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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?
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  • Literaturhinweis

    Erfolgreiche Jobwechsel: Wie berufliche Mobilität Einkommen und Arbeitszufriedenheit steigert (2025)

    Bachmann, Ronald ; Klauser, Roman; Heinze, Inga; Hörnig, Lukas ;

    Zitatform

    Bachmann, Ronald, Inga Heinze, Lukas Hörnig & Roman Klauser (2025): Erfolgreiche Jobwechsel. Wie berufliche Mobilität Einkommen und Arbeitszufriedenheit steigert. Gütersloh, 67 S. DOI:10.11586/2024198

    Abstract

    "Die Studie untersucht die Auswirkungen beruflicher Mobilität auf das Einkommen und die Arbeitszufriedenheit von Beschäftigten in Deutschland. Sie zeigt, dass ein Stellenwechsel häufig mit einem Zuwachs an Einkommen und Zufriedenheit verbunden ist – vor allem bei Unzufriedenen. Die größten Gewinne ergeben sich bei Wechseln in Berufe mit neuen Tätigkeiten und Anforderungen, aber auch Wechsel in den gleichen Beruf sind mit Einkommens- und Zufriedenheitszuwächsen verbunden. Die Analysen basieren auf der Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB) und dem Sozio-oekonomischen Panel (SOEP). Die Studie ist entstanden in Zusammenarbeit mit dem RWI – Leibniz-Institut für Wirtschaftsforschung unter der Leitung von Prof. Dr. Ronald Bachmann und seinem Autorenteam bestehend aus Inga Heinze, Dr. Lukas Hörnig und Roman Klauser." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Heterogeneous job ladders (2025)

    Borovičková, Katarína; Macaluso, Claudia;

    Zitatform

    Borovičková, Katarína & Claudia Macaluso (2025): Heterogeneous job ladders. In: Journal of monetary economics. DOI:10.1016/j.jmoneco.2024.103711

    Abstract

    "We investigate different wage growth rates over the life cycle for poor and rich workers, and how they relate to the frequency and quality of job-to-job transitions. Using the universe of labor market histories for Austrian workers born in 1960–62 to, we show that workers who are at the bottom of the earnings distribution have higher employer-to-employer transition rates than richer workers throughout their life. Nevertheless, they work for worse- and worse-paying firms as they age and are more likely to undergo unemployment spells at all ages. We propose a structural framework with learning by doing and heterogeneity along five dimensions: initial level of human capital, learning ability, and job separation propensity on the worker side, and productivity level and quality of offered learning opportunities on the employer side. Our model replicates the wage gap and the difference in the frequency of labor market transitions we document in the data, and allows us to investigate several dimensions of heterogeneity in the quality of labor market transitions. We find that poor workers’ lacklusterwage growth stems from a combination of deteriorating human capital, employment in low-productivity jobs, and scarce on-the-job learning opportunities. We then evaluate a policy which matches low-wage workers to high-learning employers. We find that ameliorating the learning opportunities early in a worker’s career has a non-negligible impact on lifetime earnings. The gains from matching with a better employer greatly increase with job stability, as lower separation rates limit human capital depreciation and improve the odds of matching with high-productivity employers in the future." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V.All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

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  • Literaturhinweis

    Employee-owned firms and the careers of young workers (2025)

    Burdín, Gabriel; Garcia-Louzao, Jose ;

    Zitatform

    Burdín, Gabriel & Jose Garcia-Louzao (2025): Employee-owned firms and the careers of young workers. In: Labour Economics, Jg. 93. DOI:10.1016/j.labeco.2025.102686

