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FDZ-Literatur / FDZ Literature

Die FDZ-Literaturdatenbank umfasst neben Datensatzbeschreibungen und Methodenberichten die zahlreichen Forschungsarbeiten, die auf Basis der am FDZ angebotenen Daten entstanden sind. Hier finden Sie aktuell laufende Projekte von FDZ-Nutzenden.
Darüber hinaus stehen die Literaturdatenbank zum IAB-Betriebspanel sowie die Literaturdatenbank zum PASS zur Verfügung.

Apart from dataset descriptions and methodology reports, the FDZ literature database contains numerous research papers written on the basis of the data provided by the FDZ. Here you can find currently ungoing research projects of FDZ users.
In addition, literature databases on the IAB Establishment Panel and the Panel Study Labour Market and Social Security (PASS) are available for research.

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  • Literaturhinweis

    Trade liberalisation and firm-level employment a case study of the EU eastern enlargement (2026)

    Brändle, Tobias ; Kalweit, René;

    Zitatform

    Brändle, Tobias & René Kalweit (2026): Trade liberalisation and firm-level employment a case study of the EU eastern enlargement. In: Empirica, Jg. 53, H. 1, S. 201-230. DOI:10.1007/s10663-025-09670-2

    Abstract

    "This paper analyses employment effects of the Eastern Enlargement of the European Union (EU) in German firms. The literature has so far identified such effects using difference-in-differences estimators treating the EU Eastern Enlargement as a single event or using border regions as treatment intensity indicators. This paper re-evaluates the existing results using more recent and detailed data on actual tariff reductions. We recall that the EU Eastern Enlargement is a process of integration and continuous trade liberalization rather than a single event. We exploit that process and use actual variations in tariffs to identify causal effects of trade liberalisation on employment in German firms affected by these tariff cuts. There are negligible effects of tariff reductions from the EU Eastern Enlargement on overall employment in German firms. We find, a positive correlation between employment and tariff reductions, which is, however not causal, and potentially due to selection, as we also find higher employment growth in exporting firms." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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  • Literaturhinweis

    Die Rolle von Firmen für Geschlechterungleichheit (2026)

    Collischon, Matthias ; Zimmermann, Florian ;

    Zitatform

    Collischon, Matthias & Florian Zimmermann (2026): Die Rolle von Firmen für Geschlechterungleichheit. In: S. Bothfeld, C. Hohendanner, P. Schütt & A. Yollu-Tok (Hrsg.) (2026): Geschlechtergerecht gestalten. Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik, S. 253-267, 2025-10-05.

