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
Does Performance Pay Deter Job Quits? (2025)
Zitatform
Artz, Benjamin & John S. Heywood (2025): Does Performance Pay Deter Job Quits? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17791), Bonn, 35 S.
Abstract
"We use US longitudinal survey data to examine the role of performance pay (other than profit sharing) in worker quit decisions. We argue that performance pay should increasingly be viewed as an indicator of an internal labor market rather than of a simple contemporaneous incentive. Suggestive of this claim, we find that in ever more complete specifications that account for worker and employer characteristics, aggregate earnings and worker job satisfaction, performance pay is associated with a reduced probability of worker quits. This remains when including worker fixed effects that control for unmeasured invariant heterogeneity. We investigate how it varies with the type of performance pay and its intensity. We confirm heterogeneity in this influence by workplace size." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Erfolgreiche Jobwechsel: Wie berufliche Mobilität Einkommen und Arbeitszufriedenheit steigert (2025)
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)
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;Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 04/2025 -
Literaturhinweis
Firm consolidation and labor market outcomes (2025)
Zitatform
Dobbelaere, Sabien, Grace McCormack, Daniel Prinz & Sandor Sovago (2025): Firm consolidation and labor market outcomes. In: Journal of Economic Behavior & Organization, Jg. 235. DOI:10.1016/j.jebo.2025.107036
Abstract
"Using rich administrative data from the Netherlands, we study the consequences of firm consolidation for workers. For workers at acquired firms, takeovers are associated with a 8.5% drop in employment at the consolidated firm and a 2.6% drop in total labor income. These effects persist even four years after the takeover and are consistent with job losses driven by involuntary separations. Few takeovers change labor market concentration meaningfully. Instead, restructuring at consolidating firms is likely to be an important mechanism behind our findings. Specifically, workers with skills that are already present at acquirers are less likely to be retained and overtime hours and part-time work are reduced." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier B.V.) ((en))
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Literaturhinweis
The Impact of the Level and Timing of Parental Resources on Child Development and Intergenerational Mobility (2025)
Zitatform
Eshaghnia, Sadegh, James J. Heckman & Rasmus Landersø (2025): The Impact of the Level and Timing of Parental Resources on Child Development and Intergenerational Mobility. In: Journal of labor economics, Jg. 43, H. S1, S. S269-S301. 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
A Relative Measure of Economic Insecurity and the Nexus with Job Change (2025)
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)
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))
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
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))
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Literaturhinweis
The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020 (2025)
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)
Zitatform
Krishnan, Sanggari & Balan Rathakrishnan (2025): Psychosocial factors contributing to turnover intention among employees in the hospitality industry: a systematic review. In: Current psychology, Jg. 44, H. 7, S. 5744-5765. 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)
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)
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
Performance evaluations and employee turnover intentions: Empirical evidence from linked employer-employee data (2025)
Zitatform
Pohlan, Laura & Susanne Steffes (2025): Performance evaluations and employee turnover intentions: Empirical evidence from linked employer-employee data. In: Industrial Relations, Jg. 64, H. 3, S. 395-433., 2024-09-03. DOI:10.1111/irel.12379
Abstract
"In this article, we study whether performance evaluations can serve as an instrument for firms to increase employee retention. Feedback on one's own performance may affect individual turnover intentions differently depending on the relative wage rank of workers among their peers. In line with these considerations, empirical evidence based on panel employer–employee data shows that relatively low-paid employees decrease their turnover intentions after the implementation of a performance evaluation system at the establishment level. We find no effect for relatively high-paid employees." (Author's abstract, IAB-Doku, © Wiley) ((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)
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
Mobility after job loss in Germany: the effects of regional economic opportunities and economic worries on mobility intentions and behaviour (2025)
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, Jg. 45, H. 2, S. 271-297. 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
Arbeitnehmer kündigen zunehmend selbst (2025)
Schäfer, Holger;Zitatform
Schäfer, Holger (2025): Arbeitnehmer kündigen zunehmend selbst. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2025,37), Köln, 3 S.
Abstract
"Trotz Krise und Arbeitsplatzabbau gibt es derzeit kaum mehr Arbeitgeberkündigungen als in den Vorjahren. Wird ein Beschäftigungsverhältnis vorzeitig beendet, so erfolgt dies mittlerweile überwiegend durch den Arbeitnehmer selbst – ein Indiz für dessen zunehmende Verhandlungsmacht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Ende zweier Ungleichheiten? Die Aufstiegschancen von Ostdeutschen und die Notwendigkeit zur Unterscheidung von Eliten- und Führungspositionen (2025)
Zitatform
Vogel, Lars (2025): Ende zweier Ungleichheiten? Die Aufstiegschancen von Ostdeutschen und die Notwendigkeit zur Unterscheidung von Eliten- und Führungspositionen. In: Zeitschrift für Soziologie, S. 1-14. DOI:10.1515/zfsoz-2025-2014
Abstract
"Der Beitrag vergleicht die Aufstiegschancen von Ostdeutschen in Führungs- und Elitenpositionen. Ausgangspunkt sind die geringeren Aufstiegschancen Ostdeutscher in Führungspositionen, die sich aber in jüngeren Geburtskohorten an die der Westdeutschen angleichen. Theoretisch-konzeptionelle Überlegungen zum Unterschied von Führungs- und Elitenpositionen sowie empirische Ergebnisse auf Basis des SOEP und des Forschungsprojekts Elitenmonitor zeigen, dass dieser Befund nicht auf die Aufstiegschancen in die deutschen Eliten übertragbar ist. Zudem können die angeglichenen Aufstiegschancen in jüngeren Geburtskohorten neben einem Kohorteneffekt auch durch einen Lebenszykluseffekt erzeugt werden, weil mit fortschreitender Karrieredauer die Hierarchieebene der eingenommenen Positionen steigt. Die persistierende Unterrepräsentation der Ostdeutschen in Elitenpositionen ist daher nicht allein auf den Personaltransfer ab 1990 zurückzuführen und wird nicht durch Generationswechsel automatisch vergehen, sondern erfordert gesellschaftspolitische Gegenmaßnahmen." (Autorenreferat, IAB-Doku, © De Gruyter)
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Literaturhinweis
Navigating cross-border labour mobility and employment security in European shipbuilding: lessons from the COVID-19 crisis (2025)
Zitatform
Wagner, Ines, Karen Jaehrling, Aurora Trif, Devi Sacchetto & Jan Czarzasty (2025): Navigating cross-border labour mobility and employment security in European shipbuilding: lessons from the COVID-19 crisis. In: Transfer. DOI:10.1177/10242589251322885
Abstract
"This article investigates how cross-border mobility in the European shipbuilding industry affected the employment security of workers on standard and non-standard contracts in sending and receiving countries during the COVID-19 pandemic. It draws on qualitative findings from Germany, Italy, Norway, Poland and Romania, where shipbuilding production is integrated into transnational networks, leading to high cross-border mobility. Despite restrictions and a reduction of shipbuilding activities, the east-west labour mobility continued during the pandemic contributing to employment security in the east and addressing labour shortages in the west. The findings show that the type of employment contract, national employment protections and workers’ mobility status (e.g. posted or self-initiated) influence workers’ vulnerability. Specifically, the mobile workers with the most secure employment were also better protected by government measures than those in less secure employment during the pandemic, resulting in hierarchised groups of cross-border labour. Workers engaging in circular migration across Europe were the least protected." (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
IAB-LinkedIn-Branchenwechsel-Radar: Wechseldynamik auf dem Tiefpunkt. In: IAB-Forum Grafik aktuell (2025)
Zitatform
Weber, Enzo (2025): IAB-LinkedIn-Branchenwechsel-Radar: Wechseldynamik auf dem Tiefpunkt. In: IAB-Forum Grafik aktuell. In: IAB-Forum H. 30.05.2025, 2025-05-26. DOI:10.48720/IAB.FOO.GA.20250530.01
Abstract
"Trotz des Transformationsdrucks herrschte bei Job- und Branchenwechseln Flaute auf dem deutschen Arbeitsmarkt. Das aktuelle IAB-LinkedIn-Branchenwechsel-Radar befindet sich auf dem Tiefpunkt, deutet aber eine Trendwende an." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Beyond Thriving Cities and Declining Rural Areas: Mapping Geographic Divides in Germany's Employment Structure, 1993–2019 (2025)
Zitatform
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, Jg. 77, H. 1, S. 75-100. 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)
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB-R7519.de.en.v1 -
Literaturhinweis
Crossers in a Segmented Labour Market: Occupational Advancement and Wage Changes from Semi-Skilled and Unskilled Jobs (2025)
Zitatform
Wotschack, Philip & Claire Samtleben (2025): Crossers in a Segmented Labour Market: Occupational Advancement and Wage Changes from Semi-Skilled and Unskilled Jobs. In: Work, Employment and Society, Jg. 39, H. 2, S. 496-515. DOI:10.1177/09500170241275861
Abstract
"How the upward mobility chances of workers in unskilled or semi-skilled jobs are shaped by influences at the organizational and sectoral level remains an open question. This article aims to close this research gap by examining the role of internal labor market characteristics in the promotion prospects and wage increases of workers in semi-skilled and unskilled positions. The hypotheses are derived from dual and segmented labor market theory. Regression analyses based on linked-employer-employee-data (LIAB), covering 44,024 workers in semi-skilled and unskilled positions from 2005 to 2010, underline the importance of the internal labor market. A considerable share of workers moved to skilled positions through company change. For the workers who stayed with the company, career advancements were associated with regular training investments and formalised regulations at the company level. Collective agreements, in contrast, were associated with lower chances of upward mobility, but higher wages." (Author's abstract, IAB-Doku) ((en))
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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
Die ökologische Transformation des Arbeitsmarktes: Individuelle Betroffenheit und Erwartungen (2024)
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)
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))
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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
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
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))
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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))
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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))
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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
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))
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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
Measuring Employer-to-Employer Reallocation (2024)
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
Early Career Effects of Entering the Labor Market During Higher Education Expansion (2024)
Zitatform
Göhausen, Johannes & Stephan L. Thomsen (2024): Early Career Effects of Entering the Labor Market During Higher Education Expansion. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17487), Bonn, 74 S.