    Abstract

    "Using detailed administrative data from Spain, we characterize how a first work experience in an employee-owned firm (EOF) versus a conventional firm can affect workers’ careers. We find that workers’ exposure to EOFs at the time of entry reduces daily wages by 8% over the first 15 years in the labor market. The wage penalty appears to be driven by differences in job mobility and wage returns to experience rather than by non-random selection. We show that workers who had their first job in EOFs have a strong attachment to this organizational model and are less likely to experience both voluntary and involuntary job separations over their careers, with quit and layoff rates 8% and 4% lower, respectively. In addition, we quantify lower wage returns to experience in EOFs, although there are no differences in subsequent career progression in terms of promotions. Taken together, the analysis suggests the existence of other job amenities offered by EOFs that may compensate for flatter wage profiles." (Author's abstract, IAB-Doku, © 2025 Elsevier) ((en))

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  • Literaturhinweis

    Firm Pay and Worker Search (2025)

    Caldwell, Sydnee; Heining, Jörg; Haegele, Ingrid;

    Zitatform

    Caldwell, Sydnee, Ingrid Haegele & Jörg Heining (2025): Firm Pay and Worker Search. (NBER working paper / National Bureau of Economic Research 33445), Cambridge, Mass, 142 S.

    Abstract

    "Whether and how workers search on the job depends on their beliefs about pay and working conditions in other firms. Yet little is known about workers' knowledge of outside pay. We use a large-scale survey of full-time German workers, linked to their Social Security records, to elicit pay expectations and preferences over specific outside firms. Workers believe that they face considerable heterogeneity in their outside pay options, and direct their search toward firms they believe would pay them more. Workers' expected firm-specific pay premia are highly correlated with pay policies observed in administrative records and with workers' valuations of firm-specific amenities. Most workers are unwilling to search for a new Job - or leave their current firm - even for substantial pay increases. Switching costs are equivalent to 7 to 18% of a worker's annual pay. Attachment varies across firms, and cannot be explained by either differences in firm-specific amenities or switching costs." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Heining, Jörg;
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  • Literaturhinweis

    A Relative Measure of Economic Insecurity and the Nexus with Job Change (2025)

    Gallo, Alessandro; Ferrante, Maria Rosaria; Pacei, Silvia ;

    Zitatform

    Gallo, Alessandro, Silvia Pacei & Maria Rosaria Ferrante (2025): A Relative Measure of Economic Insecurity and the Nexus with Job Change. In: Social indicators research. DOI:10.1007/s11205-025-03530-z

    Abstract

    "Economic insecurity is attracting growing attention in the social well-being literature. However, there is still debate about its definition and measurement which deserve further and in depth study. Assuming that economic insecurity relates to the forward-looking perception of future outcomes based on past experience, we suggest a class of relative indices measuring the individual feeling of economic insecurity by considering relative past resource fluctuations. The innovation we implement in this context consists in considering relative changes, supposing that individuals evaluate each fluctuation based on their previous resource level. We take advantage of the measures suggested to study how economic insecurity may affect job mobility. Obtained results show that economic insecurity has a significant impact on the probability of changing jobs, and that its effect differs by gender and working experience." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The contribution of employer changes to aggregate wage mobility (2025)

    Hollandt, Nils Torben; Müller, Steffen ;

    Zitatform

    Hollandt, Nils Torben & Steffen Müller (2025): The contribution of employer changes to aggregate wage mobility. In: Oxford economic papers, Jg. 77, H. 2, S. 490-515. DOI:10.1093/oep/gpae038

    Abstract

    "Wage mobility reduces the persistence of wage inequality. We develop a framework to quantify the contribution of employer-to-employer movers to aggregate wage mobility. Using three decades of German social security data, we find that inequality increased while aggregate wage mobility decreased. Employer-to-employer movers exhibit higher wage mobility, mainly due to changes in employer wage premia at job change. The massive structural changes following German unification temporarily led to a high number of movers, which in turn boosted aggregate wage mobility. Wage mobility is much lower at the bottom of the wage distribution, and the decline in aggregate wage mobility since the 1980s is concentrated there. The overall decline can be mostly attributed to a reduction in wage mobility per mover, which is due to a compositional shift toward lower-wage movers." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))

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  • Literaturhinweis

    Mobility for All: Representative Intergenerational Mobility Estimates over the 20th Century (2025)

    Jácome, Elisa; Naidu, Suresh ; Kuziemko, Ilyana;

