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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

    The hiring of older workers: evidence from Germany (2025)

    Busch, Fabian; Ochsen, Carsten ; Fenge, Robert;

    Zitatform

    Busch, Fabian, Robert Fenge & Carsten Ochsen (2025): The hiring of older workers: evidence from Germany. In: Empirical economics, Jg. 68, H. 1, S. 139-163. DOI:10.1007/s00181-024-02637-5

    Abstract

    "This article analyzes how hiring older workers adjusts to demographic change in the labor force by using information from more than 500,000 firms in Germany. We find robust evidence that firms faced with an ageing labor market hire relatively more older workers. However, the pace of this adjustment is relatively slow, particularly when ageing happens outside the firm. The tendency to employ older people is more considerable in East Germany, where the demographic change moves forward faster. Furthermore, part-time working models support hiring older workers, but this effect becomes less important in larger firms and East Germany. Finally, while partial retirement regulations enhance flexibility within the firm, they, unfortunately, diminish the employment opportunities for older external job seekers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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  • Literaturhinweis

    Bargaining and Inequality in the Labor Market (2025)

    Caldwell, Sydnee; Heining, Jörg; Hägele, Ingrid;

    Zitatform

    Caldwell, Sydnee, Ingrid Hägele & Jörg Heining (2025): Bargaining and Inequality in the Labor Market. (IAB-Discussion Paper 02/2025), Nürnberg, 155 S. DOI:10.48720/IAB.DP.2502

    Abstract

    "Unter Verwendung von neuartigen Daten aus einer Unternehmens‑ und einer Beschäftigtenbefragung, die mit administrativen Employer‑Employee‑Daten verknüpft wurden, wird in diesem Papier die Verbreitung und Bedeutung von individuellen Lohnverhandlungen bei der Lohnfestsetzung untersucht. Es wird gezeigt, dass einfache Fragen ausreichend sind, um die Lohnverhandlungsstrategien von Unternehmen genau ermitteln. Anhand der ermittelten Strategien für 772 deutsche Unternehmen dokumentieren wir, dass die Mehrheit der Unternehmen bereit ist, individuelle Lohnverhandlungen zu führen. Arbeitsmarktfaktoren sagen die Strategien der Unternehmen besser voraus als Unternehmensmerkmale. Weiter zeigen die Befragungsergebnisse von fast 10.000 Vollzeitbeschäftigten, dass die meisten Interaktionen zwischen Arbeitnehmer und Unternehmen damit beginnen, dass der Arbeitnehmer seine Gehaltsvorstellungen äußert. Die meisten Interaktionen enden damit, dass der Arbeitnehmer das Angebot ablehnt und im bestehenden Unternehmen bleibt. Das Verhandlungsverhalten der Arbeitnehmer ist sehr heterogen, was sich in Lohnungleichheit innerhalb des Unternehmens niederschlägt. Unternehmen, die die Löhne durch individuelle Verhandlungen festlegen, weisen einen um drei Prozentpunkte höheren geschlechtsspezifischen Lohnunterschied auf." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Heining, Jörg; Hägele, Ingrid;
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  • Literaturhinweis

    Interaction of Public and Private Employment: Evidence from a German Government Move (2025)

    Faggio, Giulia ; Schlüter, Teresa ; Vom Berge, Philipp ;

    Zitatform

    Faggio, Giulia, Teresa Schlüter & Philipp Vom Berge (2025): Interaction of Public and Private Employment: Evidence from a German Government Move. In: Regional Science and Urban Economics, Jg. 111, H. March, 2025-01-03. DOI:10.1016/j.regsciurbeco.2025.104084

    Abstract

    "We use the German government move from Bonn to Berlin in 1999 to explore the interaction between public and private sector employment within a local labor market. Our findings show a positive effect of public sector expansion on private sector employment, with a local multiplier of 1.32–1.35, mainly driven by the service sector. The policy impact is highly localized, strongest within 300 m of a relocation site, and evident one year after the relocation. Three quarters of new private sector jobs were created by establishments that did not exist before 1998. These newly created jobs disproportionally employ women, younger workers, individuals in managerial and professional roles, and those with lower levels of education." (Author's abstract, IAB-Doku, © Elsevier) ((en))

    Beteiligte aus dem IAB

    Vom Berge, Philipp ;
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  • Literaturhinweis

    Regionale Unterschiede im Gender Pay Gap in Deutschland 2023 (2025)

    Fuchs, Michaela ; Weyh, Antje; Rossen, Anja ; Wydra-Somaggio, Gabriele ;

    Zitatform

    Fuchs, Michaela, Anja Rossen, Antje Weyh & Gabriele Wydra-Somaggio (2025): Regionale Unterschiede im Gender Pay Gap in Deutschland 2023. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 16 S.

