Berufliche Mobilität
Eine Tätigkeit, die mehr Spaß verspricht, ein höheres Gehalt oder bessere Entwicklungsperspektiven: Es gibt viele Gründe, nicht länger im erlernten oder ausgeübten Beruf tätig zu sein. Nicht immer sind sie jedoch so erfreulich: Auslöser kann auch eine Entlassung sein.
Dieses Themendossier bietet Literaturhinweise zur beruflichen Mobilitätsforschung in Deutschland und in anderen Ländern. Sie erschließt theoretische Ansätze und empirische Ergebnisse - beispielsweise zu den Fragen: Sind Berufswechsel lohnend? Für wen sind sie mit besonderen Risiken verbunden? Wie gut lassen sich bei einem beruflichen Neustart die bisher erworbenen Qualifikationen verwerten?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
-
Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern
-
Literaturhinweis
Changing jobs: worker mobility and wages in the UK labour market (2026)
Albagli, Pinjas; Costa, Rui; Cominetti, Nye; Eyles, Andrew; Ventura, Guglielmo;Zitatform
Albagli, Pinjas, Nye Cominetti, Rui Costa, Andrew Eyles & Guglielmo Ventura (2026): Changing jobs: worker mobility and wages in the UK labour market. (CEP discussion paper / Centre for Economic Performance 2188), London, 23 S., App.
Abstract
"We study the role of job-to-job transitions in shaping wage dynamics in the United Kingdom. We show that job moves have continued to generate substantial wage gains for movers even during a period of real wage stagnation and declining labour market mobility. Using an econometric model that accounts for worker, firm, and match heterogeneity, we decompose the job mobility premium and find a limited role for worker and firm effects, with most of the return explained by match-specific factors. We also examine the determinants of job mobility and show that much of its recent decline reflects compositional changes in the workforce, particularly ageing and increasing occupational professionalisation. We conclude by discussing the policy challenges of promoting job mobility as a driver of wage growth and more efficient labour market reallocation." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
A Users' Guide to Uncovering Worker and Firm Effects: The ABC of AKM (2026)
Bonhomme, Stephane; Lamadon, Thibaut; Manresa, Elena;Zitatform
Bonhomme, Stephane, Thibaut Lamadon & Elena Manresa (2026): A Users' Guide to Uncovering Worker and Firm Effects: The ABC of AKM. In: The Journal of Economic Perspectives, Jg. 40, H. 2, S. 195-214. DOI:10.1257/jep.20231372
Abstract
"The AKM model introduced by Abowd, Kramarz, and Margolis (1999) has become a workhorse to study worker and firm heterogeneity, and to understand the sources of wage dispersion in the labor market using linked employer-employee data. In this article, we introduce the model and estimator, discuss some best practices for estimation, and review some empirical findings on the role of worker and firm heterogeneity in wage dispersion. While the AKM methodology has proven useful to analyze a host of questions in a variety of settings within labor economics and beyond, we also point to the need for methodological developments." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Danish flexicurity and occupational mobility: A comparison with the United States (2026)
Zitatform
Carrillo-Tudela, Carlos, Saman Darougheh & Ludo Visschers (2026): Danish flexicurity and occupational mobility: A comparison with the United States. In: Economics Letters, Jg. 258. DOI:10.1016/j.econlet.2025.112743
Abstract
"We provide a detailed international comparison of the occupational mobility of employer switchers using the US Current Population Survey and Danish administrative data (2011–2019). Comparability and measurement issues have stood in the way of good comparisons of occupational mobility rates between the US and European countries more generally. Making progress towards addressing these, we find that the proportion of employer changers that switches occupations is about 20% lower in Denmark, but at occupation-level quite correlated across both countries. Net mobility rates are also positively correlated, but overall lower in Denmark than in the United States." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
-
Literaturhinweis
The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020 (2026)
Zitatform
Kim, Andrew Taeho & ChangHwan Kim (2026): The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020. In: Sociological methods & research, Jg. 55, H. 2, S. 659-699. DOI:10.1177/00491241241303517
Abstract
"Occupation is a construct prone to classification mismatches by coders and description inconsistency by respondents. We explore whether mismatches in occupational coding have recently increased, what factors are associated with the rise in mismatches, and how the rise affects estimates of intragenerational occupational mobility. Utilizing the 1991–2020 Annual Social and Economic Supplement of the Current Population Survey, which collects information on respondents’ current occupation and the previous year’s main occupation, we identify coding mismatches and compare the probabilities of occupational mobility based on four combinations of two variables. Our results show that not only do the estimates of occupational mobility between two adjacent years vary substantially across measures, but also that the magnitudes of intragenerational occupational mobility across measures become increasingly decoupled over time. We demonstrate that the likely cause of this divergence is the rise in coding mismatches between coders. We discuss the implications of our findings." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Adapting to Scarcity: The Role of Firms in Occupational Transitions (2026)
Zitatform
Kläui, Jeremias, Daniel Kopp, Rafael Lalive & Michael Siegenthaler (2026): Adapting to Scarcity: The Role of Firms in Occupational Transitions. (RF Berlin - CReAM Discussion Paper Series 2026,20), Berlin, 43 S., App.
