, beyond its immediate financial benefits." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Berufsberatung im Erwerbsleben: Frauen und Teilzeitbeschäftigte sind bei den beratenen Beschäftigten weiterhin besonders stark vertreten (Serie "Berufliche Weiterbildung") (2026)
Zitatform
Stephan, Gesine, Anna Heusler, Julia Lang & Christopher Osiander (2026): Berufsberatung im Erwerbsleben: Frauen und Teilzeitbeschäftigte sind bei den beratenen Beschäftigten weiterhin besonders stark vertreten (Serie "Berufliche Weiterbildung"). In: IAB-Forum H. 08.07.2026. DOI:10.48720/IAB.FOO.20260708.01
Abstract
"Mit der im Jahr 2020 eingeführten „Berufsberatung im Erwerbsleben“ (BBiE) unterstützt die Bundesagentur für Arbeit Menschen bei ihrer beruflichen Orientierung. Eine aktuelle Auswertung des IAB zeigt, dass die Zahl der Beschäftigten, die die BBiE nutzen, in den letzten Jahren gestiegen ist. Vor allem Frauen, Teilzeitbeschäftigte und Beschäftigte aus kleineren Betrieben nahmen das Angebot in Anspruch." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Changing flux, persisting barriers: assessing the career mobility regime changes in France (2026)
Zitatform
Veljkovic, Marta (2026): Changing flux, persisting barriers: assessing the career mobility regime changes in France. In: European Sociological Review, Jg. 42, H. 3, S. 405-420. DOI:10.1093/esr/jcaf012
Abstract
"Recent empirical research has shown a modest increase in career complexity throughout 20th century Europe. Little is known, however, about the career class mobility, despite the fact that social class is recognized as one of the main career boundaries. Modernization theory provides conflicting expectations regarding how social mobility should evolve over the life course as contemporary societies converge towards education-based meritocracies. Drawing on the French survey Formation-Qualification Professionnelle (Insee, 1970; 1977; 1985; 1993; 2003; 2014–2015) and using the EGP schema, I analyse both the absolute and relative measures of career class mobility, and I rely on the latter to define career class regimes, that I qualify in terms of the strength of the association between class positions held at different career stages and its structure (i.e., qualitative patterns). The findings of this article point to increasing career fluidity across cohorts, which implies a greater permeability of class barriers to career mobility. They also show, however, that these changes have not been associated with any significant modification in mobility patterns, meaning that the social distance and proximity of different social classes remain largely intact over time. Overall, the transformation in contemporary life courses and careers was not only slight but also partial when it comes to career class regimes in France: there is a changing flux, but persisting barriers to career mobility. Therefore, it seems not only exaggerated, but also misleading to speculate on a fundamental change in career dynamics, as most variants of modernization theory tend to do." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational agglomeration and R&D worker mobility: career opportunities and wage premiums (2026)
Zitatform
Wang, Yifei (2026): Occupational agglomeration and R&D worker mobility: career opportunities and wage premiums. In: The Annals of Regional Science, Jg. 75, H. 1. DOI:10.1007/s00168-026-01464-z
Abstract
"This article examines regional variation in the mobility patterns of R&D workers, focusing on how industry and occupational agglomerations shape interregional job changes. Using linked employer–employee data from Sweden, the empirical analysis shows that while both forms of agglomeration affect mobility decisions, occupational agglomerations have a stronger impact. Workers in regions with a high concentration of occupations that demand similar skill are less likely to move across regions, not only due to better career opportunities but also because of associated wage premiums. As a result, regions functionally specialized in R&D are better able to retain talent, reinforcing their cumulative advantage in innovation. These findings contribute to the literature on agglomeration and wage premium and highlight the need for local capacity building in realizing the benefits of R&D investments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Liquide oder stabil? Arbeits- und Berufsidentitäten in Zeiten von Flexibilisierung und Kreativitätserwartungen: Eine Analyse von Arbeits- und Berufsbiografien hinsichtlich eigener Identitätsbildungsprozesse (2026)
Ziems, Christian;Zitatform
Ziems, Christian (2026): Liquide oder stabil? Arbeits- und Berufsidentitäten in Zeiten von Flexibilisierung und Kreativitätserwartungen. Eine Analyse von Arbeits- und Berufsbiografien hinsichtlich eigener Identitätsbildungsprozesse. Magdeburg, 273 S. DOI:10.25673/121968
Abstract