    Abstract

    "Die vorliegenden Auswertungen beinhalten Angaben zum Tagesentgelt sozialversicherungspflichtig vollzeitbeschäftigter Frauen und Männer sowie zum unbereinigten und bereinigten Gender Pay Gap in den Bundesländern und Kreisen Deutschlands für das Jahr 2023. Nähere Erläuterungen zu den Einflussfaktoren auf die unterschiedlichen regionalen Gender Pay Gaps finden sich im IAB-Forumsbeitrag von Fuchs, Weyh und Wydra-Somaggio (2025). Wir nutzen Daten der Beschäftigtenhistorik (BeH) des IAB. Die BeH enthält u. a. Angaben zum täglichen Bruttoarbeitsentgelt aller sozialversicherungspflichtig Beschäftigten. Das Bruttoentgelt enthält auch Sonderzahlungen, wie beispielsweise Weihnachts- oder Urlaubsgeld, bezahlte Überstunden oder Nacht- und Feiertagszuschläge. Als regionalen Lohn verwenden wir den Durchschnitt des nominalen Bruttotagesentgelts aller sozialversicherungspflichtig vollzeitbeschäftigten Frauen und Männer (ohne Auszubildende) mit Arbeitsort in dem betrachteten Kreis zum Stichtag 30.06.2023. Die Angaben aus der BeH ergänzen wir mit Informationen aus den Integrierten Erwerbsbiographien (IEB). Hierdurch wird die Erwerbsbiographie der einzelnen Personen berücksichtigt und gewährleistet, dass auch Zeiten der Nichtbeschäftigung Berücksichtigung finden. Betriebliche Merkmale ergänzen wir aus dem Betriebs-Historik-Panel (BHP). Für die Analyse der Lohnlücke zwischen Frauen und Männern greifen wir auf die klassische Oaxaca-Blinder-Zerlegungsmethode (Oaxaca 1973 und Blinder 1973) zurück. Hierbei werden für die Kreise zunächst getrennte Schätzungen der logarithmierten Löhne für Frauen und für Männer durchgeführt, um die geschlechtsspezifischen Einflüsse der berücksichtigten individuellen und betriebsspezifischen Bestimmungsfaktoren zu quantifizieren. Individuelle Merkmale der Beschäftigten umfassen Alter, Nationalität, Qualifikation, Beruf und die Dauer einer möglichen Erwerbsunterbrechung (siehe Fuchs u. a. 2019a). Wir berücksichtigen zudem, ob die Person einen befristeten Arbeitsvertrag oder eine Führungsposition innehat. Da die Arbeitskräftemobilität zwischen den Kreisen teilweise sehr groß ist, kontrollieren wir außerdem für Pendeln zum Arbeitsort sowie dafür, wie lange eine Person schon an ihrem aktuellen Arbeitsort tätig ist. Zu den berücksichtigten Merkmalen der Betriebe, in denen die Beschäftigten arbeiten, zählen die Betriebsgröße, die Qualifikationsstruktur im Betrieb und die mittlere Lohnhöhe wie auch die Lohnspreizung im Betrieb (Fuchs u. a. 2019b). Aufgrund der starken Korrelation zwischen der Berufs- und Branchenvariable verwenden wir in den Modellen nur den Beruf, den eine Person ausübt." (Textauszug, IAB-Doku)

    Beteiligte aus dem IAB

    Fuchs, Michaela ; Weyh, Antje; Rossen, Anja ; Wydra-Somaggio, Gabriele ;
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  • Literaturhinweis

    Adjusters and Casualties: The Anatomy of Labor Market Displacement (2025)

    Hanushek, Eric A. ; Light, Jacob D.; Janssen, Simon; Simon, Lisa;

    Zitatform

    Hanushek, Eric A., Simon Janssen, Jacob D. Light & Lisa Simon (2025): Adjusters and Casualties: The Anatomy of Labor Market Displacement. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17889), Bonn, 54 S.