Abstract
"This paper examines the circumstances under which firms facilitate occupational transitions, complementing prior work that focuses on workers' decisions. We link unemployment insurance records with application diaries and clickstream data from a recruitment platform to causally assess how candidates' occupational histories shape recruiters' hiring decisions. We find that the average candidate from a different occupation faces a 7% lower contact rate than equally qualified candidates who last worked in a recruiter's searched occupation. Using a new measure of skill overlap, we show that 60% of this penalty reflects that movers meet fewer skill requirements than incumbents. Occupational experience and qualifications further reduce the mover penalty, such that certain candidates returning to a prior occupation face no penalty at all. Finally, recruiters adapt to scarcity and contact more movers in tight occupations. Changes in firm behavior account for one-third of the increase in movers' application success in tight versus slack labor markets." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The EITC and occupational mobility (2026)
Zitatform
Liu, Andrew Yizhou (2026): The EITC and occupational mobility. In: Empirical economics, Jg. 70, H. 3. DOI:10.1007/s00181-026-02892-8
Abstract
"I estimate that the implementation of state-level Earned Income Tax Credit (EITC) supplements results in a 3% reduction in the likelihood of downward occupational mobility among single mothers aged 19 to 35. This outcome, characterized by an elasticity of −1.4, is not attributable to shifts in occupational distribution, wage changes, variations in workforce participation, or alterations in working hours. Rather, it aligns with the EITC’s enhanced compensation for mid-wage occupations, which diminishes the incentive for workers to transition into lower-wage roles. This evidence suggests that the EITC may exert a lasting effect on the skill development of employed workers, beyond its immediate financial benefits." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
AI-Accelerated Occupational Decline and the Mobility Trap (2026)
Zitatform
Song, Xi, Jennie E. Brand, Sukie Xiuqi Yang & Michael Lachanski (2026): AI-Accelerated Occupational Decline and the Mobility Trap. In: AEA papers and proceedings, Jg. 116, S. 246-250. DOI:10.1257/pandp.20261004
Abstract
"Economic transformation challenges workers beyond job creation or loss by reshaping their ability to move across occupations. This paper examines whether AI-driven occupational restructuring, accelerated after 2018 by transformer-based technologies, creates a “mobility trap” for workers in declining, high-AI-exposed occupations. Using BLS administrative data and CPS worker transitions, we analyze who moves, where they move, and with what outcomes. We find that while these workers are more mobile, they are 5.2 times more likely to move into another declining occupation than a growing one. Nearly 70 percent experience downward or lateral mobility, suggesting that AI-driven restructuring entrenches disadvantage rather than enabling upward mobility." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Changing flux, persisting barriers: assessing the career mobility regime changes in France (2026)
Zitatform
Veljkovic, Marta (2026): Changing flux, persisting barriers: assessing the career mobility regime changes in France. In: European Sociological Review, Jg. 42, H. 3, S. 405-420. DOI:10.1093/esr/jcaf012
Abstract