    Zitatform

    Jácome, Elisa, Ilyana Kuziemko & Suresh Naidu (2025): Mobility for All: Representative Intergenerational Mobility Estimates over the 20th Century. In: Journal of Political Economy, Jg. 133, H. 1, S. 306-354. DOI:10.1086/732527

    Abstract

    "We estimate long-run trends in intergenerational relative mobility for representative samples of the U.S.-born population. Harmonizing all surveys that include father’soccupation and own family income, we develop a mobility measure that allows forthe inclusion of non-whites and women for the 1910s–1970s birth cohorts. We Show that mobility increases between the 1910s and 1940s cohorts and that the decline of Black-white income gaps explains about half of this rise. We also find that excluding Black Americans, particularly women, considerably overstates the level of mobility fortwentieth-century birth cohorts while simultaneously understating its increase betweenthe 1910s and 1940s" (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020 (2025)

    Kim, Andrew Taeho ; Kim, ChangHwan ;

    Zitatform

    Kim, Andrew Taeho & ChangHwan Kim (2025): The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020. In: Sociological methods & research, S. 1-41. 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

    Psychosocial factors contributing to turnover intention among employees in the hospitality industry: a systematic review (2025)

    Krishnan, Sanggari ; Rathakrishnan, Balan ;

    Zitatform

    Krishnan, Sanggari & Balan Rathakrishnan (2025): Psychosocial factors contributing to turnover intention among employees in the hospitality industry: a systematic review. In: Current psychology, S. 1-22. DOI:10.1007/s12144-025-07550-3

    Abstract

    "This systematic review discusses the psychosocial factors contributing to turnover intention among hospitality workers over the past decade. Turnover is a problem experienced worldwide and, if left unresolved, could seriously impact the provision of good hospitality services. This industry survives through customer service where talented workers are vital to ensure consistent quality. It is imperative to understand the reasons behind the workers’ intention to leave the organization to aid in imparting constructive and operative efforts to develop existing human capitalfor better growth. A thorough electronic database search was conducted to identify the most relevant journal articles published in various journals within the last 10 years. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart was used to identify the articles for review. The factors were categorized into three different categories known as personal/emotional (individual level), work environment/social (unit level), and organizational and environment (organizational level) factors. Factors such as psychological distress, job satisfaction, and work stress were identified at the individual level; job overload, supervisor incivility, and management pressure were identified at the unit level; career advancement, organisational support, and work-family conflict were identified under organizational factors. This review has shown that push factors at all three levels contribute to turnover more than pull factors and determined prominent factors under each revised category. The industry may focus on creating new systems, policies, methods, or additional support to improve the internal factors to reduce employee turnover intention and increase retention among valuable employees." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Do all job changes increase wellbeing? (2025)

    Longhi, Simonetta ; Connolly, Sara ; Gedikli, Cigdem; Bryan, Mark ; Nandi, Alita ;

    Zitatform

    Longhi, Simonetta, Alita Nandi, Mark Bryan, Sara Connolly & Cigdem Gedikli (2025): Do all job changes increase wellbeing? In: Industrial Relations, Jg. 64, H. 1, S. 23-39. DOI:10.1111/irel.12354

    Abstract

    "We provide a comprehensive framework, based on person–Environment fit, for evaluating the relationship between types of job change and wellbeing, and estimate it using fixed‐effects methods applied to UK longitudinal data. Changing job is associated with large swings in job satisfaction, but not all job changes are equal. Changes in workplace are associated with increased job satisfaction only when they are associated with a change in job role. The largest associations are for changing employers. These associations extend beyond job satisfaction to mental health and, to a lesser extent, life satisfaction. Changes in broader wellbeing are especially pronounced for women." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    Long-Run Career Outcomes of Multiple Job Holding (2025)

    Muffert, Johanna; Riphahn, Regina T. ;

    Zitatform

    Muffert, Johanna & Regina T. Riphahn (2025): Long-Run Career Outcomes of Multiple Job Holding. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17605), Bonn, 57 S.

