Atypische Beschäftigung
Der deutsche Arbeitsmarkt wird zunehmend heterogener. Teilzeitbeschäftigung und Minijobs boomen. Ebenso haben befristete Beschäftigung und Leiharbeit an Bedeutung gewonnen und die Verbreitung von Flächentarifverträgen ist rückläufig. Diese atypischen Erwerbsformen geben Unternehmen mehr Flexibilität.
Was sind die Konsequenzen der zunehmenden Bedeutung atypischer Beschäftigungsformen für Erwerbstätige, Arbeitslose und Betriebe? Welche Bedeutung haben sie für die sozialen Sicherungssysteme, das Beschäftigungsniveau und die Durchlässigkeit des Arbeitsmarktes? Die IAB-Themendossier bietet Informationen zum Forschungsstand.
- Forschung und Ergebnisse aus dem IAB
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Atypische Beschäftigung insgesamt
- Gesamtbetrachtungen
- Erosion des Normalarbeitsverhältnisses
- Prekäre Beschäftigung
- Politik, Arbeitslosigkeitsbekämpfung
- Arbeits- und Lebenssituation atypisch Beschäftigter
- Betriebliche Aspekte atypischer Beschäftigung
- Rechtliche Aspekte atypischer Beschäftigung
- Gesundheitliche Aspekte atypischer Beschäftigung
- Beschäftigungsformen
- Qualifikationsniveau
- Alter
- geographischer Bezug
- Geschlecht
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Literaturhinweis
How Important is Selection into Full-time and Part-time Employment? A New Panel Data Sample Selection Model for Estimating Wage Profiles (2026)
Zitatform
Been, Jim, Marike Knoef & Heike Vethaak (2026): How Important is Selection into Full-time and Part-time Employment? A New Panel Data Sample Selection Model for Estimating Wage Profiles. In: Journal of Business and Economic Statistics, Jg. 44, H. 1, S. 215-226. DOI:10.1080/07350015.2025.2520851
Abstract
"The literature has shown that correcting for self-selection into work is important for the estimation of wage profiles. In this paper, we analyze to what extent intensive labor supply choices add valuable otherwise unobserved information to improve wage profile estimates. We develop a panel data sample selection model that allows for discrete choices in labor supply decisions and apply this to high-quality administrative data. Compared to labor supply decisions at the extensive margin, our new approach is able to control for additional unobserved heterogeneity from intensive labor supply choices with important consequences for the existence and direction of selection into (part-time) work. Applied to the data, we find that such information is especially important for estimating part-time wage profiles for women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Temporary employment and further training. Does training promote the transition from temporary to permanent employment? (2026)
Zitatform
Helbig, Alexander & Martin Ehlert (2026): Temporary employment and further training. Does training promote the transition from temporary to permanent employment? In: Research in Social Stratification and Mobility, Jg. 102. DOI:10.1016/j.rssm.2026.101130
Abstract
"The article analyses the returns to further training courses among a vulnerable group: the temporary employed. We address the important question of whether non-formal further training promotes the transition to permanent work and thus helps to escape precarious employment trajectories. According to human capital theory, work-related training increases workers’ productivity and might also serve as a positive signal to employers, as signaling theory suggests. On the other hand, firms may combine training and transitions to permanent jobs for selected workers. We use data from the German Educational Panel Study and apply event history models to test these conflicting theoretical assumptions. In general, the results suggest positive effects of non-formal further training on transitions to permanent work. Especially employer-funded training shows a strong correlation with transitions within the same firm, but not with transitions to other firms. This seems to be both due to signaling of motivation and firm internal pathways that combine training and transitions. Individual, self-funded training on the other hand does not seem to affect any transition chances further indicating that firm-internal mechanisms are more important than human capital development." (Author's abstract, IAB-Doku, © 2026 The Author(s). Published by Elsevier Ltd.) ((en))
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Literaturhinweis
Does the stepping-stone effect of temporary agency employment vary over the business cycle? (2026)
Zitatform