Abstract
"We evaluate the labor market effects of an increasing supply of high-skilled labor, resulting from a higher education expansion at established German universities. Exploiting variation in exposure across regions and cohorts, we estimate early career effects for labor market entrants. We find that high-skilled wages decline initially, particularly in non-graduate jobs, but recover over the first five years of experience. Medium-skilled workers are barely affected, while low-skilled workers benefit from higher wage growth in non-routineintensive jobs. We explain the dynamics of the effects by two countervailing mechanisms: immediate supply effects and gradual technology effects through increasing skilled labor demand." (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)
Zitatform
Hollandt, Nils Torben & Steffen Müller (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
Earnings, labor market dynamics, and inequality in Sweden (2024)
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))
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Literaturhinweis
The Impact of an Early Career Shock on Intergenerational Mobility (2024)
Zitatform
Kaila, Martti, Emily Nix & Krista Riukula (2024): The Impact of an Early Career Shock on Intergenerational Mobility. In: Journal of labor economics. DOI:10.1086/730322
Abstract
"Children’s and parent’s incomes are highly correlated, yet little is known about how early career shocks contribute to this correlation. This paper focuses on a consequential labor market shock: job loss. We document three new results. First, adult children born into the Bottom 20% of the income distribution have double the unemployment following job loss compared with those from the top 20%, and 154% higher earnings losses. Second, this increases the rank-rank correlation 30% for those impacted. Third, richer parents provide career opportu-nities to their adult children after job loss, consistent with advantages from wealthy parents persisting well into adulthood." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Tools und Verfahren zur Kompetenzerfassung in der Bundesagentur für Arbeit - eine explorativ-empirische Übersicht (2024)
Kawalec, Sandra; Promberger, Markus;Zitatform
Kawalec, Sandra & Markus Promberger (2024): Tools und Verfahren zur Kompetenzerfassung in der Bundesagentur für Arbeit - eine explorativ-empirische Übersicht. (IAB-Forschungsbericht 26/2024), Nürnberg, 35 S. DOI:10.48720/IAB.FB.2426
Abstract
"Standardisierte Kompetenzfeststellungsverfahren sollen berufliche Kompetenzen erfassen und dokumentieren – mit dem Ziel die Integration in den Arbeitsmarkt zu erleichtern. Insbesondere Personen mit informell erworbenem Fachwissen, wie Langzeitarbeitslosen, Geringqualifizierten und Migrant*innen, denen entsprechende Nachweise fehlen, kann durch eine Testung und anschließende Zertifizierung der Eintritt in den Arbeitsmarkt oder ein Berufswechsel erleichtert werden. Auch ein etwaiger Weiterbildungsbedarf lässt sich auf diese Weise genauer feststellen. Im vom Bundesministerium für Arbeit und Soziales (BMAS) geförderten Forschungsprojekt „Kompetenzfeststellungsverfahren in der Arbeitsvermittlung“ wird untersucht, welche Bedeutung Kompetenztests bei der Unterstützung von Stellensuch- und Besetzungsprozessen haben. Von besonderem Interesse ist dabei, inwieweit Verfahren zur Validierung beruflichen Wissens in der Vermittlungsarbeit genutzt, welche Erfahrungen damit gemacht, und welche Chancen und Probleme hier gesehen werden. Im Zentrum der Untersuchung stand zunächst der von 2017 bis 2022 in den Arbeitsagenturen und Jobcentern bundesweit implementierte standardisierte, computerbasierte Test „MySkills“. Mithilfe dieses in 12 Sprachen verfügbaren Tests sollte ermittelt werden, inwieweit Arbeitsuchende über Kompetenzen verfügen, die in den Ausbildungsordnungen von 30 ausgewählten Berufen aufgeführt sind. In der Vermittlungspraxis wurde dieser Test nur zögerlich eingesetzt. Denn Vermittlungs- und Beratungsfachkräfte setzen bei der Ermittlung und Erfassung von Kompetenzen der Arbeitssuchenden auf bewährte Alternativen (vgl. IAB-Forschungsbericht 17/2023). Während der IAB-Forschungsbericht 17/2023 gewissermaßen „in die Tiefe ging“, widmet sich der hier vorliegende zweite Forschungsbericht der breiteren Frage, welche praxisrelevanten Kompetenzfeststellungsverfahren in der Vermittlungsarbeit der Bundesagentur für Arbeit genutzt werden, welches Ziel sie verfolgen, welche Methoden ihnen zugrunde liegen, wie sie organisatorisch eingebettet sind und wie hoch die entsprechenden Fallzahlen sind. Darüber hinaus werden – basierend auf einer Analyse der praktischen Nutzung dieser Verfahren – Rückschlüsse auf deren Stellenwert in der Tätigkeit der Bundesagentur für Arbeit gezogen. Datenbasis sind Dokumentenanalysen und 53 qualitative leitfadengestützte Interviews mit Expert*innen in der Entwicklung, Implementation und Anwendung des Testverfahrens. Den Vermittlungsfachkräften stehen je nach individueller Lebenslage der Arbeitssuchenden unterschiedliche Tools und Verfahren zur Verfügung, um das Wissen und die Fähigkeiten zu erfassen. In der Berufsorientierungsphase sind dies: Abenteuer Berufe, Gesucht-gefunden: ICH!, Check-U, Studiencheck, Berufswahltest sowie der sogenannte studienbezogene Beratungstest. In der Erwachsenenbildung bzw. bei der beruflichen Neuorientierung sind dagegen nur zwei relevante Verfahren in der Bundesagentur zu finden: New Plan und die Berufseignungsdiagnostik beim Berufspsychologischen Service (BPS). Bei Fragen der Validierung informell erworbenen Fachwissens können Instrumente wie MySkills, Valikom, Check.work sowie Maßnahmen bei einem Arbeitgeber (MAG) und Maßnahmen bei einem Träger (MAT) angewendet werden. Diese Verfahren unterscheiden sich nicht nur hinsichtlich der Zielgruppe und Zielsetzung, sondern auch in der Methode. Im Bereich der Berufsorientierung und beruflichen (Neu-Orientierung werden sog. Potenzialanalysen durchgeführt. Hierbei geht es um die persönliche Standortbestimmung, die Aufdeckung unbewusst gebliebener Kompetenzen sowie die Reflexion der eigenen Stärken und Schwächen. In Abgrenzung zu Potenzialanalysen handelt es sich bei den Testverfahren, welche im Bereich der Validierung des beruflichen Fachwissens zur Anwendung kommen, um Anforderungsanalysen. Hierbei soll geprüft und – je nach Verfahren -zertifiziert werden, ob die v.a. informell erworbenen Fähigkeiten und Kompetenzen den Anforderungen an einen Beruf genügen. Betrachtet man die praktische Nutzung der Instrumente, so wird ersichtlich, dass die hier vorgestellten Verfahren zur Kompetenzerfassung überwiegend im Bereich der Berufsorientierung und beruflichen Neuorientierung genutzt werden. Viele anforderungsorientierte Tests, die bestehendes Fachwissen mit den berufsspezifischen Anforderungen abgleichen, werden in der Vermittlungspraxis kaum genutzt, auch und weil sie in der konkreten Anwendung oft auf Schwierigkeiten stoßen. Hierzu zählt, dass der definierte Kundenstamm oft nicht zu dem Rechtskreis gehört, für den die Vermittlungs- und Beratungsfachkräfte zuständig sind. Werden dennoch Kund*innen identifiziert, für die ein Test passen würde, so erfüllen nicht alle die Voraussetzungen für eine Teilnahme (Mindestalter, einschlägige Berufserfahrung oder Sprachkenntnisse). Darüber hinaus ist die Motivation, daran teilzunehmen, oftmals gering. Gründe hierfür sind insbesondere Prüfungsangst, die lange Testdauer sowie das Bestreben, möglichst schnell wieder eine Beschäftigung aufzunehmen, statt sich vorher nochmal einem Test zu unterziehen. Eine weitere Problematik stellt die Interpretation und Verwertbarkeit der Ergebnisse dar. Vermittlungs- und Beratungsfachkräfte setzen insofern statt der standardisierten Tests eher auf bewährte Erprobungsinstrumente wie Maßnahmen bei einem Arbeitgeber und bei einem Träger, da diese in ihrer Mischung aus beobachteter und angeleiteter Praxis und der Beurteilung durch fachliche Expert*innen zuverlässigere und glaubhaftere Aussagen erlauben. Diese Maßnahmen kommen jedoch vor allem deswegen zum Tragen, um zu überprüfen, ob die Bewerber*innen auf einen Job passen oder ob die individuellen Voraussetzungen für eine weiterführende Qualifizierungsmaßnahme erfüllt sind, kaum hingegen als Instrumente zur Validierung von informellem Fachwissen an sich. Das Validieren von informell erworbenen Kompetenzen ist in der Vermittlungsarbeit noch kein breit praxisrelevantes Thema. Im Hinblick auf die gesetzliche Verankerung des Berufsbildungsvalidierungs- und Digitalisierungsgesetzes (BVaDiG) im Berufsbildungsgesetz sollte sich die Bundesagentur für Arbeit den bisherigen Hürden in der Nutzung solcher Testverfahren stellen und geeignete Strategien auf den Weg bringen, um Validierungen zu ermöglichen." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Promberger, Markus; -
Literaturhinweis
Wer ist offen für lebenslanges Lernen? Die Rolle von Persönlichkeitsmerkmalen und Qualifikationen (2024)
Kern, Jana; Galkiewicz, Agata Danuta;Zitatform
Kern, Jana & Agata Danuta Galkiewicz (2024): Wer ist offen für lebenslanges Lernen? Die Rolle von Persönlichkeitsmerkmalen und Qualifikationen. In: IAB-Forum H. 16.12.2024 Nürnberg. DOI:10.48720/IAB.FOO.20241216.01
Abstract
"Die Arbeitswelt ändert sich rasant. Darum wird lebenslanges Lernen immer wichtiger. Das Qualifikationsniveau entscheidet mit darüber, in welchem Umfang sich Beschäftigte weiterbilden. Auch Persönlichkeitsmerkmale beeinflussen die Neigung sich weiterzubilden, insbesondere bei gut qualifizierten Beschäftigten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Age at Immigrant Arrival and Career Mobility: Evidence from Vietnamese Refugee Migration and the Amerasian Homecoming Act (2024)
Zitatform
Kerr, Sari Pekkala, William R. Kerr & Kendall E. Smith (2024): Age at Immigrant Arrival and Career Mobility: Evidence from Vietnamese Refugee Migration and the Amerasian Homecoming Act. (NBER working paper / National Bureau of Economic Research 32067), Cambridge, Mass, 35 S.