    Abstract

    "Dieser Beitrag untersuchte zwei Mechanismen, durch die Firmen zur Geschlechterungleichheit beitragen können. Erstens könnten Frauen seltener in Hochlohnfirmen arbeiten und zweitens könnten Frauen in derselben Firma geringere Löhne gezahlt werden. Im Hinblick auf die Arbeit in unterschiedlichen Firmen zeigt sich, dass Frauen seltener in Firmen arbeiten, die im Durchschnitt ein höheres Gehalt zahlen. Die Forschung deutet darauf hin, dass diese Segregation – also die Aufteilung von Frauen in Niedriglohnfirmen und Männern in Hochlohnfirmen – einerseits von Arbeitgeberseite bedingt ist, beispielsweise durch Diskriminierung oder durch soziale Schließung. Andererseits können Frauen sich aber auch gezielt bei Firmen bewerben, die geringere Löhne durch andere Vorteile kompensieren, wie beispielsweise seltenere Überstunden (vgl. Cha/Weeden 2014). Insgesamt können Unterschiede zwischen den Firmen, in denen Männer und Frauen arbeiten, rund ein Drittel der bereinigten Geschlechterlohnlücke erklären. Diese immer noch große, verbleibende Lohnlücke zeigt jedoch, dass es auch innerhalb von Betrieben noch Faktoren geben muss, die zu Geschlechterlohnlücken beitragen. Deshalb betrachteten wir im zweiten Schritt Lohnungleichheiten in Firmen und die Bedeutung des organisationalen Kontexts. Hierzu suchten wir gleichstellungsorientierte organisationale Maßnahmen, den Anteil von Managerinnen in Firmen und die Rolle von Tarifverträgen. Hier zeigt die Forschung, dass es jeweils Zusammenhänge mit Geschlechterlohnlücken gibt, diese jedoch nicht immer einfachen Mustern folgen. Beispielsweise könnten eine Erhöhung des Frauenanteils im Management und die Einführung betrieblicher nahmen die Geschlechterlohnlücke verringern. Für Tarifverträge hingegen ist das Bild uneindeutig. Die Forschung zeigt zwar, dass Lohnlücken in Betrieben, in denen Tarifverträge gelten, kleiner sind, jedoch verringert die Einführung eines Tarifvertrags die Lohnlücke nicht nachweislich. Insgesamt zeigt sich also, dass sowohl Segregation in verschiedene Firmen als auch der organisationale Kontext in Firmen einen substanziellen Teil der Geschlechterlohnlücke erklären kann, jedoch bleibt trotzdem ein unerklärter Rest übrig. Beispielsweise würde selbst bei Erhöhung des Frauenanteils im Management auf Parität, also 50 Prozent, immer noch eine Geschlechterlohnlücke verbleiben (Zimmermann, 2022). Zusammengefasst kann der Blick auf die Ebene von Firmen somit viel zum Verständnis der Geschlechterlohnlücke beitragen, aber sie sind nur Teil eines größeren Puzzles. Dies unterstreicht, wie vielschichtig das Problem der Geschlechterungleichheit ist und dass Maßnahmen auf vielen Ebenen - bei Individuen, in Betrieben, durch die Gesetzgebung - notwendig sind, um diese Lücken zu schließen. Weiterhin besteht auch auf der Firmenebene viel Forschungsbedarf. Während beispielsweise die Repräsentation von Frauen in verschiedenen Führungsebenen untersucht wurde, wissen wir wenig über die genauen Tätigkeiten einzelner Manager:innen, meist werden unterschiedliche Aufgabenbereiche zusammen gefasst. Somit könnte die Kategorisierung in Führungsebenen zu grob sein und eine Unterteilung nach genauen Tätigkeitsprofilen tiefere Einblicke in zugrundeliegende Mechanismen geben. Auf ähnliche Weise sind die untersuchten Maßnahmen in größere Kategorien zusammengefasst, die keine detaillierteren Aussagen erlauben. Schließlich ist auch noch unbekannt, ob die angebotenen Maßnahmen tatsächlich genutzt werden und ob deren Nutzung zur Verringerung der Lohnlücke beiträgt oder das Angebot alleine ausreicht." (Textauszug, IAB-Doku)

    Beteiligte aus dem IAB

    Collischon, Matthias ; Zimmermann, Florian ;
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  • Literaturhinweis

    Estimating the gains from trade in frictional local labor markets (2026)

    Pupato, Germán; Sand, Ben; Tschopp, Jeanne ;

    Zitatform

    Pupato, Germán, Ben Sand & Jeanne Tschopp (2026): Estimating the gains from trade in frictional local labor markets. In: The Scandinavian Journal of Economics, Jg. 128, H. 1, S. 152-200. DOI:10.1111/sjoe.12592

    Abstract

    "We develop a theory and an empirical strategy to estimate the welfare gains from trade in economies with frictional local labor markets. Our welfare formula nests standard market structures and adds an adjustment margin via the employment rate. To identify two key parameters – the trade elasticity and the elasticity of substitution in consumption – we use a theoretically consistent identification strategy that exploits variation in industrial composition across local labor markets. Examining Germany's recent trade integration with China and Eastern Europe, we find that under monopolistic competition with free entry and firm heterogeneity, the welfare gains are 5.5 percent higher than in frictionless settings." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    The effects of expanding higher education on wages and employment in German establishments (2026)

