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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

    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)

    Bachmann, Ronald ; Demir, Gökay ; Uhlendorff, Arne ; Green, Colin ;

    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)

    Beteiligte aus dem IAB

    Demir, Gökay ; Uhlendorff, Arne ;
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  • Literaturhinweis

    The role of skills and geography for job-to-job mobility in the green transition (2026)

    Basauri, Agustin; Kleine-Rüschkamp, Lukas; Riascos, José; Vermeulen, Wessel;

    Zitatform

    Basauri, Agustin, Lukas Kleine-Rüschkamp, José Riascos & Wessel Vermeulen (2026): The role of skills and geography for job-to-job mobility in the green transition. (OECD Local Economic and Employment Development (LEED) Papers 2026,06), Paris, 46 S. DOI:10.1787/4144ab74-en

    Abstract

    "Job-to-job mobility is a natural feature of dynamic economies, but low geographic mobility, geographic mismatches between jobs and workers, or skills gaps can be barriers to job transitions. This paper examines the dual role of both skills and geography in facilitating job transitions, with a focus on the green transition. Using online job postings and labour force survey data from Italy, the United Kingdom, and the United States, this paper develops a skills-based measure of occupational proximity to assess career pathways and presents evidence on the effectiveness of this tool in predicting job transitions. This tool is then used to examine feasible career pathways, in terms of skills and local demand, for both vulnerable workers and in-demand green occupations." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Individualism and working from home (2026)

    Bietenbeck, Jan ; Nilsson, Therese; Irmert, Natalie ;

    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

    Überraschender Anstieg der beruflichen Mobilität (2026)

    Buhmann, Mara ; Fitzenberger, Bernd ;

    Zitatform

    Buhmann, Mara & Bernd Fitzenberger (2026): Überraschender Anstieg der beruflichen Mobilität. In: IAB-Forum H. 27.07.2026. DOI:10.48720/IAB.FOO.20260727.01

    Abstract

    "Der Anteil der Beschäftigten, die innerhalb eines Jahres ihren Beruf wechseln, hat zwischen 2013 und 2024 um 13 Prozentpunkte zugenommen. Bei den Männern ist dieser Anstieg mit 16 Prozent allerdings deutlich stärker als bei den Frauen mit 10 Prozent. Zugleich fällt die berufliche Mobilität in Berufen mit geringem und mittlerem Entgeltniveau deutlich höher aus als in den besser bezahlten Berufen." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Buhmann, Mara ; Fitzenberger, Bernd ;
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  • Literaturhinweis

    Danish flexicurity and occupational mobility: A comparison with the United States (2026)

    Carrillo-Tudela, Carlos ; Darougheh, Saman ; Visschers, Ludo ;

    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)

    Helbig, Alexander ; Ehlert, Martin;

    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)

    Keitel, Christiane; Matthes, Britta ; Grienberger, Katharina ;

    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)

    Beteiligte aus dem IAB

    Keitel, Christiane; Matthes, Britta ; Grienberger, Katharina ;
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  • Literaturhinweis

    The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020 (2026)

    Kim, Andrew Taeho ; Kim, ChangHwan ;

    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)

    Kläui, Jeremias ; Kopp, Daniel ; Lalive, Rafael ; Siegenthaler, Michael ;

    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)

    Beteiligte aus dem IAB

    Kropp, Per; Fritzsche, Birgit; Theuer, Stefan;
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  • Literaturhinweis

    The EITC and occupational mobility (2026)

    Liu, Andrew Yizhou ;

    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

    What Goes Up May Come Down: Trends in the Upward and Downward Occupational Mobility of U.S. Workers (2026)

    Ruder, Alexander ; Sánchez, Alvaro ;

    Zitatform

    Ruder, Alexander & Alvaro Sánchez (2026): What Goes Up May Come Down: Trends in the Upward and Downward Occupational Mobility of U.S. Workers. In: Economic Development Quarterly, S. 1-19. DOI:10.1177/08912424261444980

