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FDZ-Literatur / FDZ Literature

Die FDZ-Literaturdatenbank umfasst neben Datensatzbeschreibungen und Methodenberichten die zahlreichen Forschungsarbeiten, die auf Basis der am FDZ angebotenen Daten entstanden sind. Hier finden Sie aktuell laufende Projekte von FDZ-Nutzenden.
Darüber hinaus stehen die Literaturdatenbank zum IAB-Betriebspanel sowie die Literaturdatenbank zum PASS zur Verfügung.

Apart from dataset descriptions and methodology reports, the FDZ literature database contains numerous research papers written on the basis of the data provided by the FDZ. Here you can find currently ungoing research projects of FDZ users.
In addition, literature databases on the IAB Establishment Panel and the Panel Study Labour Market and Social Security (PASS) are available for research.

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  • Literaturhinweis

    Employment-Related Further Training in a Dynamic Labour Market (2023)

    Anger, Silke ; Heß, Pascal ; Leber, Ute; Janssen, Simon;

    Zitatform

    Anger, Silke, Pascal Heß, Simon Janssen & Ute Leber (2023): Employment-Related Further Training in a Dynamic Labour Market. In: S. Weinert, G. J. Blossfeld & H.-P. Blossfeld (Hrsg.) (2023): Education, Competence Development and Career Trajectories, S. 319-336. DOI:10.1007/978-3-031-27007-9_14

    Abstract

    "In recent decades, accelerating technological progress and increasing international trade have not only made labour markets more dynamic but also steadily changed the demand for skills and knowledge. As a result, workers have had to continuously invest in training to update their skills if they want to avoid long-lasting negative consequences for their careers. This project uses data from the adult cohort of the German National Education Panel Study (NEPS) to investigate how workers’ training participation has evolved in dynamic labour markets exposed to technological change and increasing international trade. The study analyses the relationship between workplace automation and employment-related training and shows that the training participation of workers whose jobs were highly exposed to automation was much lower than that of workers whose jobs were less exposed. Moreover, results suggest that employers’ financial support explains the lion’s share of the training gap. Consistent with the new training literature, firms are the main force behind further training investments." (Author's abstract, IAB-Doku, © Springer) ((en))

    Beteiligte aus dem IAB

    Anger, Silke ; Heß, Pascal ; Leber, Ute; Janssen, Simon;
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  • Literaturhinweis

    The cost of job loss in carbon-intensive sectors: Evidence from Germany (2023)

    Barreto, César; Grundke, Robert; Krill, Zeev;

    Zitatform

    Barreto, César, Robert Grundke & Zeev Krill (2023): The cost of job loss in carbon-intensive sectors: Evidence from Germany. (OECD Economics Department working papers 1774), Paris, 47 S. DOI:10.1787/6f636d3b-en

    Abstract

    "The green transformation of the economy is expected to lead to a sharp reduction in employment in carbon-intensive industries. For designing policies to support displaced workers, it is crucial to better understand the cost of job loss, whether there are specific effects of being displaced from a carbon-intensive sector and which workers are most at risk. By using German administrative labor market data and focusing on mass layoff events, we estimate the cost of involuntary job displacement for workers in high carbon-intensity sectors and compare it with the displacement costs for workers in low carbon-intensity sectors. We find that displaced workers from high carbon-intensity sectors have, on average, higher earnings losses and face stronger difficulties in finding a new job and recovering their earnings. Our results indicate that this is mainly due to human capital specificity, the regional clustering of carbon-intensive activities and higher wage premia in carbon-intensive firms. Workers displaced in high carbon-intensity sectors are older, face higher local labor market concentration and have fewer outside options for finding jobs with similar skill requirements. They have a higher probability to switch occupations and sectors, move to occupations that are more different in terms of skill requirements compared to the pre-displacement job, and are more likely to change workplace districts after displacement. Women, older workers and those with vocational degrees as well as workers in East Germany, experience particularly high costs in case they are displaced from high carbon-intensity sectors." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Labor Demand Responses to Changing Gas Prices (2023)

    Bossler, Mario ; Schank, Thorsten ; Moog, Alexander;

    Zitatform

    Bossler, Mario, Alexander Moog & Thorsten Schank (2023): Labor Demand Responses to Changing Gas Prices. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16015), Bonn, 17 S.

    Abstract

    "In course of the current energy crisis, the consequences of increasing gas prices are heavily discussed. To date, however, there is no evidence of the impact of gas prices on the labor market. Using administrative employment data from 2012–2020, we find for manufacturing establishments a gas price elasticity of labor demand of −0.02, likely reflecting a scale effect. We also show that a rise in the gas price leads to an increase in establishment closure. A negative impact of the gas price on wages of 2 percent is consistent with rent-sharing." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Bossler, Mario ;
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  • Literaturhinweis

    Urbane Produktion in Deutschland: Ergebnisse einer bundesweiten empirischen Datenanalyse (2023)

    Brixy, Udo ; Gärtner, Stefan ; Meyer, Kerstin; Jonas, Andrea; Guth, Marvin; Hackenberg, Katharina;

    Zitatform

    Brixy, Udo, Stefan Gärtner, Marvin Guth, Katharina Hackenberg, Andrea Jonas & Kerstin Meyer (2023): Urbane Produktion in Deutschland. Ergebnisse einer bundesweiten empirischen Datenanalyse. In: pnd - rethinking planning H. 1, S. 23-39., 2023-04-06. DOI:10.18154/RWTH-2023-04038

    Abstract

    "Nach Jahren der Trennung von Wohnen und Arbeiten geriet die Produktion in der Stadt zunehmend aus dem Blickfeld und wurde zum Teil aus den Städten verlagert. Angestoßen durch veränderte Produktionsweisen und neue Leitbilder der Nutzungsmischung wird aktuell über die produktive Stadt diskutiert. Bundesweite Analysen darüber, wie sich Produktion in unterschiedlichen Stadt- und Gemeindetypen darstellt, fehlen bislang. Hier setzt der vorliegende Beitrag an, der eine empirisch messbare Definition urbaner Produktion vorstellt und dazu Daten des Betriebs-Historik-Panels des Instituts für Arbeitsmarkt und Berufsforschung (IAB) mit Bevölkerungsdaten des Zensus sowie verschiedenen Geodaten verschneidet. Auf dieser Basis erfolgt eine räumlich differenzierte Analyse zum Status quo und zur zeitlichen Entwicklung (2000-2017) urbaner Produktion in Deutschland. Dargestellt werden Informationen zu Betrieben und Beschäftigten sowie deren bundesweite und kleinräumige Entwicklungen" (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Brixy, Udo ;
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  • Literaturhinweis

    The role of agglomerations in the emerging performance and the early development of new establishments: evidence from Germany (2023)

    Changoluisa, Javier ;

    Zitatform

    Changoluisa, Javier (2023): The role of agglomerations in the emerging performance and the early development of new establishments: evidence from Germany. In: Journal of evolutionary economics, Jg. 33, H. 3, S. 837-868. DOI:10.1007/s00191-023-00823-9

    Abstract

    "This paper analyzes the emerging performance and early development of new establishments considering the role of agglomerations. It creates distinctions between the most commonly observed types of new businesses, namely startups, spinofs, and new establishments that result from a change in proprietorship. The empirical analysis reveals that new establishments with higher productivity emerge in regions with higher population density, regardless of the foundation type. While at the end of the time period analyzed, new establishments in more densely populated regions still show higher productivity levels than those in less densely populated regions, an agglomeration’s role depends on the foundation type. Indeed, while spinofs in more densely populated regions tend to refect the higher productivity levels shown in the frst time period, the productivity premium of startups in agglomerations diminishes over time. This analysis emphasizes the relevance of location for the setup and early development of new ventures and, more importantly, the varying role of agglomerations conditioned by the characteristics of new businesses." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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  • Literaturhinweis

    Robots, Occupations, and Worker Age: A Production-unit Analysis of Employment (2023)

    Deng, Liuchun ; Plümpe, Verena; Müller, Steffen ; Stegmaier, Jens ;

    Zitatform

    Deng, Liuchun, Steffen Müller, Verena Plümpe & Jens Stegmaier (2023): Robots, Occupations, and Worker Age: A Production-unit Analysis of Employment. (IWH-Diskussionspapiere 2023,05), Halle, 45 S.