    Abstract

    "Multiple job holding (MJH) is increasingly frequent in industrialized countries. Individuals holding a secondary job add to their experience, skills, and networks. We study the long-run labor market outcomes after MJH and investigate whether career effects can be validated. We employ high-quality administrative data from Germany. Our doubly robust estimation method combines entropy balancing with fixed effects difference-in-differences regressions. We find that income from primary employment declines after MJH spells and overall annual earnings from all jobs increase briefly. Job mobility increases after MJH spells. Interestingly, the beneficial long-term effects of MJH are largest for disadvantaged groups in the labor market such as females, those with low earnings, and low education. Overall, we find only limited benefits of MJH." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Reciprocity and job mobility: The effect of effort-reward imbalance in the employer-employee relationship on turnover intentions and actual job changes (2025)

    Prechsl, Sebastian ;

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    Prechsl, Sebastian (2025): Reciprocity and job mobility: The effect of effort-reward imbalance in the employer-employee relationship on turnover intentions and actual job changes. In: Social science research, Jg. 127, 2024-12-13. DOI:10.1016/j.ssresearch.2024.103133

    Abstract

    "Numerous studies illustrate that a lack of reciprocity between effort and reward in the employer-employee relationship produces negative effects on employees' health and well-being. This might motivate employees to change jobs as a consequence. Based on German panel data with 16,243 observations from 4,641 employees, I analyze the effect of effort-reward imbalance (ERI) on turnover intentions and actual job changes and whether health-threatening ERI exposure affects the realization of job changes. The results indicate more frequent doctor visits, lower job satisfaction, higher turnover intentions, and higher job change probabilities when employees’ efforts in relation to rewards increase. The ERI effects on turnover intentions and job changes are both mediated through job satisfaction. Finally, I find no evidence that ERI exposure moderates the relationship between turnover intentions and actual job changes." (Author's abstract, IAB-Doku, © 2024 The Author. Published by Elsevier Inc.) ((en))

    Beteiligte aus dem IAB

    Prechsl, Sebastian ;
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  • Literaturhinweis

    Mobility after job loss in Germany: the effects of regional economic opportunities and economic worries on mobility intentions and behaviour (2025)

    Rickmeier, Katrin ;

    Zitatform

    Rickmeier, Katrin (2025): Mobility after job loss in Germany: the effects of regional economic opportunities and economic worries on mobility intentions and behaviour. In: Review of regional research, S. 1-27. DOI:10.1007/s10037-025-00232-4

    Abstract

    "This study examines the impact of local economic opportunity structures on mobility intentions and mobility behavior subsequent to involuntary job loss in Germany. Previous research has demonstrated that job loss leads to an increased propensity for regional mobility; however, the role of the regional economy as a push factor and its influence on the decision to relocate remains unclear. The focus of the study at hand is on the opportunities provided by locational factors and an examination of the broader context in which regional mobility after job loss occurs. Logistic regression models are set up using data from the German Socio-Economic Panel study, which is complemented by a unique combination of spatial structure indicators. The results demonstrate that job loss has no effect on the mobility intentions of displaced workers. However, it increases the propensity to relocate within Germany. Furthermore, a favorable economic situation in the home region makes mobility intentions of displaced workers less likely. This is indicated by a negative effect of the local GDP and a positive effect of the occupation-specific local unemployment rate. A mediation analysis does not confirm a hypothesized omitted variable bias of economic worries in the effect of regional economic characteristics on the mobility intentions of displaced workers." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Local Unemployment, Worker Mobility and Labor Market Outcomes: Evidence from Germany (2025)

    Weber, Johannes;

    Zitatform

    Weber, Johannes (2025): Local Unemployment, Worker Mobility and Labor Market Outcomes: Evidence from Germany. (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 662), Bonn, 50 S.

