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Kalinowski, Michael, Florian Bernardt & Tobias Maier (2023): Ein konsistentes Datenmodel für die Arbeitsmarktprojektion. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 33-54.

Abstract

"Das Alleinstellungsmerkmal der Qualifikations- und Berufsprojektionen ist neben der Berücksichtigung der beruflichen Mobilität zwischen erlerntem und ausgeübtem Beruf die Überführung unterschiedlicher Datenquellen in einen gemeinsamen, harmonisierten Datensatz. Dieser Beitrag stellt zunächst die verwendeten Klassifikationen und Datenquellen mit ihren Vor- und Nachteilen vor und beschreibt anschließend das Vorgehen bei der Harmonisierung der unterschiedlichen offiziellen Statistiken, sowohl auf Bundes- als auch auf regionaler Ebene." (Autorenreferat, IAB-Doku)

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Kopycka, Katarzyna (2023): Escaping uncertainty through downward mobility? Occupational mobility upon transition to permanent employment in Germany and in Poland. In: Research in Social Stratification and Mobility, Jg. 83. DOI:10.1016/j.rssm.2023.100768

Abstract

"Extending existing research on transitions from temporary to permanent employment this article investigates the social mobility dimension of these transitions. Specifically, it asks whether certain individuals experience downward occupational mobility while moving from temporary to permanent employment in the two countries under study, Germany and Poland. The empirical analysis of the employment histories of young individuals until age 35 involves event history modelling using Cox proportional hazards methodology and is conducted on data from the German Socioeconomic Panel (G-SOEP) and the Polish Panel Survey (POLPAN) for the period 2003–2017/2018. In the study, transitions to permanent employment with and without downward occupational mobility are defined as competing events and modeled separately. The analysis reveals that ten per cent and as much as seventeen per cent of moves to permanent employment in Germany and Poland, respectively, are accompanied by a loss in occupational status. A higher prevalence of downward mobility in Poland may result from a weaker welfare state there which is less decommodifying. Furthermore, a low level of individual economic vulnerability decreases the transition rate to permanent employment involving a drop in occupational status. In Poland, the high socioeconomic position of the family of origin deters from changing to an unlimited contract with downward mobility. In Germany, married or partnered individuals who enjoy a high household income bear a lower risk of transitioning to permanent employment with status loss." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Lappi, Emma (2023): Help from the past - coworker ties and entry wages after self-employment. In: Small business economics, Jg. 60, H. 3, S. 1171-1196. DOI:10.1007/s11187-022-00652-3

Abstract

"This paper empirically estimates how referrals mitigate the risk associated with hiring formerly self-employed individuals. We do this by comparing the networks and entry wages for two groups of new hires: those who exit self-employment to become wage-employed and those who change employers as wage employees, i.e., job changers. Referrals are defined as coworker ties through which the new hire and an incumbent worker share a common employment history before their current employment. We use longitudinal Swedish register-based data to evaluate the entry wages of the two groups of new hires for the years between 2010 and 2013. The results show that having coworker ties is associated with 2.9% higher entry wages and that this network premium is uniform across the formerly self-employed and job changers. However, the new hires from self-employment have consistently lower entry wages than the job changers, even if the exiting self-employed have coworker ties." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

Zitatform

Lee, Annie S., William M. Rodgers & Sébastien Breau (2023): Challenging transitions? Assessing the occupational mobility patterns of US immigrants by gender. In: International Migration, Jg. 61, H. 6, S. 155-174. DOI:10.1111/imig.13154

Abstract

"This article uses the New Immigrant Survey to assess the occupational mobility of US immigrants. Estimates from OLS and Heckman selection models show the occupational mobility of immigrants follows a U-shaped pattern: immigrants arriving in the United States see their occupational status decline before it gradually improves. However, even 9 years after coming to the United States, the occupational status of immigrants remains lower than prior to their arrival in the country. Our findings also suggest that immigrant women with higher occupational status tend to move more often to the United States than immigrant men. Conversely, immigrant women are more likely than men to experience career interruptions after migration. Finally, occupational employment growth rates (defined as the growth rate in the number of jobs for an occupation) have a positive impact on both men and women immigrants' ability to recover their occupational status, though the impact appears to be greater for immigrant women." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Litsardopoulos, Nicholas, George Saridakis & Andrew E. Clark (2023): Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development. In: The B.E. Journal of Economic Analysis and Policy, Jg. 23, H. 4, S. 1175-1185. DOI:10.1515/bejeap-2023-0026

Abstract

"We use a nationally-representative dataset that includes a large sample of sexual-orientation minorities to investigate gender bias and sexual-orientation discrimination in career progression. Our results are consistent with persistent gender bias findings and non-heterosexual identity-based employment discrimination. Our findings are consistent with previous work noting that protective legislation for gay and lesbian sexual identities have increased the cost of discrimination and contribute to the improved socioeconomic status of a substantial number of people in these minority groups. However, these gains have not been shared with other minority groups in the LGB+ community, which still have some of the lowest probabilities of holding managerial jobs, and higher probabilities of appearing in lower socioeconomic classes." (Author's abstract, IAB-Doku, © De Gruyter) ((en))

Zitatform

Loisiel, Tristan & Michaël Sicsic (2023): Income mobility in France between 2003 and 2020. (INSEE documents de travail / Institut National de la Statistique et des Etudes Economiques 2023-19), Paris, 51 S.

Abstract

"How do individual positions in the income distribution change over life? So far, it has proven difficult to answer this question in the absence of a long-term income panel, but new longitudinal income tax records from 2003 to 2020 now enable to analyze the long-term income mobility, as well as its impact on inequality measurement over the whole period. We find a high rank-rank correlation of 0.71 between 2003-2004 and 2019-2020 for those age 25-49 in 2003. Inertia is particularly strong at the top and the bottom of the distribution: among the top 20% and the bottom 20% of the income distribution, almost two-thirds remain in the same quintile 16 years later. Mobility appears to be lower in France than in the United States. However, mobility is higher for the self-employed than for employees, and the young are also more mobile. Inhabitants of the largest areas persist more at the top of the distribution and experience more upward mobility. These results are robust to the income definition considered. Moreover, taking individual mobility into account when measuring income inequality hardly differs from income inequality as conventionally measured: a Gini index based on average individual income over the period is 7% lower than the Gini index based on annual income." (Author's abstract, IAB-Doku) ((en))

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Maier, Tobias (2023): Berufliche Mobilität. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 94-106.

Abstract

"Das Alleinstellungsmerkmal der Qualifikations- und Berufsprojektionen ist die Bilanzierung des Arbeitsangebots mit dem -bedarf auf Berufsebene. Zu diesem Zweck muss das Arbeitsangebot nach erlerntem Beruf aus dem Bildungssystem über berufliche Mobilitätsmatrizen in ein potenzielles Arbeitsangebot für einen bestimmten Beruf umgerechnet werden. Die Wechselwahrscheinlichkeiten zwischen erlerntem und ausgeübtem Beruf werden über den Mikrozensus gewonnen und in die Zukunft fortgeschrieben. Für die Fortschreibung spielt die veränderte soziodemografische Zusammensetzung der Erwerbspersonen, aber auch die Lohnentwicklung in den Berufen eine Rolle." (Autorenreferat, IAB-Doku)

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Maier, Tobias, Michael Kalinowski, Anke Mönnig & Gerd Zika (2023): Indikatoren für berufliche Arbeitsmärkte auf Basis der QuBe-Modellwelt. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 210-222.

Abstract

"Um berufliche Passungsprobleme frühzeitig erkennen, aber auch in ihrem Zustandekommen verstehen zu können, bedarf es der Betrachtung einer Reihe von Indikatoren. Dieser Beitrag stellt die Indikatoren vor, welche vor allem im Hinblick auf eine Arbeitsmarktprognose in der mittleren Frist Anwendung finden, aber auch für einen längeren Betrachtungszeitraum genutzt werden können. Dabei handelt es sich um Zukunftsindikatoren, die zur Einordnung von Fokusberufen mit Engpässen oder Überhängen führen, Bestimmungsindikatoren, welche das Zustandekommen der Arbeitsmarktsituation erklären, und Ergänzungsindikatoren, welche zur umfassenden Einschätzung der Arbeitsmarktsituation beitragen." (Autorenreferat, IAB-Doku)

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Melillo, Francesca (2023): Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction. (Les GREDEG working papers 2023-21), Vabonne, 37 S.

Abstract

"While the literature documents a wage loss for entrepreneurs that return to paid employment, we examine how these entrepreneurs are re-integrated into the labor market. We consider which type of employers hire entrepreneurs and their satisfaction with the new corporate job. Using matched employer-employee data from Belgium combined with an ad-hoc survey, we find that entrepreneurs are hired by smaller employers that offer fewer employee benefits and pay less, contributing to explaining the wage loss. We also find that entrepreneurs are more satisfied than observationally equivalent employees when they are assigned to jobs that involve higher task variety. This effect is more pronounced for entrepreneurs who sort into better employers. Our findings highlight the importance for managers to assign entrepreneurs to the "right" job tasks." (Author's abstract, IAB-Doku) ((en))

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O'Brien, Wendy, Clare Hanlon & Vasso Apostolopoulos (2023): Women as leaders in male-dominated sectors: A bifocal analysis of gendered organizational practices. In: Gender, work & organization, Jg. 30, H. 6, S. 1867-1884. DOI:10.1111/gwao.13019

Abstract

"Women in male‐dominated sectors face significant challenges to progress their leadership aspirations. While organizations have activated policies and practices that ostensibly assist women to progress, they still face entrenched gendered practices and cultures that create ongoing obstacles. In this paper, we examine the gendered social practices from insights of 15 women leaders in Australia as they attempt to advance their careers. In particular, on formal policies, informal practices, narratives and social interactions, and informal patterns of unconscious bias and merit, they negotiate in three male‐dominated sectors: Trades, Sport, and Surgery. The findings indicate a disconnect between policies and their application. Women were conflicted about the importance of quotas, and often felt unable to access flexible work arrangements upon returning to work after parental leave. Career pathways were often unclear, and women felt a lack of support from their organization, particularly when they attempted to navigate dominant masculine cultures. Drawing on these findings, we argue that executive leaders are central to changing the systemic sexism and discrimination in organizations that persist in male‐dominated sectors. To create organizational changes necessary for women to step into leadership roles, we propose four target areas: create accessible and visible career pathways, provide networking support, activate mentoring opportunities, and address unconscious bias." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Ortmann, Tobias, Timm Bönke, Dominik Hügle & Luisa Hammer (2023): Bessere Perspektiven bei Jobwechseln - Zur Ähnlichkeit beruflicher Übergänge. Gütersloh, 23 S. DOI:10.11586/2023030

Abstract

"Die vorliegende Studie analysiert die Distanz beruflicher Wechsel sowie hieraus resultierende Einkommens- und Beschäftigungseffekte auf dem deutschen Arbeitsmarkt. Dabei zeigt sich: Ein Jobwechsel macht sich vor allem dann bezahlt, wenn Arbeitnehmer:innen an vorhandene Kompetenzen anknüpfen, also in verwandte Tätigkeiten wechseln. Das Lohnplus fällt dann um durchschnittlich 3.500 Euro brutto pro Jahr höher aus als bei einem Wechsel in nicht verwandte Berufe. Gleichzeitig steigt die jährliche Arbeitszeit im Vergleich um mehr als sechs Tage. Allerdings profitieren in erster Linie Fachkräfte und Spezialisten von einem Jobwechsel. Helfer:innen sind dagegen benachteiligt: Sie wechseln den Job doppelt so häufig wie Fachkräfte und starten besonders oft in für sie fremden Berufen – zumeist ohne Aufstiegschancen. Auch Frauen sind bei Berufswechseln oft schlechter gestellt." (Autorenreferat, IAB-Doku)

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Postel-Vinay, Fabien & Alireza Sepahsalari (2023): Labor Mobility and Earnings in the UK, 1992–2017. In: The Economic Journal, Jg. 133, H. 656, S. 3071-3098. DOI:10.1093/ej/uead052

Abstract

"We combine information from the British Household Panel Study and the United Kingdom Household Longitudinal Study (also known as Understanding Society) to construct consistent time series of aggregate worker stocks, worker flows and earnings in the United Kingdom over the period 1992–2017. We propose a method to harmonize data between the British Household Panel Study and United Kingdom Household Longitudinal Study, which we validate by checking the consistency of some of our headline time series with equivalent series produced from other sources, notably by the Office for National Statistics. In addition to drawing a detailed aggregate picture of the United Kingdom labor market over the past two and a half decades, we use our constructed data set to compare the impact of industry, occupation and employer tenure on wages in the United Kingdom. We find that returns to occupation tenure are substantial. All else equal, five years of occupation tenure are associated with a 3.3% increase in wages. We also find that industry tenure plays a non-negligible part in driving wage growth." (Author's abstract, IAB-Doku) ((en))

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Schulz, Wiebke, Heike Solga & Reinhard Pollak (2023): Vocational education, tertiary education, and skill use across career stages. In: European Sociological Review, Jg. 39, H. 5, S. 741-758. DOI:10.1093/esr/jcac074

Abstract

"Vocational education enhances smooth transitions into the labour market. However, this initial advantage might vanish over the career and eventually turn into a disadvantage because the skills of vocationally trained workers become outdated faster. So far, research has examined this potential vocational trade-off by assessing labour market outcomes such as employment and income. This study uses a different approach, it directly examines how different types of skills used at work change over the career of vocationally trained workers compared to tertiary-educated workers, and how career events shape skill-use changes. With data from the German National Education Study (NEPS), we examine five skills use dimensions based on job-tasks measures: analytical, creative, managerial, interactive, and manual skills. We find that skill-use differentials between vocational and tertiary-educated workers are only small to modest. The clearest differences relate to analytical and manual skills. Looking across career stages, the observed skill-use differentials remain rather stable across career stages—thus, the vocational skill trade-off thesis is only partially supported. Occupational mobility and unemployment contribute to observable changes, whereas job-related further training does not. Our results challenge skill-based explanations of a vocational trade-off." (Author's abstract, IAB-Doku) ((en))

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Torosyan, Karine, Sicheng Wang, Elizabeth A. Mack, Jenna A. Van Fossen & Nathan Baker (2023): Assessing the impact of technological change on similar occupations: Implications for employment alternatives. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0291428

Abstract

"Background: The fast-changing labor market highlights the need for an in-depth understanding of occupational mobility impacted by technological change. However, we lack a multidimensional classification scheme that considers similarities of occupations comprehensively, which prevents us from predicting employment trends and mobility across occupations. This study fills the gap by examining employment trends based on similarities between occupations. Method: We first demonstrated a new method that clusters 756 occupation titles based on knowledge, skills, abilities, education, experience, training, activities, values, and interests. We used the Principal Component Analysis to categorize occupations in the Standard Occupational Classification, which is grouped into a four-level hierarchy. Then, we paired the occupation clusters with the occupational employment projections provided by the U.S. Bureau of Labor Statistics. We analyzed how employment would change and what factors affect the employment changes within occupation groups. Particularly, we specified factors related to technological changes. Results: The results reveal that technological change accounts for significant job losses in some clusters. This poses occupational mobility challenges for workers in these jobs at present. Job losses for nearly 60% of current employment will occur in low-skill, low-wage occupational groups. Meanwhile, many mid-skilled and highly skilled jobs are projected to grow in the next ten years. Conclusion: Our results demonstrate the utility of our occupational classification scheme. Furthermore, it suggests a critical need for skills upgrading and workforce development for workers in declining jobs. Special attention should be paid to vulnerable workers, such as older individuals and minorities." (Author's abstract, IAB-Doku) ((en))