Jahn, Elke & Michael Rosholm (2026): Does the stepping-stone effect of temporary agency employment vary over the business cycle? In: The Scandinavian Journal of Economics, S. 1-39. DOI:10.1111/sjoe.70010
Abstract
"We examine the cyclicality of the stepping-stone effect of temporary agency work in Germany across three business cycles using administrative data and a timing-of-events model. We estimate in- and post-treatment effects and their response to the unemployment rate. We find a strong lock-in effect of agency employment, particularly in tight labor markets, suggesting that firms rarely use agency work for screening. The positive post-treatment effect is larger in downturns, indicating that workers activate the networks built during agency jobs. The matching quality improves for those transitioning directly into regular employment, with greater gains in upturns." (Author's abstract, IAB-Doku, © Wiley) ((en))
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Literaturhinweis
An extension of the insider-outsider labor market theory: The inclusion of quasi-insiders (2026)
Zitatform
Jin-Ngo, Dylan (2026): An extension of the insider-outsider labor market theory: The inclusion of quasi-insiders. In: Economics Letters, Jg. 260. DOI:10.1016/j.econlet.2025.112792
Abstract
"The rise of high-skilled, temporary workers has reshaped market power dynamics, derived from labor turnover costs, in the primary labor market. We provide a preliminary framework extending the insider-outsider theory of employment and unemployment to account for the role of the “quasi-insider”. Reducing the market power of insiders, firms can exploit productivity-wage arbitrage to pass along labor turnover costs to new employees. We highlight a resulting second-order effect on the reduction of aggregate unemployment." (Author's abstract, IAB-Doku, ©2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
The Enshittification of Work: Platform Decay and Labour Conditions in the Gig Economy (2026)
Zitatform
Maffie, Michael David & Hector Hurtado (2026): The Enshittification of Work: Platform Decay and Labour Conditions in the Gig Economy. In: BJIR, Jg. 64, H. 1, S. 5-20. DOI:10.1111/bjir.70004
Abstract
"This study investigates the mechanisms by which gig platforms degrade labor conditions over time, building on the concept of platform decay, or ‘enshittification’, initially developed in the context of social media platforms. In this article, we draw on 30 interviews with long-term gig workers in the ride-hail and grocery delivery sectors, offering insights into how these companies shift from offering attractive working conditions to exploiting labor as these services develop market power via network effects. We identify three mechanisms through which gig companies claw back value from workers over time: burden shifting (transferring operational costs to workers), feature addition and alteration (increasing the demands on workers), and market manipulation (reducing worker bargaining power). We then explore how workers respond to platform decay, finding that workers adopt three responses: effort recalibration , multi-homing and navigating the changing conditions through what we term toxic resilience . This study contributes to the gig work literature by developing a framework to explain how working conditions in the gig economy improve or degrade over time. In doing so, this article provides a framework for organizing the growing constellation of labour research on gig workers." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Labour market insecurity and parental co-residence in the United Kingdom: heterogeneities by parental class and age (2026)
Zitatform
Ramos, Vincent Jerald & Ann Berrington (2026): Labour market insecurity and parental co-residence in the United Kingdom: heterogeneities by parental class and age. In: European Sociological Review, S. 1-18. DOI:10.1093/esr/jcaf058
Abstract
"Amidst young adults’ increasing labour market insecurity and rates of parental co-residence, this article examines how unemployment and underexplored forms of non-standard employment (NSE)—underemployment and temporary and agency work (TAW) —are associated with inter-generational co-residence in the United Kingdom. Refining the feathered nest/gilded cage hypothesis to incorporate forms of non-NSE, we analyse how parental social class moderates this relationship across the transition to adulthood phase, driven by both protective and propellant motives. We estimate logistic regression models using the 2021–2024 waves of the UK Labour Force Survey, which allow for a precise identification of time-related underemployment and agency working. Results suggest that states of labour underutilization (underemployment) and impermanence (TAW) as well as unemployment are all associated with higher probabilities of parental co-residence relative to standard employment. This relationship is in part mediated by earnings disparities. Further, socio-economic background matters—the positive insecurity co-residence association is most pronounced amongst young adults from service-class backgrounds. This is consistent with a refined feathered nest/gilded cage hypothesis whereby higher parental resources facilitate co-residence at earlier phases of adulthood transitions, especially for young adults facing labour market insecurities, but this slightly tapers off with age." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lower cost at a cost? The effects of flexible labour on non-profit operational outcomes (2025)
Altamimi, Hala; Liu, Qiaozhen;Zitatform
Altamimi, Hala & Qiaozhen Liu (2025): Lower cost at a cost? The effects of flexible labour on non-profit operational outcomes. In: Public Management Review, S. 1-34. DOI:10.1080/14719037.2025.2526533
Abstract
"The rise of flexible labour promises cost savings and flexibility. However, empirical research examining the organizational consequences of this employment model remains limited. Our analysis of panel data (2008–2018) on non-profits in the U.S. shows that flexible labour negatively influences operational outcomes. This effect is pronounced when these workers are involved in core organizational functions. The findings suggest that the increasing reliance on flexible labour promotes a short-term transactional employment approach incompatible with the sector’s institutional, motivational, and relational context. We suggest avenues for better aligning flexible labour use with non-profits organizational values and mission." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental precarious employment and the mental health of adolescents: a Swedish registry study (2025)
Aronsson, Amanda E.; Mangot-Sala, Lluís ; Hernando-Rodriguez, Julio C.; Badarin, Kathryn ; Alfayumi-Zeadna, Samira; Gunn, Virginia; Thern, Emelie ; Muntaner, Carles ; Kreshpaj, Bertina; Julià, Mireia ; Kvart, Signild ; Bodin, Theo ; Matilla-Santander, Nuria;Zitatform
Aronsson, Amanda E., Emelie Thern, Nuria Matilla-Santander, Signild Kvart, Julio C. Hernando-Rodriguez, Kathryn Badarin, Mireia Julià, Samira Alfayumi-Zeadna, Virginia Gunn, Bertina Kreshpaj, Carles Muntaner, Theo Bodin & Lluís Mangot-Sala (2025): Parental precarious employment and the mental health of adolescents: a Swedish registry study. In: Scandinavian journal of work, environment & health, Jg. 51, H. 2, S. 59-67. DOI:10.5271/sjweh.4210
Abstract
"This study investigates the association between parental precarious employment (PE) and the mental health of their adolescent children, with a particular focus on how the association differs based on whether the mother or father is in PE. This register-based study used the Swedish Work, Illness, and Labor-market Participation (SWIP) cohort. A sample of 117 437 children aged 16 years at baseline (2005) were followed up until 2009 (the year they turned 20). A multidimensional construct of PE (SWE-ROPE 2.0) was used to classify parental employment as either precarious, substandard or standard. The outcome, adolescents’ mental disorders, wasmeasured as a diagnosis of a mental disorder using ICD-10 codes or by prescribed psychotropic drugs using ATC codes. Crude and adjusted Cox regression models produced hazard ratios (HR) with 95% confidence intervals (CI) to estimate the association between parental PE and adolescents’mental health. Adolescents with parents in PE exhibited a higher risk of developing mental disorders. The association was more pronounced for paternal PE (HR 1.22, 95% CI 1.10–1.35) compared to maternal PE (HR 1.11, 95% CI 1.00–1.21). These associations largely persisted after adjusting for important confounders, including parental mental health. This study addresses a significant gap in the literature on parental PE and adolescents’ mental health. As PE is growing more common across countries, this study provides relevant insights into the intergenerational role that parental low-quality employment may have in terms of mental health within families." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hiring Subsidies and Temporary Work Agencies (2025)
Zitatform
Bermúdez-Barrezueta, Natalia, Sam Desiere & Giulia Tarullo (2025): Hiring Subsidies and Temporary Work Agencies. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17616), Bonn, 40 S.