    Abstract

    "In most countries, there are large and highly persistent differences in unemployment rates across local labor markets. Such local unemployment rate differences can shape the career outcomes of young who start their careers in different local labor markets. I use high-quality administrative data from Germany to study how workers move between labor markets with different unemployment rates and their resulting lifecycle wage profiles. I find that on average workers who start their careers in lower unemployment regions earn higher wages even when young, experience greater wage growth along the lifecycle, and spend less time in unemployment. Even conditional on local price levels and worker fixed effects, I find that between workers from high and workers from low unemployment regions, an unexplained wage gap opens up to about 11% until the age of 40. Despite this, I do not find that workers move out of bad labor markets and into good labor markets. Instead, workers spend most of their time in local labor markets with similar relative degrees of unemployment. I find that the differences in wages and unemployment translate into a gap of about 150,000 Euros (adjusted to 2010 level) in real income accumulated until the age of 55." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Beyond Thriving Cities and Declining Rural Areas: Mapping Geographic Divides in Germany's Employment Structure, 1993–2019 (2025)

    Westenberger, Gina-Julia ;

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    Westenberger, Gina-Julia (2025): Beyond Thriving Cities and Declining Rural Areas: Mapping Geographic Divides in Germany's Employment Structure, 1993–2019. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie. DOI:10.1007/s11577-025-00992-4

    Abstract

    "In der vorliegenden Untersuchung wird die populäre These einer zunehmenden regionalen Ungleichheit und eines Stadt-Land-Gefälles für Deutschland einer kritischen Betrachtung unterzogen. Der Fokus unserer Analyse liegt dabei auf der Qualität der Beschäftigungsmöglichkeiten. Die Untersuchung basiert auf einer 2 %-Stichprobe von Personen (SIAB), die von 1993 bis 2019 im deutschenSozialversicherungssystem registriert waren. Anhand dieser Daten werden das Niveau und die Entwicklung der Beschäftigungschancen entlang dreier etablierter geografischer Trennlinien – Stadt-Land, Ost-West und Nord-Süd – auf der kleinräumigen Ebene von 330 Kreisregionen analysiert. Die Berufsgruppen werden nach ihrem Medianlohn Quintilen zugeordnet, um festzustellen, ob verschiedene Kreise unterschiedliche Veränderungen in ihrer Berufsstruktur erfahren haben. Unsere Ergebnisse bestätigen ein deutliches Stadt-Land-Gefälle bei der Qualität der Beschäftigungsmöglichkeiten, da städtische Kreise einen deutlich stärkeren Zuwachs an gutbezahlten Arbeitsplätzen verzeichnen konnten. Die auf der aggregierten deutschen Ebene beobachteten Unterschiede werden jedoch auch durch das Nord-Süd- und Ost-West-Gefälle beeinflusst, da diese geografischen Polarisierungslinien sich teilweise überschneiden. Während einige kleinere Städte und städtische Kreise, vor allem in Süddeutschland, einen überdurchschnittlichen Anstieg an gutbezahlten Arbeitsplätzen verzeichnen konnten, haben die meisten ländlichen und städtischen Kreise im Osten und viele im Nordwesten weiterhin Schwierigkeiten, mit nationalen Trends mitzuhalten. Damit zeigt diese Studie, dass die geografische Polarisierung in Deutschland über ein einfaches Stadt-Land-Gefälle hinausgeht. Zudem stellt sie die Qualität von Beschäftigungsmöglichkeiten als langfristigen und räumlich detaillierten Indikator für die Analyse geografischer Unterschiede vor. Dieser Ansatz ermöglicht die Erfassung eines greifbaren Aspekts regional divergierender Lebenschancen." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a large-scale field experiment with over 12,000 job applications (2024)

    Adamovic, Mladen ; Leibbrandt, Andreas ;

    Zitatform

    Adamovic, Mladen & Andreas Leibbrandt (2024): Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a large-scale field experiment with over 12,000 job applications. (Discussion paper / Monash University, Department of Economics 2024-06), Clayton, 49 S.

