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Schmidtlein, Lisa, Alexandra Schmucker & Philipp Vom Berge (2025): Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975-2023. (FDZ-Datenreport 04/2025 (de)), 55 S. DOI:10.5164/IAB.FDZD.2504.de.v1

Abstract

"Dieser Datenreport beschreibt die Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975 - 2023." (Autorenreferat, IAB-Doku)

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Schmidtlein, Lisa, Alexandra Schmucker & Philipp Vom Berge (2025): Sample of Integrated Employer-Employee Data (SIEED) 1975-2023. (FDZ-Datenreport 04/2025 (en)), 54 S. DOI:10.5164/IAB.FDZD.2504.en.v1

Abstract

"Dieser Datenreport beschreibt die Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975 - 2023." (Autorenreferat, IAB-Doku)

Zitatform

Willis, Sébastien (2025): Workplace segregation and the labour market performance of immigrants. In: Labour Economics, Jg. 93. DOI:10.1016/j.labeco.2024.102652

Abstract

"This paper studies the effect of conational coworkers in an immigrant’s first job on subsequent labour market outcomes using German register data. I instrument for the conational share using idiosyncratic variation in firm hiring in the local labour market where the immigrant searches for work. A ten percentage point increase in the initial conational share lowers employment by around 3 percentage points in the long-run. Survey evidence suggests that a higher conational share leads to higher self-employment and unemployment, rather than re-migration. Furthermore, both differential host country-specific human capital accumulation and changes in job search outcomes contribute to the employment effect." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))

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Demir, Gökay (2024): Labor Market Frictions and Spillover Effects from Publicly Announced Sectoral Minimum Wages. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17510), Bonn, 77 S.

Abstract

"This paper analyzes the horizontal spillover effects of Germany's first sectoral minimum wage. Using a difference-in-differences estimation, I examine the impact of the public announcement and introduction of the minimum wage on sub-minimum wage workers in related jobs outside the minimum wage sector, defined using employment flows. I find an increase in wages and job-to-job transitions for sub-minimum wage workers in related jobs. The spillover effects are driven by workers who reallocate to better-paying establishments, have low labor market experience, and are more closely connected to the minimum wage sector by having former coworkers in that sector." (Author's abstract, IAB-Doku) ((en))

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Hamjediers, Maik & Eileen Peters (2024): Gender compositions of occupations and firms jointly shape switches from gender-atypical towards more gender-typical positions. In: European Societies, Jg. 26, H. 4, S. 1170-1194. DOI:10.1080/14616696.2023.2290254

Abstract

"Research on sex segregation in the labor market has repeatedly found that women and men are more likely to exit from occupations and firms in which they are the numerical minority and subsequently seek positions that are more represented by their gender. However, this research looked at mobility either across occupations or across firms, leaving unclear how the simultaneous exposure to gender compositions of occupations and firms shapes attrition from gender-atypical positions. We draw on linked employer-employee register data from the German social security insurance system (SIEED, 2012-2018) to highlight that some occupations can be found in firms with various gender compositions, indicating that gender compositions of occupations and firms do not always align and thereby may independently affect mobility. Conditional relative risk ratios for mobility between gender-typed occupations and firms reveal substantial switches from gender-atypical towards more gender-typical positions. This gendered labor market mobility is most pronounced for men across occupations. For women, gender compositions of firms drive not only mobility across firms but also switches out of gender-atypical occupations. Our findings underscore that gender compositions of occupations and firms jointly shape attrition from gender-atypical positions, which ultimately perpetuates labor market segregation." (Author's abstract, IAB-Doku) ((en))

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Han, Qingyang (2024): Estimating labor market monopsony power from a forward-looking perspective. In: Economics Letters, Jg. 244. DOI:10.1016/j.econlet.2024.112022

Abstract

"This paper proposes a new approach to estimate the monopsony power of the labor market based on a forward-looking model of firm wage posting and worker job separation. In contrast to the literature, workers make job switching decisions based on firm-specific wage growth trajectories associated with different employers. The model is estimated using a matched employer employee panel data from Germany. The separation elasticity estimated from this model is greater than that from the conventional approach, suggesting that ignoring worker responses to heterogeneous wage growth rates lead to a potential overestimation of the actual monopsony power." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

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Lipowski, Cäcilia, Anna Salomons & Ulrich Zierahn-Weilage (2024): Expertise at Work: New Technologies, New Skills, and Worker Impacts. (ZEW discussion paper 24-044), 83 S.

Abstract

"We study how new digital technology reshapes vocational training and skill acquisition and its impact on workers’ careers. We construct a novel database of legally binding training curricula and changes therein, spanning the near universe of vocational training in Germany over five decades, and link curriculum updates to breakthrough technologies using Natural Language Processing techniques. Our findings reveal that technological advances drive training updates, with curriculum content evolving towards less routine intensive tasks, and greater use of digital and social skills. Using administrative employer-employee data, we show that educational updates help workers adapt to new demands for their expertise, and earn higher wages compared to workers with outdated skills. These findings highlight the role of changes in within occupational skill supply in meeting evolving labor market demands for non-college educated workers." (Author's abstract, IAB-Doku) ((en))

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Adema, Willem, Alexander Hijzen, Antton Haramboure & Maja Gustafsson (sonst. bet. Pers.) (2022): The Role of Firms in the Gender Wage Gap in Germany. Gender Equality at Work. (Gender Equality at Work), Paris, 78 S. DOI:10.1787/6cda329d-en

Abstract

"This review contributes to a better understanding of the gender wage gap in Germany and puts forward key elements of a policy package to reduce gender pay gaps. It provides a detailed analysis of the role of firms in the gender wage gap by focusing on the pay gap between similarly skilled men and women between and within firms. The within‑firm component captures differences in pay between men and women within firms related to differences in tasks and responsibilities, or differences in pay for work of equal value (e.g. bargaining, discrimination). The between‑firm component captures the role of differences in pay between firms (unrelated to workforce composition) due to the tendency of women to work in low‑wage firms. The review analyses gender differences in job mobility and the earnings consequences of career breaks following childbirth to shed light on the evolution of the gender wage gap across the working life. To put results for Germany in context, they are systematically benchmarked to those of four nearby countries (i.e. Denmark, France, the Netherlands and Sweden). The policy discussion extends the empirical analysis by putting forward a comprehensive policy package with an emphasis on policies targeted at firms." (Author's abstract, IAB-Doku) ((en))

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Brütt, Katharina & Huaiping Yuan (2022): Pitfalls of pay transparency: Evidence from the lab and the field. (Discussion paper / Tinbergen Institute 2022-055/I), Amsterdam u.a., 66 S.

Abstract

"Wage transparency regulation is widely considered and adopted as a tool to reduce the gender wage gap. We combine field and laboratory evidence to address how and when wage transparency can be effective and explore the role of belief adjustments as a mechanism. In the field, this paper studies a German wage transparency policy that allows employees to request wage information of comparable employees. Exploiting variation across firm size and time, we first provide causal evidence that this regulation does not affect the gender wage gap. In an online laboratory experiment, we study whether the failure of this policy hinges on two aspects: (1) the endogenous availability of wage information, and (2) the absence of performance information. Our data underline the importance of both factors. In contrast to endogenously acquired wage information, exogenously provided wage information does increase overall wages. So does the provision of performance information. However, none of these types of information reduce the gender wage gap. Wage information even deters women from entering negotiations." (Author's abstract, IAB-Doku) ((en))

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Demir, Gökay (2022): Labor market frictions and spillover effects from publicly announced sectoral minimum wages. (Ruhr economic papers 985), Essen, 76 S.

Abstract

"I analyze the spillover effects of publicly announced sectoral minimum wages in Germany. My identification strategy exploits exposure to sectoral minimum wages across workers and industries outside the minimum wage sector in a triple differences estimation. Subminimum wage workers in related industries outside of the minimum wage sector experience an increase in wages, job-to-job transitions, and reallocation from low-paying to high-paying establishments after the public announcement of Germany's first sectoral minimum wage. The reduction of information frictions, rather than the strategic interaction of employers, appears to be the main mechanism for these effects. When examining the spillover effects of other sectoral minimum wages from various contexts, I only discover positive spillover effects on sub-minimum wage workers in related industries outside the minimum wage sectors if the typical employment relationship in the minimum wage sector is comparable to that of the workers in my sample." (Author's abstract, IAB-Doku) ((en))

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Freund, Lukas B. (2022): Superstar Teams: The Micro Origins and Macro Implications of Coworker Complementarities. Revised 22 June 2023. (Cambridge working papers in economics 2276), Cambridge, 108 S. DOI:10.2139/ssrn.4312245

Abstract

"This paper proposes a model of the firm as a “team assembly technology,” with the aim of explaining why differences between firms represent a large and growing dimension of wage inequality. In the model, firms assign tasks to workers who vary in overall quality and task-specific skills. Hiring takes place in a frictional labor market. Worker-task specialization not only reinforces the potential gains from team production, but also endogenously generates coworker complementarity: the quality of the least capable team member disproportionately influences joint output. In equilibrium, therefore, employers hire workers of similar quality and those with superstar teams pull away in terms of productivity and pay. The key model mechanisms are validated using rich administrative micro data. A theory-informed measure of coworker complementarity doubles from the mid-1980s to the 2010s, mirroring a shift towards greater task complexity. According to a structural estimation exercise, this rise explains close to 40% of the empirically observed increase in the between-firmshare of wage inequality in Germany. Additionally, the model sheds light on how the interaction between specialization and labor market frictions influences total factor productivity." (Author's abstract, IAB-Doku) ((en))

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Willis, Sébastien (2022): Workplace Segregation and the Labour Market Performance of Immigrants. (CESifo working paper 9895), München, 44 S.