    Schuss, Eric ;

    Zitatform

    Schuss, Eric (2026): The effects of expanding higher education on wages and employment in German establishments. In: Empirical economics, Jg. 70, H. 1. DOI:10.1007/s00181-025-02871-5

    Abstract

    "This study examines the impact of increased access to higher education on wages, employment, and labor market structure by analyzing establishment-level data. I focus on the quasi-experimental increase in the number of universities and universities of applied sciences in Bavaria since the 1970s and establishment of such higher education institutes under the “Future of Bavaria Offensive” program in the 1990s. I use administrative establishment-level data and find a positive but statistically insignificant effect on median wages resulting from expansion of higher education. While there is a negative but insignificant impact on wages of highly skilled workers, those without an academic or vocational degree experience an increase in wages. I also find that training activities decline immediately after the establishment of a new higher education institution. Further empirical analyses indicate that this decline is not due to fewer slots in apprenticeship training, but rather to a larger number of vacant slots and a higher probability of having vacant slots in apprenticeship training." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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  • Literaturhinweis

    The Effects of Expanding Higher Education on Wages and Establishments’ Labor Demand (2026)

    Schuss, Eric ;

    Zitatform

    Schuss, Eric (2026): The Effects of Expanding Higher Education on Wages and Establishments’ Labor Demand. (Working paper / Swiss Leading House 239), Zürich, 50 S.

    Abstract

    "This study examines the impact of increased access to higher education on labor demand, wages, and labor market structure. I focus on the quasi-experimental increase in the number of universities and universities of applied sciences in Bavaria since the 1970s and establishment of such higher education institutes under the “Future of Bavaria Offensive” program in the 1990s. I use administrative establishment-level data and find a positive but statistically insignificant e↵ect on median wages resulting from expansion of higher education. While there is a negative but insignificant impact on wages of highly skilled workers, those without academic or vocational degree experience an increase in wages. I also find that training activities decline immediately after establishment of a new higher education institution. Further empirical analyses indicate that this decline is driven by changes in educational choices of school graduates rather than by labor demand of establishments." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Division of Labor in the Global Economy (2025)

    Becker, Sascha O. ; Egger, Hartmut ; Koch, Michael ; Muendler, Marc-Andreas ;

    Zitatform

    Becker, Sascha O., Hartmut Egger, Michael Koch & Marc-Andreas Muendler (2025): Division of Labor in the Global Economy. (CEPR discussion paper / Centre for Economic Policy Research 20860), London, 24 S.

    Abstract

    "This paper links globalization, worker efficiency, and wage inequality within plants to internal labor market organization. Using German plant-worker data and information on the task content of occupations, we document that larger plants (i) use more occupations, (ii) assign fewer tasks per occupation, and (iii) exhibit greater wage dispersion. We develop a model where plants endogenously bundle tasks into occupations, improving worker-task matching at the cost of higher fixed span-of-control costs. Embedding this into a Melitz framework, we show that trade increases worker efficiency and wage inequality in exporting plants, whereas non-exporting plants experience the opposite effects. Structural estimation and simulations confirm the model’s predictions and point to non-monotonic economy-wide effects." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Pension Reforms and Personnel Decisions (2025)

    Berg, Peter ; Hochfellner, Daniela; Hamman, Mary; Eckrote‐Nordland, Marissa; Piszczek, Matthew M. ; Ruhm, Christopher J. ;

    Zitatform

    Berg, Peter, Marissa Eckrote‐Nordland, Mary Hamman, Daniela Hochfellner, Matthew M. Piszczek & Christopher J. Ruhm (2025): Pension Reforms and Personnel Decisions. In: Labour, Jg. 39, H. 2, S. 89-100. DOI:10.1111/labr.12289