Abstract
"This paper evaluates a hiring subsidy for lower-educated youths in Flanders (Belgium) that reduced labor costs by approximately 13% for a period of two years, starting in 2016. Using a donut Regression Discontinuity Design, we find no evidence that the subsidy improved the job finding rate of eligible job seekers in 2016-19, a period marked by a tight labor market. We then investigate the role of temporary work agencies, which disproportionately employ the target group and obtain 25% to 34% of the subsidies. Using Difference-in-Differences regressions, we demonstrate that agencies did not raise wages of eligible agency workers in response to the policy. Remarkably, despite a 3.3% labor cost reduction, full-time equivalent employment of eligible workers in these agencies decreased by 9.2% over the three years following the reform. Our findings highlight how an active labor market policy affects agency employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market reforms, institutional complementarity and the insider–outsider wage gap (2025)
Zitatform
Broschinski, Sven (2025): Labour market reforms, institutional complementarity and the insider–outsider wage gap. In: Socio-economic review, Jg. 23, H. 1, S. 229-255. DOI:10.1093/ser/mwae024
Abstract
"This article provides long-term evidence on how wage differentials between permanent and temporary workers are shaped by institutions that play a key role in labour market dualism, i.e. industrial relations, employment protection legislation and unemployment benefits. A two-step multilevel approach with fixed effects is employed using EU-SILC data for 25 European countries spanning up to 17 years (waves 2004–2020, N = 397) to estimate the moderating effects of several institutions and their interactions on the wage gap by contract type and across the whole wage distribution. The results show that more insider-oriented institutions tend to widen wage differentials and that the impact of institutional reforms on the wage gap varies greatly with the given institutional context. Overall, policy trends towards flexibilization risk widening insider–outsider divides due to accumulating labour market risks for temporary workers, thus increasing labour market segmentation by contract type." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Income in the Off-Season: Household Adaptation to Yearly Work Interruptions (2025)
Zitatform
Coglianese, John & Brendan M. Price (2025): Income in the Off-Season: Household Adaptation to Yearly Work Interruptions. In: ILR review, S. 1-27. DOI:10.1177/00197939251406145
Abstract
"Joblessness is highly seasonal. To analyze how households adapt to seasonal joblessness, the authors introduce a measure of seasonal work interruptions premised on the idea that a seasonal worker will tend to exit employment around the same time each year. They show that an excess share of prime-age US workers experience recurrent separations spaced exactly 12 months apart. Examining workers most prone to seasonal work interruptions, the authors find that they incur large earnings losses during the off-season that are little offset by other sources of income. On net, household income falls by about $0.80 for each $1.00 lost in an individual’s own earnings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employment Quality and Mental Health in Germany: the Mismatch of Low Employment Quality with Work and Family Values by Gender (2025)
Zitatform
De Moortel, Deborah, Rebeka Balogh, Miriam Engels & Julie Vanderleyden (2025): Employment Quality and Mental Health in Germany: the Mismatch of Low Employment Quality with Work and Family Values by Gender. In: Social Science & Medicine, Jg. 371. DOI:10.1016/j.socscimed.2025.117906
Abstract
"Empirical evidence on whether low-quality employment is detrimental to workers’ mental health is mostly cross-sectional and empirical evidence on pathways linking employment quality (EQ) to mental health remains scarce. Consequently, this study examines subsequent mental health associations of low-quality employment. Associations between EQ and mental health are investigated through a typology of employment arrangements. This study also investigates whether the relation between EQ types and subsequent mental health is different for workers with varying intensities of work and family values (i.e., importance of success at work and of having children, respectively) across genders. Using a large representative German panel dataset and Latent Class Cluster Analysis, EQ types are built and linked to mental health two years later. We assess two- and three-way interactions between EQ types and values, and between EQ types, gender and values, respectively. We found six EQ types: SER-like, precarious unsustainable, precarious full-time, SER-light, portfolio and protected part-time employment. Controlled for socio-demographic characteristics, precarious unsustainable employment for men and precarious full-time employment for women were associated to lower mental health after two years, compared to SER-like employment. Although protected part-time employment related to worse mental health for those with moderate to strong work and family values, compared to those with mild values, the interactions show an unclear pattern of the moderating role of values for the relation between EQ and subsequent mental health, for both men and women. This study should be replicated in other countries to confirm similar associations." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier Ltd.) ((en))
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Literaturhinweis
Do temporary employees experience increased material deprivation? Evidence from German panel data (2025)
Zitatform
Friedrich, Martin & Nils Teichler (2025): Do temporary employees experience increased material deprivation? Evidence from German panel data. In: Journal of European Social Policy, Jg. 35, H. 2, S. 143-156., 2024-08-16. DOI:10.1177/09589287241300011
Abstract
"Economic insecurity has recently received increasing attention as a determinant of material deprivation. We contribute to this line of research by analysing the relationship between temporary employment and material deprivation. We argue that temporary workers face exacerbated deprivation because they may forego basic needs to provide for an uncertain future. Using German panel data for the years 2008–2020, we find that temporary employment increases material deprivation among workers, particularly in low-income households. This finding is robust to our controlling for important variables such as household income and needs, individual- and household fixed effects and when considering lagged independent variables. The association is not driven by young or highly educated workers who may be more likely to hold temporary jobs without experiencing sustained material deprivation. We also find that temporary agency work, perceived job insecurity and firm turnover rates aggravate material deprivation. This supports the theoretical assumption that the impact of temporary employment on material deprivation is driven by the economic insecurities faced by temporary workers." (Author's abstract, IAB-Doku, © SAGE) ((en))
Beteiligte aus dem IAB
Friedrich, Martin; -
Literaturhinweis
Feeling disadvantaged? Type of employment contract and political attitudes (2025)
Zitatform
Gatskova, Kseniia, Michal Pilc & Maciej Beresewicz (2025): Feeling disadvantaged? Type of employment contract and political attitudes. In: Socio-economic review, Jg. 23, H. 2, S. 787-811., 2024-02-05. DOI:10.1093/ser/mwae011
Abstract
"We tested the theory of relative deprivation in the context of the Polish labour market during the post-crisis period from 2009 to 2015. This period witnessed the highest incidence of temporary contracts in the European Union, providing novel evidence on the causal relationship between the type of employment contract and political attitudes. Our findings suggest that temporary workers are more supportive of income redistribution but less supportive of democracy. Additionally, a shift from permanent to temporary contracts among prime-aged employees leads to a decrease in their support for democracy. Although this effect is modest in magnitude, the article points to an important mechanism influencing shifts in political attitudes. Our findings suggest that the effect of temporary employment on political attitudes is more pronounced among socio-demographic groups less accustomed to unstable employment." (Author's abstract, IAB-Doku, © Oxford Academic) ((en))
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Literaturhinweis
Hidden behind closed doors: Non-standard employment, migrant women and gender regimes in Europe (2025)
Zitatform
Giordano, Chiara & Cinzia Meraviglia (2025): Hidden behind closed doors: Non-standard employment, migrant women and gender regimes in Europe. In: International Journal of Social Welfare, Jg. 34, H. 1, S. e12655. DOI:10.1111/ijsw.12655
Abstract
"Non-standard employment (NSE) is well-documented in the domestic sector in all European countries. The precariousness and poor working conditions of this sector reflect in a labor force composed by the most vulnerable layers of the labor market, namely, migrant women. This article analyses how and to what extent a macro-level factor, that is, the gender regime (resulting from the interplay of gender equality and gendered social norms) interacts with micro-level individual and occupational characteristics to shape the prevalence of NSE in the domestic sector in Europe. We use the 2019 EU-LFS data and run a set of logistic regression analyses. Our results show that NSE is a defining feature of domestic sector, and that migrant women are at a higher risk of being in this type of employment, especially in destination countries where gender equality is relatively lower and expectations concerning care and family responsibilities are more traditional." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The Expanding Domains of Degraded Work in the United States: Constructing a More Comprehensive Typology of Non-standard Employment Arrangements (2025)
Zitatform
Gonos, George (2025): The Expanding Domains of Degraded Work in the United States: Constructing a More Comprehensive Typology of Non-standard Employment Arrangements. In: Critical Sociology, Jg. 51, H. 7-8, S. 1383-1406. DOI:10.1177/08969205241283938
Abstract
"The spread of non-standard employment (NSE) is widely considered to have contributed to the deterioration of labor standards. Yet, in the United States, there is no definitive roster of non-standard work arrangements and no reliable estimate of the size of the non-standard workforce. For over 25 years, the US Bureau of Labor Statistics (BLS) has produced artificially low estimates of employers’ use of ‘alternative employment arrangements’. Its 2018 Contingent Work Supplement (CWS) reported that since 1995 the proportion of US workers in these arrangements had declined. This article proposes a more systematic framework for understanding NSE in the United States and fleshes out a more comprehensive typology better suited toward addressing the needs of policymakers and labor activists. It fundamentally reorients the study of NSE by recognizing that so-called ‘alternative’ arrangements are abusive and more aptly understood as degraded work arrangements (DWAs). The article then explores the key categories of DWAs and provides a deeper analysis of one group, dissociative arrangements, that enable the flourishing use of ‘non-employee’ workers. Concluding sections address the undertheorized state of this subject area and the challenge of union organizing in fractured labor markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Befristungen bei Neueinstellungen 2024 (2025)
Zitatform
Gürtzgen, Nicole, Alexander Kubis & Martin Popp (2025): Befristungen bei Neueinstellungen 2024. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 9 S.