    Abstract

    "This paper estimates annual upward and downward occupational mobility rates in the United States between 2018 and 2024. The authors find that only 6.6% of workers in the lowest-quality occupations moved into higher-quality occupations. Conversely, 8.0% of workers in middle-quality occupations moved into lower-quality occupations. To capture trends, the authors estimate annual mobility rates from 2011 onward and find increasing downward mobility through 2018 and increasing upward mobility through 2019. In both series, higher variability was found but little change comparing 2018 and 2024. The authors use multinomial logit regressions to estimate individual characteristics associated with upward and downward occupational mobility. Higher levels of education and younger age are associated with increased transitions to higher-quality occupations and reduced downward occupational transitions. The authors find mixed results for race, ethnicity, and gender, with results suggesting the importance of human capital investments and other interventions that promote upward mobility and may prevent downward mobility." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Intragenerational Mobility in Wealth in Germany, Norway, and Britain: Descriptive Evidence (2026)

    Schnitzlein, Daniel D. ; Wiborg, Øyvind N.; Lersch, Philipp M. ;

    Zitatform

    Schnitzlein, Daniel D., Philipp M. Lersch & Øyvind N. Wiborg (2026): Intragenerational Mobility in Wealth in Germany, Norway, and Britain: Descriptive Evidence. (IZA discussion paper / IZA Network @ LISER 18596), Esch-sur-Alzette, 48 S.

    Abstract

    "We study intragenerational wealth rank mobility, investigating three dimensions: (i) wealth mobility over the life cycle, (ii) heterogeneity in mobility among subgroups and wealth components, and (iii) commonalities and differences across divergent country contexts. We use data from Germany (SOEP, N= 12,380 individuals), Norway (administrative register data, N=3,460,602), and Britain (BHPS, N=7,910; UKHLS, N=18,428), examining intraindividual rank-rank correlations, the distribution of rank changes, and rank mobility curves. We find substantial mobility in wealth, which is often of short range. Mobility increases with the observation window (5, 10, 15 years). Wealth mobility is highest in Norway, followed by similar mobilitiy in Britain and Germany. Furthermore, early life cycle stages and parental tertiary education are associated with greater mobility, whereas gender differences are small. Mobility is higher in financial than in housing wealth, but remains substantial in the latter. Our findings reveal substantial but predominantly short-range wealth mobility, indicating that individual wealth positions are less static than cross-sectional distributions suggest, even as the overall structure of inequality persists." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    AI-Accelerated Occupational Decline and the Mobility Trap (2026)

    Song, Xi ; Yang, Sukie Xiuqi; Lachanski, Michael ; Brand, Jennie E. ;

    Zitatform

    Song, Xi, Jennie E. Brand, Sukie Xiuqi Yang & Michael Lachanski (2026): AI-Accelerated Occupational Decline and the Mobility Trap. In: AEA papers and proceedings, Jg. 116, S. 246-250. DOI:10.1257/pandp.20261004

    Abstract

    "Economic transformation challenges workers beyond job creation or loss by reshaping their ability to move across occupations. This paper examines whether AI-driven occupational restructuring, accelerated after 2018 by transformer-based technologies, creates a “mobility trap” for workers in declining, high-AI-exposed occupations. Using BLS administrative data and CPS worker transitions, we analyze who moves, where they move, and with what outcomes. We find that while these workers are more mobile, they are 5.2 times more likely to move into another declining occupation than a growing one. Nearly 70 percent experience downward or lateral mobility, suggesting that AI-driven restructuring entrenches disadvantage rather than enabling upward mobility." (Author's abstract, IAB-Doku) ((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)

    Stephan, Gesine ; Heusler, Anna ; Lang, Julia ; Osiander, Christopher ;

    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)

    Beteiligte aus dem IAB

    Stephan, Gesine ; Heusler, Anna ; Lang, Julia ; Osiander, Christopher ;
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  • Literaturhinweis

    Changing flux, persisting barriers: assessing the career mobility regime changes in France (2026)

    Veljkovic, Marta ;

    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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