    Abstract

    "While the empirical literature on the effects of pension reform on workers is broad, less is known about the impact on employers. Yet reforms that create incentives to postpone retirement may affect employer labor demand and labor costs, especially in settings where there are strict legal protections against age discrimination in employment. We examine whether the differential impact of pension reform leads to differences in the incidence of workforce downsizing and hiring. When looking at hiring, we find that firms with larger shares of older workers decrease overall hiring. However, they have an increase in the shares of newly hired older workers. Results on downsizing are mixed, yet all are very small and statistically insignificant. This may be due to strong work protections in place in Germany." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    Effects of monetary policy on labor income: the role of the employer (2025)

    Bobasu, Alina; Repele, Amalia;

    Zitatform

    Bobasu, Alina & Amalia Repele (2025): Effects of monetary policy on labor income: the role of the employer. (Working paper series / European Central Bank 3046), Frankfurt am Main, 34 S. DOI:10.2866/0975498

    Abstract

    "This paper investigates the role of firms in the transmission of monetary policy to individual labor market outcomes, both the intensive and extensive margins. Using German matched employer-employee administrative data, we study the effects of monetary policy shocks on individual employment and labor income conditioning on the firm characteristics. First, we find that the employment of workers in young firms are especially sensitive to monetary policy shocks. Second, wages of workers in large firms react relatively more, with some pronounced asymmetries: differences between large and small firms are more evident during monetary policy easing. The differential wage response is driven by above-median workers and cannot be fully explained by a worker component. Notably, larger firms adjust wages more significantly despite experiencing similar changes in investment and turnover compared to smaller firms. Furthermore, monetary policy tightening disproportionately impacts low-skilled and low-wage earners, while easings amplify inequality due to substantial wage increases for top earners. Overall, the effect of monetary policy on inequalities is however larger in easing periods – driven by a large increase in wages for top earners." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Hiring opportunities for new firms and the business cycle (2025)

    Brixy, Udo ; Murmann, Martin ;

    Zitatform

    Brixy, Udo & Martin Murmann (2025): Hiring opportunities for new firms and the business cycle. In: Small business economics, Jg. 64, H. 3, S. 1387-1413., 2024-06-24. DOI:10.1007/s11187-024-00948-6

    Abstract

    "Whether firms founded during or outside economic crises have greater growth potential is an important question for both prospective entrepreneurs and policy makers. Existing research offers conflicting answers, and mostly either focuses on aggregate cohort-level effects or selectively excludes small new firms from the analyses. Using extensive linked employer-employee data on young German firms around and during the Global Financial Crisis, a period of sharply reduced access to external capital and recession, we show that young firms respond to cyclical conditions in highly heterogeneous ways. Our firm-level results reveal that the average new firm found it easier to hire its first employees when it was founded during the crisis. These firms achieved countercyclical growth by hiring career entrants. More specifically, hiring in very young (<1.5 years) and small to medium-sized (below the 90th percentile) young firms was countercyclical, while this was not the case for older and larger young firms. Thus, the firm-specific effects for young entrepreneurial firms may be very different from those reported in previous research. Our results suggest that market entry during a crisis may facilitate hiring and that policies that promote entrepreneurship may usefully complement policies that encourage labor hoarding by incumbents during recessions." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

    Beteiligte aus dem IAB

    Brixy, Udo ;
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  • Literaturhinweis

    Essays in Macroeconomics and Labor Economics (2025)

    Carlini, Giacomo;

    Zitatform

    Carlini, Giacomo (2025): Essays in Macroeconomics and Labor Economics. 147 S.

    Abstract

    "The first chapter investigates why assortative matching between workers and firms is stronger in large cities than in small cities. I develop a search and matching model with heterogeneous workers and firms to examine how worker composition and labor market frictions affect sorting. Calibrating the model to German employer-employee data, I find that matching efficiency is key to explaining differences in assortative matching across cities. This effect is amplified by a more dispersed worker productivity dispersion. The model shows that around 5% of the GDP gap between large and small cities is attributable to differences in assortative matching, underscoring the role of local labor market frictions and productivity distributions in spatial inequality. The second chapter explores how task-biased technological adoption affects GDP gaps across countries. We introduce a country-specific measure of task intensity and document that as GDP increases, routine work declines while cognitive work rises. Moreover, differences in task content within occupations explain over half of the cross-country differences in routine work. Using a production framework where technology is task-specific and occupations are aggregates of tasks, we estimate task-specific productivities across countries. A counterfactual exercise suggests that reducing dispersion in task-biased technology adoption could shrink the average GDP gap with the United States by 25%. The third chapter examines sectoral labor productivity growth in the U.S. over 50 years, highlighting routine- and skill-biased technical change. I show that routine labor productivity has grown fastest, with skill-biased technical change benefiting skilled workers while unskilled productivity declined, especially in services. Finally, to disentangle the role of different labor-augmenting technological change, I extend the framework to account for heterogeneity in both occupations and skills." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    How Firms Adjust to Demand Shocks: Evidence from Germany and Italy in the Great Recession (2025)

    D’Amuri, Francesco; Smith, Benjamin; Lattanzio, Salvatore ;

    Zitatform

    D’Amuri, Francesco, Salvatore Lattanzio & Benjamin Smith (2025): How Firms Adjust to Demand Shocks: Evidence from Germany and Italy in the Great Recession. In: Italian economic journal, S. 1-53. DOI:10.1007/s40797-025-00350-5

    Abstract

    "We examine how German and Italian manufacturing firms with more than 20 employees adjust labor costs in response to demand shocks. Using matched employer-employee-balance sheet data and an exogenous sector-level demand shifter based on the collapse in world trade during the Great Recession, we find that a 1% exogenous decrease in sales leads the average German firm to reduce wages by 0.20% - twice the response observed in Italian firms. In contrast, employment adjustment is more pronounced in Italy, driven by a decline in hiring rate. These differences are not driven by variations in hours worked per employee, labor supply conditions, or firm exposure to the concurrent credit shock. Finally, we find that producer prices in both countries follow similar dynamics in response to the shock." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Linked-Employer-Employee-Data of the IAB: LIAB Cross-Sectional Model (LIAB QM) 1993-2023 (2025)

    Ganzer, Andreas; Umkehrer, Matthias; Schmucker, Alexandra; Zimmermann, Florian ;

    Zitatform

    Ganzer, Andreas, Alexandra Schmucker, Matthias Umkehrer & Florian Zimmermann (2025): Linked-Employer-Employee-Data of the IAB: LIAB Cross-Sectional Model (LIAB QM) 1993-2023. (FDZ-Datenreport 08/2025 (en)), Nürnberg, 60 S. DOI:10.5164/IAB.FDZD.2508.en.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Querschnittmodell (LIAB QM) 1993 - 2023. Der Datenreport gliedert sich wie folgt: Neben der Einleitung enthält Kapitel 1 unter anderem Informationen zum Datenzugang sowie eine Kurzbeschreibung der Daten und das Mengengerüst. Eine Beschreibung der einzelnen Datenquellen findet sich in Kapitel 2. Die Datenaufbereitung sowie die Datenqualität werden in den Kapiteln 3 und 4 diskutiert, während die einzelnen Merkmale in Kapitel 5 dargestellt werden. " (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Ganzer, Andreas; Umkehrer, Matthias; Schmucker, Alexandra; Zimmermann, Florian ;
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  • Literaturhinweis

    Linked-Employer-Employee-Daten des IAB: LIAB-Querschnittmodell (LIAB QM) 1993-2023 (2025)

    Ganzer, Andreas; Umkehrer, Matthias; Schmucker, Alexandra; Zimmermann, Florian ;