    Abstract

    "Ethnic inequalities are pervasive in the higher echelons of organizations. We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership positions. Our findings confirm this hypothesis. We find that discrimination increases for leadership positions. Resumes with non-English names receive 57.4% fewer positive responses for leadership positions than identical resumes with English names. For non-leadership positions, ethnic minorities receive 45.3 percent fewer positive responses. Ethnic discrimination for leadership positions is even more pronounced when the advertised job requires customer contact. In contrast, ethnic discrimination in leadership positions is not significantly influenced by whether the organization’s job advertisement emphasizes individualism or learning, creativity, and innovation. These findings provide novel evidence of a glass ceiling for ethnic minorities to enter leadership positions." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Die ökologische Transformation des Arbeitsmarktes: Individuelle Betroffenheit und Erwartungen (2024)

    Bachmann, Ronald ; Fitzthum, Mirjam; Eßer, Jana; Vonnahme, Christina;

    Zitatform

    Bachmann, Ronald, Jana Eßer, Mirjam Fitzthum & Christina Vonnahme (2024): Die ökologische Transformation des Arbeitsmarktes: Individuelle Betroffenheit und Erwartungen. (RWI-Materialien 170), Essen, 23 S.

    Abstract

    "Die ökologische Transformation der Wirtschaft hat Folgen für Beschäftigte und Arbeitgeber/innen. Berufsbilder und Arbeitsnachfrage verändern sich bereits, und diese Entwicklungen werden sich zukünftig wahrscheinlich noch verstärken. Die vorliegende Studie präsentiert Ergebnisse einer Personenbefragung zu mehreren Aspekten dieses Themenfeldes. Hierbei stehen die Einstellungen und Sorgen der erwerbstätigen Bevölkerung im Hinblick auf die ökologische Transformation des Arbeitsmarkts im Fokus. Die Ergebnisse sollen u. a. dazu beitragen, Informationsbedürfnisse in Bezug auf den Transformationsprozess aufzudecken, um Wohlfahrtsverluste zu vermeiden. Hierbei zeigt sich erstens, dass Umweltschutz und Klimawandel als bedeutende Herausforderungen angesehen werden. Zweitens spielt die ökologische Transformation bisher nur eine geringe Rolle für berufliche Veränderungen. Für die Zukunft wird ein Anstieg solcher Veränderungen aufgrund der ökologischen Transformation sowie die Notwendigkeit, die eigenen Fähigkeiten zu erweitern, erwartet. Hierbei wünschen sich die Befragten mehr Unterstützung durch Staat und Arbeitgeber/innen und eine Beschleunigung des ökologischen Umbaus der Wirtschaft. Dieser wird als gut vereinbar mit weiteren gesellschaftlichen Zielen bewertet. Analysen getrennt nach Alter, Bildung und Einkommen verdeutlichen die soziale Dimension der ökologischen Transformation des Arbeitsmarktes." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Disentangling the Greening of the Labour Market: The Role of Changing Occupations and Worker Flows (2024)

    Bachmann, Ronald ; Vonnahme, Christina; Janser, Markus ; Lehmer, Florian ;

    Zitatform

    Bachmann, Ronald, Markus Janser, Florian Lehmer & Christina Vonnahme (2024): Disentangling the Greening of the Labour Market: The Role of Changing Occupations and Worker Flows. (Ruhr economic papers 1099), Essen, 53 S. DOI:10.4419/96973277

