Berufliche Mobilität
Eine Tätigkeit, die mehr Spaß verspricht, ein höheres Gehalt oder bessere Entwicklungsperspektiven: Es gibt viele Gründe, nicht länger im erlernten oder ausgeübten Beruf tätig zu sein. Nicht immer sind sie jedoch so erfreulich: Auslöser kann auch eine Entlassung sein.
Dieses Themendossier bietet Literaturhinweise zur beruflichen Mobilitätsforschung in Deutschland und in anderen Ländern. Sie erschließt theoretische Ansätze und empirische Ergebnisse - beispielsweise zu den Fragen: Sind Berufswechsel lohnend? Für wen sind sie mit besonderen Risiken verbunden? Wie gut lassen sich bei einem beruflichen Neustart die bisher erworbenen Qualifikationen verwerten?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
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Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern
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Literaturhinweis
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))
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Literaturhinweis
Returns to labor mobility (2024)
Zitatform
Baley, Isaac, Lars Ljungqvist & Thomas J. Sargent (2024): Returns to labor mobility. In: The Economic Journal, S. 1-48. 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)
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)
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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)
Burzyński, Michał;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))
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Literaturhinweis
Spatial and Occupational Mobility of Workers Due to Automation (2024)
Burzyński, Michał;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))
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Literaturhinweis
Does Bridge Employment Mitigate or Exacerbate Inequalities Later in Life? (2024)
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))
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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))
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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))
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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))
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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))
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Literaturhinweis
Ungleiche Bezahlung in Engpassberufen: Die unsichtbaren Grenzen von Herkunft und Geschlecht (2024)
Dülken, Bianca; Shibeshi, Samrawit;Zitatform
Dülken, Bianca & Samrawit Shibeshi (2024): Ungleiche Bezahlung in Engpassberufen. Die unsichtbaren Grenzen von Herkunft und Geschlecht. (Working paper / IQ-Fachstelle Einwanderung 2024,01), Berlin, 45 S.
Abstract
"Ziel dieser Studie ist es, die Beschäftigungssituation in Engpassberufen anhand von Staatsangehörigkeit, Alter, Geschlecht und Entgelt zu beleuchten. Die zentrale These der Studie ist, dass Beschäftigte ohne deutsche Staatsangehörigkeit, insbesondere Frauen, für die gleiche Tätigkeit und bei gleicher Eignung weniger als Beschäftigte mit deutscher Staatsangehörigkeit verdienen. Das ist selbst dann der Fall, wenn eine formale Gleichwertigkeit des ausländischen Berufsabschlusses vorliegt." (Textauszug, IAB-Doku)
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Literaturhinweis
Intergenerational Mobility of Immigrants in the Netherlands (2024)
Elk, Roel van; Koot, Patrick; Zulkarnain, Alice; Jongen, Egbert L. W.;Zitatform
Elk, Roel van, Egbert L. W. Jongen, Patrick Koot & Alice Zulkarnain (2024): Intergenerational Mobility of Immigrants in the Netherlands. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17035), Bonn, 55 S.
Abstract
"A key measure of equality of opportunity is intergenerational mobility. Of particular interest is the extent to which children of immigrants catch up with natives. Using administrative data for the Netherlands, we find large gaps in the absolute income mobility of immigrants relative to natives (-23%), suggestive of large, persistent income gaps for future generations as well. Important drivers are differences in household composition and in personal incomes. However, we also uncover substantial heterogeneity by country of origin. Children of immigrants from China actually have higher incomes than natives, which is closely related to their educational outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Impact of the Level and Timing of Parental Resources on Child Development and Intergenerational Mobility (2024)
Eshaghnia, Sadegh; Landersø, Rasmus; Heckman, James J.;Zitatform
Eshaghnia, Sadegh, James J. Heckman & Rasmus Landersø (2024): The Impact of the Level and Timing of Parental Resources on Child Development and Intergenerational Mobility. In: Journal of labor economics. DOI:10.1086/732677
Abstract
"This study explores relationships between parental resource trajectories and child development, and their implications for intergenerational mobility. By modifying the childskill formation technology to incorporate new skills during adolescence, we analyze theimportance of the timing of family resources on life outcomes, educational attainmentand participation in crime. Parental financial resources partially offset deficiencies innonpecuniary inputs to children’s human capital. Estimates of the intergenerational influ-ence on child outcomes are strongly influenced by the choice of lifetime versus snapshot parental income measures. The most predictive ages of children when family resourcesare measured vary by the outcome analyzed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Measuring Employer-to-Employer Reallocation (2024)
Fujita, Shigeru; Moscarini, Giuseppe; Postel-Vinay, Fabien;Zitatform
Fujita, Shigeru, Giuseppe Moscarini & Fabien Postel-Vinay (2024): Measuring Employer-to-Employer Reallocation. In: American Economic Journal. Macroeconomics, Jg. 16, H. 3, S. 1-51. DOI:10.1257/mac.20210076
Abstract