    Zitatform

    Ganzer, Andreas, Alexandra Schmucker, Matthias Umkehrer & Florian Zimmermann (2025): Linked-Employer-Employee-Daten des IAB: LIAB-Querschnittmodell (LIAB QM) 1993-2023. (FDZ-Datenreport 08/2025 (de)), Nürnberg, 62 S. DOI:10.5164/IAB.FDZD.2508.de.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Querschnittmodell (LIAB QM) 1993 - 2023. Der Datenreport gliedert sich wie folgt: Neben der Einleitung enthält Kapitel 1 unter anderem Informationen zum Datenzugang sowie eine Kurzbeschreibung der Daten und das Mengengerüst. Eine Beschreibung der einzelnen Datenquellen findet sich in Kapitel 2. Die Datenaufbereitung sowie die Datenqualität werden in den Kapiteln 3 und 4 diskutiert, während die einzelnen Merkmale in Kapitel 5 dargestellt werden." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Ganzer, Andreas; Umkehrer, Matthias; Schmucker, Alexandra; Zimmermann, Florian ;

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  • Literaturhinweis

    When are you coming back? Effect of state-subsidized and employer-sponsored childcare on mothers’ return to work (2025)

    Kronberg, Anne-Kathrin ; Gerlach, Anna;

    Zitatform

    Kronberg, Anne-Kathrin & Anna Gerlach (2025): When are you coming back? Effect of state-subsidized and employer-sponsored childcare on mothers’ return to work. In: European Sociological Review, S. 1-18. DOI:10.1093/esr/jcaf044

    Abstract

    "After giving birth, higher-educated mothers return to work faster and stay with their pre-birth employer more often than mothers with less education. To facilitate more equitable return patterns, public policy and organizational scholars point to state-subsidized and employer-sponsored childcare as potential solutions. We ask how these two childcare approaches affect mothers’ education-specific return timing and destination (pre-birth employer or new employer). Our paper combines representative German linked employer-employee data (LIAB) with county-level childcare information from 2007 to 2019 to address this question. We demonstrate that better state-subsidized childcare reduces education-specific differences in how quickly mothers return to their pre-birth employer. However, equalizing effects decline at the very bottom of the educational spectrum. The equalizing effect also partially extends to employer-sponsored childcare assistance, especially when state-subsidized care is scarce. Nevertheless, employer assistance cannot fully compensate for a lack of state-subsidized infrastructure or prevent mothers’ turnover to a new company. Thus, state-subsidized childcare plays a central role in understanding mothers’ returns to work. We discuss policy implications and how our findings extend beyond the German context." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    AKM effects for German labour market data 1985-2023 (2025)

    Lochner, Benjamin ; Wolter, Stefanie ;

    Zitatform

    Lochner, Benjamin & Stefanie Wolter (2025): AKM effects for German labour market data 1985-2023. (FDZ-Methodenreport 03/2025), Nürnberg, 12 S. DOI:10.5164/IAB.FDZM.2503.en.v1

    Abstract

    "Dieser FDZ-Methodenreport beschreibt die Schätzung und Aufbereitung der personen- und betriebsspezifischen Lohneffekte (AKM_8523_v1) und wie diese zu einigen der über das Forschungsdatenzentrum (FDZ) der Bundesagentur für Arbeit im Institut für Arbeitsmarkt- und Berufsforschung (IAB) verfügbaren Datensätze zugespielt werden können. Der Report aktualisiert den Bericht von Lochner et al. 2023." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Lochner, Benjamin ; Wolter, Stefanie ;
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  • Literaturhinweis

    Robotization and Workforce Dynamics: Analysing Employment and Wage Effects within Manufacturing Establishments (2025)

    Otto, Michael ; Abraham, Martin ;

    Zitatform

    Otto, Michael & Martin Abraham (2025): Robotization and Workforce Dynamics: Analysing Employment and Wage Effects within Manufacturing Establishments. In: Work, Employment and Society, Jg. 39, H. 6, S. 1486-1512. DOI:10.1177/09500170251351260

    Abstract

    "This article explores the effects of increasing robot adoption on workforce composition, wages and wage inequality in the manufacturing sector. Using longitudinal data from the German Institute for Employment Research (IAB), industrial robot sales data and survey data from the IAB Establishment Panel, we examine the impact of robots on total employment and wage structures at the establishment level from 2008 to 2017. We find that while robotization contributes to overall employment and wage growth, its effects vary across worker groups. High- and middle-skilled workers benefit more from employment and wage increases, whereas low-skilled and routine-intensive workers experience fewer gains. In contrast to skill-biased and task-biased technological change theories (SBTC and TBTC), robots do not significantly increase wage inequality within establishments. Instead, firms mitigate inequality, suggesting that organizational policies play a key role in shaping distributional outcomes. Works councils also influence wage dynamics, benefiting middle-skilled more than low-skilled workers." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The Gender Pay Gap in German Manufacturing: How Exporters Drive Wage Equality Trends (2025)

    Rosenball, Riccarda;

    Zitatform

    Rosenball, Riccarda (2025): The Gender Pay Gap in German Manufacturing: How Exporters Drive Wage Equality Trends. (Graz Economics Papers 2025-08), Graz, 56 S.

    Abstract

    "This study examines the gender pay gap in West Germany's manufacturing sector using linked employer-employee data. The gender pay gap has nearly halved for exporting firms since 1993 - a decline that is much smaller for non-exporting firms. Long-term exporters employ a large share of the workforce and drive trends across the entire sector. Some of the largest exporting industries, such as vehicle manufacturing, show the lowest gender pay gaps. I show that the decline in the gender pay gap of exporters is driven by the increasing representation of women in high-paying positions. Tracking the gender pay gap over the first 10 to 15 years of employees' careers reveals that this decline is largely due to a growing share of highly educated women in the workforce, along with stronger opportunities for career advancement for women. Providing women with early career advancement opportunities is key to breaking the glass ceiling and reducing persistent gender pay disparities." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Exporters, multinationals and residual wage inequality: Evidence and theory (2025)

    Schroeder, Sarah ;

    Zitatform

    Schroeder, Sarah (2025): Exporters, multinationals and residual wage inequality: Evidence and theory. In: European Economic Review, Jg. 173. DOI:10.1016/j.euroecorev.2025.104980

    Abstract

    "A growing empirical literature underscores the pivotal role of ”global firms” in shaping labor market outcomes, including inequality. These are firms that participate in the international economy across multiple dimensions, including both trade and foreign direct investment (FDI). This prompts an important question: Is wage inequality among workers with similar characteristics primarily influenced by firms engaged solely in exporting, those involved solely in FDI, or by multinational enterprises (MNEs) that do both? Using linked employer –employee panel data for Germany, this paper unveils nuanced Patterns in wage premia among various internationalizing establishments, where I identify sorting between workers and establishments as a key driver. I interpret these patterns using a theoretical model that incorporates trade and FDI with monopolistic competition, wherein heterogeneous firms operate within frictional labor markets as they search for workers. My model gives rise to a novel channel for the MNE wage premium, stemming from their ability to transfer their human resource practices to their plant abroad." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))

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  • Literaturhinweis

    Workplace peer effects in retirement (2025)

    Sturm, Patrick;

    Zitatform

    Sturm, Patrick (2025): Workplace peer effects in retirement. (Würzburg economic papers / University of Würzburg, Department of Economics 112), Würzburg, 50 S. DOI:10.25972/OPUS-42497

    Abstract

    "This paper estimates workplace peer efects in retirement by leveraging a German pension reform that eliminated a widely used early retirement option for women. Using administrative linked employer-employee data, I compare women's retirement behavior by exploiting variation in the share of their workplace peers who were afected by the reform based on their birth date. I find signifcant and robust peer efects: women are more likely to delay their retirement when their peers extend their employment due to the reform. Investigating potential underlying mechanisms, I provide suggestive evidence for information transmission and social norms about working in old-age. In addition, employer characteristics play an important role in shaping these peer efects. Overall, the fndings highlight the importance of accounting for workplace peer efects when evaluating the broader labor supply impacts of pension policies." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Crossers in a Segmented Labour Market: Occupational Advancement and Wage Changes from Semi-Skilled and Unskilled Jobs (2025)

    Wotschack, Philip ; Samtleben, Claire ;

    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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