"Die Dissertation untersucht Arbeits- und Berufsidentitäten in Zeiten von Flexibilisierung, Kreativitätserwartungen und spätmodernen Erwerbsbiografien. Im Zentrum steht die Frage, wie Individuen berufliche Stabilität und biografische Kontinuität unter den Bedingungen sich wandelnder Arbeitsmärkte herstellen. Auf Grundlage feinanalytischer, qualitativer Fallstudien werden differenzierte Formen der Identitätsbildung rekonstruiert und spannungsreiche Übergangsformen zwischen Beruf, Job und Selbstentwurf diskutiert. Die Schrift verbindet arbeits- und berufssoziologische Perspektiven mit identitätstheoretischen Ansätzen und entwickelt Ansätze wie das Identitätskern-Rahmen-Modell oder die Transitivität zwischen Beruf und Job. Aus den Forschungserkenntnissen ergeben sich berufspädagogische sowie arbeitsmarktspezifische Lösungsvorschläge im Umgang mit einer volatilen Arbeitswelt, die auch mögliche Passungseffekte zwischen Bewerberprofilen und Stellen in Aussicht stellen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
When Offshoring Threatens Jobs: Lifelong Education and Occupation Choice (2025)
Zitatform
Adachi, Daisuke & Lars Skipper (2025): When Offshoring Threatens Jobs: Lifelong Education and Occupation Choice. (RF Berlin - CReAM Discussion Paper Series 2025,114), Berlin, 60 S.
Abstract
"Manufacturing job offshoring has displaced low-skilled workers lacking transition skills. Using Danish adult education and employer-employee data, we study how vocational training influences occupational choice and mitigates labor market shocks. Manufacturing workers trained in business services (BS) show a higher probability of transitioning to BS occupations via dynamic difference-in-difference analysis. We then propose and estimate a life-cycle model of training and occupation. Our model reveals that program take-up elasticity is lower than occupation choice elasticity, indicating insensitivity to program monetary value. Counterfactual wage subsidies tied to BS programs support manufacturing-to-BS transitions and reduce labor force exits, especially among older workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Driver factors of job hopping among corporate employees: A systematic literature review (2025)
Apriliani, Arimbi; Kadiyono, Anissa Lestari; Fitriana, Efi; Sulastiana, Marina;Zitatform
Apriliani, Arimbi, Anissa Lestari Kadiyono, Efi Fitriana & Marina Sulastiana (2025): Driver factors of job hopping among corporate employees: A systematic literature review. In: Acta Psychologica, Jg. 260. DOI:10.1016/j.actpsy.2025.105658
Abstract
"Job hopping has emerged as a global phenomenon with significant implications for organizational stability and workforce dynamics. Although driver factors of job hopping have been identified in prior research, the literature remains fragmented. This systematic review integrates driver factors of job hopping into three categories, sociodemographic, personal, and organizational factors, while also highlighting research gaps and practical implications. Following PRISMA guidelines, five databases (Scopus, ScienceDirect, SAGE, Emerald, and Springer) were searched for empirical studies published between 2014 and 2024. A total of 17 studies met the inclusion criteria. The review identifies key drivers: sociodemographic factors, personal factors and organizational factors. Most studies were conducted in Asia, limiting cross-cultural generalizability. These gaps underscore the need for multi-context, theory-driven research. The review provides actionable insights for HR practitioners, emphasising structured career development, competitive rewards, and supportive leadership aligned with generational expectations. To the best of our knowledge, this is the first systematic review to integrate the driver factors of job hopping into a comprehensive framework, thereby advancing research in industrial–organizational psychology and informing organizational retention strategies." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Does Performance Pay Deter Job Quits? (2025)
Zitatform
Artz, Benjamin & John S. Heywood (2025): Does Performance Pay Deter Job Quits? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17791), Bonn, 35 S.
Abstract
"We use US longitudinal survey data to examine the role of performance pay (other than profit sharing) in worker quit decisions. We argue that performance pay should increasingly be viewed as an indicator of an internal labor market rather than of a simple contemporaneous incentive. Suggestive of this claim, we find that in ever more complete specifications that account for worker and employer characteristics, aggregate earnings and worker job satisfaction, performance pay is associated with a reduced probability of worker quits. This remains when including worker fixed effects that control for unmeasured invariant heterogeneity. We investigate how it varies with the type of performance pay and its intensity. We confirm heterogeneity in this influence by workplace size." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
-
Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern