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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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im Aspekt "SIEED Forschungsarbeiten / research papers"
  • Literaturhinweis

    Pitfalls of pay transparency: Evidence from the lab and the field (2022)

    Brütt, Katharina; Yuan, Huaiping;

    Zitatform

    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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  • Literaturhinweis

    Labor market frictions and spillover effects from publicly announced sectoral minimum wages (2022)

    Demir, Gökay;

    Zitatform

    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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  • Literaturhinweis

    Superstar Teams: The Micro Origins and Macro Implications of Coworker Complementarities: Revised 22 June 2023 (2022)

    Freund, Lukas B. ;

    Zitatform

    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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  • Literaturhinweis

    Workplace Segregation and the Labour Market Performance of Immigrants (2022)

    Willis, Sébastien;

    Zitatform

    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))

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  • Literaturhinweis

    The Role of Firms in the Gender Wage Gap in Germany: Gender Equality at Work (2022)

    Zitatform

    OECD (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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  • Literaturhinweis

    The Role of Firms in Wage Inequality: Policy Lessons from a Large Scale Cross-Country Study (2021)

    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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