matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
Risk and the allocation of talent in the Roy model (2024)
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Cubas, German, Pedro Silos & Vesa Soini (2024): Risk and the allocation of talent in the Roy model. In: Economics Letters, Jg. 236. DOI:10.1016/j.econlet.2024.111623
Abstract
"With risk-averse workers and uninsurable earnings shocks, competitive markets allocate too few workers to risky jobs. Using an equilibrium Roy model with incomplete markets, we show that in competitive equilibrium, risky occupations are inefficiently small and hence talent is misallocated." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions (2024)
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Damelang, Andreas, Ann-Katrin Rückel & Michael Stops (2024): Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions. (IAB-Discussion Paper 13/2024), Nürnberg, 23 S. DOI:10.48720/IAB.DP.2413
Abstract
"Wir analysieren Muster stereotypisierter Darstellungen von Geschlechtern (gender stereotyping) in Stellenanzeigen des deutschen Arbeitsmarkts und vergleichen diese Muster zwischen verschiedenen Berufsabgrenzungen. Basierend auf einem umfangreichen Stellenanzeigen-Datensatz der BA-Jobbörse, einem der größten Online-Jobportale Deutschlands, wendeten wir einen Machine Learning-Algorithmus an, um den Teil der Stellentexte zu identifizieren, in dem zu erfüllende Anforderungen und zu verrichtende Tätigkeiten explizit beschrieben werden. Wir nutzten ein eigens erstelltes Wörterbuch agentischer (männlich-konnotierter) und kommunaler (weiblich-konnotierter) Signalwörter, um die Stereotypisierung von Geschlechtern in Stellenbeschreibungen zu messen. Die war möglich für 710 Berufe. Die Ergebnisse zeigen zunächst, dass in unserer Stichprobe Berufe eher weiblich als männlich stereotypisiert sind. Wir untersuchen im Weiteren zwei Berufsgruppen näher, die sich deutlich hinsichtlich ihrer Anforderungen und Tätigkeitsinhalte unterscheiden, und hohe Relevanz bezüglich wichtiger Megatrends wie der Digitalisierung und dem demographischen Wandel haben: einerseits Mathematik, Informatik, Natur- und Ingenieurwissenschaft und Technik (MINT), und andererseits Berufe im Gesundheits- und Sozialwesen. Dabei unterschieden wir die enthaltenen einzelnen Berufe zum einen nach ihren Anforderungsniveaus und zum anderen danach, ob sie mit einfachen bzw. fachlichen Positionen oder mit Aufsichts- und Führungspositionen verbunden sind. Entgegen dem allgemeinen Befund, dass die von uns beobachteten Berufe überwiegend weiblich stereotypisiert sind, finden wir, dass die MINT-Berufe sowie Aufsichts- und Führungspositionen eher männlich stereotypisiert sind. Unsere Ergebnisse belegen einen positiven Zusammenhang zwischen Geschlechter-Stereotypisierung und berufsbezogener Geschlechtersegregation. Dies legt nahe, dass die Geschlechter-Stereotypisierung in Stellenanzeigen dazu beiträgt, dass Frauen in bestimmten Berufen und Berufspositionen unterrepräsentiert sind." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
auch erschienen als: LASER discussion papers, 153 -
Literaturhinweis
Occupation-Industry Mismatch in the Cross Section and the Aggregate (2024)
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Darougheh, Saman (2024): Occupation-Industry Mismatch in the Cross Section and the Aggregate. In: Journal of Political Economy Macroeconomics, Jg. 2, H. 3, S. 375-408. DOI:10.1086/731536
Abstract
"I define occupations that are employed in more industries as “broader ” occupations. I study the implications of broadness for mismatch of the unemployed and vacancies across occupations and industries. I empirically find that workers in broader occupations are better insured against industry specific shocks. A recent literature has found that mismatch did not significantly contribute to the rise in unemployment during the Great Recession. I build a general equilibrium model that uses occupational broadness as a microfoundation of mismatch. The model uncovers a general equilibrium channel that realigns the strong crosssectional effects of mismatch with its missing aggregate impact. I argue that mismatch across occupations and industries cannot significantly contribute to aggregate unemployment fluctuations" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Application Flows (2024)
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Davis, Steven J. & Brenda Samaniego de la Parra (2024): Application Flows. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16903), Bonn, 61 S.
Abstract
"We build and analyze a new U.S. database that links 125 million applications to job vacancies and employer-side clients on Dice.com, an online platform for jobs and workers in software design, computer systems, engineering, financial analysis, management consulting, and other occupations that require technical skills. We find, first, that posting durations are quite short, often only two or three days, with a median of seven days. Second, labor market tightness has tiny effects on posting durations. Third, job seekers display a striking propensity to target new postings, with almost half of applications flowing to openings posted in the past 48 hours. Fourth, applications per posting are much too uneven to reflect random search, even within narrow market segments and job categories. Moreover, posted offer wages play no role in explaining the deviations from a random-search benchmark. Fifth, intermediaries play a huge role on both sides of the platform: Recruitment and staffing firms account for two-thirds of all postings and attract most of the applications. We relate these and other findings to theories of labor market search." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
In search of a job—But which one? How unemployed people revise their occupational expectations (2024)
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Demazière, Didier (2024): In search of a job—But which one? How unemployed people revise their occupational expectations. In: Social Policy and Administration, Jg. 58, H. 7, S. 1025-1041. DOI:10.1111/spol.13011
Abstract
"Conducting a job search implies the identification of a target—an intended job. However, this assumption has been little studied, and just two main conclusions have been drawn, namely: jobseekers have an incentive to adjust their targets to the jobs available, and returning to work tends to lead to occupational downgrading. This article explores how job search experiences shape and alter targets. Biographical interviews were conducted with 57 unemployed people registered with the French public employment service. Ultimately, all of them revise their occupational expectations as, faced with the uncertainties inherent to the job search and experiencing difficulties in reaching their priority targets, they try to adapt and define more realistic goals. Four contrasting processes of expectation revision are used to track these tensions between desirability and realism. In conclusion, we stress the following facts: that unemployed people are flexible and develop rationales in order to adapt to the labour market; that their experience of failure, alongside advice and beliefs arising in the course of the job search feed directly into these revisions, and that these revisions both vary in magnitude and reflect inequalities in the defining process of target jobs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Declining Search Frictions, Unemployment and Self-Employment (2024)
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Denderski, Piotr & Florian Sniekers (2024): Declining Search Frictions, Unemployment and Self-Employment. In: The Economic Journal, Jg. 134, H. 659, S. 1100-1145. DOI:10.1093/ej/uead093
Abstract
"In most OECD countries, unemployment rates show no trend, which is puzzling if advancements in information and communication technologies decrease labor-market frictions. We show, both analytically and quantitatively, that accounting for the secular decline in self-employment rates solves the puzzle. While declining labor-market frictions can theoretically explain these trends, we provide contradictory causal evidence that the roll-out of broadband internet has increased self-employment and decreased unemployment rates. We reconcile these observations with a new model featuring frictions in both labour and goods markets. We explain falling self-employment and non-trending unemployment quantitatively by labor-market frictions declining relatively more than goods-market frictions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
"New Plan", berufliche Weiterentwicklung und die Rolle von Informationen (2024)
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Dohmen, Thomas, Eva Kleifgen, Steffen Künn & Gesine Stephan (2024): "New Plan", berufliche Weiterentwicklung und die Rolle von Informationen. (IAB-Forschungsbericht 01/2024), Nürnberg, 33 S. DOI:10.48720/IAB.FB.2401
Abstract
"In der sich wandelnden Arbeitswelt reicht es in der Regel nicht mehr aus, einmal im Leben einen Beruf zu erlernen. Oft ist im bisherigen Beruf eine Weiterentwicklung sinnvoll oder sogar erforderlich; eventuelle Berufswechsel erfordern dann häufig den Erwerb neuer Kenntnisse und Fähigkeiten. Um die Chancen und Herausforderungen einschätzen zu können, ist eine gute Informationsbasis erforderlich. Die Bundesagentur für Arbeit (BA) hat im Rahmen ihrer Berufsberatung im Erwerbsleben (BBiE) das Online-Tool New Plan entwickelt. Dieses soll Menschen dabei helfen im Beruf voranzukommen, die eigenen Stärken zu erkennen und neue Perspektiven zu finden. Das Tool besteht aus drei Bereichen: „Möglichkeiten testen“, „Inspirieren lassen“, „Weiterbildung suchen“. Der Bereich „Inspirieren“ stellt dabei auf Berufsebene umfassende Informationen für eine mögliche berufliche Umorientierung zur Verfügung. Dieser Forschungsbericht stellt Ergebnisse aus einer Online-Befragung von Beschäftigten und Personen, die Arbeitslosengeld bezogen, vor. Die Befragung hat unter anderem erhoben, ob Personen New Plan kannten und nutzten, an beruflicher Weiterentwicklung interessiert waren und sich gut über ihre Verdienst- und Beschäftigungsmöglichkeiten informiert fühlten. Der Bericht geht zudem der Frage nach, ob Personen diese Fragen anders beantworteten, wenn sie zuvor ein Informationsschreiben zu New Plan erhalten hatten. Zu der Befragung wurden im Juni 2022 Personen eingeladen, die im Januar 2022 zu einer der folgenden vier Gruppen gehörten: sozialversicherungspflichtig Vollzeitbeschäftigte (einschließlich Personen in Helfertätigkeiten), sozialversicherungspflichtig Vollzeitbeschäftigte in Helfertätigkeiten, Arbeitslosengeldempfänger*innen (einschließlich Personen ohne Berufsabschluss), Arbeitslosengeldempfänger*innen ohne Berufsabschluss. Insgesamt umfasst das hier ausgewertete Analysesample gut 4.400 Personen. Im Ergebnis zeigt sich, dass New Plan den Vollzeitbeschäftigten im Schnitt deutlich seltener bekannt war als den Personen, die zum damaligen Zeitpunkt bzw. davor Arbeitslosengeld bezogen hatten – ohne vorheriges Informationsschreiben betrugen die Anteile rund 2 bzw. 11 Prozent. Der Bekanntheitsgrad von New Plan stieg deutlich, wenn Personen zuvor ein Informationsschreiben erhalten hatten – bei den Vollzeitbeschäftigten und Arbeitslosengeldempfänger*innen nahm der Bekanntheitsgrad jeweils um 14 Prozentpunkte zu. Vollzeitbeschäftigte hatten New Plan ohne vorheriges Informationsschreiben mit 0,3 Prozent anteilig deutlich seltener angeschaut als Arbeitslosengeldempfänger*innen mit 8 Prozent. Hochgerechnet auf die aktuellen Grundgesamtheiten hätten demnach etwa 63.000 Vollzeitbeschäftigte und 61.000 Arbeitslosengeldempfänger*innen New Plan bereits einmal angeschaut. Auch hier zeigt sich, dass das vorher verschickte Informationsschreiben den Anteil der Befragten, der das Tool bereits angeschaut hatte, um etwa 10 Prozentpunkte erhöhen konnte. Die Befragung zeigt auch: Vollzeitbeschäftigte waren – mit knapp zwei Drittel – in etwas geringerem Ausmaß an beruflicher Weiterentwicklung interessiert als Arbeitslosengeldempfänger*innen. Deren Anteil lag hier bei knapp drei Vierteln – relativ unabhängig davon, ob die Befragten vorher ein Informationsschreiben erhalten hatten oder nicht. Die befragten Vollzeitbeschäftigten fühlten sich schließlich zu deutlich mehr als 50 Prozent (eher) gut über ihre Verdienst- und – in etwas höherem Umfang – über ihre Beschäftigungschancen informiert. Auch bei den Arbeitslosengeldempfänger*innen fühlten sich mehr als 50 Prozent (eher) gut informiert, bei wiederum nur geringen Unterschieden zwischen Personen mit oder ohne vorherigem Informationsschreiben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Search, unemployment, and the Beveridge curve: Experimental evidence (2024)
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Duffy, John & Brian C. Jenkins (2024): Search, unemployment, and the Beveridge curve: Experimental evidence. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102518
Abstract
"We report on a laboratory experiment testing the predictions of the Diamond–Mortensen–Pissarides (DMP) search-and-matching model, which is a workhorse, decentralized model of unemployment and the labor market. We focus on the job vacancy posting problem that firms face in the DMP model. We explore the model’s comparative statics predictions concerning variations in the separation rate, the vacancy posting cost, and the firm’s surplus earned per employee. Across all treatments, we find strong evidence for an inverse relationship between vacancies and unemployment, consistent with the Beveridge curve. We also find that the results of our various comparative statics exercises are in-line with the predictions of the theory." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Effect of Wealth on Worker Productivity (2024)
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Eeckhout, Jan & Alireza Sepahsalari (2024): The Effect of Wealth on Worker Productivity. In: The Review of Economic Studies, Jg. 91, H. 3, S. 1584-1633. DOI:10.1093/restud/rdad059
Abstract
"We propose a theory that analyzes how a workers’ asset holdings affect their job productivity. In a labor market with uninsurable risk, workers choose to direct their job search trading off productivity and wages against unemployment risk. Workers with low asset holdings have a precautionary job search motive, they direct their search to low productivity jobs because those offer a low risk at the cost of low productivity and a low wage. Our main theoretical contribution shows that the presence of consumption smoothing can reconcile the directed search model with negative duration-dependence on wages, a robust empirical regularity that the canonical directed search model cannot rationalize. We calibrate the infinite horizon economy and find this mechanism to be quantitatively important. We evaluate a tax financed unemployment insurance (UI) scheme and analyze how it affects welfare. Aggregate welfare is inverted U-shaped in benefits: the insurance effect UI dominates the incentive effects for low levels of benefits and vice versa for high benefits. In addition, when UI increases, total production falls in the economy while worker productivity increases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Directed Search, Wages, and Non-wage Amenities: Evidence from an Online Job Board (2024)
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Escudero, Verónica, Hannah Liepmann & Damián Vergara (2024): Directed Search, Wages, and Non-wage Amenities: Evidence from an Online Job Board. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17211), Bonn, 38 S.
