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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

    Patents, Firm Rents, and Worker Compensation: Causal Evidence from Quasi-Random Patent Allocation (2026)

    Alam, Afroza; Diegmann, André ;

    Zitatform

    Alam, Afroza & André Diegmann (2026): Patents, Firm Rents, and Worker Compensation: Causal Evidence from Quasi-Random Patent Allocation. (IWH-Diskussionspapiere / Leibniz-Institut für Wirtschaftsforschung Halle 2026,06), Halle, 75 S. DOI:10.18717/dp56nk-4g69

    Abstract

    "This paper provides new causal evidence on how patent allowances affect firms and their employees based on quasi-random assignment of patent applications to examiners. Exploiting employer–employee records with newly linked German firm data and web-scraped patent documents, we show that patent-induced shocks reduce firm exit, improve productivity, and increase wages, with rent-sharing elasticities between 0.10 and 0.21. Wage gains are broadly observed across occupational tasks, with high heterogeneity: managers benefit disproportionately in publicly traded firms, whereas broader wage increases accrue to workers in non-traded firms. Our findings highlight the role of institutional features and firm organization in shaping how rents are shared." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Diegmann, André ;
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  • Literaturhinweis

    The IAB establishment panel – an updated overview (2026)

    Bellmann, Lisa ; Kohaut, Susanne; Grunau, Philipp ; Oberfichtner, Michael ; Möller, Iris ;

    Zitatform

    Bellmann, Lisa, Philipp Grunau, Susanne Kohaut, Iris Möller & Michael Oberfichtner (2026): The IAB establishment panel – an updated overview. In: Journal for labour market research, Jg. 60, H. 1, 2026-06-23. DOI:10.1186/s12651-026-00434-4

    Abstract

    "This article provides an overview of the IAB Establishment Panel, an annual survey of about 15,000 establishments across all industries and size classes that has been tracking labour demand and its determinants since 1993 (including East Germany since 1996). The survey samples establishments with employees subject to social security contributions disproportionately from the Federal Employment Agency’s Establishment File. Survey weights support inference to this population. The panel combines a core questionnaire on employment, business development, industrial relations, and vocational training with ad hoc modules on current topics. We also describe recent methodological developments, including the transition from paper-based interviewing to computer-assisted and partly self-administered modes and associated response patterns. The survey can be linked to administrative employee data (LIAB) and complementary employer–employee surveys (LPP), enabling matchedanalyses. Researchers can access the data via the Research Data Centre of the German Federal Employment Agency." (Author's abstract, IAB-Doku, © Springer) ((en))

    Beteiligte aus dem IAB

    Bellmann, Lisa ; Kohaut, Susanne; Grunau, Philipp ; Oberfichtner, Michael ; Möller, Iris ;
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  • Literaturhinweis

    Collective Bargaining in Germany: Trends and Challenges (2026)

    Bellmann, Lutz ; Dustmann, Christian ; Fitzenberger, Bernd ;

    Zitatform

    Bellmann, Lutz, Christian Dustmann & Bernd Fitzenberger (2026): Collective Bargaining in Germany: Trends and Challenges. (RF Berlin - CReAM Discussion Paper Series 2026,171), Berlin, 49 S.

    Abstract

    "Dieser Beitrag untersucht die Entwicklung, institutionelle Ausgestaltung und gegenwärtigen Herausforderungen von Tarifverhandlungen in Deutschland. Tarifverhandlungen wirken Arbeitsmarktunvollkommenheiten entgegen, verteilen Produktivitätsgewinne und gestalten Arbeitsbedingungen. Das deutsche System beruht vor allem auf Branchentarifverträgen, ergänzt durch Firmentarifverträge und die freiwillige Tariforientierung formal nicht tarifgebundener Betriebe an den Ergebnissen von Branchentarifverhandlungen. Historisch haben Tarifverhandlungen kooperative Arbeitsbeziehungen gefördert und zugleich in wirtschaftlichen Abschwüngen Flexibilität ermöglicht. Wir beschreiben die langfristigen Rückgänge der Mitgliedschaft in Gewerkschaften und der Tarifbindung, die durch die Tariforientierung teilweise abgefedert werden. Zudem ist die Tarifbindung unter Niedriglohnbeschäftigten geringer. Abschließend erörtern wir die Zukunft des Systems von Tarifverhandlungen und der deutschen Tarifinstitutionen vor dem Hintergrund der wirtschaftlichen Transformationsprozesse und der wachsenden Bedeutung des gesetzlichen Mindestlohns und unternehmen einen Vergleich zwischen Deutschland und den USA." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Bellmann, Lutz ; Dustmann, Christian ; Fitzenberger, Bernd ;
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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

    Transparency upon request: the right to pay information and the gender pay gap (2026)

    Brütt, Katharina; Yuan, Huaiping;

    Zitatform

    Brütt, Katharina & Huaiping Yuan (2026): Transparency upon request: the right to pay information and the gender pay gap. In: Economica, S. 1-37. DOI:10.1111/ecca.70051