Abstract
"Im Rahmen der IAB-Stellenerhebung gaben die Betriebe an, im Jahr 2024 in Deutschland rund 4,4 Mio. sozialversicherungspflichtige Neueinstellungen (ohne Auszubildende und ohne MiniJobs) vorgenommen zu haben. Hiervon waren 25 Prozent, also rund 1,1 Mio. Stellen (zunächst) befristet (Tabelle 1). Die Befristung von Neueinstellungen ermöglicht den Betrieben, die Fähigkeiten von Bewerberinnen und Bewerbern zu überprüfen, bevor ein unbefristetes Arbeitsverhältnis eingegangen wird. Durch den Abschluss von befristeten Arbeitsverträgen können Betriebe ohne langfristige Mittelbindung häufig auch Jobs anbieten, die sonst vielleicht nicht finanzierbar gewesen wären. Darüber hinaus haben Befristungen für Betriebe zudem den Vorteil, dass sie (Entlassungs-)Kosten vermeiden können, die gegebenenfalls im Rahmen des allgemeinen oder tarifvertraglich erweiterten Kündigungsschutzes entstehen können (Bossler et al. 2017). Als weiteres wichtiges betriebliches Motiv für befristete Neueinstellungen ist zudem ein vorübergehender Mehrbedarf an Arbeitskräften etwa infolge temporärer Auftragsspitzen zu nennen (siehe hierzu z.B. Gürtzgen und Küfner 2023). Die Tatsache, dass Betriebe befristete Neueinstellungen vornehmen können, kann u.a. darin begründet sein, dass Betriebe über Marktmacht verfügen, die den Abschluss von befristeten Verträgen erleichtert (Bassanini et al. 2024). Zu beachten ist, dass die Befristungsquoten bei Neueinstellungen deutlich oberhalb des Anteils befristeter Beschäftigung an der Gesamtbeschäftigung liegen. Rund 2,6 Millionen Beschäftigte in Deutschland hatten laut IAB-Betriebspanel im Jahr 2022 einen befristeten Arbeitsvertrag. Das entspricht einem Anteil an allen Beschäftigten (ohne Auszubildende) von 6,6 Prozent (Hohendanner / IAB 2023). Die Diskrepanz zwischen dem Anteil befristeter Neueinstellungen und dem Befristungsanteil aller Beschäftigter zeigt, dass befristete Beschäftigungsverhältnisse in nennenswertem Ausmaß in unbefristete Arbeitsverträge umgewandelt werden (Müller et al. 2017). Bedingt durch die COVID-19-Pandemie sank 2020 der Anteil an Umwandlungen in unbefristete Beschäftigungsverhältnisse (Hohendanner 2021). Auch der Anteil befristeter Neueinstellungen stieg im Jahr 2020 gegenüber dem Vorjahr kurzfristig auf 33 Prozent. Aktuell setzt sich der seit 2004 beobachtete rückläufige Trend auch im Jahr 2024 fort. Die Befristungsquote erreicht mit 25 Prozent einen neuen Tiefststand. Der im Rahmen der Erhebung 2004 gemessene Höchststand war mit 54 Prozent mehr als doppelt so hoch." (Textauszug, IAB-Doku)
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Literaturhinweis
Career expectations and outcomes: Evidence (on gender gaps) from the economics job market (2025)
Helppie-McFall, Brooke; Parolin, Eric; Zafar, Basit;Zitatform
Helppie-McFall, Brooke, Eric Parolin & Basit Zafar (2025): Career expectations and outcomes: Evidence (on gender gaps) from the economics job market. In: Journal of Public Economics, Jg. 248. DOI:10.1016/j.jpubeco.2025.105437
Abstract
"This paper investigates gender gaps in long-term career expectations and outcomes of PhD candidates in economics. For this purpose, we match rich survey data on PhD candidates (from the 2008–2010 job market cohorts) to public data on job history and publication records through 2022. We document four novel empirical facts: (1) there is a robust gender gap in career expectations, with females about 10 percentage points less likely to ex-ante expect to get tenure or publish regularly; (2) the gender gap in expectations is remarkably similar to the gap observed for academic outcomes; (3) expectations are similarly predictive of outcomes for males and females, and (4) gender gaps in expectations can explain about 22 % and 14 % of the ex-post gaps in tenure and publications, respectively. In addition, leveraging variation in relationship status at the time expectations are reported, we show that: conditional on gender, (1) expectations regarding tenure and publications do not differ systematically by relationship status, and (2) the predictive power of expectations does not differ by the relationship status of the individual." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Befristete Arbeitsverträge: Keine negativen Lohneffekte beim Übergang in befristete Beschäftigung (2025)