    Abstract

    "Wir analysieren die Auswirkungen der Einführung von Robotern auf die Zusammensetzung der Beschäftigung anhand neuer Mikrodaten über den Einsatz von Robotern in deutschen Betrieben des verarbeitenden Gewerbes in Verbindung mit weiteren Daten. Unser theoretisches Modell sagt positive Beschäftigungseffekte für die am wenigsten routineintensiven Berufe und für junge Arbeitnehmer voraus, wobei letztere sich besser an den Wandel anpassen können. Eine Event-Study zur Einführung von Robotern findet hierfür Evidenz. Wir finden für keine Berufs- oder Altersgruppe negative Beschäftigungseffekte, aber die Fluktuation unter gering qualifizierten Arbeitnehmern steigt stark an. Wir kommen zu dem Schluss, dass der Verdrängungseffekt von Robotern berufsabhängig, aber altersneutral ist, während der Wiedereinstellungseffekt altersabhängig ist und vor allem jungen Arbeitnehmern zugute kommt." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Stegmaier, Jens ;
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  • Literaturhinweis

    Robots and Female Employment in German Manufacturing (2023)

    Deng, Liuchun ; Plümpe, Verena; Müller, Steffen ; Stegmaier, Jens ;

    Zitatform

    Deng, Liuchun, Steffen Müller, Verena Plümpe & Jens Stegmaier (2023): Robots and Female Employment in German Manufacturing. In: AEA papers and proceedings H. May, S. 224-228., 2023-02-01. DOI:10.1257/pandp.20231040

    Abstract

    "We analyze the impact of robot adoption on female employment. Our analysis is based on novel micro data on robot use by German manufacturing establishments linked with social security records. An event study analysis for robot adoption shows increased churning among female workers. Whereas hiring rises significantly at robot adoption, separations increase with a smaller magnitude one year later. Overall, employment effects are modestly positive and strongest for medium-qualified women. We find no adverse employment effects for female workers in any of our broad qualification groups." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Stegmaier, Jens ;

    Weiterführende Informationen

    Online Appendix
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  • Literaturhinweis

    The Occupational Panel for Germany (2023)

    Dengler, Katharina; Janser, Markus ; Lehmer, Florian ;

    Zitatform

    Dengler, Katharina, Markus Janser & Florian Lehmer (2023): The Occupational Panel for Germany. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 243, H. 6, S. 711-724., 2022-08-30. DOI:10.1515/jbnst-2022-0053

    Abstract

    "The occupational panel for Germany provides a comprehensive database for studying the development of occupations over time. It is based on the IAB Employment History (BeH), which contains all social security notifications that employers have to submit for their employees subject to social security and minor employees. The current version of the panel covers the years 2012–2018. Information on employees is aggregated at the occupational level such as shares by age, qualification or gender. In addition, occupational information from the expert database BERUFENET of the Federal Employment Agency, e.g. the substitution potential or the Digital-Tools Index, is prepared and merged to the occupational panel." (Author's abstract, IAB-Doku, © De Gruyter) ((en))

    Beteiligte aus dem IAB

    Dengler, Katharina; Janser, Markus ; Lehmer, Florian ;
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  • Literaturhinweis

    Employment and Reallocation Effects of Higher Minimum Wages (2023)

    Drechsel-Grau, Moritz;

    Zitatform

    Drechsel-Grau, Moritz (2023): Employment and Reallocation Effects of Higher Minimum Wages. (CESifo working paper 10412), München, 64 S.

    Abstract

    "This paper studies the employment and reallocation effects of minimum wages in Germany in a search-and-matching model with endogenous job search effort and vacancy posting, multiple employment levels, a progressive tax-transfer system, and worker and firm heterogeneity. I find that minimum wages up to 70% of the median wage significantly increase productivity, hours worked and output without reducing employment. In frictional labor markets, however, reallocation takes time whenever the minimum wage cuts deep into the wage distribution. I show that gradually implementing a high minimum wage is necessary to avoid elevated unemployment rates during the transition." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Regionale Unterschiede im Gender Pay Gap in Deutschland 2021 (2023)

    Fuchs, Michaela ; Rossen, Anja ; Weyh, Antje; Wydra-Somaggio, Gabriele ;

    Zitatform

    Fuchs, Michaela, Anja Rossen, Antje Weyh & Gabriele Wydra-Somaggio (2023): Regionale Unterschiede im Gender Pay Gap in Deutschland 2021. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 17 S.

    Abstract

    "Dass Frauen in Deutschland weniger verdienen als Männer, gilt gemeinhin als bekannt. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Im Folgenden zeigen wir diese regionalen Unterschiede mit dem so genannten Gender Pay Gap (GPG) auf. Datengrundlage bildet hierbei der nominale Lohn (brutto), den sozialversicherungspflichtig Vollzeitbeschäftigte zum Stichtag 30.06.2021 in einer bestimmten Region verdient haben." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Fuchs, Michaela ; Rossen, Anja ; Weyh, Antje; Wydra-Somaggio, Gabriele ;
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  • Literaturhinweis

    The World's Rust Belts: The Heterogeneous Effects of Deindustrialization on 1,993 Cities in Six Countries (2023)

    Gagliardi, Luisa ; Serafinelli, Michel; Moretti, Enrico ;

    Zitatform

    Gagliardi, Luisa, Enrico Moretti & Michel Serafinelli (2023): The World's Rust Belts: The Heterogeneous Effects of Deindustrialization on 1,993 Cities in Six Countries. (NBER working paper / National Bureau of Economic Research 31948), Cambridge, Mass, 63 S.

    Abstract

    "We investigate the employment consequences of deindustrialization for 1,993 cities in France, Germany, Great Britain, Italy, Japan, and the United States. In all six countries we find a strong negative relationship between a city's share of manufacturing employment in the year of its country's manufacturing peak and the subsequent change in total employment, reflecting the fact that cities where manufacturing was initially more important experienced larger negative labor demand shocks. But in a significant number of cases, total employment fully recovered and even exceeded initial levels, despite the loss of manufacturing jobs. Overall, 34% of former manufacturing hubs--defined as cities with an initial manufacturing employment share in the top tercile--experienced employment growth faster than their country's mean, suggesting that a surprisingly large number of cities was able to adapt to the negative shock caused by deindustrialization. The U.S. has the lowest share, indicating that the U.S. Rust Belt communities have fared relatively worse compared to their peers in the other countries. We then seek to understand why some former manufacturing hubs recovered while others didn't. We find that deindustrialization had different effects on local employment depending on the initial share of college-educated workers in the labor force. While in the two decades before the manufacturing peak, cities with a high college share experienced a rate of employment growth similar to those with a low college share, in the decades after the manufacturing peak, the employment trends diverged: cities with a high college share experienced significantly faster employment growth. The divergence grows over time at an accelerating rate. Using an instrumental variable based on the driving distance to historical colleges and universities, we estimate that a one standard deviation increase in local college share results in a rate of employment growth per decade that is 9.1 percentage points" (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Regional Factors as Determinants of Employees’ Training Participation (2023)

    Görlitz, Katja; Rzepka, Sylvi ; Tamm, Marcus ;

    Zitatform

    Görlitz, Katja, Sylvi Rzepka & Marcus Tamm (2023): Regional Factors as Determinants of Employees’ Training Participation. In: S. Weinert, G. J. Blossfeld & H.-P. Blossfeld (Hrsg.) (2023): Education, Competence Development and Career Trajectories, S. 337-345. DOI:10.1007/978-3-031-27007-9_15

    Abstract

    "Although the literature on the determinants of training has considered individual and firm-related characteristics, it has generally neglected regional factors. This is surprising, given the fact that labour markets differ by regions. Regional factors are often ignored because (both in Germany and abroad) many data sets covering training information do not include detailed geographical identifiers that would allow a merging of information on the regional level. The regional identifiers of the National Educational Panel Study (Starting Cohort 6) offer opportunities to advance research on several regional factors. This article summarizes the results from two studies that exploit these unique opportunities to investigate the relationship between training participation and (a) the local level of firm competition for workers within specific sectors of the economy and (b) the regional supply of training measured as the number of firms offering courses or seminars for potential training participants." (Author's abstract, IAB-Doku, © Springer) ((en))

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  • Literaturhinweis

    Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work (2023)

    Kagerl, Christian ; Starzetz, Julia ;

    Zitatform

    Kagerl, Christian & Julia Starzetz (2023): Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work. In: Journal of business economics, Jg. 93, H. 1/2, S. 229-265., 2022-11-01. DOI:10.1007/s11573-022-01124-6

    Abstract

    "In the wake of the COVID-19 pandemic, more firms than ever before have enabled their employees to work from home. Based on a representative firm survey in Germany, surveying 2.000 firms per month throughout the course of the pandemic (October 2020 until June 2022), this paper provides suggestive evidence concerning the effects of working from home (WFH) at different points in time during the pandemic and discusses implications for the future of work. We assess the potential of WFH in Germany to be 25–30% of private-sector employees. On the firm side, we find that higher WFH use is positively related to business success during the crisis, with increased employee productivity and employees working more hours when remote being possible mechanisms. Larger firms in particular are open towards expanding their WFH offerings in the future. During the pandemic, firms have experienced that WFH has worked well in many respects (e.g., productivity of employees, quality of work performed) and, for the future, they are willing to facilitate WFH in order to give their employees more flexibility, and to be considered an attractive employer. However, working on site brings advantages (e.g., communication, cooperation and onboarding of new employees) firms will not want to sacrifice, pointing towards a hybrid model of work." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

    Beteiligte aus dem IAB

    Kagerl, Christian ;
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  • Literaturhinweis

    The fall and rebound of average establishment size in West Germany (2023)

    Kovalenko, Tim ; Sauerbier, Timo; Schröpf, Benedikt ;

    Zitatform

    Kovalenko, Tim, Timo Sauerbier & Benedikt Schröpf (2023): The fall and rebound of average establishment size in West Germany. (Friedrich-Alexander-Universität, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 126), Nürnberg, 69 S.

    Abstract

    "In West Germany, the average size of establishments declined during the 1990s and started to increase again in the late 2000s, while the employer size wage premium followed the opposite trajectory. In this paper, we show that these two developments are interrelated. More precisely, our results suggest that variations in the employer size wage premiums induced establishments to vary their employment level, consistent with monopsony power on the labor market. Moreover, our regional analyses show that average establishment size correlates positively with GDP per capita. We rationalize these findings with a heterogeneous firms model with monopsonistic competition in the labor market, stemming from the household’s love-of-variety preferences for employers. Both empirics and theory reveal that higher size wage premiums decrease average establishment size by downsizing incumbent establishments and triggering the entry of small establishments, thus also negatively affecting aggregate productivity." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Kovalenko, Tim ;
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  • Literaturhinweis

    Nonresponse trends in establishment panel surveys: findings from the 2001–2017 IAB establishment panel (2023)

    König, Corinna ; Sakshaug, Joseph ;

    Zitatform

    König, Corinna & Joseph Sakshaug (2023): Nonresponse trends in establishment panel surveys: findings from the 2001–2017 IAB establishment panel. In: Journal for labour market research, Jg. 57, 2023-07-06. DOI:10.1186/s12651-023-00349-4

    Abstract

    "Many household panel surveys have experienced decreasing response rates and increasing risk of nonresponse bias in recent decades, but trends in response rates and nonresponse bias in business or establishment panel surveys are largely understudied. This article examines both panel response rates and nonresponse bias in one of the largest and longest-running establishment panels, the IAB Establishment Panel. Response rate trends are reported over a 17-year period for each annual cohort and rich administrative data are used to evaluate changes in nonresponse bias and test hypotheses regarding short-term and long-term panel participation. The findings show that while cumulative panel response rates have declined over time, wave-to-wave reinterview rates have remained largely stable. Reinterview nonresponse bias has also remained stable, while cumulative nonresponse bias has consistently increased within all cohorts. Larger establishments and those that experienced an interviewer change or did not answer all survey questions (item nonresponse) in a previous wave were less likely to continue participating in the panel. These findings and their practical implications are discussed in conclusion." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

