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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

    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

    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

    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

    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, S. 1-27. 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

    Estimating the gains from trade in frictional local labor markets (2025)

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

    Zitatform

    Pupato, Germán, Ben Sand & Jeanne Tschopp (2025): Estimating the gains from trade in frictional local labor markets. In: The Scandinavian Journal of Economics, S. 1-49. 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 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

    The Effects of Expanding Higher Education on Wages and Establishments’ Labor Demand (2025)

    Schuss, Eric ;

    Zitatform

    Schuss, Eric (2025): 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

    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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  • Literaturhinweis

    Do works councils and collective agreements narrow Immigrant–native wage gaps for disadvantaged immigrant groups? Novel evidence from German-linked employer–employee data (2025)

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

    Zitatform

    Zimmermann, Florian, Tobias Wolbring & Eric Fong (2025): 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, S. 1-26. 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

    Minority representation at work (2024)

    Breuer, Matthias; Le, Anthony; Cai, Wei; Vetter, Felix;

    Zitatform

    Breuer, Matthias, Wei Cai, Anthony Le & Felix Vetter (2024): Minority representation at work. (New working paper series / Chicago Booth, Stigler Center for the Study of the Economy and the State 343), Chicago, IL, 78 S., Appendix.

    Abstract

    "Recent proposals for a more inclusive capitalism call for labor and minority representation in corporate governance. We examine the joint promise of labor and minority representation in the context of German works councils. The councils are a powerful form of labor representation that grants elected delegates of shop-floor workers codetermination rights (e.g., over work conditions). Since 2001, a quota ensures that elected delegates include delegates of the minority gender in the workforce. Using detailed survey and administrative data, we find that required minority representation helps the representation of the minority gender on works councils, elevates the effort of works councils, and boosts job satisfaction and well-being of workers, irrespective of their gender. At the establishment level, we find that required minority representation reduces worker turnover and increases investment and productivity. Our findings suggest that laws ensuring labor and minority representation in corporate governance can work (i.e., benefit workers without necessarily hurting employers). The seemingly beneficial impact of the laws suggests that frictions hamper the representation of minorities and cooperation among workers and employers." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Worker Representatives (2024)

    Budde, Julian; Dohmen, Thomas ; Jäger, Simon; Trenkle, Simon ;

    Zitatform

    Budde, Julian, Thomas Dohmen, Simon Jäger & Simon Trenkle (2024): Worker Representatives. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17152), Bonn, 78 S.

    Abstract

    "We study the descriptive and substantive representation of workers through worker representatives, focusing on the selection of German works council representatives and their impact on worker outcomes. Becoming a professional representative leads to substantial wage gains for the elected, concentrated among blue-collar workers. Representatives are positively selected in terms of pre-election earnings and person fixed effects. They are more likely to have undergone vocational training, show greater interest in politics, and lean left politically compared to the employees they represent; blue-collar workers are close to proportionally represented among works councilors. Drawing on a retirement-IV strategy and event-study designs around council elections, we find that blue-collar representatives reduce involuntary separations, consistent with blue-collar workers placing stronger emphasis on job security." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Trenkle, Simon ;
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  • Literaturhinweis

    Worker Representatives (2024)

    Budde, Julian; Jäger, Simon; Dohmen, Thomas ; Trenkle, Simon ;

    Zitatform

    Budde, Julian, Thomas Dohmen, Simon Jäger & Simon Trenkle (2024): Worker Representatives. (NBER working paper / National Bureau of Economic Research 32740), Cambridge, Mass, 78 S.