Abstract
"We study the long-run career mobility of young immigrants, mostly refugees, from Vietnam who moved to the United States during 1989-1995. This third and final migration wave of young Vietnamese immigrants was sparked by unexpected events that culminated in the Amerasian Homecoming Act. Characteristics of the wave also minimized selection effects regarding who migrated. Small differences in the age at arrival, specifically being 14-17 years old on entry compared to 18-21, resulted in substantial differences in future economic outcomes. Using Census Bureau data, we characterize the different career profiles of young vs. older immigrants, and we quantify explanatory factors like education, language fluency, and persistence from initial employers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How Do Workers React to Increased Job Loss Fears? The Role of Training and Job Mobility (2024)
Zitatform
Klauser, Roman & Ronald Bachmann (2024): How Do Workers React to Increased Job Loss Fears? The Role of Training and Job Mobility. (Ruhr economic papers 1137), Essen, 38 S. DOI:10.4419/96973319
Abstract
"Arbeitsmärkte sind ständig externen Einflüssen wie technologischem Fortschritt und Handelsschocks ausgesetzt. Diese Faktoren haben nicht nur direkte Auswirkungen auf Beschäftigte, sondern beeinflussen darüber hinaus auch die Sorgen von Arbeitnehmenden, ihren Arbeitsplatz in naher Zukunft zu verlieren. Vor diesem Hintergrund analysieren wir, wie Beschäftigte auf steigende Ängste eines Arbeitsplatzverlust reagieren, welche Determinanten diese Ängste bestimmen und die Wechselwirkung zwischen den Determinanten, den Ängsten und den Reaktionen der Beschäftigten. Unser Fokus liegt auf zwei möglichen Reaktionen – Weiterbildung und berufliche Mobilität – sowie auf drei möglichen Determinanten: Handel, Roboter und lokale Arbeitslosenquoten. Unsere Analyse zeigt, dass zunehmende Ängste eines Arbeitsplatzverlustes zu einer höheren beruflichen Mobilität führen, jedoch nicht zu einer höheren Teilnahme an Weiterbildungsmaßnahmen. Ein höheres Maß an Importabhängigkeit ist mit erhöhten Ängsten verbunden, während eine stärkere Robotisierung am Arbeitsplatz die Sorgen eines Arbeitsplatzverlustes leicht reduziert. Unsere Ergebnisse haben wichtige Implikationen für Unternehmen sowie politische Entscheidungsträger." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Bottlenecks in Occupational Transitions: A Data-driven Taxonomy (2024)
Knicker, Max Sina; Naumann-Woleske, Karl; Benzaquen, Michael;Zitatform
Knicker, Max Sina, Karl Naumann-Woleske & Michael Benzaquen (2024): Bottlenecks in Occupational Transitions: A Data-driven Taxonomy. (arXiv papers 2407.14179), 54 S.
Abstract
"In an era of rapid technological advancements and macroeconomic shifts, worker reallocation is necessary, yet responses to labor market shocks remain sluggish, making it crucial to identify bottlenecks in occupational transitions to understand labor market dynamics and improve mobility. In this study, we analyze French occupational data to uncover patterns of worker mobility and pinpoint specific occupations that act as bottlenecks which impede rapid reallocation. We introduce two metrics, transferability and accessibility, to quantify the diversity of occupational transitions and find that bottlenecks can be explained by a condensation effect of occupations with high accessibility but low transferability. Transferability measures the variety of transitions from an occupation to others, while accessibility assesses the variety of transitions into an occupation. We provide a comprehensive framework for analyzing occupational complexity and mobility patterns, offering insights into potential barriers and pathways for efficient retraining programs. We argue that our approach can inform policymakers and stakeholders aiming to enhance labor market efficiency and support workforce adaptability." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Aufstiegsungleichheit durch ostdeutsche Erfahrungen? (2024)
Kosinski, Katharina;Zitatform
Kosinski, Katharina (2024): Aufstiegsungleichheit durch ostdeutsche Erfahrungen? In: Hessische Blätter für Volksbildung, Jg. 74, H. 2, S. 19-30. DOI:10.3278/hbv2402w
Abstract
"Die Frage nach der Teilnahme an höherer Berufsbildung in den ostdeutschen Bundesländern ist relevant für die Erwachsenenbildung, weil sich die Transformation auf Arbeitsverhältnisse, Berufe, Qualifikationen und Perspektiven der Menschen mit ostdeutscher Herkunft auswirkte. Mit dem Systemumbruch, einer spezifischen Sozialisation und transformationsbedingten Veränderungen mussten sich jüngere Menschen auseinandersetzen, die vor dem Eintritt in das Berufsleben standen. Unter neuen Bedingungen und mit ungewisser Perspektive mussten zwei Generationen ihren beruflichen Weg finden und dabei auch Weiterbildungsentscheidungen treffen, die mit einem Aufstieg verbunden sein können." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Strukturwandel in Mecklenburg-Vorpommern (2024)
Kotte, Volker; Stöckmann, Andrea;Zitatform
Kotte, Volker & Andrea Stöckmann (2024): Strukturwandel in Mecklenburg-Vorpommern. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Nord 02/2024), Nürnberg, 27 S. DOI:10.48720/IAB.REN.2402
Abstract
"Dieser Bericht betrachtet den Strukturwandel nach Berufen und beruflichen Anforderungsniveaus für Mecklenburg-Vorpommern. Dabei wird der Zeitraum 1999 bis 2019 mit den zu erwartenden Entwicklungen aus Entwicklungen aus den Qualifikations- und Berufsprojektionen (QuBe) des IAB für 2020 bis 2040 verglichen. In Zukunft sind geringere Änderungsraten bei Berufen und Anforderungsniveaus zu erwarten als in der Vergangenheit. Damit ändert der berufliche Strukturwandel sein Gesicht. Viele Veränderungsprozesse werden sich in die Berufe verlagern. Statt des personellen Auf- und Abbaus von Branchen oder Berufen werden künftig die einzelnen Tätigkeiten und Anforderungsniveaus im Mittelpunkt stehen. Dieser Wandel stellt Arbeitnehmer vor veränderte Herausforderungen. Die Bedeutung von Bildung und Qualifizierung wird durch einen Ausblick auf die Megatrends Digitalisierung und Dekarbonisierung unterstrichen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Strukturwandel in Hamburg (2024)
Kotte, Volker; Stöckmann, Andrea;Zitatform
Kotte, Volker & Andrea Stöckmann (2024): Strukturwandel in Hamburg. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Nord 03/2024), Nürnberg, 27 S. DOI:10.48720/IAB.REN.2403
Abstract
"Dieser Bericht betrachtet den Strukturwandel nach Berufen und beruflichen Anforderungsniveaus für Hamburg. Dabei wird der Zeitraum 1999 bis 2019 mit den zu erwartenden Entwicklungen aus Entwicklungen aus den Qualifikations- und Berufsprojektionen (QuBe) des IAB für 2020 bis 2040 verglichen. In Zukunft sind geringere Änderungsraten bei Berufen und Anforderungsniveaus zu erwarten als in der Vergangenheit. Damit ändert der berufliche Strukturwandel sein Gesicht. Viele Veränderungsprozesse werden sich in die Berufe verlagern. Statt des personellen Auf- und Abbaus von Branchen oder Berufen werden künftig die einzelnen Tätigkeiten und Anforderungsniveaus im Mittelpunkt stehen. Dieser Wandel stellt Arbeitnehmer vor veränderte Herausforderungen. Die Bedeutung von Bildung und Qualifizierung wird durch einen Ausblick auf die Megatrends Digitalisierung und Dekarbonisierung unterstrichen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Strukturwandel in Schleswig-Holstein (2024)
Kotte, Volker; Stöckmann, Andrea;Zitatform
Kotte, Volker & Andrea Stöckmann (2024): Strukturwandel in Schleswig-Holstein. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Nord 01/2024), Nürnberg, 27 S. DOI:10.48720/IAB.REN.2401
Abstract
"Dieser Bericht betrachtet den Strukturwandel nach Berufen und beruflichen Anforderungsniveaus für Schleswig-Holstein. Dabei wird der Zeitraum 1999 bis 2019 mit den zu erwartenden Entwicklungen aus Entwicklungen aus den Qualifikations- und Berufsprojektionen (QuBe) des IAB für 2020 bis 2040 verglichen. In Zukunft sind geringere Änderungsraten bei Berufen und Anforderungsniveaus zu erwarten als in der Vergangenheit. Damit ändert der berufliche Strukturwandel sein Gesicht. Viele Veränderungsprozesse werden sich in die Berufe verlagern. Statt des personellen Auf- und Abbaus von Branchen oder Berufen werden künftig die einzelnen Tätigkeiten und Anforderungsniveaus im Mittelpunkt stehen. Dieser Wandel stellt Arbeitnehmer vor veränderte Herausforderungen. Die Bedeutung von Bildung und Qualifizierung wird durch einen Ausblick auf die Megatrends Digitalisierung und Dekarbonisierung unterstrichen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The indirect relationship between employee job performance and voluntary turnover: A meta-analysis (2024)
Zitatform
Liu, Yan, Rui Han, Yina Mao & Jie Xiao (2024): The indirect relationship between employee job performance and voluntary turnover: A meta-analysis. In: Human Resource Management Review, Jg. 34, H. 4. DOI:10.1016/j.hrmr.2024.101039
Abstract
"Employee turnover brings lots of negative effects on organizations. Researchers have investigated why employees quit their jobs and found job performance to be an important predictor. Previous studies have proposed potential mediators of the performance-turnover relationship from job attitudes, job alternatives, and job embeddedness perspectives. Nevertheless, they have failed to provide sufficient empirical support for these three paths and which of these three mediating mechanisms matters most. To address these questions, we used meta-analytic structural equation modeling (MASEM) to examine these three mediating mechanisms between job performance and voluntary turnover. Drawing on 299 independent samples (N = 524,740), we found that job performance had a negative impact on employee voluntary turnover through desirability of movement and turnover intention, through job embeddedness and turnover intention, and a positive impact through ease of movement and turnover intention. Among these three paths, desirability of movement had the strongest mediating effect, followed by job embeddedness and ease of movement. Theoretical and practical implications as well as future directions were discussed." (Author's abstract, IAB-Doku, © 2024 Elsevier Inc. Allrights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Earnings dynamics and intergenerational transmission of skill (2024)
Zitatform
Lochner, Lance & Youngmin Park (2024): Earnings dynamics and intergenerational transmission of skill. In: Journal of econometrics, Jg. 243, H. 1-2. DOI:10.1016/j.jeconom.2021.12.009
Abstract
"This paper develops and estimates a two-factor model of intergenerational skill transmission when earnings inequality reflects differences in individual skills and other non-skill shocks. We consider heterogeneity in both initial skills and skill growth rates, allowing variation in skill growth to change over the lifecycle. Using administrative tax data on two linked generations of Canadians covering 37 years, we exploit covariances in log earnings (at different ages) both across and within generations to identify and estimate the intergenerational correlation structure for initial skills and skill growth rates, lifecycle skill growth profiles, and the dynamics of non-skill earnings shocks. We estimate low intergenerational elasticities (IGEs) for earnings in Canada; however, skill IGEs are typically 2–3 times larger due to considerable (and persistent) variation in earnings conditional on skills. Both earnings and skill IGEs decline for more recent child cohorts and are lower for children born to younger fathers. Intergenerational transmission of both initial skills and skill growth rates explains up to 40% of children’s skill variation. Skills become a more important determinant of earnings over the first part of workers’ careers; however, intergenerational transmission of skills becomes less important as children age, because skill growth rates are not well-predicted by parental skills. Parents’ initial skills and skill growth rates are equally important determinants of children’s skills, largely because both strongly influence children’s initial skills. Finally, we study intergenerational mobility for the 35 largest cities in Canada, documenting the extent to which considerable differences in earnings and skill IGEs vary with the extent of local heterogeneity in parental skills vs. earnings instability." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Detailliertes, langfristiges Monitoring des Bedarfes an und Angebotes von Gesundheitsberufen: BMG-Fachkräftemonitoring (2024)
Zitatform
Maier, Tobias, Bennet Krebs, Anja Sonnenburg & Linus Ronsiek (2024): Detailliertes, langfristiges Monitoring des Bedarfes an und Angebotes von Gesundheitsberufen. BMG-Fachkräftemonitoring. (BIBB discussion paper / Bundesinstitut für Berufsbildung), Bonn, 127 S.