"We revisit measurement of employer-to-employer (EE) transitions in the monthly Current Population Survey. The incidence of missing answers to the question on change of employer sharply increases starting with the introduction of a new software instrument to conduct interviews in January 2007 and of the Respondent Identification Policy in 2008–2009. We document nonrandom nonresponse selection by observable and unobservable worker characteristics that correlate with EE mobility. We propose a selection model and a procedure to impute missing answers. Our imputed EE aggregate series no longer trends down after 2000 and restores a close congruence with the business cycle after 2007." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job ladders and labour market assimilation of immigrants (2024)
Zitatform
Gorshkov, Andrei (2024): Job ladders and labour market assimilation of immigrants. In: Labour Economics, Jg. 90. DOI:10.1016/j.labeco.2024.102594
Abstract
"Using Danish linked employer–employee data, this study examines the importance of access to higher-paying firms in the wage assimilation process among immigrants during their 25-year tenure in Denmark. Upon their arrival, immigrant workers in Denmark earn substantially lower wages than their native counterparts. However, this wage gap diminishes rapidly within the first 5–10 years, particularly among more disadvantaged immigrant groups (non-OECD and female immigrants). Immigrants who enter the labor market early have higher earnings capacity than those who enter later, but this trend reverses after 15 years. The transition to higher-paying firms constitutes a crucial factor in wage assimilation during the initial 5 years, yet it does not account for wage growth beyond this period. Additionally, this study offers suggestive evidence that Danish firms’ wage policies vary based on the duration since migration, and these differences significantly contribute to the wage assimilation process." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Contribution of Employer Changes to Aggregate Wage Mobility (2024)
Hollandt, Nils Torben; Mueller, Steffen;Zitatform
Hollandt, Nils Torben & Steffen Mueller (2024): The Contribution of Employer Changes to Aggregate Wage Mobility. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17259), 61 S.
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) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7517.de.en.v1 -
Literaturhinweis
The contribution of employer changes to aggregate wage mobility (2024)
Hollandt, Nils Torben; Mueller, Steffen;Zitatform
Hollandt, Nils Torben & Steffen Mueller (2024): The contribution of employer changes to aggregate wage mobility. In: Oxford economic papers, S. 1-26. 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))
Ähnliche Treffer
frühere (möglicherweise abweichende) Version erschienen als: IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit, 17259Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7517.de.en.v1 -
Literaturhinweis
Earnings, labor market dynamics, and inequality in Sweden (2024)
Holmberg, Johan;Zitatform
Holmberg, Johan (2024): Earnings, labor market dynamics, and inequality in Sweden. In: The Scandinavian Journal of Economics, Jg. 126, H. 3, S. 561-599. DOI:10.1111/sjoe.12553
Abstract
"In this paper, we develop a comprehensive model of earnings and labor market dynamics, where employment and job change are endogenous. The model is estimated by applying the method of indirect inference on Swedish register data and then used to carry out some policy experiments. There are three key conclusions from these experiments. First, employment shocks early in life can to a larger extent be mitigated before retirement compared to employment shocks occurring later. Second, we find that idiosyncratic productivity shocks, unobserved heterogeneity, and education contribute substantially to life cycle earnings inequality. Finally, we find that transitory shocks to employment risk have negative effects on earnings and employment in the short run but may increase labor market fluidity in the medium run." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Life Course Heterogeneity and the Future Labour Force – a Dynamic Microsimulation Analysis for Austria (2024)
Zitatform
Horvath, Thomas, Martin Spielauer & Philipp Warum (2024): Life Course Heterogeneity and the Future Labour Force – a Dynamic Microsimulation Analysis for Austria. (WIFO working papers 674), Wien, 26 S.
Abstract
"Capturing the heterogeneity of life courses improves the accuracy, detail and policy relevance of population and labor force projections. Our study uses the microsimulation model microDEMS for Austria, which simulates individual life courses at a high level of detail and in their family context. The model pays particular attention to educational attainment, health and labor market participation. By maintaining the longitudinal consistency of labor market careers, including the tracking of insurance periods, together with the implementation of detailed retirement rules, our model provides realistic representations of retirement decisions. While we reproduce the demographic outcomes of official (Statistics Austria) population projections, including international migration by region of birth, we integrate several additional dimensions, such as educational differentials in mortality and fertility. MicroDEMS allows to consider a wide range of scenarios when assessing the sensitivity of results, or to focus on the impact of policy changes targeted at specific population subgroups, such as mothers, immigrants, or people with health impairments or lower educational levels. MicroDEMS is a detailed national version of the comparative microWELT model. In this context, microDEMS is used for sensitivity analysis and case studies to assess potential specification bias introduced in microWELT due to the neglect of institutional detail or the less detailed treatment of population heterogeneity, such as in the case of international migration." (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