Zitatform
Hohendanner, Christian & Jonathan P. Latner (2025): Befristete Arbeitsverträge: Keine negativen Lohneffekte beim Übergang in befristete Beschäftigung. (IAB-Kurzbericht 13/2025 (de)), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2513
Abstract
"Befristete Arbeitsverträge gelten im Vergleich zu unbefristeten Verträgen als weniger attraktiv. Eine aktuelle IAB-Studie zeigt jedoch, dass sich befristete Verträge nicht unbedingt nachteilig auswirken müssen, wenngleich unbefristete Verträge aus Sicht der Beschäftigten vorzuziehen sind. Entscheidend sind vor allem die weitere Laufbahn und berufliche Entwicklung – weniger der Vertragstyp. Gerade in wirtschaftlich unsicheren Zeiten lohnt ein differenzierter Blick auf die unterschiedlichen Beschäftigungsformen. Sowohl der Wechsel von befristeter in unbefristete Beschäftigung als auch umgekehrt führt nicht zu Lohnabschlägen. Zudem bieten beide Vertragsformen für Arbeitslose ähnliche Eingliederungschancen." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
also released in EnglishWeiterführende Informationen
- Geschätzte Lohneffekte bei Übergängen zwischen verschiedenen Vertragsarten und Erwerbsstatus
- Übernahmen (Entfristungen), Verlängerung von Befristungen und Personalabgänge aus befristeten Arbeitsverträgen
- Entwicklung der befristeten Beschäftigung und befristeter Einstellungen in Deutschland
- Aktuelle Daten und Indikatoren: Befristete Beschäftigung in Deutschland 2024
- Bei der Aufnahme einer Tätigkeit haben beide Vertragsarten einen ähnlichen Effekt
- Geschätzte Lohneffekte verschiedener Übergänge im Verlauf von vier Jahren nach dem Übergang
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Literaturhinweis
Schwieriger Weg raus aus der Stütze: Nicht alle Betriebe bieten gute Chancen auf eine stabile Beschäftigung (2025)
Zitatform
Hohendanner, Christian & Sarah Bernhard (2025): Schwieriger Weg raus aus der Stütze: Nicht alle Betriebe bieten gute Chancen auf eine stabile Beschäftigung. In: IAB-Forum H. 09.07.2025, 2025-07-07. DOI:10.48720/IAB.FOO.20250709.01
Abstract
"Wie stabil Beschäftigungsverhältnisse von Personen sind, die zuvor Grundsicherungsleistungen bezogen haben, hängt von vielen Faktoren ab. Dabei spielen neben individuellen Merkmalen wie Qualifikation und Berufserfahrung auch betriebliche und branchenspezifische Faktoren eine wichtige Rolle. Auch wenn Leistungsbeziehende eine Beschäftigung finden, ist diese häufig nicht stabil. Entscheidend für längerfristigen Erfolg sind Merkmale wie die wirtschaftliche Perspektive des Betriebs, Größe, Tarifbindung oder Weiterbildungsangebote." (Autorenreferat, IAB-Doku)
Aspekt auswählen:
Aspekt zurücksetzen
- Forschung und Ergebnisse aus dem IAB
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Atypische Beschäftigung insgesamt
- Gesamtbetrachtungen
- Erosion des Normalarbeitsverhältnisses
- Prekäre Beschäftigung
- Politik, Arbeitslosigkeitsbekämpfung
- Arbeits- und Lebenssituation atypisch Beschäftigter
- Betriebliche Aspekte atypischer Beschäftigung
- Rechtliche Aspekte atypischer Beschäftigung
- Gesundheitliche Aspekte atypischer Beschäftigung
- Beschäftigungsformen
- Qualifikationsniveau
- Alter
- geographischer Bezug
- Geschlecht