Abstract
"Ohne qualifizierte Fachkräfte können Gesundheitsleistungen nicht erbracht werden. Um mögliche Fachkräfteengpässe zu lösen, müssen sie frühzeitig erkannt werden. Hierfür bedarf es eines detaillierten langfristigen Monitorings von (Arbeits-)Angebot und Bedarf in den Gesundheitsberufen („BMG-Fachkräftemonitoring“). Dieser Bericht legt dar, welche Projektions- und Szenariomöglichkeiten mit den in Deutschland zur Verfügung stehenden Datenquellen möglich sind: Für rund 55 Berufe des Gesundheitswesens (darunter 16 ärztliche Berufe) lässt sich die Entwicklung zuverlässig vorhersagen - jeweils unterschieden nach den Einrichtungsarten „stationär“, „ambulant“ und „sonstige“. Es wird ein Projektionsansatz vorgeschlagen, der sich in das bereits bestehende Projektionskonzept der Qualifikations- und Berufsprojektionen (www.QuBe-Projekt.de) einbetten lässt. Er ermöglicht es Folgewirkungen von Maßnahmen abzuschätzen und ist in der Lage politische Handlungsmöglichkeiten zu identifizieren." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Diversifying analytical categories for studying youth with and without migration background: an example of mobility-based categories (2024)
Zitatform
Mazzucato, Valentina (2024): Diversifying analytical categories for studying youth with and without migration background: an example of mobility-based categories. In: Comparative Migration Studies, Jg. 12. DOI:10.1186/s40878-024-00385-0
Abstract
"This article develops mobility-based categories for studying young people with and without a migration background. Most research on migrant youth uses the category of ethnicity, defined by a young person’s country of origin or that of their parents, or the category of generation, with migrants defined as first, second or 1.5 generation. But these categories hide the mobility that young people engage in, both for those youth who have migration in their biographies and those who do not. Mobility can entail migration, but also other kinds of trips such as study abroad, vacations, gap years, and family visits. In a globalising world the ability of young people to move is increasingly a marker of difference and therefore needs to be considered when studying young people’s lives. Using insights from the transnational and mobilities turns in the social sciences, this article argues that we need to develop new analytical categories that capture the various ways in which young people are mobile. Such mobility-based categories promise to shed light on young people’s lives in three ways. First such categories allow investigation of various elements of commonality and difference between youth, irrespective of where they or their parents come from. They allow us to go beyond the nation-state lens that still guides most large-scale migration research and to explore within-group differences. Second, mobility-based categories take young people’s past and present mobilities into account, allowing a temporal understanding of how mobility affects their lives. Finally, mobility-based categories are a way to operationalize the notion that mobility entails a process rather than a one-time move. The article explores what mobility-based categories could look like, based on a recent, large-N, primary data collection project on secondary-school student’s mobility in three European countries and one African one." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Internal migration after a uniform minimum wage introduction (2024)
Moog, Alexander;Zitatform
Moog, Alexander (2024): Internal migration after a uniform minimum wage introduction. (arXiv papers 2404.19590), 47 S. DOI:10.48550/arXiv.2404.19590
Abstract
"Internal migration is an essential aspect to study labor mobility. I exploit the German statutory minimum wage introduction in 2015 to estimate its push and pull effects on internal migration using a 2% sample of administrative data. In a conditional fixed effects Poisson difference-in-differences framework with a continuous treatment, I find that the minimum wage introduction leads to an increase in the out-migration of low-skilled workers with migrant background by 25% with an increasing tendency over time from districts where a high share of workers are subject to the minimum wage (high-bite districts). In contrast the migration decision of native-born low-skilled workers is not affected by the policy. However, both native-born low-skilled workers and those with a migrant background do relocate across establishments, leaving high-bite districts as their workplace. In addition, I find an increase for unemployed individuals with a migrant background in out-migrating from high-bite districts. These results emphasize the importance of considering the effects on geographical labor mobility when implementing and analyzing policies that affect the determinants of internal migration." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7521.de.en.v1 -
Literaturhinweis
“Stepping-Stone” versus “Dead-End” Jobs: Occupational Structure, Work Experience, and Mobility Out of Low-Wage Jobs (2024)
Zitatform
Mouw, Ted, Arne L. Kalleberg & Michael A. Schultz (2024): “Stepping-Stone” versus “Dead-End” Jobs: Occupational Structure, Work Experience, and Mobility Out of Low-Wage Jobs. In: American sociological review, Jg. 89, H. 2, S. 298-345. DOI:10.1177/00031224241232957
Abstract
"Does working in a low-wage job lead to increased opportunities for upward mobility, or is it a dead-end that traps workers? In this article, we examine whether low-wage jobs are “stepping-stones” that enable workers to move to higher-paid jobs that are linked by institutional mobility ladders and skill transferability. To identify occupational linkages, we create two measures of occupational similarity using data on occupational mobility from matched samples of the Current Population Survey (CPS) and data on multiple dimensions of job skills from the O*NET. We test whether work experience in low-wage occupations increases mobility between linked occupations that results in upward wage mobility. Our analysis uses longitudinal data on low-wage workers from the 1979 National Longitudinal Study of Youth (NLSY) and the 1996 to 2008 panels of the Survey of Income and Program Participation (SIPP). We test the stepping-stone perspective using multinomial conditional logit (MCL) models, which allow us to analyze the joint effects of work experience and occupational linkages on achieving upward wage mobility. We find evidence for stepping-stone mobility in certain areas of the low-wage occupational structure. In these occupations, low-wage workers can acquire skills through work experience that facilitate upward mobility through occupational changes to skill and institutionally linked occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intergenerational income mobility in the United States: A racial-spatial account (2024)
Zitatform
Movahed, Masoud & Tiffany Neman (2024): Intergenerational income mobility in the United States: A racial-spatial account. In: Social science research, Jg. 123. DOI:10.1016/j.ssresearch.2024.103064
Abstract
"The study of intergenerational income mobility has witnessed more visibility in academic and public policy circles in light of the new estimates generated by Chetty and colleagues. The distribution of race-based estimates of intergenerational income mobility demonstrates strong spatial patterning, such that the success of a child's traversal to the top income quintile in the United States is spatially conditioned and dependent on locality. However, research drawing on the new estimates of intergenerational income mobility has largely taken an aspatial approach. This study is the first attempt to develop an explicitly spatial model, demonstrating that the determinants of place-based mobility vary both geographically and across racial groups. By systematically accounting for spatial autocorrelation and heterogeneity, we identify the race- and region-specific determinants of intergenerational income mobility across counties in the United States." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Panel Evidence on Within-Occupation Change in Job Tasks and Individual Wages (2024)
Müller, Gerrit;Zitatform
Müller, Gerrit (2024): Panel Evidence on Within-Occupation Change in Job Tasks and Individual Wages. (IAB-Discussion Paper 02/2024), Nürnberg, 33 S. DOI:10.48720/IAB.DP.2402
Abstract
"Auf Grundlage neu verfügbarer Paneldaten präsentiert dieses Papier eine empirische Analyse der Lohneffekte sich verändernder Tätigkeiten am individuellen Arbeitsplatz. Unter Ausnutzung der Datenvariation innerhalb von Berufen und Individuen, über die Zeit, werden Lohnrenditen für die Ausübung von kognitiven, interpersonalen, physischen und Routine-Tätigkeiten geschätzt. Die Erkenntnisse der einflussreichen Studie von Autor und Handel (2013) über die Bedeutung des Tätigkeitswandels innerhalb von Berufen („intensive Margin“) werden erneut untersucht. Insbesondere kann individueller unbeobachteter Heterogenität und Selbstselektion in Berufe besser Rechnung getragen werden, als dies in der ursprünglichen Querschnittsstudie möglich war." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Müller, Gerrit; -
Literaturhinweis
Loud or Quiet Quitting? The Influence of Work Orientations on Effort and Turnover (2024)
Zitatform
Nikolova, Milena (2024): Loud or Quiet Quitting? The Influence of Work Orientations on Effort and Turnover. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16960), Bonn, 67 S.