    Abstract

    "In diesem Papier untersuchen wir die Entwicklung der ökologischen Transformation auf dem deutschen Arbeitsmarkt zwischen 2012 und 2022. Wir zeigen zunächst, dass dieses sowohl durch eine Zunahme umwelt- bzw. klimaschutzbezogener beruflicher Tätigkeiten als auch durch einen Rückgang von umwelt-/klimaschädlichen Tätigkeiten erfolgt. Darüber hinaus ist diese Veränderung innerhalb von Berufen im Laufe der Zeit („Within-Effekt“) mindestens ebenso wichtig für die Gesamttransformation der Beschäftigung wie die Verschiebung von Beschäftigungsanteilen zwischen Berufen („Between-Effekt“). Zweitens zeigen wir, welche Berufe und welche Aufgabentypen ("brown" oder "green") am meisten zum Within-Effekt beitragen und welche Beschäftigtenflüsse hauptsächlich für den Between-Effekt verantwortlich sind. Drittens untersuchen wir die Folgen der ökologischen Transformation der Beschäftigung auf individueller Ebene. Wir stellen fest, dass die Beschäftigungsaussichten von Menschen mit ausländischer Staatsangehörigkeit und gering qualifizierten Beschäftigten am stärksten durch die ökologische Transformation gefährdet sind, was wiederum bestehende Ungleichheiten auf dem Arbeitsmarkt verstärken kann." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Janser, Markus ; Lehmer, Florian ;
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  • Literaturhinweis

    Returns to labour mobility (2024)

    Baley, Isaac ; Ljungqvist, Lars ; Sargent, Thomas J. ;

    Zitatform

    Baley, Isaac, Lars Ljungqvist & Thomas J. Sargent (2024): Returns to labour mobility. In: The Economic Journal, Jg. 135, H. 666, S. 430-454. DOI:10.1093/ej/ueae054

    Abstract

    "Returns to labor mobility have too often escaped the attention they deserve as conduits of important forces in macro-labour models. These returns are shaped by calibrations of productivity processes that use theoretical perspectives and data sources from (i) labour economics and (ii) industrial organization. By investigating earlier prominent studies, we conclude that the focus on firm size dynamics and shocks intermediated through neo-classical production functions in (ii) yields large returns to labor mobility that are robust to parameter perturbations. In contrast, the reliance on statistics in labor economics to calibrate per-worker productivity processes in (i) can give rise to fragilities in the sense that parameter perturbations that generate similar targeted statistics can have very different implications for returns to labor mobility." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Job Mobility and Assortative Matching (2024)

    Braunschweig, Luisa; Dauth, Wolfgang ; Roth, Duncan ;

    Zitatform

    Braunschweig, Luisa, Wolfgang Dauth & Duncan Roth (2024): Job Mobility and Assortative Matching. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17207), Bonn, 41 S.

    Abstract

    "Wir analysieren, wie sich das Matching zwischen Betrieben und Beschäftigten über das Erwerbsleben durch Jobmobilität verändert. Wir nutzen deutsche administrative Daten, die sowohl Informationen über Beschäftigte als auch Betriebe enthalten. Um assortatives Matching zu messen, berechnen wir die Korrelation zwischen zeitkonstanten Lohnkomponenten von Betrieben und Beschäftigten, welche wir aus einer Lohndekomposition im Stil von Abowd/Kramarz/Margolis (1999) ziehen. Zudem benutzen wir ein neues Maß für assortatives Matching, welches auf der Distanz zwischen diesen Lohnkomponenten basiert. Beide Maße zeigen, dass der Grad des assortativen Matchings im Durchschnitt mit jedem weiteren Betriebswechsel ansteigt. Bei Beschäftigten mit einer hohen zeitkonstanten Lohnkomponente kann dies durch Job Ladder Modelle erklärt werden, denn die Beschäftigten bewegen sich zu Firmen mit höheren Lohnkomponenten. Dahingegen sind Beschäftigte mit niedrigerer Lohnkomponente am Anfang des Erwerbslebens in weniger assortativen Matches zu finden, da sie es ebenfalls schaffen, zu Beginn die Job Ladder hinaufzuklettern. Für sie beginnt der Anstieg des assortativen Matchings erst nach dem dritten Job, wenn sie von der Job Ladder fallen. Die Entwicklung des assortativen Matchings ist zudem relevant für die Lohnungleichheit im Lebensverlauf. Wir zeigen, dass der Anstieg des assortativen Matchings circa 25 Prozent des Anstiegs der Lohnungleichheit im Lebensverlauf erklären kann." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Braunschweig, Luisa; Dauth, Wolfgang ; Roth, Duncan ;
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