    Abstract

    "We analyze the full distribution of displaced workers' earnings losses using a new method that combines matching and synthetic control group approaches at the individual level. We find that the distribution of earnings losses is highly skewed. Average losses, as estimated by conventional event studies, are driven by a small number of workers who suffer catastrophic losses, while most recover quickly. Observable worker characteristics explain only a small fraction of the variance in earnings losses. Instead, we find substantial heterogeneity in earnings losses even among workers displaced by the same firm who have identical observed characteristics such as education, age, and gender. Workers with minimal earnings losses adjust quickly by switching industries, occupations, and especially regions, while comparable workers with catastrophic losses adjust slowly, even though they are forced to make comparable numbers of switches in the long run." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Janssen, Simon;
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  • Literaturhinweis

    The employment statistics of severely disabled people: description and research potential (2025)

    Hiesinger, Karolin ; Vetter, Franka ; Pohlan, Laura ;

    Zitatform

    Hiesinger, Karolin, Laura Pohlan & Franka Vetter (2025): The employment statistics of severely disabled people: description and research potential. In: Journal for labour market research, Jg. 59, H. 1, 2025-02-20. DOI:10.1186/s12651-025-00395-0

    Abstract

    "This article presents a description of the employment statistics of severely disabled people (BsbM) a unique administrative firm database of the German Federal Employment Agency. The data is collected as part of the process of administrating firm compliance with the disabled worker quota. This article examines the development of firms’ compliance with the disability quota over time and identifies factors associated with a higher likelihood of compliance. It also highlights the research opportunities offered by the dataset and its potential for further refinement." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Hiesinger, Karolin ; Vetter, Franka ; Pohlan, Laura ;
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  • Literaturhinweis

    Wie Roboter die betriebliche Beschäftigungsstruktur verändern (2025)

    Müller, Steffen ; Plümpe, Verena;

    Zitatform

    Müller, Steffen & Verena Plümpe (2025): Wie Roboter die betriebliche Beschäftigungsstruktur verändern. In: Wirtschaft im Wandel, Jg. 31, H. 1, S. 10-13. DOI:10.18717/wwfyns-ep75

    Abstract

    "Der Einsatz von Robotern verändert die Arbeitswelt grundlegend – doch welche spezifischen Effekte hat dies auf die Beschäftigungsstruktur? Unsere Analyse untersucht die Folgen des Robotereinsatzes anhand neuartiger Mikrodaten aus deutschen Industriebetrieben. Diese Daten verknüpfen Informationen zum Robotereinsatz mit Sozialversicherungsdaten und detaillierten Angaben zu Arbeitsaufgaben. Auf Basis eines theoretischen Modells leiten wir insbesondere positive Beschäftigungseffekte für Berufe mit wenig repetitiven, programmierbaren Aufgaben ab, sowie für jüngere Arbeitskräfte, weil diese sich besser an technologische Veränderungen anpassen können. Die empirische, mikroökonomische Analyse des Robotereinsatzes auf Betriebsebene bestätigt diese Vorhersagen: Die Beschäftigung steigt für Techniker, Ingenieure und Manager und junge Beschäftigte, während sie bei geringqualifizierten Routineberufen sowie bei Älteren stagniert. Zudem steigt die Fluktuation bei geringqualifizierten Arbeitskräften signifikant an. Unsere Ergebnisse verdeutlichen, dass der Verdrängungseffekt von Robotern berufsabhängig ist, während junge Arbeitskräfte neue Tätigkeiten übernehmen." (Autorenreferat, IAB-Doku)

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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

    Who perceives lower wages for women to be fair? How perceptions of the fairness of men’s and women’s wages vary by firm and workplace characteristics (2025)

    Strauss, Susanne ; Brüggemann, Ole ; Lang, Julia ;

    Zitatform

    Strauss, Susanne, Ole Brüggemann & Julia Lang (2025): Who perceives lower wages for women to be fair? How perceptions of the fairness of men’s and women’s wages vary by firm and workplace characteristics. In: European Sociological Review. DOI:10.1093/esr/jcaf013

    Abstract

    "Previous research has shown that gender pay gaps are perceived as fair or justified, not only by men but also by women. In this paper we contribute to the discussion of a biased evaluation of fair wages and assess whether the organizational context has an impact on fairness perceptions. We use unique data from a vignette study that was part of a representative online survey of 5,556 employees in 532 larger firms (> 100 employees) in Germany which are merged to administrative data. This allows us to consider different contextual factors at both the workgroup level and the firm level. In contrast to older studies we find that women tend to evaluate wages of female workers as unfairly too low. Moreover, the perception of (un)fair wages depends on the organizational context. Female supervisors and collective bargaining agreements in firms increase the likelihood that female employees evaluate other women’s wages as unfairly low. When employees talk about their wages with their colleagues, they are more likely to judge the wages of co-workers as unfairly low." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Lang, Julia ;
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  • Literaturhinweis

    Immigration, monopsony and the distribution of firm pay (2024)

    Amior, Michael; Stuhler, Jan ;

    Zitatform

    Amior, Michael & Jan Stuhler (2024): Immigration, monopsony and the distribution of firm pay. (CEP discussion paper / Centre for Economic Performance 1971), London, 89 S.