Abstract

"Immigrants are more likely to have conationals as colleagues, however the consequences of such workplace segregation is an open question. I study the effect of the conational share in an immigrant's first job on subsequent labour market outcomes using register data from Germany. I instrument for the conational share using hiring trends in the local labour market and find that a ten-percentage-point increase in the initial conational share lowers employment rates by 3.1 percentage points six or more years after the start of the first job, an effect not observed for non-conational immigrants, with no effect on wages conditional on employment. The employment effect appears to be due to the effect of differences in the composition of social networks induced by differences in the initial workplace on subsequent job search behaviour, although differential Germany-specific human capital acquisition cannot be entirely ruled out." (Author's abstract, IAB-Doku) ((en))

Abstract

"Even though firms play a key role in shaping wages, wage inequality and the gender wage gap, firms have so far only featured to a limited extent in the policy debates around these issues. The evidence in this volume shows that around one third of overall wage inequality can be explained by gaps in pay between firms rather than differences in the level and returns to workers’ skills. Gaps in firm pay reflect differences in productivity and wage setting power. To address high wage inequality while fostering high and sustainable growth, worker-centred policies (e.g. education, adult learning) need to be complemented with firm-oriented policies. This involves notably: (1) policies that promote the productivity catch-up of lagging firms, which would not only raise aggregate productivity and wages but also reduce wage inequality; (2) policies that reduce wage gaps at given productivity gaps without limiting efficiency-enhancing reallocation, especially the promotion of worker mobility; and (3) policies that reduce the wage setting power of firms with dominant positions in local labour markets, which would raise wages and reduce wage inequality without adverse effects on employment and output." (Author's abstract, IAB-Doku) ((en))

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Schmidtlein, Lisa, Stefan Seth & Philipp Vom Berge (2020): Sample of Integrated Employer Employee Data (SIEED) 1975 - 2018. (FDZ-Datenreport 14/2020 (en)), 49 S. DOI:10.5164/IAB.FDZD.2014.en.v1

Abstract

"Dieser Datenreport beschreibt die Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975 - 2018." (Autorenreferat, IAB-Doku)

Zitatform

Schmidtlein, Lisa, Stefan Seth & Philipp Vom Berge (2020): Stichprobe Integrierter Employer Employee Daten (SIEED) 1975 - 2018. (FDZ-Datenreport 14/2020 (de)), 48 S. DOI:10.5164/IAB.FDZD.2014.de.v1

Abstract

"Dieser Datenreport beschreibt die Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975 - 2018." (Autorenreferat, IAB-Doku)

Zitatform

Drews, Nils, Dominik Groll & Peter Jacobebbinghaus (2007): Programmierbeispiele zur Aufbereitung von FDZ Personendaten in STATA. (FDZ-Methodenreport 06/2007 (de)), Nürnberg, 49 S.

Abstract

"Der FDZ-Methodenreport soll das Einarbeiten in die Personendaten des FDZ der BA im IAB vereinfachen und so zu Zeitersparnissen führen. Die vorgestellten Programme stammen aus unserem 'Workshop zur Einführung in das Arbeiten mit den Personendaten der BA und des IAB', den wir in den letzten Jahren wiederholt für neue Nutzer unserer Daten angeboten haben. Wir haben die Programme in diesem FDZ-Methodenreport zusammengestellt und dokumentiert, damit sie zum einen allen Nutzern zur Verfügung stehen und damit zum anderen das Vor- und Nachbereiten zukünftiger Workshops erleichtert wird. Beispielhaft für die FDZ Personendaten wird hier die Stichprobe der Integrierten Erwerbsbiografien (IEBS) verwendet. Die Programme laufen also mit den IEBS-Testdaten, die an gleicher Stelle wie dieser Methodenreport zum Download bereit stehen. Sie sind aber auch für andere Personendaten des FDZ relevant, insbesondere Daten in Spellform wie die IABS und das LIABLängsschnittmodell. Um die Programme zu verstehen, empfiehlt es sich die ersten beiden Kapitel des FDZ-Datenreports 6/2005 zur IEBS zu lesen. Weiterhin sind Grundkenntnisse in der Verwendung von Stata erforderlich." (Autorenreferat, IAB-Doku)