    Abstract

    "Pay transparency measures are widely adopted policy instruments to decrease the gender pay gap. This paper studies a policy that grants access to wage information only upon request, analysing a German pay transparency law that grants workers the right to request information about the earnings of colleagues in comparable positions. Using large-scale administrative data and exploiting variation in exposure to the policy due to an exogenous cut-off in firm size, we investigate the causal impact of this pay transparency policy. Wages and the gender wage gap in treated firms were unaffected. The right to request wage information alone, that is, the endogenous access to wage information, is not an effective policy tool. These findings are robust, with no detectable effects in firms where pay transparency may be particularly powerful." (Author's abstract, IAB-Doku) ((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

    Family-Friendly Workplace Policies (2026)

    Costas-Fernández, Julián ; Findeisen, Sebastian ; Raute, Anna; Schönberg, Uta;

    Zitatform

    Costas-Fernández, Julián, Sebastian Findeisen, Anna Raute & Uta Schönberg (2026): Family-Friendly Workplace Policies. (RF Berlin - CReAM Discussion Paper Series 2026,141), Berlin, 67 S.

    Abstract

    "This paper examines firms' incentives to provide workplace amenities, focusing on employer-provided childcare, and the implications for gender inequality. Using rich matched employer-employee data linked to a comprehensive firm survey in Germany, we document substantial and persistent effects of employer-provided childcare on mothers' labor market trajectories. Firms that offer childcare experience higher retention rates and notably shorter career interruptions among first-time mothers, especially those with high pre-birth wages, resulting in meaningful reductions in child penalties of 4.7 percentage points for high-wage mothers. The adoption of firm provided childcare is also associated with stronger employment growth -particularly among mothers and female talent in high-wage occupations-without systematic adverse wage effects for women or mothers. Our findings align with models of imperfect competition, indicating that firms with greater monopsony power have stronger incentives to provide valuable workplace amenities. While firm-provided childcare plays a critical role in reducing gender gaps within firms, our findings also show that access to these benefits is uneven, widening disparities among women and mothers across firms." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Schönberg, Uta;
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  • Literaturhinweis

    Beyond Exposure: Predicting AI Adoption Based on Comparative Advantage (2026)

    Lindenlaub, Ilse; Rodriguez, Maria Alejandra; Oh, Ryungha; Veldkamp, Laura;

    Zitatform

    Lindenlaub, Ilse, Ryungha Oh, Maria Alejandra Rodriguez & Laura Veldkamp (2026): Beyond Exposure: Predicting AI Adoption Based on Comparative Advantage. (NBER working paper / National Bureau of Economic Research 35271), Cambridge, Mass, 70 S.

    Abstract

    "We document and explain the gap between measures of AI exposure and measures of AI adoption in the workplace. This leads us to propose a new AI adoption index based on comparative advantage. Using the representative German DiWaBe employee survey linked to worker and establishment information, we compare worker-reported AI use to prominent exposure measures and find that the relationship is weak. Motivated by this gap, we develop a framework in which adoption depends not only on technical feasibility (i.e., AI's absolute advantage measured by exposure) but on profitability (i.e., AI's comparative (dis)advantage relative to a specific worker), balancing AI productivity against AI user costs and worker productivity against wages. We operationalize this framework at the task level by (i) estimating worker productivity relative to pay, (ii) mapping exposure indices into AI productivity, and (iii) inferring task-specific AI user costs from revealed-preference adoption. The resulting occupation-level index accounts for almost 60% of cross-occupation variation in observed AI adoption, compared to 14% for an exposure-only model. The two approaches diverge substantially for approximately 30% of workers, highlighting that comparative advantage—not exposure alone—is crucial for assessing AI's labor-market impact." (Author's abstract, IAB-Doku) ((en))

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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

    Do works councils and collective agreements narrow Immigrant–native wage gaps for disadvantaged immigrant groups? Novel evidence from German-linked employer–employee data (2026)

    Zimmermann, Florian ; Fong, Eric ; Wolbring, Tobias ;

    Zitatform

    Zimmermann, Florian, Tobias Wolbring & Eric Fong (2026): Do works councils and collective agreements narrow Immigrant–native wage gaps for disadvantaged immigrant groups? Novel evidence from German-linked employer–employee data. In: Socio-economic review, Jg. 24, H. 1, S. 75-99., 2025-07-07. DOI:10.1093/ser/mwaf046

    Abstract

    "Recently, workers’ bargaining power has been declining worldwide, and immigrant-native wage inequalities have been widening. In this context, cross-sectional studies show narrower immigrant–native wage gaps in firms with works councils or collective agreements. Yet, it remains unclear whether this correlation is causal. Leveraging German longitudinal linked employer–employee data covering 542 firms and 878,403 employee observations, we investigate whether collective agreements and works councils narrow within-firm immigrant–native wage gaps especially for disadvantaged immigrant groups, that is, immigrants from non-Western countries. Using firm-fixed effects with double-demeaned interaction effects, we find no evidence that works councils narrow immigrant–native wage gaps. However, collective agreements narrow immigrant–native wage gaps for immigrants from non-Western countries by 62.0 per cent but do not affect immigrants from Western countries. Overall, our results indicate that immigrant–native wage inequalities for disadvantaged immigrant groups in Germany would not have widened by 23.6 per cent if collective agreements remained as prevalent as in 1996." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))

    Beteiligte aus dem IAB

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

    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

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

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

    Ähnliche Treffer

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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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