    Abstract

    "We study the descriptive and substantive representation of workers through worker representatives, focusing on the selection of German works council representatives and their impact on worker outcomes. Becoming a professional representative leads to substantial wage gains for the elected, concentrated among blue-collar workers. Representatives are positively selected in terms of pre-election earnings and person fixed effects. They are more likely to have undergone vocational training, show greater interest in politics, and lean left politically compared to the employees they represent; blue-collar workers are close to proportionally represented among works councilors. Drawing on a retirement-IV strategy and event-study designs around council elections, we find that blue-collar representatives reduce involuntary separations, consistent with blue-collar workers placing stronger emphasis on job security." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Trenkle, Simon ;
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  • Literaturhinweis

    Outside Options in the Labour Market (2024)

    Caldwell, Sydnee; Danieli, Oren;

    Zitatform

    Caldwell, Sydnee & Oren Danieli (2024): Outside Options in the Labour Market. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3286-3315. DOI:10.1093/restud/rdae006

    Abstract

    "This paper develops a method to estimate workers’ outside employment opportunities. We outline a matching model with two-sided heterogeneity, from which we derive a sufficient statistic, the “outside options index” (OOI), for the effect of outside options on earnings, holding worker productivity constant. The OOI uses the cross-sectional concentration of similar workers across job types to quantify workers’ outside options as a function of workers’ commuting costs, preferences, and skills. Using German micro-data, we find that differences in options explain 20% of the gender earnings gap, and that gender gaps in options are mostly due to differences in the implicit costs of commuting and moving." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Offshoring and job polarisation between firms (2024)

    Egger, Hartmut ; Kreickemeier, Udo ; Moser, Christoph; Wrona, Jens;

    Zitatform

    Egger, Hartmut, Udo Kreickemeier, Christoph Moser & Jens Wrona (2024): Offshoring and job polarisation between firms. In: Journal of International Economics, Jg. 148. DOI:10.1016/j.jinteco.2024.103892

    Abstract

    "Using linked employer–employee data for Germany, we provide evidence for job polarisation between firms and identify offshoring as an important determinant of these employment changes. To accommodate these findings, we set up a model in which offshoring to a low-wage country can lead to job polarization in the high-wage country due to a reallocation of labor across firms that differ in productivity and pay wages that are positively linked to their profits. Offshoring is chosen only by the most productive firms, and only for those tasks with the lowest variable offshoring costs. A reduction in those variable costs increases offshoring at the intensive and at the extensive margin. Well in line with our evidence, this causes domestic employment shifts from the newly offshoring firms in the middle of the productivity distribution to firms at the tails of this distribution, paying either very low or very high wages." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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  • Literaturhinweis

    Wage Rigidity and Employment Outcomes: Evidence from Administrative Data (2024)

    Ehrlich, Gabriel ; Montes, Joshua;

    Zitatform

    Ehrlich, Gabriel & Joshua Montes (2024): Wage Rigidity and Employment Outcomes: Evidence from Administrative Data. In: American Economic Journal. Macroeconomics, Jg. 16, H. 1, S. 147-206. DOI:10.1257/mac.20200125

    Abstract

    "This paper examines the relationship between downward nominal wage rigidity and employment outcomes using linked employer-employee data. Wage rigidity prevents 27.1 percent of counterfactual wage cuts, with a standard deviation of 19.2 percent across establishments. An establishment with the sample-average level of wage rigidity is predicted to have a 3.3 percentage point higher layoff rate, a 7.4 percentage point lower quit rate, and a 2.0 percentage point lower hire rate. Estimating a structural model by indirect inference implies that the cost of a nominal wage cut is 33 percent of an average worker’s annual compensation. (JEL E24, J23, J31, J63, M51)" (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort (2024)

    Holzner, Christian ; Watanabe, Makoto ;

    Zitatform

    Holzner, Christian & Makoto Watanabe (2024): New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort. (CESifo working paper), München, 46 S.

    Abstract

    "The Public Employment Agency (PEA) helps unemployed to find work and mediates PEAregistered job vacancies to job seekers via vacancy referrals. Using the spatial and temporal variation resulting from the regional roll-out of the Hartz 3 reform we are able to show that Hartz 3, which changed the counseling process of unemployed, decreased the fraction of unemployed that received vacancy referrals, increased the job-finding probability of unemployed without vacancy referrals, left the job-finding probability of unemployed with vacancy referrals unaffected, and increased average wages of newly hired, previously unemployed. Since the existing literature is not able to explain this set of findings, we develop a simple theoretical directed search model, which does. It does so by considering the interaction between the private market and the intermediation provided by the PEA." (Author's abstract, IAB-Doku) ((en))

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