    Abstract

    "We argue that the arrival of immigrants with low reservation wages can strengthen the monopsony power of firms. Firms can exploit "cheap" migrant labor by offering lower wages, though at the cost of forgoing potential native hires who demand higher wages. This monopsonistic trade-off can lead to large negative effects on native employment, which exceed those in competitive models, and which are concentrated among low-paying firms. To validate these predictions, we study changes in wage premia and employment across the firm pay distribution, during a large immigration wave in Germany. These adverse effects are not inevitable and may be ameliorated through policies which constrain firms' monopsony power over migrants." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Do public bank guarantees affect labor market outcomes? Evidence from individual employment and wages (2024)

    Baessler, Laura; Gebhardt, Georg; Gropp, Reint; Taskin, Ahmet Ali ; Güttler, Andre;

    Zitatform

    Baessler, Laura, Georg Gebhardt, Reint Gropp, Andre Güttler & Ahmet Ali Taskin (2024): Do public bank guarantees affect labor market outcomes? Evidence from individual employment and wages. (IWH-Diskussionspapiere / Leibniz-Institut für Wirtschaftsforschung Halle 2024,07), Halle, 43 S.

    Abstract

    "We investigate whether employees in Germany benefit from public bank guarantees in terms of employment probability and wages. To that end, we exploit the removal of public bank guarantees in Germany in 2001 as a quasi-natural experiment. Our results show that bank guarantees lead to higher employment, but lower wage prospects for employees after working in affected establishments. Overall the results suggest that employees do not benefit from bank guarantees." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Taskin, Ahmet Ali ;
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  • Literaturhinweis

    The labour market costs of job displacement by migrant status (2024)

    Balgová, Mária ; Illing, Hannah;

    Zitatform

    Balgová, Mária & Hannah Illing (2024): The labour market costs of job displacement by migrant status. (Staff working paper / Bank of England 1099), London, 62 S.

    Abstract

    "This paper examines the differential impact of job displacement on migrants and natives. Using administrative data for Germany from 1997–2016, we identify mass layoffs and estimate the trajectory of earnings and employment of observationally similar migrants and natives displaced from the same establishment. Despite similar pre-layoff careers, migrants lose an additional 9% of their earnings in the first five years after displacement. This gap arises from both lower re-employment probabilities and post-layoff wages and is not driven by selective return migration. Key mechanisms include sorting into lower-quality firms and depending on lower-quality coworker networks during job search." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Illing, Hannah;
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  • Literaturhinweis

    The Devil is in the Details: Heterogeneous Effects of the German Minimum Wage on Working Hours and Minijobs (2024)

    Bossler, Mario ; Schank, Thorsten ; Liang, Ying ;

    Zitatform

    Bossler, Mario, Ying Liang & Thorsten Schank (2024): The Devil is in the Details: Heterogeneous Effects of the German Minimum Wage on Working Hours and Minijobs. (arXiv papers 2403.17206), 79 S. DOI:10.48550/arXiv.2403.17206

    Abstract

    "In 2015, Germany introduced a national minimum wage. While the literature agrees on at most limited negative effects on the overall employment level, we go into detail and analyze the impact on the working hours dimension and on the subset of minijobs. Using data from the German Structure of Earnings Survey in 2010, 2014, and 2018, we find empirical evidence that the minimum wage significantly reduces inequality in hourly and monthly wages. While various theoretical mechanisms suggest a reduction in working hours, these remain unchanged on average. However, minijobbers experience a notable reduction in working hours which can be linked to the specific institutional framework. Regarding employment, the results show no effects for regular jobs, but there is a noteworthy decline in minijobs, driven by transitions to regular employment and non-employment. The transitions in non-employment imply a wage elasticity of employment of $-0.1$ for minijobs. Our findings highlight that the institutional setting leads to heterogeneous effects of the minimum wage." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Bossler, Mario ;
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  • Literaturhinweis