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Weber, Enzo & Murat Erer (2023): Das IAB-LinkedIn-Branchenwechsel-Radar: "Great Resignation" ist kein Trend. In: IAB-Forum H. 14.08.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230814.01

Abstract

"Die "Great Resignation"-Debatte legt nahe, dass Beschäftigte in der Corona-Krise vermehrt die Branche, in der sie bis dato tätig waren, gewechselt hätten. Das trifft für Deutschland nicht zu, wie das neue IAB-LinkedIn-Branchenwechsel-Radar zeigt. Mit ihm lässt sich das aktuelle Wechselgeschehen am Arbeitsmarkt künftig zeitnah abbilden." (Autorenreferat, IAB-Doku)

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Wen, Le, Sholeh A. Maani & Zhi Dong (2023): Educational job mismatch, job satisfaction, on-the-job training, and employee quit behaviour: a dynamic analytical approach. In: Applied Economics, Jg. 55, H. 56, S. 6605-6626. DOI:10.1080/00036846.2022.2161990

Abstract

"This paper extends the literature on the consequences of over-education, in particular quit outcomes. It is the first study that explicitly tests the impact of job satisfaction and on-the-job training for workers in educational mismatched jobs and on quit behaviour using a longitudinal data set. Accounting for unobserved heterogeneity and endogeneity, the dynamic analytical framework examines labour market outcomes for job-mismatched workers. We find that over-education alone, or accompanied by skill under-utilization in combination with lower job satisfaction, increases the incidences of job quitting. Opportunities for training facilitate the retention of initially job-mismatched workers. These results have implications for interpreting mismatch data, retention, and resource allocation." (Author's abstract, IAB-Doku) ((en))

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Zika, Gerd, Markus Hummel, Tobias Maier & Marc Ingo Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden. (IAB-Bibliothek 374), Bielefeld: wbv, 226 S. DOI:10.3278/9783763973712

Abstract

"Seit 2007 wird im Projekt QuBe über die zukünftige Entwicklung des Arbeitsmarkts und deren Folgen geforscht. Der Reader stellt die Annahmen, Daten und die Basis der Projektionen vor, die im Projekt QuBe genutzt werden. Projektionen über die Entwicklung des Arbeitsmarkts ergeben sich aus der Beobachtung von Vergangenen und dem, was gegenwärtig als richtungsweisend gilt. Die theoretischen und empirischen Grundlagen sind wichtig, um Projektionen als reine Rechenmodelle richtig zu verstehen und angemessen zu interpretieren. Seit der Erstveröffentlichung werden die QuBe-Projektionen in einem regelmäßigen zweijährigen Rhythmus erneuert. Federführend sind das Bundesinstitut für Berufsbildung (BIBB) und das Institut für Arbeitsmarkt- und Berufsforschung (IAB) unter Mitwirkung der Gesellschaft für Wirtschaftliche Strukturforschung mbH (GWS)." (Autorenreferat, IAB-Doku)

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Zika, Gerd, Markus Hummel, Tobias Maier & Marc Ingo Wolter (2023): Das QuBe-Projekt – was es will und was es kann. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 16-32.

Abstract

"Unter Federführung des Bundesinstituts für Berufsbildung (BIBB) und des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) sowie unter Mitwirkung der Gesellschaft für Wirtschaftliche Strukturforschung mbH (GWS) werden im Rahmen des QuBe-Projekts in einem regelmäßigen zweijährigen Rhythmus langfristige „Qualifikations- und Berufsprojektionen“ erstellt. Hinzu kommt im Rahmen von Szenarien-Analysen eine Vielzahl von Publikationen zu unterschiedlichsten Fragestellungen, wie beispielsweise den Folgen der Digitalisierung, eines veränderten Mobilitätsverhaltens, der Neuausrichtung der Wohnungsbau- und Klimapolitik sowie zuletzt den Folgen des Ukraine-Kriegs für Wirtschaft und Arbeitsmarkt. Die stetige Weiterentwicklung des Modellinstrumentariums und seiner Module ist mittlerweile an einem Punkt angekommen, wo es notwendig wird, die jeweiligen Modellierungen in komprimierter Form darzulegen. Dem trägt dieser Sammelband nun Rechnung." (Autorenreferat, IAB-Doku)

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Alves, Felipe (2022): Job Ladder and Business Cycles. (Staff working paper / Bank of Canada 2022,14), Ottawa, 44 S.

Abstract

"I build a Heterogeneous Agents New Keynesian model with rich labor market dynamics. Workers search both off- and on-the-job, giving rise to a job ladder, where employed workers slowly move toward more productive and better paying jobs through job-to-job transitions, while negative shocks occasionally throw them back into unemployment. The state of the economy includes the distribution of workers over wealth, labor earnings and match productivities. In the wake of an adverse financial shock calibrated to mimic the US Great Recession unemployment dynamics, firms reduce hiring, causing the job ladder to all but “stop working.” This leaves wages stagnant for several years, triggering a sharp contraction and slow recovery in consumption and output. On the supply side, the slow pace in worker turnover leaves workers stuck at the bottom of the ladder, effectively cutting labor productivity growth in the aggregate. The interaction between weak demand and low productivity leads to inflation dynamics that resemble the missing disinflation of that period." (Author's abstract, IAB-Doku) ((en))

Zitatform

Andresen, Maike, Silke Anger, Akram Al Ariss, Cordula Barzantny, Herbert Brücker, Michael Dickmann, Liisa Mäkelä, Sara Louise Muhr, Thomas Saalfeld, Vesa Suutari & Mette Zølner (Hrsg.) (2022): Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights. (Personalmanagement und Arbeits- und Organisationspsychologie 2), Bamberg: University of Bamberg Press, 292 S. DOI:10.20378/irb-55344

Abstract

"Expatriation has been a topic of much research recently. The important role expatriates play in the internationalisation of an organisation and the resultant effects of such a work experience on the expatriates themselves, have fuelled the interest in this domain. This edited volume serves to provide fresh and timely insights into four areas, covering the individual, over the organisational, to the macro-level. First, the career paths of the expatriates, which not only garners them the career capital they may be able to utilise later in their career but also, the impacts of such an experience on their longer-term career success are in focus. The second block concerns the expatriation phase itself. A critical look is taken into the expatriates’ identity and how it changes over time. Moreover, it discusses factors influencing the expatriates’ well-being, embeddedness, and sociocultural integration during their time abroad. Third, some key global mobility management challenges that organisations face, when managing expatriation, are introduced — such as flexible language management and how to become an international employer. Finally, insights are provided into the role of the host country policies – more specifically hostile environment and migration policies – on expatriate attitudes and behaviour, which has received less attention in previous research. All four areas are finally brought together to present a rich overview of future research questions that shall stimulate researchers and practitioners in their further deliberations. The chapters are based on selected results from the respective research subprojects of the Early Stage Researchers of the Horizon 2020 Global Mobility of Employees (GLOMO) project. This project was funded under the European Union’s Research and Innovation Programme H2020 in the framework of the Marie Skłodowska-Curie Grant Agreement No 765355." (Author's abstract, IAB-Doku, © University of Bamberg Press) ((en))

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Arntz, Melanie, Boris Ivanov & Laura Pohlan (2022): Regional Structural Change and the Effects of Job Loss. (ZEW discussion paper 22-019), Mannheim, 55 S.

Abstract

"In vielen Ländern sind routine-intensive Berufe rückläufig, aber wie wirkt sich dies auf die individuelle Karriere aus, wenn der Rückgang dieser Berufe im lokalen Arbeitsmarkt besonders stark ausfällt? Diese Studie zeigt basierend auf administrativen Daten aus Deutschland und einem mit Matching kombinierten Differenz-von-Differenzen-Ansatz, dass die individuellen Kosten eines Arbeitsplatzverlustes stark von der Tätigkeitsorientierung des regionalen Strukturwandels abhängen. Personen aus manuellen routine-intensiven Berufen haben nach einer Entlassung wesentlich höhere und lang anhaltende Beschäftigungs- und Lohnverluste in Regionen, in denen der Rückgang dieser Berufe am stärksten ausgeprägt ist. Regionale und berufliche Mobilität dienen teilweise als Anpassungsmechanismen, sie sind jedoch mit hohen Kosten verbunden, da diese Wechsel auch Verluste bei unternehmensspezifischen Lohnaufschlägen mit sich bringen. Beschäftigte, die nicht entlassen werden, bleiben hingegen weitgehend vom Strukturwandel verschont." (Autorenreferat, IAB-Doku)

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Arntz, Melanie, Boris Ivanov & Laura Pohlan (2022): Regional Structural Change and the Effects of Job Loss. (IAB-Discussion Paper 17/2022), Nürnberg, 61 S. DOI:10.48720/IAB.DP.2217

Abstract

"In vielen Ländern sind routine-intensive Berufe rückläufig, aber wie wirkt sich dies auf die individuelle Karriere aus, wenn der Rückgang dieser Berufe im lokalen Arbeitsmarkt besonders stark ausfällt? Diese Studie zeigt basierend auf administrativen Daten aus Deutschland und einem mit Matching kombinierten Differenz-von-Differenzen-Ansatz, dass die individuellen Kosten eines Arbeitsplatzverlustes stark von der Tätigkeitsorientierung des regionalen Strukturwandels abhängen. Personen aus manuellen routine-intensiven Berufen haben nach einer Entlassung wesentlich höhere und lang anhaltende Beschäftigungs- und Lohnverluste in Regionen, in denen der Rückgang dieser Berufe am stärksten ausgeprägt ist. Regionale und berufliche Mobilität dienen teilweise als Anpassungsmechanismen, sie sind jedoch mit hohen Kosten verbunden, da diese Wechsel auch Verluste bei unternehmensspezifischen Lohnaufschlägen mit sich bringen. Beschäftigte, die nicht entlassen werden, bleiben hingegen weitgehend vom Strukturwandel verschont." (Autorenreferat, IAB-Doku)

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Barbulescu, Roxana, Claudia Jonczyk, Charles Galunic & Ben Bensaou (2022): Management of fortuity: Workplace chance events and the career projections of up-or-out professionals. In: Journal of vocational behavior, Jg. 139. DOI:10.1016/j.jvb.2022.103791

Abstract

"How much control do people have over their career? We explore this question in the context of professional service firms, long thought of as providing predictable, agentic careers in the up-or-out model. Specifically, we seek to understand how chance events in immediate work circumstances are experienced in this context, and the responses they elicit in terms of career construction. Drawing on in-depth interviews with 68 pre-partnership professionals from three large professional firms using the up-or-out promotion system, we find that chance developments in proximate work conditions, especially with respect to key relationships and project allocation, shape the possibilities that professionals see for their careers going forward and the actions they take in response. Even in this seemingly predictable career, being continuously attuned to fortuitous turns of events informs how people enact career agency. It also prompts a heightened awareness of the fragile nature of the up-or-out career path, triggering a gradual reconsideration of career possibilities that includes career confirmation, ambivalence, pivot, and fading. Our study contributes to better understanding the interdependence between context and agency in contemporary careers, highlighting the widespread and consequential role of proximate chance events in people's career construction process." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Berger, Johannes & Ludwig Strohner (2022): Can labour mobility reduce imbalances in the euro area? (Research paper / EcoAustria - Institut für Wirtschaftsforschung 20), Wien, 25 S.

Abstract

"Labour market developments in the Euro area diverged significantly since 2008. Economic literature frequently refers to labour mobility as pillar for the functioning of currency areas. Applying the CGE model PuMA, we quantitatively analyse to what extent labour mobility can contribute to reducing imbalances within the Euro area. Our results indicate that it can temporarily reduce unemployment and increase wages in periphery countries at the cost of somewhat higher unemployment in receiving countries. Overall, economic outcomes improve slightly. Although labour mobility has a positive effect on labour market imbalances, it cannot be seen as substitute for structural reforms." (Author's abstract, IAB-Doku) ((en))

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Bettoni, Luis G. & Marcelo R. Santos (2022): Public sector employment and aggregate fluctuations. In: Journal of macroeconomics, Jg. 72. DOI:10.1016/j.jmacro.2022.103418

Abstract

"An important stylized fact about public sector employment is that it predominantly hires skilled and more experienced workers. In this paper, we consider a search and matching model with public sector and on-the-job human capital accumulation that incorporates this stylized fact to study how the public sector employment affects the labor market volatility. In the model, public sector employment affects aggregate fluctuations by changing the composition of workers employed in the private sector. Because workers accumulate human capital and become more productive when employed, the flow of benefits from forming a match are spread over time. In this environment, if the flow into the public sector increases with human capital, then the government hiring policy decreases the firm’s benefit of hiring and the matching surplus, increasing the responsiveness of labor market tightness to shocks. We calibrate the model for the Brazilian economy and show that this mechanism amplifies the effects of public employment on vacancy creation and private sector employment volatility." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Borowczyk-Martins, Daniel (2022): Employer-to-employer Transitions in Europe. (Working paper / Department of Economics, Copenhagen Business School 2022,04), Frederiksberg, 37 S.

Abstract

"I measure time series of the probabilities that an individual changes employer, separates from employment, and joins employment during the month, using cross-sectional data from the European Union Labor Force Survey covering 13 countries during the past two decades. Employer-to-employer mobility is large and accounts for a sizable fraction of worker mobility in all countries; its levels, both absolute and relative to nonemployment reallocation, vary considerably across countries. In most countries, the employer-to-employer probability exhibits large and procyclical variation. By contrast, there are no systematic cross-country patterns in the low-frequency evolution of employer-to-employer mobility." (Author's abstract, IAB-Doku) ((en))

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Causa, Orsetta, Michael Abendschein, Nhung Luu & Maria Chiara Cavalleri (2022): Getting on the job ladder: The policy drivers of hiring transitions. (OECD Economics Department working papers 1710), Paris, 88 S.

Abstract

"This paper delivers new evidence for European countries on the role of a wide range of policies for workers' mobility in terms of hiring transitions into jobs, with an emphasis on differences across socio-economic groups. Labour market transitions are relevant in the current context where the ongoing recovery from the COVID-19 crisis is characterised by labour shortages and at the same time still low employment in a number of countries. The analysis focuses on the probability to transition from unemployment and selected forms of inactivity (e.g. fulfilling domestic tasks, studying) to jobs and from one job to another. Results of this work show the strong association between hiring flows and the business cycle with specific patterns during recoveries, recessions and expansions. The analysis further reveals that a broad range of policies influence hiring transitions, such as labour market policies, taxes and social support programmes but also product market regulations and regulations affecting certain professions. Country-specific priorities will vary depending on context, challenges and social preferences. Yet common policy objectives at the current recovery context are likely to improve the job prospects of the non-employed, especially youth, low-skilled and women, to help the recovery, foster reallocation and to address labour shortages." (Author's abstract, IAB-Doku) ((en))

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Deng, Lanfang, Hongyi Li & Wei Shi (2022): Willingness for different job mobility types and wage expectations. An empirical analysis based on the online resumes. In: Papers in Regional Science, Jg. 101, H. 1, S. 135-161. DOI:10.1111/pirs.12636

Abstract

"In this paper, we study different determinants of the intentions of multi-dimensional job mobility and potential consequences on the expected wage, allowing for multiple types of moves, including location, industry, and occupation, and different combinations of these three dimensions. Our results confirm that the same observable characteristics can lead to different or even completely opposite effects on job mobility intentions. To be specific, on-the-job seekers (compared to unemployed ones) and job seekers with management positions in their last jobs both have a higher willingness to change job locations, but they are less willing to change industries and occupations. Moreover, our results demonstrate that the relationship between job mobility and wage expectations highly depends on the combinations of different mobility dimensions. Specifically, potential geographic mobility positively impacts wage expectations, with an increase of the expected wage by 6.3%. However, changing industry, occupation, or both results in a lower expected wage by 3.7%, 1.6%, and 11%, respectively. The wage expectation of the “All change” group does not significantly differ from the cohort of non-movers (i.e., “No change”), implying that geographic moves could only partially offset the adverse effects of switching both occupation and industry." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Engbom, Niklas (2022): Labor Market Fluidity and Human Capital Accumulation. (NBER working paper 29698), Cambridge, Mass, 70 S. DOI:10.3386/w29698

Abstract

"Using panel data from 23 OECD countries, I document that wages grow more over the life-cycle in countries where job-to-job mobility is more common. A life-cycle theory of job shopping and accumulation of skills on the job highlights that a more fluid labor market allows workers to faster relocate to jobs where they can better use their skills, incentivizing accumulation of skills. Lower labor market fluidity reduces life-cycle wage growth by 20 percent and aggregate labor productivity by nine percent across the OECD relative to the US. I derive a set of testable predictions for training and confront them with comparable cross-country training data, finding support for the theory." (Author's abstract, IAB-Doku) ((en))

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Fasbender, Ulrike & Fabiola H. Gerpott (2022): Knowledge Transfer Between Younger and Older Employees: A Temporal Social Comparison Model. In: Work, Aging and Retirement, Jg. 8, H. 2, S. 146-162. DOI:10.1093/workar/waab017

Abstract

"Knowledge transfer between younger and older employees can help to prevent organizational knowledge loss and contribute to business success. However, despite its potential benefits, knowledge transfer does not occur automatically. To better understand the challenges associated with age-diverse knowledge transfer, we develop a conceptual model outlining 10 propositions. Specifically, we adopt a temporal social comparison perspective suggesting that employees compare their current and future status (i.e., the prestige, respect, and esteem provided by others). Expected future status differences are meaningful among age-diverse employees because older employees may have a higher current status than their younger colleagues, whereas younger employees may gain a higher status in the future. In our conceptual model, we propose 2 opposing pathways through which temporal social comparison impacts knowledge transfer, namely age-specific motives (i.e., generativity and development striving) and discrete emotions (i.e., fear of losing status and fear of losing face). In addition, we introduce individual and organizational boundary conditions that can modify the downstream consequences of temporal social comparison on knowledge transfer between younger and older employees." (Author's abstract, IAB-Doku) ((en))

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Fritsch, Nina-Sophie, Bernd Liedl & Gerhard Paulinger (2022): Horizontal and vertical labour market movements in Austria: Do occupational transitions take women across gendered lines? In: Current Sociology, Jg. 70, H. 5, S. 720-741. DOI:10.1177/0011392120969767

Abstract

"The gendered division of occupations is a persistent characteristic of the Austrian labour market. Furthermore, we can observe more flexible employment biographies, where sequential employment episodes and occupational transitions become an important part. On this account, the article argues that both gender inequalities and labour market movements need to be examined simultaneously. The authors therefore analyse gender-(un)typed horizontal occupational transitions and their influence on the vertical positioning, based on the Austrian Micro Census (2008–2018). The results reveal that gender-typed occupational transitions are regaining relevance and that the gender effect is reversing in that women increasingly leave gender-untyped occupations. The findings also demonstrate that this gender-typed horizontal movement yields a significant decline in occupational status for women, which even increases when women become mothers. Based on their models the authors find no negative effects for fathers." (Author's abstract, IAB-Doku) ((en))

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Garthe, Nina & Hans Martin Hasselhorn (2022): Changes of profession, employer and work tasks in later working life: an empirical overview of staying and leaving. In: Ageing & Society, Jg. 42, H. 10, S. 2393-2413. DOI:10.1017/S0144686X21000088

Abstract

"Occupational change encompasses change of profession, employer and work tasks. This study gives an overview on occupational change in later working life and provides empirical evidence on voluntary, involuntary and desired occupational changes in the older workforce in Germany. The analyses were based on longitudinal data from 2,835 participants of the German lidA Cohort Study, a representative study of employees born in 1959 or 1965. Multinomial logistic regression analyses were performed in order to characterise the change groups in their previous job situation. The findings indicate that occupational change among older workers is frequent. In four years, 13.4 per cent changed employer, 10.5 per cent profession and 45.1 per cent work tasks. In addition, the desire for change often remains unfulfilled: the share of older workers who wanted to but did not change was 17.6 per cent for profession, 13.2 per cent for employer and 8.9 per cent for work tasks. The change groups investigated differ in terms of their socio-demographic background, health and job factors such as seniority and leadership quality. In times of ageing populations, the potential of occupational change among older workers requires more consideration in society, policy and research. Special attention should also be paid to the group of workers who would have liked to change but feel that they cannot leave." (Author's abstract, IAB-Doku) ((en))

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Hartmann, Michael (2022): Berufliche Mobilität von Beschäftigten. (Grundlagen: Methodenbericht / Bundesagentur für Arbeit), Nürnberg, 51 S.

Abstract

"Der Beruf ist eine zentrale Dimension bei der Beschreibung von Arbeitsmärkten. Beruflich differenzierte Statistiken zum Arbeitsmarkt liefern wichtige Informationen für die Berufswahl, die berufliche Weiterentwicklung bzw. Neuorientierung, die Ausrichtung von Qualifizierungsmaßnahmen und die Analyse von Arbeitskräfteengpässen. Die Statistik der BA hat in den letzten Jahren ihre statistische Berichterstattung über Berufe sukzessive ausgebaut und erweitert sie mit diesem Methodenbericht um Statistiken zur beruflichen Mobilität von Beschäftigten. Berufliche Mobilität wird in der Beschäftigungsstatistik beim Wechsel einer Beschäftigung über einen Vergleich des Berufs im neuen mit dem Beruf im vorangegangenen Beschäftigungsverhältnis festgestellt. Die so gewonnenen Mobilitätsdaten bieten zahlreiche Analysemöglichkeiten, die in dem Methodenbericht im Einzelnen dargestellt werden. Die Auswertungen können etwa auf Beschäftigungswechsel von sozialversicherungspflichtig oder geringfügig Beschäftigten oder auf Beschäftigungsaufnahmen nach einem Ausbildungsverhältnis eingeschränkt werden. Je nach Fragestellung kann die berufliche Mobilität aus einer Verbleibs- und Rekrutierungsperspektive oder im Stock-Flow-Zusammenhang betrachtet werden. Damit können Antworten auf zahlreiche Fragen gegeben werden, etwa: Wie viele Beschäftigte wechseln bei einer Beschäftigungsaufnahme ihren Beruf? In welchem Umfang werden neue Beschäftigte aus dem gleichen oder aus anderen Berufen rekrutiert? Welche Berufe gewinnen oder verlieren über berufliche Mobilitätsprozesse Beschäftigte?" (Autorenreferat, IAB-Doku)

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Hild, Judith & Anica Kramer (2022): Should I stay or should I go? Frauen arbeiten nach einem MINT-Studium seltener in einem MINT-Beruf als Männer (Serie "Frauen in MINT-Berufen"). In: IAB-Forum H. 17.03.2022 Nürnberg, 2022-03-08. DOI:10.48720/IAB.FOO.20220317.01

Abstract

"Absolut studieren heute dreimal mehr Frauen ein Fach aus dem Bereich Mathematik, Informatik, Naturwissenschaft und Technik (MINT) als noch vor 20 Jahren. Zugleich entscheiden sich Frauen nach einem abgeschlossenen MINT-Studium seltener als Männer dafür, tatsächlich einen MINT-Beruf zu ergreifen. Dies dürfte auch an fehlenden Rollenvorbildern und unklaren Berufsvorstellungen liegen." (Autorenreferat, IAB-Doku)

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Keitel, Christiane; Barbara Schwengler, Holger Seibert & Doris Wiethölter (interviewte Person) (2022): Helfertätigkeiten werden nicht nur von Ungelernten ausgeübt (Interview mit Barbara Schwengler, Holger Seibert und Doris Wiethölter). In: IAB-Forum H. 19.07.2022 Nürnberg. DOI:10.48720/IAB.FOO.20220719.01

Abstract

"Ein aktueller IAB-Kurzbericht (14/2022) widmet sich den Helfertätigkeiten, die im Schnitt vergleichsweise niedrig entlohnt sind. Dies trifft aber nicht für alle diese Tätigkeiten zu. In bestimmten Konstellationen können ausgebildete Fachkräfte auf Helfertätigkeiten höhere Verdienste erzielen als im erlernten Beruf. Die Redaktion des IAB-Forum hat dazu bei Holger Seibert, Barbara Schwengler und Doris Wiethölter nachgefragt." (Autorenreferat, IAB-Doku)

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Moawad, Jad (2022): Labour market prospects of young adults in Europe: differential effects of social origin during the Great Recession. In: European Societies, Jg. 24, H. 5, S. 521-547. DOI:10.1080/14616696.2022.2043409

Abstract

"Research on the direct effect of social origin (DESO) focuses on how background influences later labour market outcomes after accounting for education. Growing up in a household of low social origin might decrease the chances of certain future outcomes; however, the extent to which this matters is contingent on the economic cycle. Using the EU Statistics on Income and Living Conditions (EU-SILC) and the European Social Survey (ESS) between 2002 and 2014, we analyse whether the gap in the DESO in terms of employment and earnings widened following the Great Recession for young adults (25-34) in France, Germany, Italy, Poland, Spain and the United Kingdom. Our results suggest that young adults of high social origin faced more disadvantages in terms of employment than young adults of low social origin in France, Spain and the United Kingdom. On the other hand, analyses show that young adults of low social origin experienced more disadvantages in terms of earnings than their counterparts of high social origin in Spain." (Author's abstract, IAB-Doku) ((en))

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Riekhoff, Aart-Jan (2022): Good or bad (in)stability? A cross-cohort study of the relation between career stability and earnings mobility in Finland. In: Research in Social Stratification and Mobility, Jg. 77. DOI:10.1016/j.rssm.2022.100674

Abstract

"Although recent studies have found no signs of drastic destabilisation of employment and careers, it is possible that the returns of having a stable or unstable career have changed. This study looks at the link between early-career stability and earnings mobility in Finland: 1) What are the size and direction of the relations between various indicators of career stability and earnings mobility in early working life, and 2) Have these relations changed across cohorts? It uses longitudinal register data of earnings and employment from the Finnish Centre for Pensions, covering cohorts born between 1940 and 1980 for the years 1963–2019 (5396 individuals and 72,578 observations). Growth curve models are applied where repeated observations between the ages 23 and 39 are nested within individuals. Earnings are regressed on three types of career stability indicators: cumulative time in non-employment, tenure with the current employer and the cumulative job changes. Results show overall negative associations of earnings with career breaks and positive associations with tenure and job transitions, but also some differences in these associations by gender and education levels. The link between the career stability indicators and earnings mobility is relatively similar across cohorts, with few exceptions. The positive relation with tenure has decreased and even turned negative for women. Moreover, economic crisis in the early 1990s might have presented a temporary shock to the relation between career breaks and job changes on the one hand, and earnings mobility on the other." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Rinn, Maren & Heiko Rudolf (2022): Erwerbsbiografische Veränderungen beim Beschäftigungswechsel. (Grundlagen: Methodenbericht / Bundesagentur für Arbeit), Nürnberg, 20 S.

Abstract

"Der vorliegende Methodenbericht stellt neue Analysemöglichkeiten zu Wechseln zwischen zwei Beschäftigungsverhältnissen vor. Auf Basis zwei verschiedener Suchvarianten wird die vor Beginn eines Beschäftigungsverhältnisses zuletzt beendete Beschäftigung gesucht. Für das vorangegangene Beschäftigungsverhältnis können der Beruf und viele weitere Merkmale der Beschäftigung sowie die Branche, der Arbeits- und Wohnort und die Dauer des beendeten Beschäftigungsverhältnisses ausgewertet werden. Im Vergleich von neuem und altem Beschäftigungsverhältnis lassen sich Aussagen zu Veränderungen in der Erwerbsbiographie für alle dem Meldeverfahren zur Sozialversicherung unterliegenden Beschäftigungsverhältnisse treffen. Auf dieser Grundlage ist künftig vor allem die Betrachtung der beruflichen und regionalen Mobilität sowie der Wechsel zwischen den Branchen möglich. Nach Veröffentlichung dieses Methodenberichts wird die statistische Berichterstattung über erwerbsbiografische Veränderungen beim Beginn eines Beschäftigungsverhältnisses nach und nach aufgebaut und in die allgemeine Berichterstattung zum Arbeitsmarkt aufgenommen." (Autorenreferat, IAB-Doku)

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Seibert, Holger, Barbara Schwengler & Doris Wiethölter (2022): Berufsspezifische Lohnunterschiede: In einigen Helferjobs verdienen Fachkräfte mehr als in ihrem erlernten Beruf. (IAB-Kurzbericht 14/2022), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2214

Abstract

"Auf dem deutschen Arbeitsmarkt dominieren Tätigkeiten mit mittleren und hohen Qualifikationsanforderungen. Daneben existiert im Helfersegment eine Reihe einfacher Tätigkeiten, die im Schnitt vergleichsweise niedrig entlohnt werden. Das trifft aber nicht für alle Helfertätigkeiten zu. In bestimmten Konstellationen können ausgebildete Fachkräfte auf Helferniveau höhere Verdienste erzielen als im erlernten Beruf." (Autorenreferat, IAB-Doku)

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Torre, Margarita (2022): The Scarring Effect of "Women’s Work". The Determinants of Women’s Attrition from Male-dominated Occupations. (OSF preprints), 47 S.

Abstract

"Women's entry into formerly male-dominated occupations has increased in recent decades, yet a significant outflow remains. This study examines the determinants of women's exits from male-dominated occupations, focusing on the effect of previous occupational trajectories. In particular, it hypothesizes that occupational trajectories in female-dominated occupations are often imbued with meanings and beliefs about the (in)appropriateness of the worker, which adversely affect women's integration and chances when they enter the male sector. Using the NLSY79 data set, the study analyzes the job histories of women employed in the United States between 1979 and 2006. The results reveal a disproportionate risk of exit among newcomers from female-dominated occupations. Also, women who reenter the male field are more likely to leave it again. Altogether, the findings challenge explanations based on deficiencies in the information available to women at the moment of hiring. The evidence points to the existence of a “scar effect” of previous work in the female field, which hinders women's opportunities in the male sector and ends up increasing the likelihood of exit." (Author's abstract, IAB-Doku) ((en))

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Wilmers, Nathan & William Kimball (2022): How Internal Hiring Affects Occupational Stratification. In: Social forces, Jg. 101, H. 1, S. 111-149. DOI:10.1093/sf/soab131

Abstract

"When employers conduct more internal hiring, does this facilitate upward mobility for low-paid workers or does it protect the already advantaged? To assess the effect of within-employer job mobility on occupational stratification, we develop a framework that accounts for inequality in both rates and payoffs of job changing. Internal hiring facilitates advancement for workers without strong credentials, but it excludes workers at employers with few good jobs to advance into. Analyzing Current Population Survey data, we find that when internal hiring increases in a local labor market, it facilitates upward mobility less than when external hiring increases. When workers in low-paid occupations switch jobs, they benefit more from switching employers than from moving jobs within the same employer. One-third of this difference is due to low-paid workers isolated in industries with few high-paying jobs to transfer into. An occupationally segregated labor market therefore limits the benefits that internal hiring can bring to the workers who most need upward mobility." (Author's abstract, IAB-Doku) ((en))

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Witteveen, Dirk (2022): Parental Over- and Undereducation and Offspring Earnings. (SocArXiv papers), 35 S. DOI:10.31235/osf.io/p9d36

Abstract

"The ORU model has become one of the most accustomed ways to measure the joint impact of required level of education of the job and the education-occupation matching of the worker on their earnings. The broader implications of overeducation and undereducation for socio-economic stratification are however less straightforward. This study contributes to our understanding of the long-term and far-reaching consequences of education-occupation matching by estimating the ORU parameters of parents for the earnings levels of their offspring. After introduction of the “intergenerational ORU model,” we measure associations between parental ORU (overeducation, required education, and undereducation) and earnings among individuals during occupational maturity in the United States (using the NLSY79) and the United Kingdom (using the UKHLS). Results echo findings from the standard ORU model. Years of “matched education-occupation” (R) of the parents’ job increases offspring earnings by about 9.9% (US) and about 8.2% (UK), while years of parents’ “surplus occupation” (U) increases offspring earnings by about 4.0% (US) and about 3.7% (UK). We find a positive effect of “surplus education” (O) in the US, but not the UK. Similar to intergenerational mobility models, parental ORU estimates are moderated by offspring own education yet remain statistically significant. Further analyses explore gender differences in both generations. Implications for ORU research and intergenerational mobility research are discussed." (Author's abstract, IAB-Doku) ((en))

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Wotschack, Philip & Claire Samtleben (2022): Vom Helfer zur Fachkraft durch betriebliche Weiterbildung? Berufliche Aufstiege und Lohnveränderungen von an- und ungelernten Beschäftigten in regulierten und unregulierten internen Arbeitsmärkten. In: Soziale Welt, Jg. 73, H. 2, S. 309-352. DOI:10.5771/0038-6073-2022-2-309

Abstract

"Ein erheblicher Teil der an- und ungelernten Beschäftigten in Deutschland übt Fachkrafttätigkeiten aus, für die eigentlich ein formaler Berufsabschluss erforderlich ist. Der vorliegende Artikel untersucht vor diesem Hintergrund die Rolle von non-formalen betrieblichen Weiterbildungsaktivitäten für berufliche Aufstiege von An- und Ungelernten im internen Arbeitsmarkt. Im Mittelpunkt steht die Frage nach der Rolle regulierender Strukturen. Ausgehend von der Humankapital- und Filtertheorie sowie dem Labor-Queue-Modell werden Hypothesen zum Einfluss betrieblicher Weiterbildungsaktivitäten auf berufliche Statusveränderungen und Lohnzuwächse von vollzeitbeschäftigten An- und Ungelernten formuliert und mit Linked-Employer-Employee Daten (LIAB) für den Zeitraum von 2005 bis 2010 getestet. Unterschiede der Regulierung des internen Arbeits-marktes werden bezüglich tariflicher Standards, einer formalisierten Personalarbeit oder Interessenvertretungsstrukturen untersucht. Darüber hinaus wird die Rolle von Betriebswechseln berücksichtigt. Die Ergebnisse zeigen einen positiven Zusammenhang von regelmäßigen betrieblichen Weiterbildungsinvestitionen und beruflichen Statusverbesserungen für An- und Ungelernte, die im Untersuchungszeitraum nicht den Betrieb gewechselt haben („Stayer“). Dieser ist stärker in regulierten internen Arbeitsmärkten ausgeprägt und geht dort auch eher mit einer höheren Lohnentwicklung einher. Bei einer hohen Weiterbildungsquote von An- und Ungelernten sinken hingegen die Chancen, zur Fachkraft aufzusteigen. Damit ist der berufliche Aufstieg für An- und Ungelernte in den Betrieben erschwert, die in der Weiterbildung dieser Gruppe besonders aktiv sind. Berufliche Statusverbesserungenlassen sich unter diesen Bedingungen eher im Rahmen von Betriebswechseln(„Mover“) realisieren. Insgesamt verweist die Untersuchung auf die Wichtigkeit regulierender Strukturen des internen Arbeitsmarktes für den beruflichen Aufstieg von An- und Ungelernten im Rahmen betrieblicher Weiterbildung." (Autorenreferat, IAB-Doku, © Nomos)

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Ahrsjö, Ulrika, René Karadakic & Joachim Kahr Rasmussen (2021): Intergenerational Mobility Trends and the Changing Role of Female Labor. (CEBI working paper series 2021,19), Copenhagen, 54 S.

Abstract

"We present new evidence on the existence and drivers of trends in intergenerational income mobility using administrative income data from Scandinavia along with survey data from the United States. Harmonizing the data from Sweden, Denmark and Norway, we first find that intergenerational rank associations in income have increased uniformly across Scandinavia for cohorts of children born between 1951 and 1979. These trends are robust to a large set of empirical specifications that are common in the associated literature. However, splitting the trends by gender, we find that father-son mobility has been stable in all three countries, while correlations involving females display substantial trends. Similar patterns are confirmed in the US data, albeit with slightly different timing. Utilizing information about individual occupation, education and income in the Scandinavian data, we find that intergenerational mobility in latent economic status has remained relatively constant for all gender combinations. This suggests that a gradual reduction in gender-specific labor market segregation, increased female labor force participation and increased female access to higher education has strengthened the signal value that maternal income carries about productivity passed on to children. Based on these results, we argue that the observed decline in intergenerational mobility in Scandinavia is consistent with a socially desirable development where female skills are increasingly valued at the labor market, and that the same is likely to be true also in the US." (Author's abstract, IAB-Doku) ((en))

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Bagger, Jesper, Espen R. Moen & Rune Majlund Vejlin (2021): Equilibrium Worker-Firm Allocations and the Deadweight Losses of Taxation. (IZA discussion paper 14865), Bonn, 57 S.

Abstract

"We analyse the deadweight losses of tax-induced labor misallocation in an equilibrium model of the labour market where workers search to climb a job ladder and firms post vacancies. Workers differ in abilities. Jobs differ in productivities and amenities. A planner uses affine tax functions to finance lump-sum transfers to all workers and unemployment benefits. The competitive search equilibrium maximizes after-tax utility subject to resource constraints and the tax policy. A higher tax rate distorts search effort, job ranking and vacancy creation. Distortions vary on the job ladder, but always result in deadweight losses. We calibrate the model using matched employer-employee data from Denmark. The marginal deadweight loss is 33 percent of the tax base, and primarily arise from distorted search effort and vacancy creation. Steeply rising deadweight losses from distorted vacancy creation imply that the deadweight loss in the calibrated economy exceeds those incurred by very inequality averse social planners." (Author's abstract, IAB-Doku) ((en))

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Balke, Neele & Thibaut Lamadon (2021): Productivity shocks, long-term contracts and earnings dynamics. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2021,19), Uppsala, 78 S.

Abstract

"This paper examines how employer- and worker-specific productivity shocks transmit to earnings and employment in an economy with search frictions and firm commitment. We develop an equilibrium search model with worker and firm shocks and characterize the optimal contract offered by competing firms to attract and retain workers. In equilibrium, riskneutral firms provide only partial insurance against shocks to risk-averse workers and offer contingent contracts, where payments are backloaded in good times and frontloaded in bad times. We prove that there exists a unique spot target wage, which serves as an attraction point for smooth wage adjustments. The structural model is estimated on matched employer-employee data from Sweden. The estimates indicate that firms absorb persistent worker and firm shocks, with respective passthrough values of 27 and 11%, but price permanent worker differences, a large contributor (32%) to variations in wages. A large share of the earnings growth variance can be attributed to job mobility, which interacts with productivity shocks. We evaluate the effects of redistributive policies and find that almost 40% of government-provided insurance is undone by crowding out firm-provided insurance." (Author's abstract, IAB-Doku) ((en))

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Ballarino, Gabriele, Stefano Cantalini & Nazareno Panichella (2021): Social origin and compensation patterns over the occupational career in Italy. In: Acta sociologica, Jg. 64, H. 2, S. 166-183. DOI:10.1177/0001699320920917

Abstract

"This paper studies dynamically the direct effect of social origin on occupational destinations among men in Italy over the career. It aims at investigating the existence, the pattern over time and the heterogeneity of differences in occupational achievement related to social origins, net of education (DESO) and occupational allocation at first job. It also analyses if the change of the DESO over the career is related to the effect of specific job change episodes (voluntary job change, involuntary job change, internal career move). Results based on growth curve models show the relevance of first job in shaping the DESO, which also slightly increases over the career. The DESO is stronger among highly educated individuals, confirming a boosting pattern primarily driven by a better allocation at first job. The (smaller) DESO among the low-educated, increasing over the career, depends from the higher probabilities to benefit from voluntary and internal career job changes for the children of the service class. The (stronger) DESO among the highly educated is driven by the higher probabilities of experiencing internal career mobility for the children of the service class as well as by their ability to benefit also from an involuntary job change (e.g. dismissal)." (Author's abstract, IAB-Doku) ((en))

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Bonhomme, Stephane, Kerstin Holzheu, Thibaut Lamadon, Elena Manresa, Magne Mogstad & Bradley Setzler (2021): How much should we trust estimates of firm effects and worker sorting? (Working papers / Institute for Evaluation of Labour Market and Education Policy 2021,20), Uppsala, 76 S.

Abstract

"Many studies use matched employer-employee data to estimate a statistical model of earnings determination where log-earnings are expressed as the sum of worker effects, firm effects, covariates, and idiosyncratic error terms. Estimates based on this model have produced two influential yet controversial conclusions. First, firm effects typically explain around 20% of the variance of log-earnings, pointing to the importance of firm-specific wage-setting for earnings inequality. Second, the correlation between firm and worker effects is often small and sometimes negative, indicating little if any sorting of high-wage workers to high-paying firms. The objective of this paper is to assess the sensitivity of these conclusions to the biases that arise because of limited mobility of workers across firms. We use employer-employee data from the US and several European countries while taking advantage of both fixed-effects and random-effects methods for bias-correction. We find that limited mobility bias is severe and that bias-correction is important. Once one corrects for limited mobility bias, firm effects dispersion matters less for earnings inequality and worker sorting becomes always positive and typically strong." (Author's abstract, IAB-Doku) ((en))

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Büchler, Theresa & Henning Lohmann (2021): Bildungsmobilität über drei Generationen in Deutschland. Die Dynamik von Auf- und Abstiegen. In: Soziale Welt, Jg. 72, H. 3, S. 283-312. DOI:10.5771/0038-6073-2021-3-283

Abstract

"In der vorliegenden Studie untersuchen wir, ob der Bildungserfolg von jungen Erwachsenen neben der elterlichen Bildung auch vom Bildungsgrad der Großeltern beeinflusst wird. Mit Blick auf Prozesse der dreigenerationalen Vererbung von Bildung in Deutschland fokussieren wir dabei insbesondere auf Muster von Gegenmobilität, indem wir Auf- und Abstiege der Elterngeneration in den Blick nehmen. Wir betrachten den Bildungsabschluss junger Erwachsener und untersuchen, ob sich die Wahrscheinlichkeit bis zum Alter von 21 Jahren ein Abitur zu erlangen zwischen Personen aus Familien mit Auf- und Abstiegserfahrungen unterscheidet. Außerdem diskutieren wir mögliche Mechanismen von direkten oder indirekten Großelterneinflüssen. Wir verwenden Daten des Sozio-oekonomischen Panels (SOEP). Die Ergebnisse liefern Hinweise auf einen Einfluss großelterlicher Bildungsressourcen, die insbesondere bei elterlichen Bildungsabstiegen eine kompensatorische Wirkung entfalten. Dieser Befund bleibt auch nach umfassender Kontrolle weiterer Variablen bestehen. Keine Hinweise finden wir hingegen für kumulative Vorteile, wenn bereits die Elterngeneration ein hohes Bildungsniveau aufweist. Zusätzliche Analysen für verschiedene Subgruppen stützen die zentralen Befunde." (Autorenreferat, IAB-Doku)

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Carrillo-Tudela, Carlos, Alex Clymo & Melvyn Coles (2021): Equilibrium Job Turnover and the Business Cycle. (IZA discussion paper 14869), Bonn, 65 S.

Abstract

"This paper develops and estimates a fully microfounded equilibrium business cycle model of the US labor market with aggregate productivity shocks. Those microfoundations are consistent with evidence regarding the underlying distribution of firm growth rates across firms [by age and size] and, when aggregated, are consistent with macro-evidence regarding gross job creation and job destruction flows over the cycle. By additionally incorporating on-the-job search, we systematically characterise the stochastic relationships between aggregate job creation and job destruction flows across firms, gross hire and quit flows [churning] by workers across firms, as well as the persistence and volatility of unemployment and worker job finding rates over the cycle." (Author's abstract, IAB-Doku) ((en))

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Criscuolo, Chiara, Alexander Hijzen, Michael Koelle, Cyrille Schwellnus, Erling Barth, Wen-Hao Chen, Richard Fabling, Priscilla Fialho, Alfred Garloff, Katharzyna Grabska, Ryo Kambayashi, Valerie Lankester, Balazs Stadler, Oskar Nordström Skans, Satu Nurmi, Balazs Murakozy, Richard Upward & Wouter Zwysen (2021): The firm-level link between productivity dispersion and wage inequality: A symptom of low job mobility? (OECD Economics Department working papers 1656), Paris, 45 S. DOI:10.1787/4c6131e3-en

Abstract

"Differences in average wages across firms – which account for around one-half of overall wage inequality – are mainly explained by differences in firm wage premia (the part of wages that depends exclusively on characteristics of firms) rather than workforce composition. Using a new cross-country dataset of linked employer-employee data, this paper investigates the role of cross-firm dispersion in productivity in explaining dispersion in firm wage premia, as well as the factors shaping the link between productivity and wages at the firm level. The results suggest that around 15% of cross-firm differences in productivity are passed on to differences in firm wage premia. The degree of pass-through is systematically larger in countries and industries with more limited job mobility, where low-productivity firms can afford to pay lower wage premia relative to high-productivity ones without a substantial fraction of workers quitting their jobs. Stronger product market competition raises pass-through while more centralised bargaining and higher minimum wages constrain firm-level wage setting at any given level of productivity dispersion. From a policy perspective, the results suggest that the key priority should be to promote job mobility, which would reduce wage differences between firms while easing the efficient reallocation of workers across them." (Author's abstract, IAB-Doku) ((en))

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Czaller, László, Rikard H. Eriksson & Balázs Lengyel (2021): Reducing automation risk through career mobility. Where and for whom? In: Papers in Regional Science, Jg. 100, H. 6, S. 1545-1569. DOI:10.1111/pirs.12635

Abstract

"Automation risk prevails less in large cities compared to small cities but little is known about the drivers of this emerging urban phenomenon. A major challenge is that automation risk is quantified by work-related tasks that allows for measurement through occupation, which is in turn implicitly related to local economic structure and to individual career paths. This paper examines the role of working in cities on changes in automation risk through individual career mobility. Using panel data on Swedish workers, we show that the metropolitan effect of reducing automation risk is mainly induced through inter-firm job mobility. Separate estimates for different groups show that this effect accrues mostly to native, high-skilled and male workers." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Dauth, Wolfgang, Sebastian Findeisen & Jens Südekum (2021): Adjusting to globalization in Germany. In: Journal of labor economics, Jg. 39, H. 1, S. 263-302., 2019-11-14. DOI:10.1086/707356

Abstract

"We study the impact of trade exposure on the job biographies of 2.4 million manufacturing workers in Germany. Rising export opportunities lead to two equally important sources of earnings gains: on-the-job, and via employer switches within the same industry. Highly skilled workers benefit the most. Import shocks mostly hurt lowskilled workers, especially when they possess lots of industry-specific human capital. They also destroy workers rents when separating from high-wage plants, and they leave strongly scarring effects in the event of a mass layoff. We connect our results to the growing theoretical literature on the labor market effects of trade." (Author's abstract, IAB-Doku) ((en))

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Engzell, Per & Nathan Wilmers (2021): Firms and the Intergenerational Transmission of Labor Market Advantage. (SocArXiv papers), 62 S. DOI:10.31235/osf.io/mv3e9

Abstract

"Recent research finds that pay inequality stems both from firm pay-setting and from workers’ individual characteristics. Yet, intergenerational mobility research remains focused on transmission of individual traits, and has failed to test how firms shape the inheritance of inequality. We study this question using three decades of Swedish population register data, and decompose the intergenerational earnings correlation into firm pay premiums and stable worker effects. One quarter of the intergenerational earnings correlation at midlife is explained by sorting between firms with unequal pay. Employer or industry inheritance account for a surprisingly small share of this firm-based earnings transmission. Instead, children from high-income backgrounds benefit from matching with high-paying firms irrespective of the sources of parents’ earnings advantage. Our analysis reveals how an imperfectly competitive labor market provides an opening for skill-based rewards in one generation to become class-based advantages in the next." (Author's abstract, IAB-Doku) ((en))

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Ette, Andreas & Nils Witte (2021): Brain Drain or Brain Circulation? Economic and Non-Economic Factors Driving the International Migration of German Citizens. In: M. Erlinghagen, A. Ette, N. F. Schneider & N. Witte (Hrsg.) (2021): ¬The¬ Global Lives of German Migrants, S. 65-83. DOI:10.1007/978-3-030-67498-4_4

Abstract

"International movements by people from economically highly developed welfare states are a puzzle for the classic canon of migration theories, which generally focus on flows from less to more developed regions. Based on a simple theoretical framework linking largely disparate literatures on international and internal migration as well as the field of global work experience, this chapter provides an analysis of the emigration and remigration decisions of German citizens. Whereas the five theoretical dimensions-expected financial returns, job satisfaction, social capital, mobility capital, and employment in transnational professions-already explain much of the variance in the emigration decisions, the theoretical and empirical understanding of remigration decision-making processes remains a challenge. Contributing to recent debates about a brain drain from economically highly developed countries, this chapter provides evidence that the international migration of German citizens is best understood as brain circulation. Temporary migration dominates these international movements and emigrants are similar to remigrants along many theoretical dimensions. Although some indications for a potential loss of human capital caused by international migration do exist, they remain insignificant in light of Germany’s overall volume of international migration. Political debates about flows of people from highly developed countries should focus less on potential losses of human capital for national economies and more on the economic and non-economic returns international migration offers for individual life courses." (Author's abstract, IAB-Doku, © Springer) ((en))

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Fallick, Bruce, John C. Haltiwanger, Erika McEntarfer & Matthew Staiger (2021): Job Displacement and Job Mobility: The Role of Joblessness. (NBER working paper 29187), Cambridge, Mass, 51 S. DOI:10.3386/w29187

Abstract

"Who is harmed by and who benefits from worker reallocation? We investigate the earnings consequences of changing jobs and find a wide dispersion in outcomes. This dispersion is driven not by whether the worker was displaced, but by the duration of joblessness between job spells. Job movers who experience joblessness suffer a persistent reduction in earnings and tend to move to lower-paying firms, suggesting that job ladder models offer a useful lens through which to understand the negative consequences of job separations." (Author's abstract, IAB-Doku) ((en))

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Grätz, Michael (2021): Does Regime Change Affect Intergenerational Mobility? Evidence from German Reunification. In: European Sociological Review, Jg. 37, H. 3, S. 465-481. DOI:10.1093/esr/jcaa061

Abstract

"This study uses the natural experiment of German reunification and a difference-in-differences approach to test whether the political and economic transition in East Germany in 1990 affected intergenerational occupational and educational mobility. Results obtained using data from the German Socio-Economic Panel Study show that German reunification did neither strongly affect occupational nor educational mobility. These findings are robust to operationalizing social origin in various ways. Admittedly, reunification may have had small or long-term effects on occupational and educational mobility that cannot be uncovered with the data and research design employed in this study. However, the findings rule out that there were large, short- or medium-term effects of German reunification on intergenerational mobility. These findings are at odds with theories that argue that institutional change has strong, immediate causal effects on intergenerational mobility." (Author's abstract, IAB-Doku) ((en))

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Halvorsen, Elin, Serdar Ozkan & Sergio Salgado (2021): Earnings Dynamics and Its Intergenerational Transmission: Evidence from Norway. (Working paper / Federal Reserve Bank of St. Louis 2021,15), Saint Louis, MO, 70 S. DOI:10.20955/wp.2021.015

Abstract

"Using administrative data from Norway, we first present stylized facts on labor earnings dynamics between 1993 and 2017 and its heterogeneity across narrow population groups. We then investigate the parents' role in children's income dynamics—the intergenerational transmission of income dynamics. We find that children of high-income, high-wealth fathers enjoy steeper income growth over the life cycle and face more volatile but more positively skewed income changes, suggesting that they are more likely to pursue high-return, high-risk careers. Children of poorer fathers also face more volatile incomes, but theirs grow more gradually and are more left skewed. Furthermore, the income dynamics of fathers and children are strongly correlated. In particular, children of fathers with steeper life-cycle income growth, more volatile incomes, or higher downside risk also have income streams of similar properties. We also confirm that fathers' significant role in workers' income dynamics is not simply spurious because of omitted variables, such as workers' own permanent income. These findings shed new light on the determinants of intergenerational mobility." (Author's abstract, IAB-Doku) ((en))

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Kenedi, Gustave & Louis Sirugue (2021): The Anatomy of Intergenerational Income Mobility in France and its Spatial Variations. (PSE working paper / Paris School of Economics 2021-59 halshs-03455282), Paris, 83 S.

Abstract

"We provide new estimates of intergenerational income mobility in France for children born in the 1970s using rich administrative data. Since parents' incomes are not observed, we employ a two-sample two-stage least squares estimation procedure. At the national level, every measure of intergenerational income persistence (intergenerational elasticities, rank-rank correlations, and transition matrices) suggests that France is characterized by relatively strong persistence relative to other developed countries. Children born to parents in the bottom 20% of their income distribution have a 10.1% probability of reaching the top 20% as adults. This probability is of 39.1% for children born to parents in the top 20%. At the local level, we find substantial spatial variations in intergenerational mobility. It is higher in the West of France and particularly low in the North and in the South. We uncover significant relationships between absolute upward mobility and characteristics of the environment an individual grew up in, such as the unemployment rate, population density, and income inequality." (Author's abstract, IAB-Doku) ((en))

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Kiersztyn, Anna (2021): Who moves from fixed-term to open-ended contracts? Youth employment transitions in a segmented labour market. In: Acta sociologica, Jg. 64, H. 2, S. 198-214. DOI:10.1177/0001699320920910

Abstract

"This article explores the career effects of fixed-term employment among Polish youth, taking into account specific legal and institutional arrangements affecting both the incidence of temporary jobs and the chances of moving into more stable employment contracts. The aim of the analysis is twofold. First, it seeks to assess whether temporary contracts serve as a stepping-stone to stable employment or a trap leading to fragmented careers consisting of recurrent short-term jobs. Second, it identifies the factors which increase the chances of successful labour market integration. Both issues are addressed through a quantitative analysis of retrospective career data for a cohort of respondents aged 21-30 from two waves of the Polish Panel Survey (POLPAN), 2008 and 2013. Results suggest that temporary employment is not restricted to entry-level jobs and acts as a trap rather than a stepping-stone. In addition, the opportunities for moving from fixed-term to open-ended contracts appear to have deteriorated over the years. However, gaining early on-the-job experience, especially in occupations involving highly complex tasks, may improve the chances of attaining job stability." (Author's abstract, IAB-Doku) ((en))

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König, Franziska (2021): Berufliches Crossover zwischen ökonomischer und soziokultureller Fachwelt. Eine biografieanalytische Untersuchung. (Qualitative Fall- und Prozessanalysen 23), Leverkusen: Verlag Barbara Budrich, 224 S.

Abstract

"Der Wechsel in eine andere berufliche Fachwelt stellt Arbeitnehmerinnen und Arbeitnehmer vor neue Aufgaben und Herausforderungen. Welche individuellen Voraussetzungen müssen erfüllt und welche institutionellen Rahmenbedingungen sollten gegeben sein, damit ein erfolgreiches berufliches Crossover gelingt? Die Studie zeigt, dass das Crossover zwischen den Fachwelten ein gesamtbiografischer Prozess ist, der sich in den Biografien der Befragten nicht erst im Berufsleben abzeichnet. Erfolgreiche Fachweltwechsel werden von den hybriden Kompetenzen des Einzelnen bedingt und nur selten durch institutionelle und soziale Unterstützungsangebote begleitet." (Verlagsangaben, IAB-Doku)

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Maczulskij, Terhi (2021): Occupational Mobility of Routine Workers. (ETLA working papers 87), Helsinki, 40 S.

Abstract

"This paper analyzes whether occupational polarization takes place within workers or due to changes in the composition of workers by using comprehensive panel data from Finland. The decomposition analysis shows that the decrease in mid-level routine occupations and the simultaneous increase in high-level abstract occupations is largely a within-worker phenomenon. In contrast, the share of low-skilled nonroutine manual tasks has largely increased through entry dynamics. Data on plant closures are used to identify involuntary separations from routine occupations. These results demonstrate a strong, uneven adjustment pattern, with routine cognitive workers being more able to move to abstract tasks and adjust with smaller wage costs than routine manual workers." (Author's abstract, IAB-Doku) ((en))

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Matthies, Hildegard (2021): Cooling out in der Arbeitswelt: Berufswechsel als Folge eines Mismatch von Habitus und Feld. In: Berliner Journal für Soziologie, Jg. 31, H. 3/4, S. 415-443. DOI:10.1007/s11609-021-00453-7

Abstract

"In diesem Beitrag werden Berufswechsel aus der Cooling-out-Perspektive rekonstruiert. Dabei wird das Cooling-out-Konzept in zweierlei Hinsicht erweitert. Erstens wird es mit Blick auf die an Goffman anschließende Diskussion nicht nur als eine von außen auf ein Subjekt gerichtete Selektionsstrategie aufgefasst, sondern auch als eine von innen kommende Strategie der Krisenintervention zur Verarbeitung von beruflichen Enttäuschungen. Zweitens wird ein berufliches Cooling out in Anlehnung an Bourdieu als Folge eines misslungenen Passungsverhältnisses von beruflichen Bewährungsbedingungen und individuellen Dispositionen konzeptualisiert, um die Entweder-oder-Struktur von Selbst- versus Fremdselektion zu überwinden und auch das „Dazwischen“ von Feld und Subjekt in den Blick zu nehmen. Am Beispiel von empirischen Fallstudien unter Berufswechslern wird gezeigt, dass Entscheidungen für einen Berufswechsel keiner der beiden Seiten allein zugeschlagen werden können, sondern lediglich den Endpunkt einer kontinuierlichen biographischen Erfahrungsaufschichtung darstellen, an der individuelle Dispositionen ebenso wie Feldstrukturen ihren Anteil haben." (Autorenreferat, IAB-Doku, © Springer-Verlag)

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Nennstiel, Richard (2021): On the way to becoming a society of downward mobility? Intergenerational occupational mobility in seven West German birth cohorts (1944–1978). In: Research in Social Stratification and Mobility, Jg. 73, S. 1-11. DOI:10.1016/j.rssm.2021.100609

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Pohlig, Matthias (2021): Occupational mobility in Europe during the crisis. Did the social elevator break? In: Research in Social Stratification and Mobility, Jg. 72, S. 1-16. DOI:10.1016/j.rssm.2020.100549

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Prümer, Stephanie (2021): Sector switching in Germany. (Friedrich-Alexander-Universität, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 122), Nürnberg, 40 S.

Abstract

"Wechsel des Beschäftigungssektors im Laufe des Berufslebens, d. h. der Wechsel vom privaten in den öffentlichen Sektor oder umgekehrt, sind häufig, wurden bisher jedoch kaum untersucht. Mit Daten des Sozio-oekonomischen Panels für Deutschland gebe ich Einblicke in diese Sektorwechsel. Außerdem analysiere ich, ob sozio-demografische Merkmale oder Einstellungen die Wahrscheinlichkeit, den Sektoren zu wechseln, beeinflussen. Ich zeige, dass Frauen mit höherer Wahrscheinlichkeit in den öffentlichen Sektor wechseln als Männer und dass die Wahrscheinlichkeit eines Wechsels in den öffentlichen Sektor positiv mit Bildung korreliert. Demgegenüber sind Einstellungen und nicht sozio-demografische Merkmale für die Wahrscheinlichkeit eines Wechsels in den privaten Sektor relevant. Ich folgere aus meiner Analyse, dass die Vertiefung des Wissen über Sektorwechsel das Personalmanagement im öffentlichen Sektor bereichern kann." (Autorenreferat, IAB-Doku)

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Richardson, Nela & Sara Klein (2021): People at Work 2021: A Global Workforce View. Roseland, 48 S.

Abstract

"This report provides a starting point to understand the situation facing employees today across five dimensions of working life: worker confidence and job security; workplace conditions; pay and performance; worker mobility; and gender and family." (Author's abstract, IAB-Doku) ((en))

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Salvanes, Kjell G., Barton Willage & Alexander L. P. Willén (2021): The Effect of Labor Market Shocks across the Life Cycle. (CESifo working paper 9491), München, 65 S.

Abstract

"Adverse economic shocks occur frequently and may cause individuals to reevaluate key life decisions in ways that have lasting consequences for themselves and the economy. These life decisions are fundamentally tied to specific periods of an individual's career, and economic shocks may therefore have substantially different impacts on individuals – and the broader economy - depending on when they occur. We exploit mass layoffs and establishment closures to examine the impact of adverse shocks across the life cycle on labor market outcomes and major life decisions: human capital investment, mobility, family structure, and retirement. Our results reveal substantial heterogeneity on labor market effects and life decisions in response to economic shocks across the life cycle. Individuals at the beginning of their careers invest in human capital and relocate to new labor markets, individuals in the middle of their careers reduce fertility and adjust family formation decisions, and individuals at the end of their careers permanently exit the workforce and retire. As a consequence of the differential interactions between economic shocks and life decisions, the very long-term career implications of labor shocks vary considerably depending on when the shock occurs. We conclude that effects of adverse labor shocks are both more varied and more extensive than has previously been recognized, and that focusing on average effects among workers across the life cycle misses a great deal." (Author's abstract, IAB-Doku) ((en))

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Schmidt, Jörg (2021): Arbeitskräftefluktuation im Jahr 2020: Pandemie hinterlässt Spuren. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2021,82), Köln, 3 S.

Abstract

"Die Arbeitskräftefluktuation liegt in Deutschland seit Jahren auf einem ähnlichen Niveau, sie ist aber im Zuge der Corona-Pandemie im Jahr 2020 gesunken. Grundsätzlich weisen Männer, Jüngere, Auszubildende und Geringqualifizierte zwar höhere Fluktuationsraten auf, im Vergleich zum Vorjahr reduzierten sich die Arbeitskräftebewegungen aber bei den untersuchten Gruppen in einem relativ ähnlichen Umfang." (Autorenreferat, IAB-Doku)

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Seifried, Mareike (2021): Transitions From Offline to Online Labor Markets: The Relationship Between Freelancers' Prior Offline and Online Work Experience. (ZEW discussion paper 21-101), Mannheim, 42 S.

Abstract

"An emerging stream of research from various disciplines studies online labor market (OLM) platforms as an alternative way of accomplishing work compared to traditional (offline) labor markets. Although prior work has increased our understanding of how OLM platforms function, we so far know very little about the relationship between what workers have done before entering the platform and the skill content of their online jobs. However, the question of why workers do the jobs they do in an online context and what drives their decision is fundamental to understanding how these markets function and are used by workers. Using data on 4,771 freelancers working on Upwork.com, the world’s leading freelancing website, we compare the skill content of their online jobs with their last reported offline prior to platform entry. Based on prior work on occupational mobility (Gathmann & Schönberg, 2010) and human capital investments (Becker, 1962), we hypothesize and find that workers with more valuable skillsets adjust their skill portfolios less while working online, i.e. the distance between their offline and online skill portfolio is lower. We further show that being female, coming from an advanced economy and reporting having current offline employment moderates the relationship between skill value and skill distance." (Author's abstract, IAB-Doku) ((en))

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Silva, Marta & Jose Garcia-Louzao (2021): Coworker Networks and the Labor Market Outcomes of Displaced Workers: Evidence from Portugal. (Working paper series / Lietuvos Bankas 95), Vilnius, 36 S.

Abstract

"The use of social contacts in the labor market is widespread. This paper investigates the impact of personal connections on hiring probabilities and re-employment outcomes of displaced workers in Portugal. We rely on rich matched employer-employee data to define personal connections that arise from interactions at the workplace. Our empirical strategy exploits firm closures to select workers who are exogenously forced to search for a new job and leverages variation across displaced workers with direct connections to prospective employers. The hiring analysis indicates that displaced workers with a direct link to a firm through a former coworker are roughly three times more likely to be hired compared to workers displaced from the same closing event who lack such a tie. However, we find that the effect varies according to the type of connection as well as firms' similarity. Finally, we show that successful displaced workers with a connection in the hiring firm have higher entry-level wages and enjoy greater job security although these advantages disappear over time." (Author's abstract, IAB-Doku) ((en))

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Söhn, Janina (2021): Berufswechsel messen. Methodische Erörterung zur Analyse horizontaler beruflicher Mobilität im Mikrozensus und im Nationalen Bildungspanel. (SOFI-Arbeitspapier 22), Göttingen, 71 S.

Abstract

"Dieses SOFI-Working Paper untersucht, wie mit zwei für Deutschland repräsentativen Survey, dem Mikrozensus und der Erwachsenenbefragung des Nationalen Bildungspanels, Berufswechsel gemessen, operationalisiert und empirisch analysiert werden können. Zum einen werden in jeder MZ-Welle Erwerbstätige direkt danach gefragt, ob sie in den vergangenen zwölf Monaten ihren ausgeübten Beruf offen ab, der dann in die "Klassifikation der Berufe" (DldB) 2010 eingeordnet wird. Diese Angabe kann dann mit dem einer vorangegangenen Erwerbstätigkeit vergleichen werden - im MZ mit der entsprechenden Information aus der Befragung ein Jahr zuvor, im NEPS mit der vorangegangenen Erwerbsperiode. Beide Umfragen bieten ausreichend hohe Fallzahlen, um sowohl die Inzidenz von Berufswechsel zu analysieren als auch Berufswechsel auf unterschiedliche Merkmale hin untereinander vergleichen. Das Working Paper zeigt im Detail, warum MZ subjektive und auf die KldB bezogenen Berufswechsel nur im Zusammenspiel mit einem Betriebswechsel in den vorangegangenen zwölf Monaten untersucht werden sollten. Mehrere Untersuchungsaspekte implizieren, dass die Antworten auf die direkte Frage nach einem Berufswechsel nur teilweise das Gleiche messen, wie wenn man den aktuell ausgeübten Beruf mit dem Befragungsjahr zuvor in Relation setzt. Während von einem Jahr auf das andere laut MZ in beiden Varianten nur gut 1% aller Erwerbstätigen die berufliche Tätigkeit und den Betrieb gewechselt haben, kann man im NEPS zeigen, dass sich bei gut der Hälfte aller Personen, die im Zeitraum von 20 Jahren jemals erwerbstätig waren, mindestens einmal die Berufsgruppe ändert. Dabei sind berufsfachlich große Wechsel häufiger als solche in benachbarte Berufsfelder hinein. Nur im NEPS können Berufswechsel mit dazwischen liegenden längeren Phasen der Nicht-Erwerbstätigkeit erfasst sowie die Dauer und Art dieser Nicht-Erwerbstätigkeit differenziert bestimmt werden. Mit dem MZ lassen sich aufgrund seiner besonders hohen Fallzahlen häufige Paare von Ausgangs- und Zielberufen unter Berufswecheln identifizieren. Ob für die Deskription oder als Prädiktorvariable in multivariaten Modellen als obere Aggregatebenen von Berufen und Berufswechseln die vom IAB/BA entwickelten 14 Berufssektoren oder die zwölf vom BIBB entwickelten Berufshauptfelder verwendet werden, hängt vom spezifischen Forschungsinteresse ab: Berufssegmente eigen sich bein einem Fokus auf das sekundäre Arbeitsmarktsegment mit ihrer Differenzierung zwischen Sicherheits-, Logistik-, Gastronomie- und Reinigungsberufe, im primären Arbeitsmarkt mit der Unterscheidung nachgefragter Berufe in der Pflege und Kindergärten sowie den IT-Berufen. Berufshauptfelder differieren besser zwischen Berufsgruppen mit akademischer Ausbildung, für deren Analyse wiederum das NEPS mit seinem "Akademiker-Bias" in den ungewichteten Daten besonders geeignet ist, während der MZ verlässlicher für Analysen für Berufswechsler:innen ohne oder mit beruflicher Ausbildung ist. Trotz großer Unterschiede in der Datenstruktur weisen MZ und NEPS viel Ähnlichkeiten bei dieser Analyse von Berufswechseln auf - ein guter Hinweis auf die Validität der Operationalisierung und der Qualität der Datensätze." (Autorenreferat, IAB-Doku)

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Westerman, Johan, Dirk Witteveen, Erik Bihagen & Roujman Shahbazian (2021): Career Complexity No Longer on the Rise. Comparing Early-and Mid-Career Complexity Across the 1930s thru 1980s Birth Cohortsin Sweden. (SocArXiv papers), 43 S. DOI:10.31235/osf.io/md4t3

Abstract

"There is a wide-spread idea that contemporary careers continue to become ever more complex. Pioneering research of full-career complexity has shown that work lives have indeed become more complex, yet at modest increasing pace. This paper examines whether career complexity continues to increase using Swedish registry data across an exceptionally long time period, including younger cohorts than in previous research: up to those born in 1983. The full early-and mid-careers of selected birth cohorts cover several macroeconomic booms and downturns, a long period of upskilling of the Swedish labor force, as well as the convergence of working hours of women and men. The following conclusions are drawn using state-of-the-art methods of measuring career complexity. For early-careers, an increasing complexity trend is evident between the 1950s and 1960s birth cohorts, yet complexity fluctuates around a stable trend for the 1970s birth cohorts and onward. For mid-careers, which are considerably more stable on average, complexity has decreased among women born between the 1930s and the early-1950s. However, the opposite trend holds true for men, resulting in gender convergence of complexity. We observe a standstill of the mid-career complexity trend across both genders, followed by a modest decline for the last observed cohorts. Subsequent analyses point to educational expansion as an important driver of the initial increase of early-career complexity. Taken together, our analysis affirms an initial shift to more career complexity in the 20thcentury, yet we find no unidirectional trend toward more career complexity over the last decades." (Author's abstract, IAB-Doku) ((en))

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Westerman, Johan (2021): Should I Learn or Should I Turn? Implications of Job Mobility for Subsequent Learning at Work. In: European Sociological Review, Jg. 37, H. 6, S. 935-951. DOI:10.1093/esr/jcab018

Abstract

"Work learning is the skills and the knowledge that is generated from work practices and in exchange of information at work. While there are good reasons to fear that frequent job changers do not learn thoroughly at work, it is also conceivable that the experience of many types of jobs instead yields greater learning. Despite this issue’s significance for on-going discussions in research and policy, thorough analyses of it are surprisingly sparse. In this study, we test whether job mobility is positively or negatively associated with subsequent work learning using data from two Swedish representative datasets (LNU and PIAAC). In order to substantiate both claims, we utilize a wide array of research on human capital, job matching, labor market segmentation and learning motivation. We analyze a broad set of indicators of work learning and show that job mobility in general is associated with greater total subsequent learning than is job stability." (Author's abstract, IAB-Doku) ((en))

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Witte, Nils & Jean Guedes Auditor (2021): Affluent Lives Beyond the Border? Individual Wage Change Through Migration. In: M. Erlinghagen, A. Ette, N. F. Schneider & N. Witte (Hrsg.) (2021): ¬The¬ Global Lives of German Migrants, S. 121-138. DOI:10.1007/978-3-030-67498-4_7

Abstract

"This chapter investigates individual wage changes of German emigrants. The analytical strategy is twofold. First, we compare hourly wage changes among emigrants with wage changes among stayers. We estimate the Difference-in-Difference of mean net hourly wages between stayers and emigrants over time and account for the positive selection of emigrants on observable characteristics through entropy balancing. Second, we explore the heterogeneity of wage changes among emigrants. To that end, we calculate linear regressions on the log net hourly wage change through migration. The first analysis suggests substantial wage increases of 8 euros through migration. The second analysis provides evidence that characteristics of employment and of destination countries account for differences in the wage change among emigrants. Among individual characteristics, only age is negatively correlated, while education and gender do not account for differences. Our analysis rely on the first wave of the German Emigration and Remigration Panel Study. The German Socio-Economic Panel Study yields our reference population of stayers." (Author's abstract, IAB-Doku, © Springer) ((en))

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Witte, Nils, Reinhard Pollak & Andreas Ette (2021): Social Origins of German Emigrants: Maintaining Social Status Through International Mobility? In: M. Erlinghagen, A. Ette, N. F. Schneider & N. Witte (Hrsg.) (2021): ¬The¬ Global Lives of German Migrants, S. 139-153. DOI:10.1007/978-3-030-67498-4_8

Abstract

"The prospect of upward social mobility is a central motive for international migration. Curiously, the nexus of spatial and social mobility attracted attention only relatively late and existing research on intergenerational social mobility usually concentrates on the constellation within the nation state. This chapter expands on this literature by investigating the intergenerational social mobility of international German migrants from the perspective of the country of origin. First, we focus on the social origin of internationally mobile and non-mobile persons using data from the German Emigration and Remigration Panel Study (GERPS) and the German Socio-Economic Panel (SOEP). How do the two groups differ in their social background? What kinds of capitals do international migrants inherit from their parents? In a second step, this chapter explores the differences in social fluidity between migrants and non-migrants. Does international mobility increase social fluidity? Our findings suggest that German emigrants are positively selected in terms of their social origin. Their parents are more likely to have academic degrees and to belong to the upper service classes compared with non-migrants. Although social fluidity is not significantly higher among emigrants compared with non-migrants, their risk of downward social mobility is significantly reduced." (Author's abstract, © Springer) ((en))

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Zaharieva, Anna, Herbert Dawid & Mariya Mitkova (2021): Optimal Promotions of Competing Firms in a Frictional Labour Market with Organizational Hierarchies. (Beiträge zur Jahrestagung des Vereins für Socialpolitik 2021: Climate Economics), Kiel, 39 S.

Abstract

"We study optimal promotion decisions of hierarchical firms, with one junior and one senior managerial position, which interact in a search and matching labour market. Workers acquire experience over time while being employed in a junior position and the firm has to determine the experience level at which the worker receives a promotion which allows her to fill a senior position. Promoted workers move to the senior position in their current firm, if it is vacant, otherwise they search for senior positions on the market. The promotion cutoffs of the competing firms exhibit strategic complementarity, but we show that generically a unique stable symmetric general equilibrium exists. If workers have homogeneous skills, then an increase in the skill level induces faster promotion. In the presence of two skill levels in the work force an increase of the fraction of high skilled leads to slower promotion of both types of workers, where the promotion threshold for high skilled workers is substantially below that for low skilled workers. This implies earlier promotions of high skill workers compared to the low skilled consistent with available empirical evidence. Finally, we show that a larger number of competitors in the market leads to earlier promotions. This finding extends to low skill workers in the market with skill heterogeneity. But the impact of competition on the promotions of high skill workers is non-monotone." (Author's abstract, IAB-Doku) ((en))

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Bukodi, Erzsébet & Marii Paskov (2020): Intergenerational Class Mobility among Men and Women in Europe: Gender Differences or Gender Similarities? In: European Sociological Review, Jg. 36, H. 4, S. 495-512. DOI:10.1093/esr/jcaa001

Abstract

"In this article, we address two inter-related questions. Are there gender differences in the level and the pattern of intergenerational class mobility? If so, do these differences show up in a uniform fashion in Europe? To answer these questions, we use a newly constructed comparative data set that allows us to examine how far differences between men and women in absolute and relative mobility can still be characterized in the same way as in the last decades of the 20th century. We also examine the effects of women's heterogeneity in terms of labour market attachment on their class mobility. Our results show that in most countries, women are more likely than men to be found in different class positions to those of their parents'. But we point out that the reasons for this might be quite different in the West and in the East. As regards relative mobility chances, we are able to underwrite the dominant finding of past research that women display greater social fluidity than men only in a certain group of countries. In most countries, we do not find any systematic and uniform gender difference between men and women in the level of their relative mobility rates. But, we do find significant and systematic gender differences in the pattern of relative rates: women's class mobility appears to be more impeded by hierarchical barriers than by the propensity for class inheritance. And, in this regard, our findings point to a large degree of commonality across European countries." (Author's abstract, IAB-Doku) ((en))

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Bödeker, Wolfgang & Susanne Moebus (2020): Struktureller und sozio-demographischer Wandel der Arbeitswelt und Änderung der beruflichen Mobilität in Deutschland 1980-2010. Essen, 19 S.

Abstract

"Der Wandel der Arbeitswelt und die Entwicklung der beruflichen Mobilität ist unter gesundheits- und präventionspolitischen Gesichtspunkten wegen einer möglichen Emergenz neuer Belastungsarten und der Einwanderung von Personen in belastungsintensive Berufe von Bedeutung. Bislang fehlt allerdings eine gemeinsame Analyse dieser Einflüsse. Ziel dieses Beitrags ist es, den demographischen und strukturellen Wandel der Arbeitswelt sowie die Änderung der beruflichen Mobilität anhand ausgewählter Indikatoren zu beschreiben. Wir fokussieren dabei auf sozio-demographische Kennzahlen und analysieren die Mobilität interbetrieblich (Wechsel der Arbeitgeber), interberuflich (Wechsel in andere Berufe), intersektoral (Wechsel in andere Branche) sowie interregional (Wechsel in ein anderes Bundesland). Datengrundlage ist die Stichprobe der Integrierten Arbeitsmarktbiografien des Instituts für Arbeitsmarkt- und Berufsforschung. Bei dem sogenannten Regionalfile handelt sich um eine ca. 2 % Stichprobe aus der Grundgesamtheit der integrierten Erwerbsbiographien. Für den Zeitraum 1980 bis 2010 verdeutlichen die Auswertungen einen durchgreifenden sozio-demographischen und strukturellen Wandel der Arbeitswelt. Während sich in der Mehrzahl der Wirtschaftsgruppen eine Abnahme der Beschäftigung zeigt, gewinnen die ohnehin schon beschäftigungsstarken Branchen wie das Kredit- und Versicherungsgewerbe und die Erziehungs-, Sozial- und Gesundheitseinrichtungen weiter an Bedeutung. Es zeigt sich eine bedeutende Zunahme des Anteils der Frauen, der Teilzeittätigkeit, sowie eine Alterung und Qualifizierung in nahezu allen Wirtschaftsgruppen. Dabei erfasst der Wandel die Wirtschaftsgruppen und besonders die Berufe unterschiedlich stark. Gleichzeitig kann auch 2010 von typischen Frauenberufen mit Beschäftigungsanteilen von über 95 % gesprochen werden, etwa bei KindergärtnerInnen und SprechstundenhelferInnen. Die berufliche Mobilität hat im Hinblick auf alle betrachteten Mobilitätskennziffern zugenommen. Während sozialversicherungspflichtig Beschäftigte im Jahr 1990 rechnerisch in 28 verschiedenen Betrieben arbeiteten (pro 100 Beschäftigungsjahre), waren es 2010 bereits 34. Die Änderungen fallen im Zeitraum 1990 bis 2000 größer aus als von 2000 zu 2010. Altersadjustiert bleibt eine kontinuierliche Zunahme der Betriebs-, Berufs und Branchenwechsel erhalten, während bei der räumlichen Mobilität über Bundesländer kein Trend beobachtet werden kann. Bei allen Kennziffern ist die berufliche Mobilität bei Jüngeren besonders ausgeprägt. Berufsspezifisch finden sich besonders auffällige Änderungen für Frauen mit Schweißer-, Post-, Verkehrs- und Industrieberufe; für Männer bei Kassierern und Friseuren. Diese Berufe sind dadurch gekennzeichnet, dass das Risiko für Betriebswechsel im Jahr 2010 im Vergleich zu 1990 um mindestens 30 % erhöht war. Die erzielten Ergebnisse können durch die Datenbasis beeinflusst sein. Z.B. sind geringfügig Beschäftigte erst seit 1999 in das gesetzliche Meldesystem eingeschlossen. Zudem ist eine Analyse der Ursachen der beruflichen Mobilität - etwa eine erhöhte Wechselbereitschaft oder erzwungene Wechsel - aufgrund der Datengrundlage nicht möglich." (Autorenreferat, IAB-Doku)

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Chassamboulli, Andri, Idriss Fontaine & Pedro Gomes (2020): How important are worker gross flows between public and private sector? In: Economics Letters, Jg. 192. DOI:10.1016/j.econlet.2020.109204

Abstract

"We measure the size of gross worker flows between public and private sector and their importance for the dynamics of public employment over the last two decades in the US, UK, France and Spain. Between 10 and 35 percent of all inflows and outflows of the public sector are from and to private employment. These flows only account for 7 to 25 percent of the fluctuations of public employment." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Cheng, Siwei & Barum Park (2020): Flows and Boundaries: A Network Approach to Studying Occupational Mobility in the Labor Market. In: American journal of sociology, Jg. 126, H. 3, S. 577-631. DOI:10.1086/712406

Abstract

"Although stratification research has long recognized the importance of mapping out the underlying boundaries that govern the flow of workers in the labor market, the current literature faces two major challenges: (1) the determination of mobility boundaries and (2) the incorporation of changes in mobility boundaries. The authors propose a network approach to address these challenges. The approach conceptualizes the occupational system as a network, in which the nodes are occupations and the edges are defined by the volume and direction of workers who move between the nodes. A flow-based community detection algorithm is introduced to uncover mobility boundaries based on the observed mobility network. Applying this approach to analyze trends in intragenerational occupational mobility in the United States from 1989 to 2015, the authors find that the boundaries that constrain mobility opportunities have become increasingly rigid over time, while, at the same time, decoupled from the boundaries of big classes and microclasses. Moreover, these boundaries are increasingly sorting workers into clusters of occupations with similar skill requirements." (Author's abstract, IAB-Doku) ((en))

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Cubas, German & Pedro Silos (2020): Social Insurance And Occupational Mobility. In: International Economic Review, Jg. 61, H. 1, S. 219-240. DOI:10.1111/iere.12422

Abstract

"This article studies how insurance from progressive taxation improves the matching of workers to occupations. We propose an equilibrium dynamic assignment model to illustrate how social insurance encourages mobility. Workers experiment to find their best occupational fit in a process filled with uncertainty. Risk aversion and limited earnings insurance induce workers to remain in unfitting occupations. We estimate the model using microdata from the United States and Germany. Higher earnings uncertainty explains the U.S. higher mobility rate. When workers in the United States enjoy Germany's higher progressivity, mobility rises. Output and welfare gains are large." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Dedering, Kathrin (2020): Quer-/Seiteneinsteigende in den Lehrerberuf im Spiegel der empirischen Forschung. Themenbereiche, Befunde und Desiderata. In: Die Deutsche Schule, Jg. 112, H. 1, S. 91-104. DOI:10.31244/dds.2020.01.06

Abstract

"Empirische Befunde zu Quer-/Seiteneinsteigenden, die ohne Lehramtsstudium Zugang zum Lehrerberuf erhalten, liegen in Deutschland kaum vor. Der Beitrag stellt diesbezügliche Erkenntnisse aus Ländern zusammen, die bereits über längere Erfahrungen mit Quer-/Seiteneinsteigenden verfügen, und präsentiert Überlegungen zu thematischen Schwerpunkten zukünftiger Forschungsvorhaben in Deutschland, die im Professions-/Professionalisierungs- sowie Schulentwicklungsdiskurs verortet werden." (Autorenreferat, IAB-Doku)

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Eppelsheimer, Johann & Christoph Rust (2020): The Spatial Decay of Human Capital Externalities - A Functional Regression Approach with Precise Geo-Referenced Data. (IAB-Discussion Paper 21/2020), Nürnberg, 55 S.

Abstract

"Wir analysieren Humankapitalexternalitäten von Hochqualifizierten mit präzisen georeferenzierten Sozialversicherungsdaten. Functional Regression ermöglicht es uns die Konzentration von Hochqualifizierten um Arbeitsplätze herum als kontinuierliche Kurven zu beschreiben und eine von der Entfernung abhängige Spillover-Funktion zu schätzen. Unsere umfangreichen Paneldaten ermöglichen es uns außerdem räumliche Selektion von Beschäftigten zu berücksichtigen und Humankapitalexternalitäten von Angebotseffekten mittels hochdimensionaler Fixed-Effekts zu trennen. Unsere Schätzungen zeigen, dass Humankapitalexternalitäten mit der Distanz abnehmen und etwa 15 Kilometer weit reichen. Humankapitalexternalitäten aus der unmittelbaren Nachbarschaft sind doppelt so hoch wie solche aus zehn Kilometern Entfernung." (Autorenreferat, IAB-Doku)

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Fernández-Lozano, Irina, M. José González, Teresa Jurado-Guerrero & Juan-Ignacio Martínez-Pastor (2020): The Hidden Cost of Flexibility: A Factorial Survey Experiment on Job Promotion. In: European Sociological Review, Jg. 36, H. 2, S. 265-283. DOI:10.1093/esr/jcz059

Abstract

"This article analyses the role of gender, parenthood, and work flexibility measures and the mediating role of stereotypes on the likelihood of achieving an internal promotion in Spain. We hypothesize that employers favour fathers over mothers and disfavour flexible workers (flexibility stigma) because they are perceived, respectively, as less competent and less committed. We also hypothesize that employers reflect their gender values in the selection process. These hypotheses are tested using data from a survey experiment in which 71 supervisors from private companies evaluate 426 short vignettes describing six different candidates for promotion into positions that require decision-making and team supervision skills. Several candidate characteristics are experimentally manipulated, while others such as skills and experience in the company are kept constant to minimize the risk of statistical discrimination. Contrary to our expectations, fathers are not preferred in promotion, as they are not perceived as being more competent than mothers. However, we find that flexibility leads to lower promotion scores, partly due to its association with a lack of commitment. Although the statutory right to reduce working hours for care reasons seems a major social achievement, this experiment shows that mothers may be indirectly penalized, as they are the main users of this policy." (Author's abstract, IAB-Doku) ((en))

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Ganesch, Franziska, Matthias Dütsch & Olaf Struck (2020): Arbeitsplatzmobilität zwischen Ost-, Nord- und ­Süddeutschland: Erfolgsfaktoren von Einkommenszuwächsen. In: Sozialer Fortschritt, Jg. 69, H. 6/7, S. 417-444. DOI:10.3790/sfo.69.6-7.417

Abstract

"In Deutschland beeinflussen regionale Disparitäten besonders auch zwischen Ost- und Westdeutschland individuelle Lebens- und Einkommenschancen. Individuen können versuchen, ihre Arbeitsbedingungen – etwa ihr Einkommen – durch räumliche Mobilität zu verbessern. Der vorliegende Beitrag untersucht Mobilität zwischen Ost-, Nord- und Süddeutschland und damit einhergehende Einkommensveränderungen. Basis ist ein Linked Employer-Employee Datensatz, der um regionale Strukturindikatoren ergänzt wurde. Die Ergebnisse zeigen: Jüngere und Hochqualifizierte wechseln häufiger und realisieren bei Betriebswechseln mit höherer Wahrscheinlichkeit Einkommenszuwächse. Anreize für Ost-Westmobilität bestehen fort, da bei Wechseln aus Ostdeutschland in Richtung Nord- oder Süddeutschland preisniveaubereinigt die Wahrscheinlichkeit von Einkommenszuwächsen höher ist als bei Wechseln innerhalb Ostdeutschlands. Wechsel nach Ostdeutschland können mit Einkommensverlusten, aber auch Einkommenszuwächsen einhergehen." (Autorenreferat, IAB-Doku)

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Giebe, Chris & Thomas Rigotti (2020): A typological approach of perceived resource fluctuations after job transitions in a representative panel study. In: European journal of work and organizational psychology, Jg. 29, H. 5, S. 764-775. DOI:10.1080/1359432X.2020.1756261

Abstract

"Job and career transitions are unique experiences that vary within and between persons. One possible reason for the differential effects of transitions is that they can involve resource gains, losses, conservation, or a combination thereof. This study investigates perceived resource fluctuation patterns as possible reasons for differential health outcomes in a representative German panel study (n = 2296). Participants compared six characteristics of their new job with their previous one in three categories (better, same, or worse): (1) job security, (2) working hour regulations, (3) workload, (4) use of professional knowledge, (5) advancement opportunities, and (6) earnings. We conducted multilevel latent class analyses (LCA) with mental and physical health as distal outcomes. Results showed a four-class solution with different probabilities of endorsing that job conditions have fluctuated after the transition. Results also indicated important nuances between the latent classes in terms of mental and physical health outcomes. This study adds to a growing body of knowledge concerning the important role resource fluctuations, and the interplay of various resource dynamics play in the sustenance of mental and physical health. Results also provide implications for career guidance, as well as dealing with organizational newcomers to ensure their well-being, and therefore also their performance." (Author's abstract, IAB-Doku) ((en))

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Grunau, Janika & Lena Sachse (2020): Berufsausstieg oder Bildungsaufstieg? Biographische Orientierungen und Lebensweltbezüge von Studierenden mit Ausbildung in einem Gesundheitsfachberuf. In: Berufs- und Wirtschaftspädagogik - online H. 38, S. 1-20.

Abstract

"Der Beitrag widmet sich den Fragen, wann und warum sich Jugendliche auf ihrem Bildungs- und Berufsweg (um)orientieren. Exemplarisch werden vier Fälle analysiert, in denen Studierende in biographischen Interviews von ihren bildungsbezogenen und beruflichen Entscheidungen erzählen. In allen Fällen haben die Studierenden vor der Aufnahme des Studiums eine Berufsausbildung in einem Gesundheitsfachberuf absolviert. Im Ergebnis wird ersichtlich, dass die Umorientierung von dem Gesundheitsfachberuf zur akademischen Bildung keine rein subjektive und rationale Entscheidung ist, sondern eng mit den Lebensweltbezügen der Jugendlichen verbunden ist. Zudem lässt sich die Umorientierung nicht als einzelner Zeitpunkt, sondern als biographischer Orientierungsprozess rekonstruieren. Hinsichtlich der Beweggründe dokumentiert sich in allen Fällen ein multikausales Geflecht von Erfahrungen und Ereignissen. Entgegen einer in (berufs-)politischen Kontexten gängigen Argumentation, in der ausschließlich von einer ‚Flucht‘ aus Gesundheitsfachberufen durch unattraktive Arbeits- und Rahmenbedingungen ausgegangen wird, zeigt sich, dass bei der Entscheidung für die Aufnahme des Studiums die familiäre Tradition und Bildungsaspiration einen zentralen Stellenwert einnimmt." (Autorenreferat, IAB-Doku)

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Hirsch, Boris, Elke Jahn & Thomas Zwick (2020): Birds, Birds, Birds: Co-Worker Similarity, Workplace Diversity and Job Switches. In: BJIR, Jg. 58, H. 3, S. 690-718., 2019-11-01. DOI:10.1111/bjir.12509

Abstract

"We investigate how the demographic composition of the workforce along the sex, nationality, education, age and tenure dimensions affects job switches. Fitting duration models for workers' job‐to‐job turnover rate that control for workplace fixed effects in a representative sample of large manufacturing plants in Germany during 1975 - 2016, we find that larger co‐worker similarity in all five dimensions substantially depresses job‐to‐job moves, whereas workplace diversity is of limited importance. In line with conventional wisdom, which has that birds of a feather flock together, our interpretation of the results is that workers prefer having co‐workers of their kind and place less value on diverse workplaces." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Jenkins, Stephen P. (2020): Was the mid-2000s drop in the British job change rate genuine or a survey design effect? In: Economics Letters, Jg. 194. DOI:10.1016/j.econlet.2020.109383

Abstract

"The year-on-year job change rate fell sharply, from 18% in 2005 to around 13% in 2006, according to British Household Panel Survey (BHPS) estimates. This fall coincides with the introduction of dependent interviewing to the BHPS, intended to reduce measurement error and improve consistency. Estimates from models of job change misclassification (Hausman et al., 1998) show that reduced measurement error cannot account for the fall in the job change rate. This suggests that the fall was genuine." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Jonuz, Elizabeta & Jane Weiß (2020): (Un-)Sichtbare Erfolge. Bildungswege von Romnja und Sintize in Deutschland. (Interkulturelle Studien), Wiesbaden: Imprint: Springer VS, VI, 329 S. DOI:10.1007/978-3-658-27967-7

Abstract

"Mit diesem Buch laden Jonuz und Weiß zu einem radikalen Perspektivenwechsel ein. Sie befragten erfolgreiche Frauen aus den heterogenen Sinti-und-Roma-Communities in Deutschland zu ihren Bildungs- und Berufswegen. Die biographisch-narrativen Selbstzeugnisse der Sintizza und Romnja bieten in der analytischen Aufbereitung beeindruckende Einblicke in die gesellschaftliche Wirkmacht, Beharrungskraft und Mechanismen tradierter Diskriminierungen. Doch die Befragten verweigern sich einer Verortung in Klischees und tradierten Strukturen der Dominanzgesellschaft, entwickeln Widerstand und erfolgreiche Strategien der Bewältigung. Ein wirksamer (Schutz-)Raum sind dabei die Familien hinsichtlich der Bestärkung des Bildungs- und Aufstiegsbegehrens ihrer Töchter. Hingegen sind die Räume der zertifizierten Bildung und beruflichen Etablierung für alle Befragten Risiko-Orte, in denen diskriminierende, rassifizierende und sexistische Strukturen vorherrschen. Ein weiterer Schutzraum wird der Erfolg selbst, denn erworbene Bildung, berufliche Etablierung und die damit verbundene sozialstrukturelle Anerkennung ermöglichen den Biographinnen eine selbst-bestimmte Positionierung mit ihren Mehrfachzugehörigkeiten als Romni, Sintizza, Wissenschaftlerin, politische Aktivistin, Berufstätige, Mutter, Künstlerin und Mensch. Der Inhalt Einleitung zu einem Perspektivwechsel · Bildungskulturen in einer Gesellschaft mit Rassismushintergrund · Die Problemgeschichte dreier Begriffe: „Ethnizität“, „Rasse“ und „Ethnie“ · Das (europäische) Romnja/Sintize-Stereotyp · Forschungen zu Sinti und Roma · Forschungsdesigne der Studie · Präsentation der biographischen Daten und Analysen · Gelingensbedingungen und Barrieren des Erfolgs · Deutungsmuster, Strategien und Risiken des Erfolgs · Empfehlungen zu Rassismuskritik in Politik, Bildungsinstitutionen und Wissenschaft Die Autorinnen Dr. Elizabeta Jonuz ist Professorin für Migration und Internationales an der Hochschule Hannover. Dr. Jane Weiß ist Wissenschaftliche Mitarbeiterin und Projektleiterin an der Humboldt Universität zu Berlin." (Verlagsangaben)

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Kosteas, Vasilios D. (2020): Occupational concentration and outcomes for displaced workers. In: Papers in Regional Science, Jg. 99, H. 4, S. 977-997. DOI:10.1111/pirs.12507

Abstract

"Displaced workers who end up changing occupations tend to suffer larger wage losses than those who do not. This paper examines the effect of the occupational concentration of employment in the local labour market (LLM) on the likelihood of being employed and (conditional on employment) having changed occupations for displaced workers. I find that workers who do not possess a postsecondary degree are less likely to be employed or to have changed occupations in more occupationally concentrated labour markets. By contrast occupational concentration does not affect these outcomes for more educated workers. These findings are consistent with a pattern where less educated workers focus job searches within their current LLM." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Kourtellos, Andros, Christa Marr & Chih Ming Tan (2020): Local Intergenerational Mobility. In: European Economic Review, Jg. 126. DOI:10.1016/j.euroecorev.2020.103460

Abstract

"Using NLSY data we investigate whether the observed patterns of economic mobility (as measured by income and educational attainment) exhibit heterogeneity across socioeconomic groups and whether the nature of the heterogeneity can be explained by different levels of persistence in the intergenerational transmission of cognitive and non-cognitive abilities across these groups. In doing so we employ the varying coefficient model (VCM) to estimate nonparametric (local) measures of intergenerational mobility of those outcome variables. By local we mean that the persistence coefficients are modeled as smooth functions of log parental permanent income. Our findings show that intergenerational mobility exhibits nonlinear patterns. Individuals with different parental income are characterized by different degrees of intergenerational mobility. Moreover, we find evidence that suggests cognitive abilities play a role in explaining intergenerational mobility. These findings provide some support for a new class of family investment models that emphasize the role of such abilities in economic mobility." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Kyzyma, Iryna & Olaf Groh-Samberg (2020): Estimation of intergenerational mobility in small samples. Evidence from German survey data. In: Social indicators research, Jg. 151, H. 2, S. 621-643. DOI:10.1007/s11205-020-02378-9

Abstract

"Using data from the German socio-economic panel, this paper provides new evidence on intergenerational mobility in Germany by focusing on intergenerational association in ranks—i.e. positions, which parents and children occupy in their respective income distributions. We find that the association of children's ranks with ranks of their fathers is about 0.242 for individual labor earnings and it is higher for sons than for daughters. It is also higher in East Germany compared to West Germany. The results further show that rank-based measures of mobility are less sensitive than conventional measures of intergenerational income elasticity to different methodological and sample specification choices, such as the stages of the life cycle when incomes of children and parents are measured, the number of years for which incomes are considered, the treatment of zero values in income variables and the choice of annual versus hourly earnings. Moreover, they are more robust for sub-group comparisons of intergenerational mobility (e.g. across gender and region). This evidence suggests that, similarly to large administrative datasets, rank-based measures of intergenerational mobility perform better than elasticity-based measures in small samples based on survey data." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Lersch, Philipp M., Wiebke Schulz & George Leckie (2020): The Variability of Occupational Attainment: How Prestige Trajectories Diversified within Birth Cohorts over the Twentieth Century. In: American sociological review, Jg. 85, H. 6, S. 1084-1116. DOI:10.1177/0003122420966324

Abstract

"This study develops and applies a framework for analyzing variability in individuals? occupational prestige trajectories and changes in average variability between birth cohorts. It extends previous literature focused on typical patterns of intragenerational mobility over the life course to more fully examine intracohort differentiation. Analyses are based on rich life course data for men and women in West Germany born between 1919 and 1979 from the German Life History Study and the German National Educational Panel Study (N = 16,854 individuals). Mixed-effects growth-curve models with heterogeneous variance components are applied. Results show that birth cohorts systematically differ in their variability; cohorts who entered the labor market in the late 1950s and 1960s and experienced mostly closed employment relations have exceptionally homogenous trajectories. Earlier and later cohorts, who experienced more open employment relations, are more heterogeneous in their trajectories. Cohorts with higher variability at labor market entry are characterized by persistently strong intracohort differentiation. Women?s variability within employment is similar to men?s but markedly increases once employment interruptions are considered." (Author's abstract, IAB-Doku) ((en))

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Medici, Guri, Cécile Tschopp, Gudela Grote & Andreas Hirschi (2020): Grass roots of occupational change: Understanding mobility in vocational careers. In: Journal of vocational behavior, Jg. 122. DOI:10.1016/j.jvb.2020.103480

Abstract

"Most prior research on career mobility has focused on people changing jobs and organizations. We know little about processes involved in individuals changing occupations, although these changes cause high individual, organizational, and public costs. Moreover, occupations are increasingly acknowledged as important anchors in times of more boundaryless careers. The current study investigates the impact of early satisfaction with the trained occupation (VET satisfaction) on occupational change by analyzing 10-year longitudinal panel data gathered in Switzerland (N = 905). Results from regression analyses showed that VET satisfaction predicted occupational change up to ten years after graduation. VET satisfaction in turn was affected by work characteristics experienced during VET, and VET satisfaction mediated the relationship between work characteristics during VET and occupational change. Using a subsample (N = 464) for which data were available on jobs taken up after graduation, we showed that VET satisfaction explained occupational change over and above work satisfaction in jobs held after graduation, highlighting the formative role of early experience during VET. Our findings inform both theory and practice. To fully comprehend occupational change, established turnover models also need to reflect on early formative vocational experiences. Firms should pay attention to favorable work characteristics already during VET and adjust adverse conditions to reduce undesired occupational mobility." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))

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Mussida, Chiara & Luca Zanin (2020): I found a better job opportunity! Voluntary job mobility of employees and temporary contracts before and after the great recession in France, Italy and Spain. In: Empirical economics, Jg. 59, H. 1, S. 47-98. DOI:10.1007/s00181-019-01622-7

Abstract

"The voluntary mobility of employees who change employers for a better job remains an unexplored area of labour market transitions in many European countries. We analyse whether and how the recent great economic recession has contributed to modifications in such voluntary job mobility when employees have a temporary contract in France, Italy and Spain. We analyse cross-sectional data from the EU-SILC survey for two sub-periods: 2005–2008 and 2009–2015. We find that employees who have invested in human capital, who are young and who work more than 40 h per week are more likely than their counterparts to change employers for a better opportunity given a temporary contract. After the great recession, we observe a curbing of the studied voluntary job mobility that is likely attributable to the difficulty experienced by employees in finding a job that provides more benefits than their current one, with heterogeneous effects across socio-economic and demographic characteristics and the country of residence." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Schuppan, Julia (2020): Mobilität und berufliche Lebensereignisse. Eine Mixed-Method-Studie zu Verkehrsmittelnutzung unter Einfluss von Identitätsänderungen und einer Soft-Policy-Intervention. (Studien zur Mobilitäts- und Verkehrsforschung), Wiesbaden: Imprint: Springer VS, XVII, 394 S. DOI:10.1007/978-3-658-29916-3

Abstract

"Julia Schuppan untersucht die Wirksamkeit betrieblichen Mobilitätsmanagements in beruflichen Lebensereignissen. In einem zwischen Soziologie, Psychologie und Geografie verorteten Ansatz werden berufliche Lebensereignisse als geeignete Gelegenheitsfenster für Mobilitätsmanagement identifiziert und als komplexe Übergänge im Kontext zwischen individuellem Erleben, Sozialisationseinflüssen und Identitätsänderungen skizziert. In einer Mixed-Method-Studie zeigt die Autorin, dass berufliche Lebensereignisse dann ein Gelegenheitsfenster für Mobilitätsänderung sein können, wenn Mobilität identitätsstiftende und für den Übergang unterstützende Funktionen erfüllt. Betriebliches Mobilitätsmanagement kann nur dann effektiv sein, wenn es Identitätsaspekte aufgreift und als institutionelle Unterstützungsleistung im beruflichen Übergang wirkt. Der Inhalt Berufliche Übergänge im Lebensverlauf und Verkehrshandeln Mobilitätssozialisation Ablauf des beruflichen Übergangs und Identitätskonstruktionen Betriebliches Mobilitätsmanagement und berufliche Lebensereignisse Die Zielgruppen Dozierende und Studierende der Soziologie, Mobilitäts- und Verkehrsforschung, Humangeografie, Verkehrsplanungswissenschaften sowie Umweltpsychologie Expert°innen aus dem Verkehrswesen sowie Verantwortliche für betriebliches Mobilitätsmanagement in Unternehmen Die Autorin Julia Schuppan ist wissenschaftliche Mitarbeiterin am Institut für Verkehrsforschung am Deutschen Zentrum für Luft- und Raumfahrt, DLR e.V. ." (Verlagsangaben)

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Simpson, Brent & David Melamed (2020): What do the upwardly mobile think they deserve, and why? A multi-method investigation. In: Research in Social Stratification and Mobility, Jg. 65. DOI:10.1016/j.rssm.2019.100459

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Stijepic, Damir (2020): Job mobility and sorting. Theory and evidence. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 240, H. 1, S. 19-49. DOI:10.1515/jbnst-2018-0047

Abstract

"Motivated by the canonical (random) on-the-job search model, I measure a person's ability to sort into higher ranked jobs by the risk ratio of job-to-job transitions to transitions into unemployment. I show that this measure possesses various desirable features. Making use of the Survey of Income and Program Participation (SIPP), I study the relation between human capital and the risk ratio of job-to-job transitions to transitions into unemployment. Formal education tends to be positively associated with this risk ratio. General experience and occupational tenure have a pronounced negative correlation with both job-to-job transitions and transitions into unemployment, leaving the risk ratio, however, mostly unaffected. In contrast, the estimates suggest that human-capital concepts that take into account the multidimensionality of skills, e.g. versatility, play a prominent role." (Author's abstract, © De Gruyter) ((en))