"Recent empirical research has shown a modest increase in career complexity throughout 20th century Europe. Little is known, however, about the career class mobility, despite the fact that social class is recognized as one of the main career boundaries. Modernization theory provides conflicting expectations regarding how social mobility should evolve over the life course as contemporary societies converge towards education-based meritocracies. Drawing on the French survey Formation-Qualification Professionnelle (Insee, 1970; 1977; 1985; 1993; 2003; 2014–2015) and using the EGP schema, I analyse both the absolute and relative measures of career class mobility, and I rely on the latter to define career class regimes, that I qualify in terms of the strength of the association between class positions held at different career stages and its structure (i.e., qualitative patterns). The findings of this article point to increasing career fluidity across cohorts, which implies a greater permeability of class barriers to career mobility. They also show, however, that these changes have not been associated with any significant modification in mobility patterns, meaning that the social distance and proximity of different social classes remain largely intact over time. Overall, the transformation in contemporary life courses and careers was not only slight but also partial when it comes to career class regimes in France: there is a changing flux, but persisting barriers to career mobility. Therefore, it seems not only exaggerated, but also misleading to speculate on a fundamental change in career dynamics, as most variants of modernization theory tend to do." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Occupational agglomeration and R&D worker mobility: career opportunities and wage premiums (2026)
Zitatform
Wang, Yifei (2026): Occupational agglomeration and R&D worker mobility: career opportunities and wage premiums. In: The Annals of Regional Science, Jg. 75, H. 1. DOI:10.1007/s00168-026-01464-z
Abstract
"This article examines regional variation in the mobility patterns of R&D workers, focusing on how industry and occupational agglomerations shape interregional job changes. Using linked employer–employee data from Sweden, the empirical analysis shows that while both forms of agglomeration affect mobility decisions, occupational agglomerations have a stronger impact. Workers in regions with a high concentration of occupations that demand similar skill are less likely to move across regions, not only due to better career opportunities but also because of associated wage premiums. As a result, regions functionally specialized in R&D are better able to retain talent, reinforcing their cumulative advantage in innovation. These findings contribute to the literature on agglomeration and wage premium and highlight the need for local capacity building in realizing the benefits of R&D investments." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
New Technologies, Digital Skills, and Occupational Mobility: Evidence from Ireland (2026)
Zitatform
Yadav, Anil, John McHale & Jefferson RB Galetti (2026): New Technologies, Digital Skills, and Occupational Mobility: Evidence from Ireland. (Research technical papers / Central Bank of Ireland Vol. 2026, No. 04), Dublin, 36 S.
Abstract
"This paper examines how skill mismatch, particularly in digital skills, constrains occupational mobility. Using worker transition data from the Irish Labour Force Survey and skill vectors from the ESCO database, we construct occupation-level mismatch measures and estimate their effect on worker flows in a framework combining matching and gravity models. Greater skill mismatch significantly reduces occupational mobility, with stronger constraints on transitions between digitally intensive occupations. We also document substantial heterogeneity in bilateral mobility costs and show that occupations that are easier to enter are harder to exit, creating bottlenecks. These findings highlight the importance of retraining policies, especially those supporting digital skill acquisition, to improve labour market adaptability" (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
When Offshoring Threatens Jobs: Lifelong Education and Occupation Choice (2025)
Zitatform
Adachi, Daisuke & Lars Skipper (2025): When Offshoring Threatens Jobs: Lifelong Education and Occupation Choice. (RF Berlin - CReAM Discussion Paper Series 2025,114), Berlin, 60 S.
Abstract
"Manufacturing job offshoring has displaced low-skilled workers lacking transition skills. Using Danish adult education and employer-employee data, we study how vocational training influences occupational choice and mitigates labor market shocks. Manufacturing workers trained in business services (BS) show a higher probability of transitioning to BS occupations via dynamic difference-in-difference analysis. We then propose and estimate a life-cycle model of training and occupation. Our model reveals that program take-up elasticity is lower than occupation choice elasticity, indicating insensitivity to program monetary value. Counterfactual wage subsidies tied to BS programs support manufacturing-to-BS transitions and reduce labor force exits, especially among older workers." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Driver factors of job hopping among corporate employees: A systematic literature review (2025)
Apriliani, Arimbi; Kadiyono, Anissa Lestari; Fitriana, Efi; Sulastiana, Marina;Zitatform
Apriliani, Arimbi, Anissa Lestari Kadiyono, Efi Fitriana & Marina Sulastiana (2025): Driver factors of job hopping among corporate employees: A systematic literature review. In: Acta Psychologica, Jg. 260. DOI:10.1016/j.actpsy.2025.105658
Abstract
"Job hopping has emerged as a global phenomenon with significant implications for organizational stability and workforce dynamics. Although driver factors of job hopping have been identified in prior research, the literature remains fragmented. This systematic review integrates driver factors of job hopping into three categories, sociodemographic, personal, and organizational factors, while also highlighting research gaps and practical implications. Following PRISMA guidelines, five databases (Scopus, ScienceDirect, SAGE, Emerald, and Springer) were searched for empirical studies published between 2014 and 2024. A total of 17 studies met the inclusion criteria. The review identifies key drivers: sociodemographic factors, personal factors and organizational factors. Most studies were conducted in Asia, limiting cross-cultural generalizability. These gaps underscore the need for multi-context, theory-driven research. The review provides actionable insights for HR practitioners, emphasising structured career development, competitive rewards, and supportive leadership aligned with generational expectations. To the best of our knowledge, this is the first systematic review to integrate the driver factors of job hopping into a comprehensive framework, thereby advancing research in industrial–organizational psychology and informing organizational retention strategies." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
-
Literaturhinweis
Beyond Human Capital: Mobility intentions, IT skills, and the Early Gender Wage Gap (2025)
Zitatform
Barigozzi, Francesca, Natalia Montinari, Giovanni Righetto & Alessandro Tampieri (2025): Beyond Human Capital: Mobility intentions, IT skills, and the Early Gender Wage Gap. (Quaderni - working paper DSE / Alma Mater Studiorum - Università di Bologna, Department of Economics 1212), Bologna, 34 S.
Abstract
"In most countries, women systematically outperform men in academic achievement across fields of study. Yet within a year of graduation, they earn less, face lower employment rates, and are more likely to work part-time. If human capital were the sole determinant of pay, this pattern would be difficult to reconcile. We address this puzzle by extending the statistical discrimination framework 'a la Phelps (1972) to include not only human capital but also additional components of productivity, such as IT skills and mobility intentions -the willingness to travel or relocate for work -which might capture candidates' technological proficiency and adaptability. Using rich microdata from the AlmaLaurea survey of master's graduates from the University of Bologna (2015–2022), we show that while human capital alone predicts no gender wage gap in favor of men, combining it with mobility intentions reproduces the early wage disadvantage observed for women in Economics and Engineering. We further show that IT skills -an observable CV trait constructed from multiple IT-skill items- reduce the residual gender wage gap, especially in Engineering. Our findings highlight the importance of complementing human capital with field-specific preference and skill traits to explain-and potentially address-early gender wage gaps." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Heterogeneous job ladders (2025)
Borovičková, Katarína; Macaluso, Claudia;Zitatform
Borovičková, Katarína & Claudia Macaluso (2025): Heterogeneous job ladders. In: Journal of monetary economics, Jg. 150. DOI:10.1016/j.jmoneco.2024.103711
Abstract