    Die Bedeutung der beruflichen Weiterbildung für die Arbeitsmarktintegration von Geflüchteten (2024)

    Bredtmann, Julia ; Höckel, Lisa Sofie;

    Zitatform

    Bredtmann, Julia & Lisa Sofie Höckel (2024): Die Bedeutung der beruflichen Weiterbildung für die Arbeitsmarktintegration von Geflüchteten. In: Perspektiven der Wirtschaftspolitik, Jg. 25, H. 3-4, S. 258-272. DOI:10.1515/pwp-2023-0048

    Abstract

    "In der bestehenden Literatur werden langfristig positive Effekte von Maßnahmen der beruflichen Weiterbildung auf verschiedene Arbeitsmarktindikatoren beschrieben. Unklar ist bislang jedoch, inwiefern die Förderung der beruflichen Weiterbildung zur Arbeitsmarktintegration von Geflüchteten beitragen kann. Julia Bredtmann und Lisa Sofie Höckel untersuchen daher anhand der Sondersituation der Fluchtmigration seit 2015 mit Hilfe administrativer Daten und einer Propensity-Score-Methode die kurz- und mittelfristigen Effekte von Weiterbildungsmaßnahmen auf die Arbeitsmarktintegration von Geflüchteten. Es zeigt sich, dass sich die Teilnahme an einer Weiterbildungsmaßnahme positiv auf die Beschäftigungswahrscheinlichkeit und die Höhe des erzielten Lohns auswirkt. Dabei variieren die Effekte für verschiedene Personengruppen, beispielsweise in Bezug auf das Geschlecht sowie das Alter der Geflüchteten." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Short-Time Work Extensions (2024)

    Brinkmann, Christina; Wolter, Stefanie; Jäger, Simon; Kuhn, Moritz ; Saidi, Farzad;

    Zitatform

    Brinkmann, Christina, Simon Jäger, Moritz Kuhn, Farzad Saidi & Stefanie Wolter (2024): Short-Time Work Extensions. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17421), Bonn, 104 S.

    Abstract

    "Governments use short-time work (STW) schemes to subsidize job preservation during crises. We study the take-up of STW and its effects on worker outcomes and firm behavior using German administrative data from 2009 to 2021. Establishments utilizing STW tend to have higher wages, be larger, and have falling employment even before STW take-up. More adverse selection occurred during the COVID-19 pandemic. Within firms, STW is targeted towards workers likely to stay even in the absence of STW. To study the effects of STW, we examine two dimensions of policy variation: STW eligibility and extensions of potential benefit duration (PBD). Workers above retirement age, ineligible for STW, have identical employment trajectories compared to their slightly younger, eligible peers when their establishment takes up STW. A 2012 reform doubling PBD from 6 to 12 months did not secure employment at treated firms 12 months after take-up, with minimal heterogeneity across worker characteristics. However, treated and control firms experienced substantial and persistent differences in their wage trajectories, with control firms without extensions lowering wages compared to treated firms. Across cells, larger wage effects corresponded with smaller employment effects, consistent with downward wage flexibility preventing layoffs and substituting for the employment protection effects of STW. Our research designs reveal that STW extensions in Germany did not significantly improve short- or long-term employment outcomes." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Wolter, Stefanie;
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  • Literaturhinweis

    Short-Time Work Extensions (2024)

    Brinkmann, Christina; Jäger, Simon; Kuhn, Moritz ; Wolter, Stefanie; Saidi, Farzad;

    Zitatform

    Brinkmann, Christina, Simon Jäger, Moritz Kuhn, Farzad Saidi & Stefanie Wolter (2024): Short-Time Work Extensions. (ECONtribute discussion paper 340), Köln ; Bonn, 60 S., Appendix.

    Abstract

    "Governments use short-time work (STW) schemes to subsidize job preservation during crises. We study the take-up of STW and its effects on worker outcomes and firm behavior using German administrative data from 2009 to 2021. Establishments utilizing STW tend to have higher wages, be larger, and have falling employment even before STW take-up. More adverse selection occurred during the COVID-19 pandemic. Within firms, STW is targeted towards workers likely to stay even in the absence of STW. To study the effects of STW, we examine two dimensions of policy variation: STW eligibility and extensions of potential benefit duration (PBD). Workers above retirement age, ineligible for STW, have identical employment trajectories compared to their slightly younger, eligible peers when their establishment takes up STW. A 2012 reform doubling PBD from 6 to 12 months did not secure employment at treated firms 12 months after take-up, with minimal heterogeneity across worker characteristics. However, treated and control firms experienced substantial and persistent differences in their wage trajectories, with control firms without extensions lowering wages compared to treated firms. Across cells, larger wage effects corresponded with smaller employment effects, consistent with downward wage flexibility preventing layoffs and substituting for the employment protection effects of STW. Our research designs reveal that STW extensions in Germany did not significantly improve short- or long-term employment outcomes." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Wolter, Stefanie;
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  • Literaturhinweis

    Economic Shocks and Worker Careers: Has the COVID-19 Pandemic Affected Transitions Out of Unemployment? (2024)

    Buhmann, Mara; Roth, Duncan ; Pohlan, Laura ;

    Zitatform

    Buhmann, Mara, Laura Pohlan & Duncan Roth (2024): Economic Shocks and Worker Careers: Has the COVID-19 Pandemic Affected Transitions Out of Unemployment? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17268), Bonn, 43 S.

    Abstract

    "Temporary economic shocks can have enduring effects on individuals and their career trajectories. This paper investigates the labour market effects of the Covid-19 pandemic on newly unemployed individuals, the underlying mechanisms as well as occupation-specific effect heterogeneity. The results indicate long-lasting earnings losses due to the pandemic, which can be explained by a decline in employment in the short run and a decline in wages in the longer run. We further find that the lower the lockdown work ability of a worker’s previous occupation, the greater the adverse effects of the pandemic." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Buhmann, Mara; Roth, Duncan ; Pohlan, Laura ;
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  • Literaturhinweis

    Robots, occupations, and worker age: A production-unit analysis of employment (2024)

    Deng, Liuchun ; Müller, Steffen ; Stegmaier, Jens ; Plümpe, Verena;

    Zitatform

    Deng, Liuchun, Steffen Müller, Verena Plümpe & Jens Stegmaier (2024): Robots, occupations, and worker age: A production-unit analysis of employment. In: European Economic Review, Jg. 170, 2024-10-10. DOI:10.1016/j.euroecorev.2024.104881

    Abstract

    "We analyze the impact of robot adoption on employment composition using novel micro data on robot use of German manufacturing plants linked with social security records and data on job tasks. Our task-based model predicts more favorable employment effects for the least routine-task intensive occupations and for young workers, the latter being better at adapting to change. An event-study analysis for robot adoption confirms both predictions. We do not find decreasing employment for any occupational or age group but churning among low-skilled workers rises sharply. We conclude that the displacement effect of robots is occupation-biased but age neutral whereas the reinstatement effect is age-biased and benefits young workers most." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

    Beteiligte aus dem IAB

    Stegmaier, Jens ;
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  • Literaturhinweis

    Is My Wage Fair? : Validating Fairness Perceptions Among Women and Men (2024)

    Diehl, Claudia ; Lang, Julia ; Brüggemann, Ole ; Strauss, Susanne ;

    Zitatform

    Diehl, Claudia, Julia Lang, Susanne Strauss & Ole Brüggemann (2024): Is My Wage Fair? : Validating Fairness Perceptions Among Women and Men. (Working Paper Series / Universität Konstanz, Cluster of Excellence 'The Politics of Inequality' 33), Konstanz, 33 S. DOI:10.48787/kops/352-2-ic19t4vrxlek9

    Abstract

    "This paper examines gender differences in perceptions of the fairness of one's own pay. Theoretically, we draw on two so far separate strands of literature, on women's alleged greater tolerance for lower wages ("contented female worker paradox"), and on perceived discrimination among ethnic minorities ("integration paradox"). Empirically, we depart from previous studies by not simply assessing whether women are as likely as men to perceive their pay as unfair. Instead, we use an innovative methodology based on linked employer-employee data from about 500 German firms. This makes it possible to validate subjective perceptions of (un)fair pay by comparing them to the actual (un)fairness of someone's pay. The latter is measured as the difference between one's own pay and the predicted pay of comparable others with the same individual, job, and firm-related characteristics. Overall, women are as likely as men to perceive a fair wage as unfair – or an unfair wage as fair. However, university-educated women are somewhat less likely than men to perceive their pay as fair when they earn less than comparable employees. They might be more aware of the societal debate about gender discrimination and "aim higher" in setting their aspirations for appropriate rewards for their skills." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Lang, Julia ;
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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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