Abstract
"This study examines work orientations as a novel determinant influencing job search behaviors, quit intentions, and workplace effort, thereby integrating this concept into the field of labor economics. Work orientations, the intrinsic beliefs regarding the role of work in one's life, relate to viewing work as a paycheck, a career step, or a calling. Drawing on original, nationally representative Dutch data on work orientations, this paper reveals that those who view their work as a calling rather than a job are more committed to their roles, have lower quit intentions and are less likely to be job searching, and do not endorse 'quiet quitting' - the act of fulfilling only the minimum requirements to maintain employment. Conversely, individuals with career-centered work perspectives are more likely to consider leaving their jobs, engage actively in job searches, and show diminished work effort compared to those with a job orientation. However, this group is still unlikely to approve of quiet quitting in comparison to those who view work primarily as an income source. A key finding is that work orientations significantly predict quit intentions, job search behaviors, and effort Levels - surpassing the predictive power of job satisfaction and perceived work meaningfulness. Specifically, work orientations account for about 40 % of the variation in quit intentions and job search behaviors. These insights suggest that work orientations could be a crucial, yet overlooked, factor in understanding employee behavior, challenging the conventional perspective of workers as simply income-driven and countering the notion of work as an inherent disutility." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
auch erschienen als: GLO Discussion Paper Series 1429 -
Literaturhinweis
Is no (soft) skill left behind? Do soft skills enable job mobility (2024)
Zitatform
Semtner, Aaron, Janet Dzator & Andrew Nadolny (2024): Is no (soft) skill left behind? Do soft skills enable job mobility. In: Applied Economics, S. 1-19. DOI:10.1080/00036846.2024.2364103
Abstract
"High job mobility or labor turnover is historically treated as detrimental for businesses and workers. With new technologies including artificial intelligence (AI) that further increase soft skill demand, there is an opportunity for beneficial job mobility of workers reallocating to productive businesses supported by transferable soft skills. However, Australian businesses risk missing these benefits as Australian workers have yet to reach pre-GFC mobility. We use the HILDA longitudinal dataset for Australia to test how the soft skill measures of communication skills, time management, and low task repetitiveness are associated with mobility for Australian workers measured using changing jobs directly and hourly wages as a measure of mobility success. The survival analysis for changing jobs finds soft skills have no significant effect on the expected employment duration prior to changing jobs, while measures of overall skills beyond soft skills increase this duration. Further, measures of soft skills and overall skills have mixed effects on wages by themselves, and when moderated with changing jobs these terms are almost completely insignificant. Overall, the potential transferability of soft skills does not translate into practical mobility, suggesting limitations for workers seeking to improve their working conditions via changing jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
University and the Pursuit of a ‘Career’ for Working-Class Youth in Deindustrial Rochdale (2024)
Zitatform
Singh, Amit (2024): University and the Pursuit of a ‘Career’ for Working-Class Youth in Deindustrial Rochdale. In: Sociology. DOI:10.1177/00380385241289297
Abstract
"This article examines the way in which working-class young people in Rochdale, a former industrial town in the north-west of England, imagine their future transitions from college to work through qualitative research at Rochdale’s only A-Level college. It explores how students’ aspirations to attend university reflect their desire for a ‘career’ in the absence of alternative forms of work and as a symbolic marker of upward social mobility that is subsequently differentiated from other forms of work as a form of distinction, as a great deal of emphasis is placed on the moral and cultural worth of a ‘career’. In doing so, this article highlights how such perceptions are shaped by the material conditions faced by these young people, such as inequality, financial precarity, and relative poverty against the backdrop of deindustrialisation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Berufliche Neuanfänge in der zweiten Lebenshälfte: Alter und berufliche Mobilität: Aufwärts, abwärts oder nur anders? (2024)
Zitatform
Söhn, Janina (2024): Berufliche Neuanfänge in der zweiten Lebenshälfte. Alter und berufliche Mobilität: Aufwärts, abwärts oder nur anders? (Working paper Forschungsförderung / Hans Böckler Stiftung 342), Düsseldorf, 170 S.
Abstract
"Wie beeinflusst das Alter die berufliche Mobilität? Gibt es altersspezifische Wirkungsweisen anderer Einflüsse auf Berufswechsel? Dies beantwortet der vorliegende Forschungsbericht auf Basis repräsentativer Daten zu Jobübergängen im Alter von 30 bis 69 Jahren. Ältere Erwerbstätige, teils schon ab Mitte 40, nehmen eher als Jüngere in Kauf, einen abwärts gerichteten Berufswechsel zu vollziehen bzw. keinen aufwärts gerichteten zu realisieren, um etwa auf Teilzeit zu reduzieren, von einer befristeten in eine unbefristete Stelle zu wechseln oder um keine Überstunden mehr leisten zu müssen." (Textauszug, IAB-Doku)
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Literaturhinweis
Industry Mix, Local Labor Markets, and the Incidence of Trade Shocks (2024)
Zitatform
Yi, Moises, Steffen Müller & Jens Stegmaier (2024): Industry Mix, Local Labor Markets, and the Incidence of Trade Shocks. In: Journal of labor economics, Jg. 42, H. 3, S. 837-875., 2023-02-07. DOI:10.1086/724569
Abstract
"We analyze how skill transferability and the local industry mix affect the adjustment costs of workers hit by a trade shock. Using German administrative data and novel measures of economic distance we construct an index of labor market absorptiveness that captures the degree to which workers from a particular industry are able to reallocate into other jobs. Among manufacturing workers, we find that the earnings loss associated with increased import exposure is much higher for those who live in the least absorptive regions. We conclude that the local industry composition plays an important role in the adjustment processes of workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Branchenwechsel von Beschäftigten (2024)
Zitatform
(2024): Branchenwechsel von Beschäftigten. (Grundlagen: Methodenbericht / Bundesagentur für Arbeit), Nürnberg, 34 S.
Abstract
"Die Branche ist neben dem Beruf eine zentrale Dimension bei der Beschreibung von Arbeitsmärkten. Nach Branchen differenzierte Statistiken zum Arbeitsmarkt liefern wichtige Informationen über die Verteilung der Beschäftigten und zeigen die kurz- und langfristigen Auswirkungen von Konjunkturzyklen, technologischem Wandel und von exogenen Schocks, wie der Corona-Pandemie, auf die Branchen. Die Darstellung der Beschäftigung in den Branchen erfolgt üblicherweise mit Bestandsgrößen und ihren Veränderungen. Dabei ist die Dynamik hinter diesen Bestandsgrößen deutlich größer als es die Veränderungen der Bestände erkennen lassen. Diese Dynamik wird bereits durch die Zahl der begonnenen und beendeten Beschäftigungsverhältnisse in einer Branche abgebildet. Mit der neuen Mobilitätsstatistik können nun auch die Übergänge zwischen den Branchen dargestellt werden, also z.B. in welchem Umfang neue Arbeitskräfte aus anderen Branchen eingestellt werden bzw. Arbeitskräfte in andere Branchen wechseln. Der Wechsel der Branche wird in der Beschäftigungsstatistik beim Beginn eines Beschäftigungsverhältnisses über einen Vergleich der Branche im neuen mit der Branche im vorangegangenen Beschäftigungsverhältnis festgestellt. Die so gewonnenen Mobilitätsdaten bieten zahlreiche Analysemöglichkeiten, die in dem Methodenbericht im Einzelnen dargestellt werden. Für die Analyse werden zahlreiche Mobilitätsindikatoren eingeführt. Für das Jahr 2023 zeigen sich u.a. folgende Mobilitätsergebnisse: Auf jahresdurchschnittlich 100 sozialversicherungspflichtige Beschäftigungsverhältnisse im Bestand kommen 26 begonnene Beschäftigungsverhältnisse mit einem Beschäftigungswechsel. Davon mündeten 14 oder gut die Hälfte in einer anderen Branche. In den letzten zehn Jahren hat die Mobilität zugenommen: Es wird häufiger die Beschäftigung und darunter auch öfter die Branche gewechselt. Im Zuge der Branchenmobilität kommt es zu Umschichtungen der Beschäftigung zwischen den Branchen. Im Durchschnitt der letzten fünf Jahre haben die Energieversorgung, die Öffentliche Verwaltung, das Grundstücks- und Wohnungswesen und die Wach- und Sicherheitsdienste am stärksten von Branchenwechseln profitiert, während Arbeitnehmerüberlassung, Reisebüros, Beherbergung und Gastronomie dadurch die relativ größten Verluste verzeichneten. Beschäftigungsverluste über Branchenmobilität bedeuten aber nicht zwingend, dass die Beschäftigtenzahl in der Branche deshalb sinkt. So konnte z.B. die Gastronomie ihre Mobilitätsverluste über Neu-Eintritte in Beschäftigung ausgleichen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Sources of Wage Growth (2023)
Zitatform
Adda, Jerome & Christian Dustmann (2023): Sources of Wage Growth. In: Journal of Political Economy, Jg. 131, H. 2, S. 456-503. DOI:10.1086/721657
Abstract
"This paper investigates the sources of wage growth over the life cycle, determined by sectoral and firm mobility, unobserved ability, the accumulation of cognitive-abstract or routine-manual skills, and whether workers enroll in vocational training at the start of their career. Our analysis uses longitudinal administrative data over three decades and shows that routine-manual skills drive early wage growth, while cognitive-abstract skills become more important later. Moreover, job amenities are an important determinant of mobility decisions. Vocational training has long-term effects on career outcomes through various channels and generates returns for both the individual and society." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Retrieving the Returns to Experience, Tenure, and Job Mobility from Work Histories (2023)
Zitatform
Addison, John T., Pedro Portugal & Pedro Raposo (2023): Retrieving the Returns to Experience, Tenure, and Job Mobility from Work Histories. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15977), Bonn, 37 S.
Abstract
"Using a unique Portuguese linked employer-employee dataset, this paper offers an extension of the standard Mincerian model of wage determination by allowing for different returns to experience and tenure over the sequence of jobs that constitute a career. We also consider the possibility of distinct wage hikes each time workers change jobs, where such uplifts reflect the returns to job search investments over the life cycle and shape the curvature of the earnings profile. We further investigate how worker, firm, and job match heterogeneity influence the returns to mobility, experience, and tenure. The returns to job mobility are found to reflect sorting into better job matches. Moreover, the estimated returns to experience are upwardly biased because more productive workers tend to be more experienced." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Competing for Jobs: How COVID-19 Changes Search Behavior in the Labor Market (2023)
Zitatform
Bauer, Anja, Kristin Keveloh, Mariano Mamertino & Enzo Weber (2023): Competing for Jobs: How COVID-19 Changes Search Behavior in the Labor Market. In: German Economic Review, Jg. 24, H. 4, S. 323-347., 2023-11-13. DOI:10.1515/ger-2021-0010
Abstract
"We provide insights on how job search changed in the Covid-19-crisis by analyzing data from the LinkedIn professional network for Germany. We find that competition among workers for jobs strongly increased – which is due to additional job seekers rather than higher search intensity. Furthermore, the LinkedIn data show that people from industries particularly affected by the crisis applied much more frequently and there had been a substantial shift in the target industries for applications. Finally, we find that at the onset of the Covid-19-crises applications were made significantly more often below and significantly less often above a person’s level of seniority." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
Labor economics (2023)
Zitatform
Borjas, George J. (2023): Labor economics. New York: MacGraw-Hill, 494 S.
Abstract
"Labor Economics, ninth edition by George J. Borjas provides a modern introduction to labor economics, surveying the field with an emphasis on both theory and facts. Labor Economics is thoroughly integrated with the adaptive digital tools available in McGraw-Hill’s Connect, proven to increase student engagement and success in the course. All new Data Explorer questions using data simulation to help students grasp concepts Materials are fresh and up to date by introducing and discussing the latest research studies where conceptual or empirical contributions have increased our understanding of the labor market. The book has undergone Diversity, Equity, and Inclusion reviews to implement content around topics including generalizations and stereotypes, gender, abilities/disabilities, race/ethnicity, sexual orientation, diversity of names, and age." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Berufswechsel zu Beginn der Covid-19-Pandemie: Nur geringe Auswirkungen auf Erwerbsverläufe (2023)
Braunschweig, Luisa; Seibert, Holger; Roth, Duncan ; Buhmann, Mara; Kindt, Anna-Maria ; Buch, Tanja;Zitatform
Braunschweig, Luisa, Tanja Buch, Mara Buhmann, Anna-Maria Kindt, Duncan Roth & Holger Seibert (2023): Berufswechsel zu Beginn der Covid-19-Pandemie: Nur geringe Auswirkungen auf Erwerbsverläufe. (IAB-Kurzbericht 6/2023), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2306
Abstract
"Beschäftigte, die zu Beginn der Covid-19-Pandemie ihren Beruf gewechselt haben, taten dies in einem krisenhaften Arbeitsmarktumfeld. Verglichen mit Berufswechseln im Vorjahr 2019 gingen den Untersuchungsergebnissen zufolge solche Berufswechsel im Frühjahr 2020 zunächst häufiger mit einer erhöhten Arbeitslosigkeit und Lohneinbußen einher. Diese Nachteile konnten jedoch meist bis zum Jahresende 2020 ausgeglichen werden." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Braunschweig, Luisa; Seibert, Holger; Roth, Duncan ; Buhmann, Mara; Kindt, Anna-Maria ; Buch, Tanja; -
Literaturhinweis
Nicht alle Jobwechsel führen zu Lohnsteigerungen (2023)
Zitatform
Braunschweig, Luisa, Mara Buhmann, Duncan Roth & Jan Vespermann (2023): Nicht alle Jobwechsel führen zu Lohnsteigerungen. In: IAB-Forum H. 22.11.2023 Nürnberg. DOI:10.48720/IAB.FOO.20231122.01
Abstract
"Menschen, die freiwillig ihren Job wechseln, verdienen in ihrer neuen Beschäftigung nicht in jedem Fall mehr als vorher. Im Fall unfreiwilliger Jobwechsel sind Lohneinbußen jedoch deutlich häufiger. Das gilt insbesondere dann, wenn dem Wechsel eine längere Phase der Arbeitslosigkeit vorausgeht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Life-Cycle Worker Flows and Cross-country Differences in Aggregate Employment (2023)
Zitatform
Créchet, Jonathan, Etienne Lalé & Linas Tarasonis (2023): Life-Cycle Worker Flows and Cross-country Differences in Aggregate Employment. (Working paper / Department of Economics, University of Ottawa 2306E), Ottawa, 56 S.
Abstract
"We propose new data moments to measure the role of life-cycle worker flows between employment, unemployment and out of the labor force in shaping cross-country differences in aggregate employment. We then show that a suitably extended version of the Diamond-Mortensen-Pissarides model can capture well these data moments. Two features of the model are crucial for this result: heterogeneity in match quality and endogenous search intensity. We examine the implications of this model for the sources of employment dispersion across Europe's largest countries, assessing the contribution of factors related to (i) the production technology, (ii) search, and (iii) policies. The sources of cross-country employment dispersion differ substantially across ages. Technology factors account for most of the employment variance of youths and prime-age workers, whereas search and policies are the main drivers of employment differences for older individuals." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regional diversification and labour market upgrading: local access to skill-related high-income jobs helps workers escaping low-wage employment (2023)
Zitatform
Elekes, Zoltán, Anna Baranowska-Rataj & Rikard Eriksson (2023): Regional diversification and labour market upgrading: local access to skill-related high-income jobs helps workers escaping low-wage employment. In: Cambridge Journal of Regions, Economy and Society, Jg. 16, H. 3, S. 417-430. DOI:10.1093/cjres/rsad016
Abstract
"This article investigates how the evolution of local labor market structure enables or constrains workers as regards escaping low-wage jobs. Drawing on the network-based approach of evolutionary economic geography, we employ a detailed individual-level panel dataset to construct skill-relatedness networks for 72 functional labor market regions in Sweden. Subsequent fixed-effect panel regressions indicate that increasing density of skill-related high-income jobs within a region is conducive to low-wage workers moving to better-paid jobs, hence facilitating labor market upgrading through diversification. While metropolitan regions offer a premium for this relationship, it also holds for smaller regions, and across various worker characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job-to-Job Mobility and Inflation (2023)
Zitatform
Faccini, Renato & Leonardo Melosi (2023): Job-to-Job Mobility and Inflation. In: The Review of Economics and Statistics, S. 1-15. DOI:10.1162/rest_a_01312
Abstract
"The low rate of inflation observed in the United States over the past decade is hard to reconcile with traditional measures of labor market slack. We develop a theory-based indicator of interfirm-wage competition that can explain the missing inflation. Key to this result is a drop in the rate of on-the-job search, which lowers the intensity of interfirm-wage competition to retain or hire workers. We estimate the on-the-job search rate from aggregate labor-market flows and show that its recent drop is corroborated by survey data. During “the great resignation,” interfirm-wage competition rose, increasing inflation by around 1 percentage point in 2021." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Occupational Job Ladders within and between Firms (2023)
Zitatform
Forsythe, Eliza (2023): Occupational Job Ladders within and between Firms. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16682), Bonn, 42 S.
Abstract
"I present four facts about occupational mobility: (1) most movements occur within firms, (2) downward moves are frequent, (3) wage growth reflects the direction and distance of mobility, and (4) relative occupational wages before mobility predict the direction of mobility, except for non-displaced movers between firms. I show these facts are consistent with models of vertical sorting. I show that non-displaced movements between firms obscure the positive selection of upward occupational movers, likely reflecting moves up a firm-wage job ladder. Displaced workers show similar predisplacement selection to internal movers, with pre-displacement occupational wage rank predicting the direction of occupational mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market expectations and occupational choice: evidence from teaching (2023)
Fullard, Joshua;Zitatform
Fullard, Joshua (2023): Labour market expectations and occupational choice: evidence from teaching. (ISER working paper series / Institute for Social and Economic Research, University of Essex 2023-01), Colchester, 39 S.
Abstract
"Using new data on teachers' intentions to leave the profession, subjective expectations about labour market outcomes and a modified discrete-choice experiment we find that i) teachers are systematically misinformed about population earnings, and misinformation is correlated with attrition intentions; ii) non-pecuniary factors are the most cost-effective method of reducing teacher attrition; and iii) attrition intentions are more affected by reductions in workplace amenities than symmetric improvements, suggesting preventing cuts is more important that rolling out more generous benefits. Linking our survey data to teachers' administrative records we provide the first evidence that teachers attrition intentions are strong predictors of actual behaviour." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Workers Still Climb the Social Ladder as Middling Jobs Become Scarce? Evidence from Two British Cohorts (2023)
Zitatform
García-Peñalosa, Cecilia, Fabien Petit & Tanguy van Ypersele (2023): Can Workers Still Climb the Social Ladder as Middling Jobs Become Scarce? Evidence from Two British Cohorts. (CESifo working paper 10337), CESifo 61, 11 S.
Abstract
"The increase in employment polarization observed in several high-income economies has coincided with a reduction in inter-generational mobility. This paper argues that the disappearance of middling jobs can drive changes in mobility, notably by removing a stepping stone towards high-paying occupations for those from less well-off family backgrounds. Using data from two British cohorts who entered the labour market at two points in time with very different degrees of employment polarization, we examine how parental income affects both entry occupations and occupational upgrading over careers. We find that transitions across occupations are key to mobility and that the impact of parental income has grown over time. At regional level, using a shift-share IV-strategy, we show that the impact of parental income has increased the most in regions experiencing the greatest increase in polarisation. This indicates that the disappearance of middling jobs played a role in the observed decline in mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can workers still climb the social ladder as middling jobs become scarce? Evidence from two British cohorts (2023)
Zitatform
García-Peñalosa, Cecilia, Fabien Petit & Tanguy van Ypersele (2023): Can workers still climb the social ladder as middling jobs become scarce? Evidence from two British cohorts. In: Labour Economics, Jg. 84. DOI:10.1016/j.labeco.2023.102390
Abstract
"The increase in employment polarization observed in several high-income economies has coincided with a reduction in inter-generational mobility. This paper argues that the disappearance of middling jobs can drive changes in mobility, notably by removing a stepping stone towards high-paying occupations for those from less well-off family backgrounds. Using data from two British cohorts who entered the labour market at two points in time with very different degrees of employment polarization, we examine how parental income affects both entry occupations and occupational upgrading over careers. We find that transitions across occupations are key to mobility and that the impact of parental income has grown over time. At regional level, using a shift-share IV-strategy, we show that the impact of parental income has increased the most in regions experiencing the greatest increase in polarisation. This indicates that the disappearance of middling jobs played a role in the observed decline in mobility." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Berufliche Mobilität vor und während der Corona-Pandemie (2023)
Gillmann, Niels; Weyh, Antje; Maas, Andreas;Zitatform
Gillmann, Niels, Andreas Maas & Antje Weyh (2023): Berufliche Mobilität vor und während der Corona-Pandemie. In: Ifo Dresden berichtet, Jg. 30, H. 1, S. 3-10.
Abstract
"Die Corona-Pandemie führte zu der größten Wirtschafskrise seit der globalen Finanzkrise 2008. Im Jahr 2020 wurde die These geäußert, dass die Pandemie am Arbeitsmarkt zu einem „Reallokationsschock“, also einer Umverteilung von Arbeitskräften aus Jobs mit niedriger Produktivität in solche mit hoher Produktivität, führen würde. Dieser Beitrag betrachtet die berufliche Mobilität in Deutschland und Sachsen in den Coronajahren 2020 und 2021. Wir zeigen, dass es zwar im Jahr 2020 Verwerfungen gab, sich der Arbeitsmarkt im Laufe des Jahres 2021 aber schon wieder nahezu normalisiert hat. Statt einer Reallokation bewirkt die Corona-Pandemie eher eine Verstärkung von bereits existierenden Arbeitsmarkttrends. Von einem „Reallokationsschock“ ist daher zumindest für Deutschland und Sachsen nicht auszugehen." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Weyh, Antje; -
Literaturhinweis
Upward job mobility in local economies (2023)
Zitatform
Henning, Martin & Orsa Kekezi (2023): Upward job mobility in local economies. In: Cambridge Journal of Regions, Economy and Society, Jg. 16, H. 3, S. 431-444. DOI:10.1093/cjres/rsad022
Abstract
"This article studies upward job mobility in different types of local economies. Relying on Swedish register data, we disentangle the impacts stemming from local labour market size, the presence of related industries and occupations and the size of own-industry and own-occupation concentrations. Results show that the local economic structure is important in shaping upward mobility outcomes. However, we observe different impacts from local industry-versus-occupation agglomerations and depending on whether people move from lower-paid or higher-paid jobs. The results have important implications for understanding the drivers of upward job mobility in times of increasing labour market polarization and regional divergence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Specialists or generalists? Cross-industry mobility and wages (2023)
Zitatform
Hervé, Justine (2023): Specialists or generalists? Cross-industry mobility and wages. In: Labour Economics, Jg. 84. DOI:10.1016/j.labeco.2023.102391
Abstract
"This paper quantifies the association between industrial specialization at the occupation level and job mobility and earnings for low and middle-wage American workers. I propose the concept of industry specificity to capture the degree of industrial specialization of a worker's occupation. I measure industry specificity using an index of industrial concentration of employment (CEI) defined at the occupation-state-year level. Linking this index to individual-level panel data on wages and job transitions, I show that CEI is negatively associated with workers' wages: moving from the first quartile to the third quartile of industry specificity decreases wages by 13 percent. I next examine the mechanisms that explain these findings. I first find that CEI is negatively associated with cross-industry and cross-occupation mobility, that is, workers employed in industry-specific occupations change industry and occupation less frequently than workers in less specific occupations. In addition, I show that occupation-level factors such as skill uniqueness and automatability increase industry specificity; but they cannot entirely explain the negative effect of CEI on wages. Finally, in line with the main results, I provide suggestive evidence that workers in industry-specific occupations are more vulnerable to industry-wide wage shocks compared to their generalist counterparts." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Wer nimmt die Berufsberatung im Erwerbsleben (BBiE) in Anspruch? Eine Prozessdatenanalyse (2023)
Zitatform
Heusler, Anna, Julia Lang & Gesine Stephan (2023): Wer nimmt die Berufsberatung im Erwerbsleben (BBiE) in Anspruch? Eine Prozessdatenanalyse. (IAB-Forschungsbericht 21/2023), Nürnberg, 33 S. DOI:10.48720/IAB.FB.2321
Abstract
"Berufliche Weiterbildung und Neuorientierung gewinnen im Zuge der Digitalisierung und des demografischen Wandels weiter an Bedeutung. Um Menschen bei der beruflichen Orientierung zu unterstützen, hat die Bundesagentur für Arbeit (BA) in den letzten Jahren verschiedene Berufsberatungsangebote (weiter-)entwickelt. Die Berufsberatung im Erwerbsleben (BBiE) richtet sich dabei an Menschen, die im Erwerbsleben stehen. Ein zentrales Ziel ist es, diesen dabei zu helfen, die eigene berufliche Perspektive besser einzuschätzen. Zielgruppen sind vorrangig Erwerbstätige, insbesondere solche mit niedriger Qualifikation, die vor einer beruflichen Neu- bzw. Umorientierung stehen sowie Personen vor einem beruflichen Wiedereinstieg. Daneben richtet sich das Angebot an Arbeitslose im Rechtskreis der Arbeitslosenversicherung, die berufliche Vorerfahrungen und einen erhöhten beruflichen Beratungs- und Orientierungsbedarf haben. Dieser Forschungsbericht nutzt erstmalig neu erschlossene Forschungsdaten zu den beratenen Personen und verknüpft diese mit den Integrierten Erwerbsbiografien (IEB) des IAB sowie dem Betriebs-Historik-Panel (BHP). Die IEB enthalten unter anderem Informationen zu Zeiten sozialversicherungspflichtiger Beschäftigung, der registrierten Arbeitssuche, des Bezugs von Arbeitslosengeld und Arbeitslosengeld II sowie zur Teilnahme an arbeitsmarktpolitischen Maßnahmen. Aus dem BHP lassen sich Informationen zum Beschäftigungsbetrieb ergänzen. Da sich das Angebot im Untersuchungszeitraum an verschiedene Zielgruppen richtete, differenziert der Bericht zwischen Personen, die zum Zeitpunkt der Erstberatung a) sozialversicherungspflichtig beschäftigt, b) arbeitslos im Rechtskreis der Arbeitslosenversicherung (SGB III) oder c) in einem sonstigen Status waren – unter die letzte Kategorie fallen auch potenzielle Wiedereinsteiger*innen in den Arbeitsmarkt. Für die Beschäftigten wird eine Referenzgruppe aus Personen gebildet, die zu einem Stichtag beschäftigt waren. Eine Referenzgruppe für die Arbeitslosen setzt sich aus Zugängen in Arbeitslosigkeit zusammen. Für die sonstigen Personen lässt sich keine Referenzgruppe bilden, da für sie zum ersten Beratungstermin größtenteils keine Informationen in den administrativen Daten der BA vorliegen. Das Analysesample enthält 45.000 Beschäftigte, knapp 9.000 Arbeitslose sowie rund 17.500 sonstige Personen, die im Jahr 2021 mindestens einen ersten Beratungstermin wahrgenommen haben und für die einige zusätzliche Bedingungen erfüllt waren. Verglichen mit den Referenzgruppen ergeben sich für das Analysesample annäherungsweise Beratungsquoten von 0,16 Prozent für Beschäftigte und 0,64 Prozent für Arbeitslose im Rechtskreis SGB III. Der Bericht untersucht dann, welche Merkmale die drei Gruppen beratener Personen aufweisen, für die ersten beiden Gruppen auch im Vergleich zu den Referenzgruppen. Neben individuellen Merkmalen der Personen lassen sich auch Merkmale des letzten oder aktuellen Arbeitgebers auswerten. Im Ergebnis zeigt sich insbesondere ein starker Alterseffekt: Die BBiE richtete sich in allen drei Gruppen eher an Jüngere – in der Gruppe der Beratenen liegt der Anteil der Personen bis zu 35 Jahren über dem in der Referenzgruppe, der Anteil derer ab 46 Jahren deutlich darunter. Ein zweiter starker Effekt zeigt sich beim Geschlecht: Je nach Gruppe liegt der Frauenanteil bei den Beratenen zwischen gut der Hälfte und zwei Dritteln und über dem Frauenanteil in den Referenzgruppen. Beratene Beschäftigte hatten im aktuellen Job ein (gemessen am Median) deutlich geringeres Bruttotagesentgelt als Personen in der Referenzgruppe und arbeiteten häufiger in Teilzeit. Darüber hinaus findet sich eine Vielzahl kleinerer Unterschiede zwischen den Beschäftigten und Arbeitslosen sowie den jeweiligen Referenzgruppen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Searching for Job Security and the Consequences of Job Loss (2023)
Jarosch, Gregor;Zitatform
Jarosch, Gregor (2023): Searching for Job Security and the Consequences of Job Loss. In: Econometrica, Jg. 91, H. 3, S. 903-942. DOI:10.3982/ECTA14008
Abstract
"Job loss comes with large present value earnings losses which elude workhorse models of unemployment and labor market policy. I propose a parsimonious model of a frictional labor market in which jobs differ in terms of unemployment risk and workers search off- and on-the-job. This gives rise to a job ladder with slippery bottom rungs where unemployment spells beget unemployment spells. I allow for human capital to respond to time spent out of work and estimate the framework on German Social Security data. The model captures the joint response of wages, employment, and unemployment risk to job loss which I measure empirically. The key driver of the “unemployment scar” is the loss in job security and its interaction with the evolution of human capital and, in particular, the search for better employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Return migration and employment mobility: a pan-European analysis (2023)
Zitatform
Jephcote, Calvin, Allan M. Williams, Gang Li & Hania Janta (2023): Return migration and employment mobility: a pan-European analysis. In: Journal of Ethnic and Migration Studies, Jg. 49, H. 17, S. 4435-4459. DOI:10.1080/1369183X.2022.2142104
Abstract
"Although there has been increasing focus on the employment mobility associated with migration and return, a number of important research gaps can be identified. First, there has been greater focus on occupational mobility than on changes in economic activity, although it is their interaction which determines welfare outcomes. Moreover, most studies of economic activity have focused on either self-employment, or the simple dichotomy between being employed versus unemployed, neglecting the shifts between full-time, part-time, and casual employment. Secondly, research on the determinants of these different types of employment mobility has been relatively narrowly focused on individual economic factors. Most studies have been fragmented, especially lacking a comparative element. To address these gaps, descriptive statistics and Bayesian multilevel models are applied to a pan-European panel survey of 3851 young returned migrants. The findings disclose that positive shifts in employment mobility are more evident in economic activity than in occupations, and for those with a lower occupational status prior to migration. Although a range of significant determinants of employment mobility are identified, the findings also demonstrate that education is a major driver of occupational mobility, while marital and family status are important influences on economic activity shifts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Ein konsistentes Datenmodel für die Arbeitsmarktprojektion (2023)
Zitatform
Kalinowski, Michael, Florian Bernardt & Tobias Maier (2023): Ein konsistentes Datenmodel für die Arbeitsmarktprojektion. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 33-54.
Abstract
"Das Alleinstellungsmerkmal der Qualifikations- und Berufsprojektionen ist neben der Berücksichtigung der beruflichen Mobilität zwischen erlerntem und ausgeübtem Beruf die Überführung unterschiedlicher Datenquellen in einen gemeinsamen, harmonisierten Datensatz. Dieser Beitrag stellt zunächst die verwendeten Klassifikationen und Datenquellen mit ihren Vor- und Nachteilen vor und beschreibt anschließend das Vorgehen bei der Harmonisierung der unterschiedlichen offiziellen Statistiken, sowohl auf Bundes- als auch auf regionaler Ebene." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Escaping uncertainty through downward mobility? Occupational mobility upon transition to permanent employment in Germany and in Poland (2023)
Zitatform
Kopycka, Katarzyna (2023): Escaping uncertainty through downward mobility? Occupational mobility upon transition to permanent employment in Germany and in Poland. In: Research in Social Stratification and Mobility, Jg. 83. DOI:10.1016/j.rssm.2023.100768
Abstract
"Extending existing research on transitions from temporary to permanent employment this article investigates the social mobility dimension of these transitions. Specifically, it asks whether certain individuals experience downward occupational mobility while moving from temporary to permanent employment in the two countries under study, Germany and Poland. The empirical analysis of the employment histories of young individuals until age 35 involves event history modelling using Cox proportional hazards methodology and is conducted on data from the German Socioeconomic Panel (G-SOEP) and the Polish Panel Survey (POLPAN) for the period 2003–2017/2018. In the study, transitions to permanent employment with and without downward occupational mobility are defined as competing events and modeled separately. The analysis reveals that ten per cent and as much as seventeen per cent of moves to permanent employment in Germany and Poland, respectively, are accompanied by a loss in occupational status. A higher prevalence of downward mobility in Poland may result from a weaker welfare state there which is less decommodifying. Furthermore, a low level of individual economic vulnerability decreases the transition rate to permanent employment involving a drop in occupational status. In Poland, the high socioeconomic position of the family of origin deters from changing to an unlimited contract with downward mobility. In Germany, married or partnered individuals who enjoy a high household income bear a lower risk of transitioning to permanent employment with status loss." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Help from the past - coworker ties and entry wages after self-employment (2023)
Zitatform
Lappi, Emma (2023): Help from the past - coworker ties and entry wages after self-employment. In: Small business economics, Jg. 60, H. 3, S. 1171-1196. DOI:10.1007/s11187-022-00652-3
Abstract
"This paper empirically estimates how referrals mitigate the risk associated with hiring formerly self-employed individuals. We do this by comparing the networks and entry wages for two groups of new hires: those who exit self-employment to become wage-employed and those who change employers as wage employees, i.e., job changers. Referrals are defined as coworker ties through which the new hire and an incumbent worker share a common employment history before their current employment. We use longitudinal Swedish register-based data to evaluate the entry wages of the two groups of new hires for the years between 2010 and 2013. The results show that having coworker ties is associated with 2.9% higher entry wages and that this network premium is uniform across the formerly self-employed and job changers. However, the new hires from self-employment have consistently lower entry wages than the job changers, even if the exiting self-employed have coworker ties." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Challenging transitions? Assessing the occupational mobility patterns of US immigrants by gender (2023)
Zitatform
Lee, Annie S., William M. Rodgers & Sébastien Breau (2023): Challenging transitions? Assessing the occupational mobility patterns of US immigrants by gender. In: International Migration, Jg. 61, H. 6, S. 155-174. DOI:10.1111/imig.13154
Abstract
"This article uses the New Immigrant Survey to assess the occupational mobility of US immigrants. Estimates from OLS and Heckman selection models show the occupational mobility of immigrants follows a U-shaped pattern: immigrants arriving in the United States see their occupational status decline before it gradually improves. However, even 9 years after coming to the United States, the occupational status of immigrants remains lower than prior to their arrival in the country. Our findings also suggest that immigrant women with higher occupational status tend to move more often to the United States than immigrant men. Conversely, immigrant women are more likely than men to experience career interruptions after migration. Finally, occupational employment growth rates (defined as the growth rate in the number of jobs for an occupation) have a positive impact on both men and women immigrants' ability to recover their occupational status, though the impact appears to be greater for immigrant women." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development (2023)
Zitatform
Litsardopoulos, Nicholas, George Saridakis & Andrew E. Clark (2023): Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development. In: The B.E. Journal of Economic Analysis and Policy, Jg. 23, H. 4, S. 1175-1185. DOI:10.1515/bejeap-2023-0026
Abstract
"We use a nationally-representative dataset that includes a large sample of sexual-orientation minorities to investigate gender bias and sexual-orientation discrimination in career progression. Our results are consistent with persistent gender bias findings and non-heterosexual identity-based employment discrimination. Our findings are consistent with previous work noting that protective legislation for gay and lesbian sexual identities have increased the cost of discrimination and contribute to the improved socioeconomic status of a substantial number of people in these minority groups. However, these gains have not been shared with other minority groups in the LGB+ community, which still have some of the lowest probabilities of holding managerial jobs, and higher probabilities of appearing in lower socioeconomic classes." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
Income mobility in France between 2003 and 2020 (2023)
Loisiel, Tristan; Sicsic, Michaël;Zitatform
Loisiel, Tristan & Michaël Sicsic (2023): Income mobility in France between 2003 and 2020. (INSEE documents de travail / Institut National de la Statistique et des Etudes Economiques 2023-19), Paris, 51 S.
Abstract
"How do individual positions in the income distribution change over life? So far, it has proven difficult to answer this question in the absence of a long-term income panel, but new longitudinal income tax records from 2003 to 2020 now enable to analyze the long-term income mobility, as well as its impact on inequality measurement over the whole period. We find a high rank-rank correlation of 0.71 between 2003-2004 and 2019-2020 for those age 25-49 in 2003. Inertia is particularly strong at the top and the bottom of the distribution: among the top 20% and the bottom 20% of the income distribution, almost two-thirds remain in the same quintile 16 years later. Mobility appears to be lower in France than in the United States. However, mobility is higher for the self-employed than for employees, and the young are also more mobile. Inhabitants of the largest areas persist more at the top of the distribution and experience more upward mobility. These results are robust to the income definition considered. Moreover, taking individual mobility into account when measuring income inequality hardly differs from income inequality as conventionally measured: a Gini index based on average individual income over the period is 7% lower than the Gini index based on annual income." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Berufliche Mobilität (2023)
Zitatform
Maier, Tobias (2023): Berufliche Mobilität. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 94-106.
Abstract
"Das Alleinstellungsmerkmal der Qualifikations- und Berufsprojektionen ist die Bilanzierung des Arbeitsangebots mit dem -bedarf auf Berufsebene. Zu diesem Zweck muss das Arbeitsangebot nach erlerntem Beruf aus dem Bildungssystem über berufliche Mobilitätsmatrizen in ein potenzielles Arbeitsangebot für einen bestimmten Beruf umgerechnet werden. Die Wechselwahrscheinlichkeiten zwischen erlerntem und ausgeübtem Beruf werden über den Mikrozensus gewonnen und in die Zukunft fortgeschrieben. Für die Fortschreibung spielt die veränderte soziodemografische Zusammensetzung der Erwerbspersonen, aber auch die Lohnentwicklung in den Berufen eine Rolle." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Indikatoren für berufliche Arbeitsmärkte auf Basis der QuBe-Modellwelt (2023)
Zitatform
Maier, Tobias, Michael Kalinowski, Anke Mönnig & Gerd Zika (2023): Indikatoren für berufliche Arbeitsmärkte auf Basis der QuBe-Modellwelt. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 210-222.
Abstract
"Um berufliche Passungsprobleme frühzeitig erkennen, aber auch in ihrem Zustandekommen verstehen zu können, bedarf es der Betrachtung einer Reihe von Indikatoren. Dieser Beitrag stellt die Indikatoren vor, welche vor allem im Hinblick auf eine Arbeitsmarktprognose in der mittleren Frist Anwendung finden, aber auch für einen längeren Betrachtungszeitraum genutzt werden können. Dabei handelt es sich um Zukunftsindikatoren, die zur Einordnung von Fokusberufen mit Engpässen oder Überhängen führen, Bestimmungsindikatoren, welche das Zustandekommen der Arbeitsmarktsituation erklären, und Ergänzungsindikatoren, welche zur umfassenden Einschätzung der Arbeitsmarktsituation beitragen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction (2023)
Melillo, Francesca;Zitatform
Melillo, Francesca (2023): Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction. (Les GREDEG working papers 2023-21), Vabonne, 37 S.
Abstract
"While the literature documents a wage loss for entrepreneurs that return to paid employment, we examine how these entrepreneurs are re-integrated into the labor market. We consider which type of employers hire entrepreneurs and their satisfaction with the new corporate job. Using matched employer-employee data from Belgium combined with an ad-hoc survey, we find that entrepreneurs are hired by smaller employers that offer fewer employee benefits and pay less, contributing to explaining the wage loss. We also find that entrepreneurs are more satisfied than observationally equivalent employees when they are assigned to jobs that involve higher task variety. This effect is more pronounced for entrepreneurs who sort into better employers. Our findings highlight the importance for managers to assign entrepreneurs to the "right" job tasks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women as leaders in male-dominated sectors: A bifocal analysis of gendered organizational practices (2023)
Zitatform
O'Brien, Wendy, Clare Hanlon & Vasso Apostolopoulos (2023): Women as leaders in male-dominated sectors: A bifocal analysis of gendered organizational practices. In: Gender, work & organization, Jg. 30, H. 6, S. 1867-1884. DOI:10.1111/gwao.13019
Abstract
"Women in male‐dominated sectors face significant challenges to progress their leadership aspirations. While organizations have activated policies and practices that ostensibly assist women to progress, they still face entrenched gendered practices and cultures that create ongoing obstacles. In this paper, we examine the gendered social practices from insights of 15 women leaders in Australia as they attempt to advance their careers. In particular, on formal policies, informal practices, narratives and social interactions, and informal patterns of unconscious bias and merit, they negotiate in three male‐dominated sectors: Trades, Sport, and Surgery. The findings indicate a disconnect between policies and their application. Women were conflicted about the importance of quotas, and often felt unable to access flexible work arrangements upon returning to work after parental leave. Career pathways were often unclear, and women felt a lack of support from their organization, particularly when they attempted to navigate dominant masculine cultures. Drawing on these findings, we argue that executive leaders are central to changing the systemic sexism and discrimination in organizations that persist in male‐dominated sectors. To create organizational changes necessary for women to step into leadership roles, we propose four target areas: create accessible and visible career pathways, provide networking support, activate mentoring opportunities, and address unconscious bias." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Bessere Perspektiven bei Jobwechseln - Zur Ähnlichkeit beruflicher Übergänge (2023)
Ortmann, Tobias; Hammer, Luisa; Hügle, Dominik; Bönke, Timm;Zitatform
Ortmann, Tobias, Timm Bönke, Dominik Hügle & Luisa Hammer (2023): Bessere Perspektiven bei Jobwechseln - Zur Ähnlichkeit beruflicher Übergänge. Gütersloh, 23 S. DOI:10.11586/2023030
Abstract
"Die vorliegende Studie analysiert die Distanz beruflicher Wechsel sowie hieraus resultierende Einkommens- und Beschäftigungseffekte auf dem deutschen Arbeitsmarkt. Dabei zeigt sich: Ein Jobwechsel macht sich vor allem dann bezahlt, wenn Arbeitnehmer:innen an vorhandene Kompetenzen anknüpfen, also in verwandte Tätigkeiten wechseln. Das Lohnplus fällt dann um durchschnittlich 3.500 Euro brutto pro Jahr höher aus als bei einem Wechsel in nicht verwandte Berufe. Gleichzeitig steigt die jährliche Arbeitszeit im Vergleich um mehr als sechs Tage. Allerdings profitieren in erster Linie Fachkräfte und Spezialisten von einem Jobwechsel. Helfer:innen sind dagegen benachteiligt: Sie wechseln den Job doppelt so häufig wie Fachkräfte und starten besonders oft in für sie fremden Berufen – zumeist ohne Aufstiegschancen. Auch Frauen sind bei Berufswechseln oft schlechter gestellt." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Hammer, Luisa;
Aspekt auswählen:
- 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