"We investigate different wage growth rates over the life cycle for poor and rich workers, and how they relate to the frequency and quality of job-to-job transitions. Using the universe of labor market histories for Austrian workers born in 1960–62 to, we show that workers who are at the bottom of the earnings distribution have higher employer-to-employer transition rates than richer workers throughout their life. Nevertheless, they work for worse- and worse-paying firms as they age and are more likely to undergo unemployment spells at all ages. We propose a structural framework with learning by doing and heterogeneity along five dimensions: initial level of human capital, learning ability, and job separation propensity on the worker side, and productivity level and quality of offered learning opportunities on the employer side. Our model replicates the wage gap and the difference in the frequency of labor market transitions we document in the data, and allows us to investigate several dimensions of heterogeneity in the quality of labor market transitions. We find that poor workers’ lacklusterwage growth stems from a combination of deteriorating human capital, employment in low-productivity jobs, and scarce on-the-job learning opportunities. We then evaluate a policy which matches low-wage workers to high-learning employers. We find that ameliorating the learning opportunities early in a worker’s career has a non-negligible impact on lifetime earnings. The gains from matching with a better employer greatly increase with job stability, as lower separation rates limit human capital depreciation and improve the odds of matching with high-productivity employers in the future." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V.All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
-
Literaturhinweis
Employee-owned firms and the careers of young workers (2025)
Zitatform
Burdin, Gabriel & Jose Garcia-Louzao (2025): Employee-owned firms and the careers of young workers. In: Labour Economics, Jg. 93. DOI:10.1016/j.labeco.2025.102686
Abstract
"Using detailed administrative data from Spain, we characterize how a first work experience in an employee-owned firm (EOF) versus a conventional firm can affect workers’ careers. We find that workers’ exposure to EOFs at the time of entry reduces daily wages by 8% over the first 15 years in the labor market. The wage penalty appears to be driven by differences in job mobility and wage returns to experience rather than by non-random selection. We show that workers who had their first job in EOFs have a strong attachment to this organizational model and are less likely to experience both voluntary and involuntary job separations over their careers, with quit and layoff rates 8% and 4% lower, respectively. In addition, we quantify lower wage returns to experience in EOFs, although there are no differences in subsequent career progression in terms of promotions. Taken together, the analysis suggests the existence of other job amenities offered by EOFs that may compensate for flatter wage profiles." (Author's abstract, IAB-Doku, © 2025 Elsevier) ((en))
-
Literaturhinweis
Finding a better job: The geography of socio-professional mobility during working life (2025)
Zitatform
Charruau, Paul & Anne Epaulard (2025): Finding a better job: The geography of socio-professional mobility during working life. In: Regional Science and Urban Economics, Jg. 115. DOI:10.1016/j.regsciurbeco.2025.104162
Abstract
"What determines the chances of moving up or down to better or worse jobs? We examine how local labor markets influence individuals’ socio-professional mobility throughout their working lives, focusing on large promotions and demotions. Using an empirical strategy that accounts for spatial sorting bias, applied to a sample of approximately 350,000 workers in France between 2009 and 2015, we find that job density, local human capital, and labor market size significantly increase the likelihood of being promoted to a higher socio-professional status. The effect of local factors is stronger for external promotions (outside the firm) than for internal ones. Moreover, experience accumulated in the most densely populated and educated areas continues to enhance promotion prospects, even after relocating to less dense or educated areas. This dynamic effect of promotion explains around 16% of the wage premium associated with experience in dense areas. Finally, we show that agglomerations effects on promotion are driven more by human capital externalities and proximity to other dense markets than by pure urbanization or scale effects." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
-
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))
-
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))
-
Literaturhinweis
Job-to-Job Mobility and Inflation (2025)
Zitatform
Faccini, Renato & Leonardo Melosi (2025): Job-to-Job Mobility and Inflation. In: The Review of Economics and Statistics, Jg. 107, H. 4, S. 1027-1041. 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))
-
Literaturhinweis
The geography of intergenerational mobility in Europe (2025)
Zitatform
Granström, Olivia & Per Engzell (2025): The geography of intergenerational mobility in Europe. In: European Societies, S. 1-31. DOI:10.1162/euso.a.39
Abstract
"How do opportunities for intergenerational mobility depend on where you live? We address this question using European Social Survey data, studying the association between parents' and children's occupation, and how it varies by region of residence. Absolute mobility, largely driven by shifts in occupational structure, differs from relative mobility, which reflects the extent to which opportunities are equal across social origins. Capital regions emerge as hubs of absolute, but not necessarily relative, mobility. Absolute mobility correlates with human capital, labor market, demographic, and spatial factors. In contrast, relative mobility is primarily shaped by economic disparities between social classes. Greater inequality entails less mobility, even comparing different places within a country." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
Aspekt zurücksetzen
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
-
Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern