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
-
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
-
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))
-
Literaturhinweis
Employee-owned firms and the careers of young workers (2025)
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))
-
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;Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 04/2025 -
Literaturhinweis
Mobility for All: Representative Intergenerational Mobility Estimates over the 20th Century (2025)
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))
-
Literaturhinweis
Do all job changes increase wellbeing? (2025)
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))
-
Literaturhinweis
Long-Run Career Outcomes of Multiple Job Holding (2025)
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))
Ähnliche Treffer
auch erschienen als: LASER discussion papers 574 -
Literaturhinweis
Reciprocity and job mobility: The effect of effort-reward imbalance in the employer-employee relationship on turnover intentions and actual job changes (2025)
Zitatform
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))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.PASS-SUF0619.de.en.v3 -
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)
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))
-
Literaturhinweis
Disentangling the Greening of the Labour Market: The Role of Changing Occupations and Worker Flows (2024)
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)
Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 12/2024 -
Literaturhinweis
Returns to labour mobility (2024)
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))
-
Literaturhinweis
Job Mobility and Assortative Matching (2024)
Zitatform
Braunschweig, Luisa, Wolfgang Dauth & Duncan Roth (2024): Job Mobility and Assortative Matching. (IAB-Discussion Paper 11/2024), Nürnberg, 52 S. DOI:10.48720/IAB.DP.2411
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)
-
Literaturhinweis
Job Mobility and Assortative Matching (2024)
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)
Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 11/2024 -
Literaturhinweis
Spatial and Occupational Mobility of Workers Due to Automation (2024)
Zitatform
Burzyński, Michał (2024): Spatial and Occupational Mobility of Workers Due to Automation. (LISER working papers), Esch-sur-Alzette, 52 S.
Abstract
"Automation of labor tasks is one of the most dynamic aspects of recent technological progress. This paper aims at improving our understanding of the way that automation affects labor markets, analyzing the example of European countries. The quantitative theoretical methodology proposed in this paper allows to focus on automation-induced migration of workers, occupation switching and income inequality. The key findings include that automation in the first two decades of the 21st century had a significant impact on job upgrading of native workers and generated gains in many local labor markets. Even though net migration of workers was attenuated due to convergence in incomes across European regions, mobility at occupation levels had a sizeable impact on transmitting welfare effects of automation." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Spatial and Occupational Mobility of Workers Due to Automation (2024)
Zitatform
Burzyński, Michał (2024): Spatial and Occupational Mobility of Workers Due to Automation. (LISER working papers 2024-04), Esch-sur-Alzette, 52 S.
Abstract
"Automation of labor tasks is one of the most dynamic aspects of recent technological progress. This paper aims at improving our understanding of the way that automation affects labor markets, analyzing the example of European countries. The quantitative theoretical methodology proposed in this paper allows to focus on automation-induced migration of workers, occupation switching and income inequality. The key findings include that automation in the first two decades of the 21st century had a significant impact on job upgrading of native workers and generated gains in many local labor markets. Even though net migration of workers was attenuated due to convergence in incomes across European regions, mobility at occupation levels had a sizeable impact on transmitting welfare effects of automation." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Does Bridge Employment Mitigate or Exacerbate Inequalities Later in Life? (2024)
Cahill, Kevin E.; Giandrea, Michael D.; Quinn, Joseph F. ; Platts, Loretta G. ; Sacco, Lawrence B. ;Zitatform
Cahill, Kevin E., Michael D. Giandrea, Joseph F. Quinn, Lawrence B. Sacco & Loretta G. Platts (2024): Does Bridge Employment Mitigate or Exacerbate Inequalities Later in Life? In: Work, Aging and Retirement, Jg. 10, H. 2, S. 77-99. DOI:10.1093/workar/waac020
Abstract
"Most older Americans with career employment change jobs at least once before retiring from the labor market. Much is known about the prevalence and determinants of these bridge jobs, yet relatively little is known about the implications of such job changes—compared to direct exits from a career job —upon economic disparities in later life. In this article, we use 26 years of longitudinal data from the Health and Retirement Study to document the various pathways that older Americans take when exiting the labor force, and examine how bridge employment affects nonhousing wealth and total wealth, including the present discounted value of Social Security benefits. We find that gradual retirement in the form of bridge employment neither exacerbates nor mitigates wealth inequalities among Americans who hold career jobs later in life. That said, we do find some evidence that wealth inequalities grow among the subset of older career workers who transition from career employment to bridge employment at older ages. One policy implication of our article is that it provides evidence that might allay concerns about the potential for disparate financial impacts associated with the gradual retirement process." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Outside Options in the Labour Market (2024)
Caldwell, Sydnee; Danieli, Oren;Zitatform
Caldwell, Sydnee & Oren Danieli (2024): Outside Options in the Labour Market. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3286-3315. DOI:10.1093/restud/rdae006
Abstract
"This paper develops a method to estimate workers’ outside employment opportunities. We outline a matching model with two-sided heterogeneity, from which we derive a sufficient statistic, the “outside options index” (OOI), for the effect of outside options on earnings, holding worker productivity constant. The OOI uses the cross-sectional concentration of similar workers across job types to quantify workers’ outside options as a function of workers’ commuting costs, preferences, and skills. Using German micro-data, we find that differences in options explain 20% of the gender earnings gap, and that gender gaps in options are mostly due to differences in the implicit costs of commuting and moving." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Do temporary help agencies help? Employment transitions for low-skilled workers (2024)
Zitatform
Carrasco, Raquel, Ismael Gálvez-Iniesta & Belén Jerez (2024): Do temporary help agencies help? Employment transitions for low-skilled workers. In: Labour Economics, Jg. 90. DOI:10.1016/j.labeco.2024.102586
Abstract
"We investigate the impact of working for a temporary help agency (THA) compared to being directly hired on the employment transitions of low-skilled male temporary workers aged 20 to 45. Using data from Spanish administrative records, we employ competing risk discrete-time duration models to analyze multiple temporary employment spells. Our analysis reveals the importance of accounting for short-duration dependence and workers’ unobserved heterogeneity. We find that, across all durations, agency workers are more likely to transition either to unemployment or to a new THA contract than their direct-hire counterparts. Transitions to permanent positions, although infrequent in our sample, are also more likely for agency workers. Our qualitative findings hold when unobserved heterogeneity is not controlled for. However, this model underestimates the effect of agency contracts on the risk of entering unemployment and overestimates the impact on the probability of re-entering THA. This suggests that positive self-selection plays a relevant role in explaining the higher persistence of THA employment, but not the associated higher risk of unemployment." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Glass Ceilings, Step Stools, and Sticky Floors: The Racialized Gendered Promotion Process (2024)
Zitatform
Corbett, Christianne, Katherine E. Wullert, Shannon K. Gilmartin & Caroline Simard (2024): Glass Ceilings, Step Stools, and Sticky Floors: The Racialized Gendered Promotion Process. In: Socius, Jg. 10. DOI:10.1177/23780231241274238
Abstract
"Organizations play a central role in replicating societal inequalities. Despite theories of gendered and racialized organizations, evidence of unequal outcomes, and research on proposed mechanisms, we have few intersectional analyses demonstrating how the promotion process varies by race and gender across job levels in actual organizations. In this first-ever analysis of advancement in a U.S. firm by gender, race, and job, we run random effects logistic regression models on five years of novel longitudinal data from the software engineering workforce of a U.S.-based technology company. Results show intersectional performance-reward bias in patterns that help maintain the racialized gendered hierarchy so commonly observed in organizations: White men overrepresented at the top, women of color overrepresented at the bottom, and in the technology sector, men of Asian descent overrepresented in midlevel technical jobs and White women overrepresented in midlevel management positions. Findings suggest monitoring promotions by gender, race, and position to make visible biases that continue to impede workplace equity." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Life-Cycle Worker Flows and Cross-Country Differences in Aggregate Employment (2024)
Zitatform
Créchet, Jonathan, Etienne Lalé & Linas Tarasonis (2024): Life-Cycle Worker Flows and Cross-Country Differences in Aggregate Employment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16878), Bonn, 71 S.
Abstract
"Cross-country employment differences are concentrated among women, the youth, and older individuals. In this paper, we document how worker flows between employment, unemployment, and out of the labor force vary by gender and age and contribute to aggregate employment differences across a large panel of European countries. We then build a life-cycle Diamond-Mortensen-Pissarides model capturing the salient features of our data. Key elements of the model are an extensive margin (i.e., labor force participation) and intensive margin (i.e., variable intensity) of search effort. The model attributes a major role to the production technology in driving differences in aggregate employment, while labor-market policies play a minor role. Search effort substantially amplifies the effects of technology across gender and age groups and is a prominent proximate cause of the cross-country variation in aggregate employment." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Occupation-Industry Mismatch in the Cross Section and the Aggregate (2024)
Darougheh, Saman;Zitatform
Darougheh, Saman (2024): Occupation-Industry Mismatch in the Cross Section and the Aggregate. In: Journal of Political Economy Macroeconomics, Jg. 2, H. 3, S. 375-408. DOI:10.1086/731536
Abstract
"I define occupations that are employed in more industries as “broader ” occupations. I study the implications of broadness for mismatch of the unemployed and vacancies across occupations and industries. I empirically find that workers in broader occupations are better insured against industry specific shocks. A recent literature has found that mismatch did not significantly contribute to the rise in unemployment during the Great Recession. I build a general equilibrium model that uses occupational broadness as a microfoundation of mismatch. The model uncovers a general equilibrium channel that realigns the strong crosssectional effects of mismatch with its missing aggregate impact. I argue that mismatch across occupations and industries cannot significantly contribute to aggregate unemployment fluctuations" (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