Abstract
"We leverage rich data from a prominent online job board in Uruguay to assess directed search patterns in job applications, focusing on posted wages and advertised non-wage amenities. We find robust evidence of directed search based on posted wages in the crosssection, with stark heterogeneity by occupation: the wage-application correlation is driven by vacancies attached to lower-skill occupations, with applications to vacancies attached to higher-skill occupations showing no responsiveness to posted wages. By applying text analysis to the job ads, we elicit advertised non-wage amenities and find evidence of directed search based on non-wage amenities. Applications to vacancies attached to lower-skill occupations are consistent with lexicographic application preferences: amenities predict applications to these vacancies only when wages are not posted. Finally, we exploit industry-by-occupation minimum wage variation to demonstrate that the observed occupational heterogeneity in directed search patterns is supported by quasi-experimental difference-in-differences estimates of the impact of wages on job applications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Herausforderungen für die Arbeitsmärkte der Zukunft am Beispiel Deutschland: Teil des Zeitgesprächs "Herausforderungen für die Arbeitsmärkte der Zukunft" (2024)
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Fitzenberger, Bernd, Julia Holleitner & Christian Kagerl (2024): Herausforderungen für die Arbeitsmärkte der Zukunft am Beispiel Deutschland. Teil des Zeitgesprächs "Herausforderungen für die Arbeitsmärkte der Zukunft". In: Wirtschaftsdienst, Jg. 104, H. 8, S. 519-523., 2024-08-08. DOI:10.2478/wd-2024-0137
Abstract
"Starke Transformationsprozesse durch Digitalisierung und Dekarbonisierung verändern den Arbeitsmarkt. Trotz aktuell schwacher Wirtschaftsentwicklung dürfte sich der Fachkräfte- und Arbeitskräftemangel aufgrund einer alternden Erwerbsbevölkerung weiter verschärfen, trotz einer in Deutschland im Vergleich zu anderen Ländern hohen Beschäftigungsquote. Um dies abzufedern, ist die Erschließung weiterer Beschäftigungspotenziale von Älteren, von Frauen und von Zugewanderten notwendig. Ebenso bedarf es höherer Investitionen, vor allem in die Digitalisierung, und eine höhere Mobilität, Agilität und Weiterbildung von Beschäftigten und Betrieben, um die Arbeitsproduktivität zu steigern. Auf diesem Wege können Arbeitskräfte ohne Wohlstandsverluste eingespart und die Beschäftigung in gut bezahlten Jobs gesichert werden. Zu adressieren sind ebenfalls die starken Passungsprobleme zwischen der großen Zahl an offenen Stellen und an Arbeitsuchenden sowie der langfristige Rückgang der Zahl der Selbstständigen." (Autorenreferat, IAB-Doku, © Springer)
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Literaturhinweis
Asymmetric Reciprocity and the Cyclical Behavior of Wages, Effort, and Job Creation (2024)
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Fongoni, Marco (2024): Asymmetric Reciprocity and the Cyclical Behavior of Wages, Effort, and Job Creation. In: American Economic Journal. Macroeconomics, Jg. 16, H. 3, S. 52-89. DOI:10.1257/mac.20200321
Abstract
"This paper develops a search and matching framework in which workers are characterized by asymmetric reference-dependent reciprocity and firms set wages by considering the effect that these can have on workers’ effort and, therefore, on output. The cyclical response ofeffort to wage changes can considerably amplify shocks, independently of the cyclicality of the hiring wage, which becomes irrelevant for unemployment volatility, and firms’ expectations of downward wage rigidity in existing jobs increases the volatility of job creation. The model is consistent with evidence on hiring and incumbents’ wage cyclicality, and provides novel predictions on the dynamics of effort." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitslose im Grundsicherungsbezug: Väter nehmen ungünstige Arbeitszeiten und lange Arbeitswege eher in Kauf als Mütter (2024)
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Frodermann, Corinna (2024): Arbeitslose im Grundsicherungsbezug: Väter nehmen ungünstige Arbeitszeiten und lange Arbeitswege eher in Kauf als Mütter. In: IAB-Forum H. 20.11.2024. DOI:10.48720/IAB.FOO.20241120.01
Abstract
"Daten des Panels „Arbeitsmarkt und soziale Sicherung“ (PASS) zeigen, dass Arbeitslose, die Leistungen der Grundsicherung beziehen, eine hohe Bereitschaft haben, eine neue Arbeitsstelle auch unter schlechteren Bedingungen anzunehmen. Bei dieser sogenannten Konzessionsbereitschaft gibt es allerdings große Unterschiede zwischen Männern und Frauen, vor allem unter Berücksichtigung des familiären Kontextes." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Social media and hiring: a survey experiment on discrimination based on online social class cues (2024)
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Galos, Diana Roxana (2024): Social media and hiring: a survey experiment on discrimination based on online social class cues. In: European Sociological Review, Jg. 40, H. 1, S. 116-128. DOI:10.1093/esr/jcad012
Abstract
"Discrimination based on social class is challenging to study, and therefore likely to be underappreciated due to its subtle nature. Social class is often difficult to gauge from traditional resumes, yet, the expansion of social networking platforms provides employers with an additional source of information. Given that many individuals have a social media presence today, employers can increasingly rely on additional information gleaned from such online platforms (e.g., Twitter, Instagram), which may alter hiring decisions. To study the role of social networking platforms vis-à-vis potential discrimination based on social class cues, I leverage an original online survey experiment in the United States. The aim of the investigation is (i) to measure the effect of cultural markers of social class expressed on social media profiles in a hypothetical hiring situation and (ii) to analyse potential channels that might explain class-based discrimination. I show that subjects favour the upper-class-signalling candidate over the lower-class-signalling candidate and that perceived competence and perceived warmth are two channels through which class-based discrimination may occur. The individual’s online presence might not be part of the formal application process, yet it seems to shape inferences about individuals’ employability, competence, and warmth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The inelastic demand for affirmative action (2024)
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Getik, Demid, Marco Islam & Margaret Samahita (2024): The inelastic demand for affirmative action. In: European Economic Review, Jg. 170. DOI:10.1016/j.euroecorev.2024.104862
Abstract
"We study the role of financial incentives in driving support for affirmative action (AA) in a series of online experiments. Participants act as employers deciding whether to use AA in hiring. We implement three treatments to disentangle AA preferences stemming from perceived gender differences in productivity, perceived effects of AA on productivity, or other costs of AA for employers. Around 1/3 of employers consistently implement AA, and we do not find any significant difference across treatments, despite successfully altering beliefs about productivity differences. Our results suggest that AA choice reflects a more intrinsic and inelastic preference for advancing female candidates." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Worker mobility and UI extensions (2024)
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Goensch, Johannes, Andreas Gulyas & Ioannis Kospentaris (2024): Worker mobility and UI extensions. In: European Economic Review, Jg. 162. DOI:10.1016/j.euroecorev.2024.104672
Abstract
"We develop an equilibrium search model with a labor force participation decision, job-to-job transitions, and endogenous separations. The calibrated model perfectly matches the observed labor market flows in US data. We use the model to simulate the effects of an extension of unemployment insurance benefits to 99 weeks. The reform leads to a decrease in employment, an increase in the labor force participation and unemployment rate, while it leaves labor productivity roughly constant. Using a model-based decomposition, as well as comparisons with alternative simplified models, we show that modeling workers’ participation decisions, job-to-job transitions, and endogenous separations together is crucial for a complete and accurate analysis of UI reforms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Age-Related Differences in Job Search Behavior: Do Older Jobseekers Need a Larger Social Network? (2024)
Guillemyn, Inés; Horemans, Jeroen;Zitatform
Guillemyn, Inés & Jeroen Horemans (2024): Age-Related Differences in Job Search Behavior: Do Older Jobseekers Need a Larger Social Network? In: Work, Aging and Retirement, Jg. 10, H. 3, S. 213-224. DOI:10.1093/workar/waad003
Abstract
"Increasing the employment rate of individuals aged 55+ is a key challenge in many OECD countries. While labor market discrimination and policy measures have been put forward as possible explanations, the role of job search remains largely unexplored. Yet, it determines to a large extent the match between supply and demand on the labor market. In this paper, we examine age-related differences in job search behavior. As skills have often become outdated for older workers, but job mobility may enhance their employment, we analyze search behavior for the unemployed as well as the employed adopting multiple parameters: job search intensity, use of the public employment agency, and social networking. The results indicate that jobseekers of different age employ different search methods, and that this relationship should be analyzed within the employment context of the jobseeker." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
IAB-Monitor Arbeitskräftebedarf 4/2023: Rückgang der offenen Stellen insbesondere bei kleinen und mittelgroßen Betrieben (Serie Arbeitskräftesicherung ) (2024)
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Gürtzgen, Nicole, Alexander Kubis & Martin Popp (2024): IAB-Monitor Arbeitskräftebedarf 4/2023: Rückgang der offenen Stellen insbesondere bei kleinen und mittelgroßen Betrieben (Serie Arbeitskräftesicherung ). In: IAB-Forum H. 19.03.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240319.01
Abstract
"Das gesamtwirtschaftliche Stellenangebot ist gegenüber dem Vorjahresquartal weiterhin rückläufig, im Vergleich zum Vorquartal jedoch stabil. Insgesamt ist der Arbeitskräftebedarf nach wie vor hoch. Allerdings gibt es deutliche Unterschiede nach Branchen und Betriebsgröße." (Autorenreferat, IAB-Doku)
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Literaturhinweis
IAB-Monitor Arbeitskräftebedarf 2/2024: Rund 400.000 offene Stellen weniger als im Vorjahresquartal (Serie "Arbeitskräftesicherung") (2024)
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Gürtzgen, Nicole, Alexander Kubis & Martin Popp (2024): IAB-Monitor Arbeitskräftebedarf 2/2024: Rund 400.000 offene Stellen weniger als im Vorjahresquartal (Serie "Arbeitskräftesicherung"). In: IAB-Forum H. 16.09.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240916.01
Abstract
"Das gesamtwirtschaftliche Stellenangebot ist gegenüber dem Vorjahresquartal weiterhin rückläufig. Im zweiten Quartal 2024 liegt die Zahl der offenen Stellen insgesamt 23 Prozent unter dem Niveau des Vorjahres. Gerade kleinere Betriebe halten sich derzeit am Arbeitsmarkt zurück und suchen weniger Personal." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Do employers learn more from referrals than from other recruitment channels? (2024)
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Gürtzgen, Nicole & Laura Pohlan (2024): Do employers learn more from referrals than from other recruitment channels? In: Labour Economics, Jg. 89, 2024-05-16. DOI:10.1016/j.labeco.2024.102574
Abstract
"We study whether referrals deliver better information about the productivity of new hires than other recruiting channels. Using combined vacancy-register data, we document that referrals are associated with less screening and lower search costs. We demonstrate that the referral wage premium is informative on referrals’ information advantage only if differences in screening are accounted for. Consistent with the predictions from a learning model, referrals increase new hires’ job stability and wages, with the effects diminishing over time. Results suggest that the referral information advantage is particularly pronounced for males and when employers use referrals as the only search channel." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
Information Frictions and Skill Signaling in the Youth Labor Market (2024)
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Heller, Sara B. & Judd B. Kessler (2024): Information Frictions and Skill Signaling in the Youth Labor Market. In: American Economic Journal. Economic Policy, Jg. 16, H. 4, S. 1-33. DOI:10.1257/pol.20220544
Abstract
"This paper provides evidence that information frictions limit the labor market trajectories of US youth. We provide credible skill signals— recommendation letters based on supervisor feedback—to a random subset of 43,409 participants in New York’s summer jobs program. Letters increase employment the following year by 3 percentage points (4.5 percent). Earnings effects grow over four years to a cumulative $1,349 (4.9 percent). We find little evidence of increased job search or confidence; instead, signals may help employers better identify successful matches with high-productivity workers. Pulling youth into the labor market can, however, hamper on-time graduation, especially among low-achieving students." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort (2024)
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Holzner, Christian & Makoto Watanabe (2024): New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort. (CESifo working paper), München, 46 S.
Abstract
"The Public Employment Agency (PEA) helps unemployed to find work and mediates PEAregistered job vacancies to job seekers via vacancy referrals. Using the spatial and temporal variation resulting from the regional roll-out of the Hartz 3 reform we are able to show that Hartz 3, which changed the counseling process of unemployed, decreased the fraction of unemployed that received vacancy referrals, increased the job-finding probability of unemployed without vacancy referrals, left the job-finding probability of unemployed with vacancy referrals unaffected, and increased average wages of newly hired, previously unemployed. Since the existing literature is not able to explain this set of findings, we develop a simple theoretical directed search model, which does. It does so by considering the interaction between the private market and the intermediation provided by the PEA." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Sorting through Cheap Talk: Theory and Evidence from a Labor Market (2024)
Zitatform
Horton, John J., Ramesh Johari & Philipp Kircher (2024): Sorting through Cheap Talk: Theory and Evidence from a Labor Market. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17052), Bonn, 78 S.
Abstract
"In a labor market model with cheap talk, employers can send messages about their willingness to pay for higher-ability workers, which job-seekers can use to direct their search and tailor their wage bid. Introducing such messages leads – under certain conditions – to an informative separating equilibrium that affects the number of applications, types of applications, and wage bids across rms. This model is used to interpret an experiment conducted in a large online labor market: employers were given the opportunity to state their relative willingness to pay for more experienced workers, and workers can easily condition their search on this information. Preferences were collected for all employers but only treated employers had their signal revealed to job-seekers. In response to revelation of the cheap talk signal, job-seekers targeted their applications to employers of the right "type," and they tailored their wage bids, affecting who was matched to whom and at what wage. The treatment increased measures of match quality through better sorting, illustrating the power of cheap talk for talent matching." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Skill vs. education types of labor mismatch and their association with earnings (2024)
Zitatform
Iakovlev, Vsevolod (2024): Skill vs. education types of labor mismatch and their association with earnings. (Accountancy, Economics, and Finance Working Papers / Heriot-Watt University, Department of Accountancy, Economics, and Finance 2024,12), Edinburgh, 82 S.
Abstract
"This work aims to determine whether the difference between skill and education-based measures of labor mismatch affects the estimates of the labor mismatch-earnings relationship as specified by Verdugo and Verdugo's (1989) version of over, required and undereducation (ORU) Mincer earnings function. The analysis employs crossectional data for 26 countries from the 1st Cycle of the OECD Survey of Adult Skills (PIAAC) conducted between 2011 and 2012. The preliminary results of the graphical analysis show that education and skill mismatch may exhibit opposite relationships with earnings at the country level. Specifically, over and under-education are found to be positively associated with median earnings, whereas over and under-skilling show a negative association. To investigate the source of the opposite correlations, an error components model is used. Additionally, the paper explores the heterogeneity in earnings and labor mismatch across a set of commonly used controls. The analysis produces mixed coefficient estimates for under and over-education but predominantly negative estimates for under and over-skilling at both individual and market levels. The market-level unobserved heterogeneity is found to be driving the coefficients away from zero. Although removing it often leads to a slight loss of magnitude, some exceptions exhibit a change of sign or loss of statistical significance. It is, thus, concluded that education and skill mismatch should be distinguished both conceptually and empirically and, if used as a proxy for each other, are unlikely to produce accurate results in the analysis of the Mincer earnings function." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reasons for college major-job mismatch and subsequent job mobility and earnings growth (2024)
Zitatform
Jiang, Shengjun (2024): Reasons for college major-job mismatch and subsequent job mobility and earnings growth. In: Empirical economics, Jg. 67, H. 3, S. 1275-1301. DOI:10.1007/s00181-024-02578-z
Abstract
"This study examines the heterogeneity in job mobility and earnings growth among workers who were mismatched in their previous jobs due to different reasons. Mismatched is defined as working in jobs that are not related to the highest degree field. Using a panel dataset derived from the National Survey of College Graduates, I find that workers who were previously mismatched due to the unavailability of jobs in related fields (demand-mismatched) are more likely to make complex moves, i.e., changing both employer and job title, and experience higher earnings growth relative to their matched counterparts. The earnings growth among previously matched workers and workers who were mismatched due to other reasons, such as a change in career interests (supply-mismatched), is generally not significantly different. However, supply-mismatched workers encounter negative earnings growth after making simple moves, i.e., changing only employer. Further, heterogeneous earnings growth patterns are found among mismatched workers in different stages of career and between female and male mismatched workers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
What Skills Pay More? The Changing Demand and Return to Skills for Professional Workers (2024)
Zitatform
Josten, Cecily, Helen Krause, Grace Lordan & Brian Yeung (2024): What Skills Pay More? The Changing Demand and Return to Skills for Professional Workers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16755), Bonn, 72 S.
Abstract
"Technology is disrupting labor markets. We analyze the demand and reward for skills at occupation and state level across two time periods using job postings. First, we use principal components analysis to derive nine skills groups: 'collaborative leader', 'interpersonal & organized', 'big data', 'cloud computing', 'programming', 'machine learning', 'research', 'math' and 'analytical'. Second, we comment on changes in the price and demand for skills over time. Third, we analyze non-linear returns to all skills groups and their interactions. We find that 'collaborative leader' skills become significant over time and that legacy data skills are replaced over time by innovative ones." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
also released as: LSE Research Online Documents on Economics, 121450 -
Literaturhinweis
No Thanks, Dear AI! Understanding the Effects of Disclosure and Deployment of Artificial Intelligence in Public Sector Recruitment (2024)
Zitatform
Keppeler, Florian (2024): No Thanks, Dear AI! Understanding the Effects of Disclosure and Deployment of Artificial Intelligence in Public Sector Recruitment. In: Journal of Public Administration Research and Theory, Jg. 34, H. 1, S. 39-52. DOI:10.1093/jopart/muad009
Abstract
"Applications based on artificial intelligence (AI) play an increasing role in the public sector and invoke political discussions. Research gaps exist regarding the disclosure effects—reactions to disclosure of the use of AI applications—and the deploymenteffect—efficiency gains in data savvy tasks. This study analyzes disclosure effects and explores the deployment of an AI application in a preregistered field experiment (n = 2,000) co-designed with a public organization in the context of employer-driven recruitment. The linear regression results show that disclosing the use of the AI application leads to significantly less interest in an offer among job candidates. The explorative analysis of the deployment of the AI application indicates that the person–job fit determined by the leaders can be predicted by the AIapplication. Based on the literature on algorithm aversion and digital discretion, this study provides a theoretical and empirical disentanglement of the disclosure effect and the deployment effect to inform future evaluations of AI applications in the public sector. It contributes to the understanding of how AI applications can shape public policy and management decisions, and discusses the potential benefits and downsides of disclosing and deploying AI applications in the public sector and in employer-driven recruitment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeits- und Fachkräftemangel trotz Arbeitslosigkeit (2024)
Klaus, Anton; Beckmann, Ralf;Zitatform
Klaus, Anton & Ralf Beckmann (2024): Arbeits- und Fachkräftemangel trotz Arbeitslosigkeit. (Berichte: Arbeitsmarkt kompakt / Bundesagentur für Arbeit), Nürnberg, 19 S.
Abstract
"• Trotz konjunktureller Schwäche klagen viele Unternehmen über Fachkräftemangel. Die letzte Fachkräfteengpassanalyse der Statistik der Bundesagentur für Arbeit weist für das Jahr 2022 200 Engpassberufe aus. Da stellt sich die Frage: Wie ist das mit einer Zahl von 2,6 Millionen Arbeitslosen im Jahresdurchschnitt 2023 zu vereinbaren?
ÐA• Arbeitslosigkeit ist kein statischer Block. Am Arbeitsmarkt gibt es viel Bewegung. Von Januar bis Dezember 2023 haben sich in Deutschland mehr als 2,2 Millionen Menschen im Anschluss an eine Erwerbstätigkeit arbeitslos gemeldet. Im selben Zeitraum haben 1,7 Millionen Arbeitslose eine Beschäftigung aufgenommen.
ÐA• In der Arbeitslosenversicherung sind die Wechsel zwischen Beschäftigung und Arbeitslosigkeit deutlich dynamischer als in der Grundsicherung für Arbeitsuchende.
ÐA• In der Grundsicherung für Arbeitsuchende, in der zwei Drittel der Arbeitslosen betreut werden, ist deshalb die durchschnittliche Dauer der Arbeitslosigkeit länger und der Anteil an Langzeit-arbeitslosen mit 47 Prozent sehr viel höher.
ÐA• Dies lässt sich unter anderem auf häufig auftretende multiple Vermittlungshemmnisse zurückführen. Knapp die Hälfte der Arbeitslosen im SGB II hat mindestens zwei vermittlungs-hemmende Merkmale wie zum Beispiel keine formale Berufsausbildung und langzeitarbeitslos.
ÐA• Der Arbeitsmarktausgleich wird darüber hinaus durch einen erheblichen Mismatch erschwert. Dieser lässt sich statistisch vor allem aus qualifikatorischer, beruflicher oder auch regionaler Sicht beschreiben.
ÐA• Über die Hälfte der Arbeitslosen sucht eine Beschäftigung auf Helferniveau. Jedoch richten sich fast 80 Prozent der gemeldeten Stellen an Fachleute.
ÐA• Während auf Ebene der Helfer rein rechnerisch rund 9 Arbeitslose auf eine Stelle kommen, liegt die Relation bei qualifiziertem Fachpersonal bei knapp 2:1.
ÐA• Engpässe sind vor allemin Pflege-, Gesundheits- und Sozialberufen, in Bau- und Handwerks-berufen oder auch in IT-Berufen auszumachen. Dagegen gibt es zum Beispiel in Büroberufen, in der Lagerlogistik oder auch in künstlerisch-kreativen Berufen vergleichsweise viele Arbeitslose auf wenige gemeldete Stellen.
ÐA• Regional fallen vor allem Unterschiede zwischen den Flächenländern und den Stadtstaaten auf. Während es in Bayern rechnerisch gesehen weniger arbeitslose Fachkräfte als gemeldete Stellen gibt, treffen in Hamburg oder Berlin im Schnitt gut 3 bis 5 arbeitslose Fachkräfte auf eine gemeldete Stelle.
ÐA• Als Potenzial für die Besetzung offener Stellen kommen nicht nur Arbeitslose in Frage, sondern auch beispielsweise nichtarbeitslose Arbeitsuchende, (junge) Menschen, die in Kürze einen beruflichen Abschluss erwerben, Personen aus der Stillen Reserve oder auch zugewanderte Menschen." (Autorenreferat, IAB-Doku)Weiterführende Informationen
Link zur aktuellen Version, ältere Fassungen online nicht mehr verfügbar. -
Literaturhinweis
The Welfare Impact of Reemployment Bonuses (2024)
Komatsu, Katsuhiro;Zitatform
Komatsu, Katsuhiro (2024): The Welfare Impact of Reemployment Bonuses. (SSRN papers), Rochester, NY, 39 S. DOI:10.2139/ssrn.4534315
Abstract
"This paper investigates the welfare impact of reemployment bonuses in a dynamic job search model. Reemployment bonuses, monetary incentives offered to workers who obtain employment, may mitigate the moral hazard in unemployment insurance (UI) while preserving consumption smoothing. Using a sufficient statistics approach, I first show the substantial positive impact of reemployment bonuses on welfare given the current level of UI benefits. Then, by using a quantitative model of job search, consumption, and saving, I study the optimal combination of UI benefits and reemployment bonuses. I find that the optimal UI benefit level is higher when reemployment bonuses are incorporated. Compared to the welfare gain achieved by implementing only the optimal level of UI benefits, the optimal combination of UI benefits and reemployment bonuses achieves a 56 percent larger welfare gain." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social capital, job search and labor market outcomes (2024)
Zitatform
Krug, Gerhard (2024): Social capital, job search and labor market outcomes. In: S. McDonald, R. Côté & J. Shen (Hrsg.) (2024): The Handbook on Inequality and Social Capital, 2023-02-01. DOI:10.4337/9781802202373.00034
Abstract
"This chapter gives an overview of the role of social capital in job search. Based on the conceptual distinction between accessed, activated and mobilized social capital, the author first posits a theoretical model of how social capital relates to individuals’ job search behavior and shapes labor market outcomes. This model is used to specify the contributions of a variety of empirical studies from disciplines such as sociology, labor market economics and social psychology to the social capital literature. The author also reviews empirical studies on employers’ use of social capital and social networks and studies on the role of personal contacts as intermediaries between job seekers and employers seeking to fill a vacancy. The chapter concludes with a discussion of frequently encountered methodological problems in research on social capital and job search and of possible directions for future research." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Firm Productivity, Wages, and Sorting (2024)
Zitatform
Lochner, Benjamin & Bastian Schulz (2024): Firm Productivity, Wages, and Sorting. In: Journal of labor economics, Jg. 42, H. 1, S. 85-119., 2022-09-13. DOI:10.1086/722564
Abstract
"We study the link between firm productivity and the wages that firms pay. Guided by a search-matching model with large firms, worker and firm heterogeneity, and production complementarities, we infer firm productivity by estimating firm-level production functions. Using German data, we find that the most productive firms do not pay the highest wages. Worker transitions from high- to medium-productivity firms are on average associated with wage gains. Productivity sorting, that is, the sorting of high-ability workers into high-productivity firms, is less pronounced than the sorting into high-wage firms." (Author's abstract, IAB-Doku, © University of Chicago Press) ((en))
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Literaturhinweis
Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs (2024)
Zitatform
Maibom, Jonas, Nikolaj Harmon, Anita Glenny & Jonas Fluchtmann (2024): Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs. In: Journal of labor economics, Jg. 42, H. 4, S. 1175-1217. DOI:10.1086/725165
Abstract
"Using data on applied-for jobs for the universe of Danish UI recipients, we examine variation in job search behavior both across individuals and over time during unemployment spells. We find large differences in the level of applied-for wages across individuals but over time all individuals adjust wages downward in the same way. The decline in applied-for wages over time is descriptively small but economically important in standard models of job search. We find similar results when examining variation in the non-wage characteristics of applied-for jobs and in the search methods used to find them. We discuss implications for theory." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Recruiting mid-qualified workers in product-innovating firms: Which personality traits matter? (2024)
Zitatform
Minssen, Luisa, Mark Levels, Harald Pfeifer & Caroline Wehner (2024): Recruiting mid-qualified workers in product-innovating firms: Which personality traits matter? In: Journal of Behavioral and Experimental Economics, Jg. 112. DOI:10.1016/j.socec.2024.102267
Abstract
"Change in the work context is an important characteristic of product-innovating firms, and the innovation's profitability often depends on the workers’ adaptive capability to cope with change. Personality traits shape the individual adaptive capability. Nevertheless, the current economic recruitment literature does not discuss personality trait-oriented recruitment in product-innovating firms. We investigate whether recruiters in product-innovating firms prefer mid-qualified job applicants with certain Big Five personality traits. We conduct a discrete choice experiment among 799 firms in Germany and use mixed logit models to estimate the heterogeneous personality preferences of recruiters by distinguishing between firms performing i) radical and ii) incremental product innovations. We find that recruiters prefer more emotionally stable workers regardless of the firm's innovation type. However, recruiters from firms engaging in radical innovations also prefer more conscientious applicants. Our findings have practical implications for firms, applicants and policy makers designing training curricula, because we show that recruiters from product-innovating firms consider personality trait-oriented recruitment not only for high-qualified workers but also for mid-qualified workers." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
On the Job Search and Business Cycles (2024)
Zitatform
Moscarini, Giuseppe & Fabien Postel-Vinay (2024): On the Job Search and Business Cycles. In: Revue economique, Jg. Vol. 51, H. 1, S. 73-112. DOI:10.3917/reco.751.0073
Abstract
"We propose a highly tractable way of analyzing business cycles in an environment with random job search both off- and on-the-job (OJS). Heterogeneity in productivity across jobs generates a job ladder. Firms Bertrand-compete for employed workers, as in the Sequential Auctions protocol of Postel-Vinay and Robin [2002]. We identify three channels through which OJS amplifies and propagates aggregate shocks: 1) a higher estimated elasticity of the matching function when allowing for OJS; 2) the differential returns to hiring employed and unemployed job applicants, whose proportions naturally vary over the business cycle; 3) the slow reallocation of workers through OJS across rungs of the job ladder, generating endogenous, slowly evolving opportunities for further poaching, which feed back on job creation incentives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data (2024)
Zitatform
Mueller, Andreas I., Damian Osterwalder, Josef Zweimüller & Andreas Kettemann (2024): Vacancy Durations and Entry Wages: Evidence from Linked Vacancy–Employer–Employee Data. In: The Review of Economic Studies, Jg. 91, H. 3, S. 1807-1841. DOI:10.1093/restud/rdad051
Abstract
"This article explores the relationship between the duration of a vacancy and the starting wage of a new job, using linked data on vacancies, the posting establishments, and the workers eventually filling the vacancies. The unique combination of large-scale, administrative worker, establishment, and vacancy data is critical for separating establishment- and job-level determinants of vacancy duration from worker-level heterogeneity. Conditional on observables, we find that vacancy duration is negatively correlated with the starting wage and its establishment component, with precisely estimated elasticities of −0.07 and −0.21, respectively. While the negative relationship is qualitatively consistent with search-theoretic models where firms use the wage as a recruiting device, these elasticities are small, suggesting that firms’ wage policies can account only for a small fraction of the variation in vacancy filling across establishments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Predicting Job Match Quality: A Machine Learning Approach (2024)
Zitatform
Mühlbauer, Sabrina & Enzo Weber (2024): Predicting Job Match Quality: A Machine Learning Approach. (IAB-Discussion Paper 09/2024), Nürnberg, 25 S. DOI:10.48720/IAB.DP.2409
Abstract
"Dieses Papier beschäftigt sich mit einer groß angelegten Datenanalyse um die Matching‑Qualität auf dem Arbeitsmarkt zu untersuchen. Hierfür verwenden wir einen sehr umfangreichen administrativen Datensatz zu Arbeitsmarktbiographien in Deutschland. Die Schätzungen werden sowohl mit maschinellem Lernen (extreme gradient boosting), als auch mit traditionellen statistischen Methoden (OLS, logit) durchgeführt. Bei der Gegenüberstellung beider Methoden wird deutlich, dass maschinelles Lernen insbesondere in den Bereichen Mustererkennung, Analyse von sehr großen Datensätzen und Minimierung der Fehlerrate deutliche Vorteile gegenüber den herkömmlichen Methoden aufweist. Schließlich werden die Prognosen für Matching‑Qualität (Stabilität und Löhne) mit Matching‑Wahrscheinlichkeiten kombiniert. Anhand dieser Ergebnisse wird für jede arbeitssuchende Person eine Liste mit Berufsvorschlägen generiert. Damit können Arbeitsvermittlern und Arbeitssuchenden Alternativen aufgezeigt werden, wodurch sich ihr Suchverhalten auf dem Arbeitsmarkt erweitern könnte." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Skill mismatch and the costs of job displacement (2024)
Zitatform
Neffke, Frank, Ljubica Nedelkoska & Simon Wiederhold (2024): Skill mismatch and the costs of job displacement. In: Research Policy, Jg. 53. DOI:10.1016/j.respol.2023.104933
Abstract
"Establishment closures have lasting negative consequences for the workers displaced from their jobs. We study how these consequences vary with the amount of skill mismatch that workers experience after job displacement. Developing new measures of occupational skill redundancy and skill shortage, we analyze the work histories of individuals in Germany between 1975 and 2010. We estimate difference-in-differences models, using a sample of displaced workers who are matched to statistically similar non-displaced workers. We find that displacements increase the probability of occupation change eleven-fold. Moreover, the magnitude of post-displacement earnings losses strongly depends on the type of skill mismatch that workers experience in such job switches. Whereas skill shortages are associated with relatively quick returns to the earnings trajectories that displaced workers would have experienced absent displacement, skill redundancy sets displaced workers on paths with permanently lower earnings. We show that these differences can be attributed to differences in mismatch after displacement, and not to intrinsic differences between workers making different post-displacement career choices." (Author's abstract, IAB-Doku, © Elsevier) ((en))
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Literaturhinweis
Immigration and Worker-Firm Matching (2024)
Zitatform
Orefice, Gianluca & Giovanni Peri (2024): Immigration and Worker-Firm Matching. In: The Review of Economics and Statistics, S. 1-45. DOI:10.1162/rest_a_01476
Abstract
"Positive assortative matching increases both the wages of more productive workers and wage dispersion. We study the effect of immigration on positive assortative matching using French employer-employee data from 1995 to 2005. We find that increases in the share of immigrants, driven by historical networks across local labor markets, generated stronger positive assortative matching between workers and firms. We present evidence suggesting that this effect was associated to higher wages for more productive workers and that the findings are consistent with increased workers' screening by firms." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Reconsidering Occupational Internal Labor Markets: Incidence and Consequences (2024)
Zitatform
Osterman, Paul (2024): Reconsidering Occupational Internal Labor Markets: Incidence and Consequences. In: ILR review, Jg. 77, H. 3, S. 366-395. DOI:10.1177/00197939241242089
Abstract
"What are useful ways to characterize varying employment systems? This article returns to an older idea, Internal Labor Markets (ILMs). The traditional assumption characterized ILMs as the core of the labor market but current thinking argues that ILMs have frayed. Little direct measurement has been carried out, however, and both viewpoints have relied on proxies or case studies. The author utilizes a new survey of employed US workers to provide an estimate of the incidence of ILMs and finds that between 25 and 40% percent of adult workers are in ILMs. The article then elaborates theory regarding the practices of ILMs, a theory grounded in the idea of complementary bundles of human resource practices, and asks what are the correlates of being in an ILM. Findings show that although wages in ILMs are no higher than non-ILM wages, ILMs are positively associated with other aspects of job quality and attitudes across the board." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nonparametric Estimation of Matching Efficiency and Mismatch in Labor Markets via Public Employment Security Offices in Japan, 1972-2024 (2024)
Otani, Suguru;Zitatform
Otani, Suguru (2024): Nonparametric Estimation of Matching Efficiency and Mismatch in Labor Markets via Public Employment Security Offices in Japan, 1972-2024. (arXiv papers 2407.20931), 29 S.
Abstract
"I examine changes in matching efficiency and elasticities in Japan's labor market via Hello Work for unemployed workers from January 1972 to April 2024 using a nonparametric identification approach by y Lange and Papageorgiou (2020). I find a declining trend in matching efficiency, consistent with decreasing job and worker finding rates. The implied match elasticity with respect to unemployment is 0.5-0.9, whereas the implied match elasticity with respect to vacancies varies between -0.4 and 0.4. Decomposing aggregate data into full-time and part-time ones, I find that the sharp decline of matching efficiency after 2015 shown in the aggregate trend is driven by the decline of both full-time and part-time ones. Second, I extend the mismatch index proposed by Sahin et al (2014) to the nonparametric version and develop the computational methodology. I find that the mismatch across occupations is more severe than across prefectures and the original Cobb-Douglas mismatch index is underestimated." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Destabilizing search technology (2024)
Potter, Tristan;Zitatform
Potter, Tristan (2024): Destabilizing search technology. In: Journal of monetary economics, Jg. 145. DOI:10.1016/j.jmoneco.2024.103557
Abstract
"Modern job search technologies enable job seekers to monitor the arrival of newly posted vacancies. This paper conceptualizes search as a monitoring decision and shows that monitoring technologies give rise to a novel source of strategic complementarities in search and can thus lead to potentially destabilizing multiplicity of equilibria. The model provides a theory of belief-driven fluctuations in labor supply that can permanently shift the path of the economy, and offers an explanation for persistently weak wage growth despite low unemployment during the recovery from the Great Recession." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes (2024)
Zitatform
Stephan, Gesine, Clemens Hetschko, Julia Schmidtke, Michael Eid & Mario Lawes (2024): Feeling Observed? A Field Experiment on the Effects of Intense Survey Participation on Job Seekers’ Labour Market Outcomes. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17347), Bonn, 29 S.
Abstract
"We ran a field experiment to causally identify the effects of intense survey participation on key labor market outcomes. We randomly excluded individuals willing to sign up for the German Job Search Panel, a high-frequency survey with a focus on job search and wellbeing. Using administrative data on labor market outcomes (e.g., employment, earnings), we find that, on average, survey participation had no effect on labor market outcomes during the year after signing up. Furthermore, there is no strong heterogeneity across subgroups. Overall, this is good news for the validity of survey-based research involving labor market outcomes. We also demonstrate that a comparison of individuals signing up for the survey with individuals not responding to the invitation could have been misleading. Even when controlling for a wide range of observable characteristics, survey participation and the subsequent take up of training programs correlate significantly. This speaks to the importance of experimental research designs in our context." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process (2024)
Zitatform
Tholen, Gerbrand (2024): Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process. In: Work, Employment and Society, Jg. 38, H. 3, S. 705-722. DOI:10.1177/09500170231155294
Abstract
"Organisational fit represents a crucial criterion in the hiring process. This article aims to understand how employers and external recruitment consultants define and apply organisational fit in professional labour markets, such as engineering, marketing and finance. It also investigates how the use of organisational fit in hiring can lead to social bias within these labour markets. It relies on semi-structured interviews with 47 external recruitment consultants who assist employers in these sectors. The article draws on Relational Inequality Theory to demonstrate how hiring managers and consultants use organisational fit to create and justify boundaries between acceptable and unacceptable candidates. Claim-making supports the rationalisation and legitimisation in the exclusion of groups of candidates. The article critically informs human resource management, business and psychology literature that perceive organisational fit as a largely benign criterion for recruitment. It also extends sociological and critical management literature by delineating three main exclusionary mechanisms in matching candidates for organisational fit." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitslose im Fokus: Wege zur Fachkräftesicherung (2024)
Tiedemann, Jurek; Werner, Dirk;Zitatform
Tiedemann, Jurek & Dirk Werner (2024): Arbeitslose im Fokus: Wege zur Fachkräftesicherung. (KOFA kompakt / Kompetenzzentrum Fachkräftesicherung 2024,01), Köln, 5 S.
Abstract
"Nicht für alle Arbeitslosen gibt es zum Zeitpunkt ihrer Arbeitssuche eine offene Stelle in ihrem angestrebten oder erlernten Beruf. Der vorliegende KOFA Kompakt beleuchtet die Entwicklung dieses Arbeitslosenüberhangs." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job search intensity and wage rigidity in business cycles (2024)
Zitatform
Uemura, Yuki (2024): Job search intensity and wage rigidity in business cycles. In: Journal of macroeconomics, Jg. 82. DOI:10.1016/j.jmacro.2024.103624
Abstract
"Search intensity, as well as the aggregate economic condition, is a crucial factor that determines unemployed workers’ success in job searches. Their search intensity is predicted to be procyclical in standard search and matching models. However, many empirical studies show that search intensity is countercyclical. This study examines the job search behavior of unemployed workers over business cycles using a search and matching model that incorporates wage rigidity and a generalized matching function. Unlike previous studies, the proposed model can generate both procyclical and countercyclical search intensities by introducing wage rigidity. This study calibrates the model to the U.S. economy and provides various impulse response analyses. The numerical exercises show that the model successfully and simultaneously reproduces countercyclical search efforts and sizable labor market fluctuations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Partially directed search in the labor market (2024)
Wu, Liangjie;Zitatform
Wu, Liangjie (2024): Partially directed search in the labor market. In: Journal of Economic Theory, Jg. 220. DOI:10.1016/j.jet.2024.105858
Abstract
"I study the labor market implications of an equilibrium search model with flexible degrees of information availability, which nests the random and directed search models as special cases. Workers have limited information about the payoffs of applying to different firms. Firms use wages to attract workers and mediate externalities among applicants. Limited information interacts with the allocative role of wages, leading to new predictions. Reducing information friction has non-monotonic impacts on efficiency. When the cost of acquiring information is low (high), alleviating the information friction reduces (exacerbates) the distortion in the market equilibrium. I then apply this model to discuss the implications of improvements in information technology and the spillover effects among workers in the labor market." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Skill Demand and Wages: Evidence From Linked Vacancy Data (2024)
Zitatform
Ziegler, Lennart (2024): Skill Demand and Wages: Evidence From Linked Vacancy Data. In: Benjamin Elsner; Solomon W. Polachek (eds.) (2024): Big Data Applications in Labor Economics, Part B, Cheltenham, S. 101-130. DOI:10.1108/S0147-91212024000052B025
Abstract
"This study provides new evidence on skill requirements in the labor market and shows to what extent skill demand is associated with wages and vacancy duration. In a sample of more than 1.5 million job postings administered by the Austrian public employment service, I identify the most common skill requirements mentioned in job descriptions. Accounting for a broad set of detailed job characteristics, there exists a robust association between the number of skill requirements and wages. In particular, jobs with many skill requirements pay substantially higher wages. While I estimate large effects for managerial and analytical skills, associations with most soft skills are small. Employers also need longer to fill vacancies with many skill requirements. Robustness tests show that measurement error is unlikely to explain these results and that the estimates can be replicated using vacancy postings from another job board." (Author's abstract, IAB-Doku, © Emerald) ((en))
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Literaturhinweis
Minimum Wage and Skills - Evidence from Job Vacancy Data (2023)
Andrieu, Elodie; Kuczera, Malgorzata;Zitatform
Andrieu, Elodie & Malgorzata Kuczera (2023): Minimum Wage and Skills - Evidence from Job Vacancy Data. (TPI working papers / The Productivity Institute 034), Manchester, 62 S.
Abstract
"Low-wage occupations tend to be populated by workers with low levels of education. An increase in the minimum wage, while designed to protect workers in the lower part of the wage distribution, might result in unintended consequences for those same workers. In this paper, we study firms’ reaction to higher minimum wages, exploiting a change to the minimum-wage policy in the UK in 2016. We document how an increase in the minimum wage affects the labour hiring for different education and technical skill levels of workers. The results show that an increase in the minimum wage compressed both the demand for low educated workers and the demand for workers with low levels of technical skills (tech workers) for graduates in low and middle skilled occupations. Using a difference-in-differences framework, we find that a large and unexpected change to the minimum wage led to a 11 percentage point decrease in the proportion of non-graduate vacancies and a 15 percentage point decline in the share of low-tech ads. There is evidence for labour-labour substitution at the low-end of the skill distribution and labour-technology substitution for more educated workers as a way to compensate for labour costs increases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
But which skills? Natural Language Processing tools and the identification of high-demand skills in online Job advertisements (2023)
Anelli, Gianni;Zitatform
Anelli, Gianni (2023): But which skills? Natural Language Processing tools and the identification of high-demand skills in online Job advertisements. In: Work Organisation, Labour and Globalisation, Jg. 17, H. 2, S. 91-104.
Abstract
"Skills assessment is essential for today’s labor market.There are many factors hat change the requirements for the workplace. More than ever, it is important to monitor which skills are in high demand so that workers stay employed and ompanies do not lose productivity. This research discusses the relevance of data from online job portals for this task. It then uses a skill extractor in online ob advertisements from Chile to identify and extract the skills employers place n their online job advertisements through skills dictionaries. The study shows modest results when using the European Skills, Competences and Occupations 28ESCO) dictionary but an enhanced and much-improved result when adding an inductively constructed dictionary of the national labor market. Using this method would allow a new input of information to be incorporated into labor arket information systems that would enable better decisions to be made by he various actors in the labor market." (Author's a bstract, IAB-Doku, © Pluto Journals Ltd.) ((en))
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Literaturhinweis
Educational mismatches of newly hired workers: Short- and medium-term effects on wages (2023)
Zitatform
Araújo, Isabel & Anabela Carneiro (2023): Educational mismatches of newly hired workers: Short- and medium-term effects on wages. In: International Labour Review, Jg. 162, H. 3, S. 355-383. DOI:10.1111/ilr.12374
Abstract
"This paper examines the short- and medium-term effects of over- and undereducation on individual wages using a matched employer-employee dataset from 1998 to 2012 and a novel measure of educational mismatch based on the flows of newly hired workers. The findings reveal that the wage differential between adequately matched and mismatched workers decreases substantially once the unobserved heterogeneity of the worker and the firm is considered. Workers' unobserved characteristics explain a large proportion of both the overeducated wage penalty and the undereducated wage premium. Additionally, variations in firms' pay policies contribute to the wage gap among mismatched workers. Finally, findings show that job mismatches have the greatest impact on early-career individuals' wages." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))