    Beteiligte aus dem IAB

    König, Corinna ; Sakshaug, Joseph ;
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  • Literaturhinweis

    FDI and onshore job stability: Upgrades, downgrades, and separations in multinationals (2023)

    Körner, Konstantin; Eppelsheimer, Johann; Borrs, Linda;

    Zitatform

    Körner, Konstantin, Linda Borrs & Johann Eppelsheimer (2023): FDI and onshore job stability: Upgrades, downgrades, and separations in multinationals. In: European Economic Review, Jg. 152, 2022-10-24. DOI:10.1016/j.euroecorev.2022.104332

    Abstract

    "We use linked employer–employee data to estimate the impact of firms’ foreign direct investment (FDI) into a low-wage country on workers’ job stability in a high-wage country. We are the first to consider internal (i.e., within-firm) job transitions. Specifically, we examine the impact of German firms’ FDI into the Czech Republic on the likelihood of onshore employees up- or downgrading to occupations that are more or less intensive in analytical and interactive tasks. To do so, we match firms with similar investing probabilities. We use this sample to estimate proportional hazards models to retrieve the dynamic effects on workers. We find that FDI increases the average likelihood of upgrades and downgrades by 17% and 19%, respectively. These effects are the strongest for jobs with low shares of nonroutine and interactive tasks, and they increase over time. They become substantial two years after the investment and reach 32%–46% and 35%–48%, respectively. FDI does not increase the hazard of worker–firm separations. Our results highlight the importance of internal firm restructuring, which enables firms to satisfy their altered domestic labor needs after FDI." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The dynamics of wage dispersion between firms: the role of firm entry and exit (2023)

    Schröpf, Benedikt ;

    Zitatform

    Schröpf, Benedikt (2023): The dynamics of wage dispersion between firms: the role of firm entry and exit. In: Journal for labour market research, Jg. 57. DOI:10.1186/s12651-022-00326-3

    Abstract

    "Although wage inequality is an important and widely studied issue, the literature is vastly silent on the relationship between firm entry and exit and the wage dispersion between firms. Using a 50% random administrative sample of West German establishments over the period 1976–2017, I study wage dispersion dynamics between and within the groups of entering, exiting, and incumbent establishments by examining the distribution of average wages across establishments. The results show that entering establishments became increasingly unequal over time, thereby contributing to the rise in wage dispersion between establishments. However, exit rates of young and low-wage establishments have dampened this effect. These findings suggest considering the consequences for wage inequality when designing and assessing policy instruments for firm entry and exit." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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  • Literaturhinweis

    Beyond windfall gains: The redistribution of apprenticeship costs and vocational education of care workers (2023)

    Schuss, Eric ;

    Zitatform

    Schuss, Eric (2023): Beyond windfall gains: The redistribution of apprenticeship costs and vocational education of care workers. In: Economica, Jg. 90, H. 359, S. 978-1002. DOI:10.1111/ecca.12474

    Abstract

    "In many countries, training subsidies and levy schemes are used to tackle the problem that company-based provision of apprenticeship training is low. In this paper, we consider the introduction of a levy scheme in the care sector and estimate the causal effect exerted by substantial redistribution of care worker apprenticeship costs on the training activity of care facilities. We exploit the fact that the underlying apprenticeship levy was introduced across the German federal states at different points in time. For ambulatory care, we find a positive effect on the probability of hiring new apprentices and on the number of new apprentices. Inpatient care facilities react only at the intensive margin. This suggests that the positive effects in this sector are driven mainly by facilities that have already provided training slots before the reform." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    Effects of mass layoffs on local employment - evidence from geo-referenced data (2023)

    Vom Berge, Philipp ; Schmillen, Achim;

    Zitatform

    Vom Berge, Philipp & Achim Schmillen (2023): Effects of mass layoffs on local employment - evidence from geo-referenced data. In: Journal of economic geography, Jg. 23, H. 3, S. 509-539., 2022-08-25. DOI:10.1093/jeg/lbac026

    Abstract

    "Using an event study approach and a novel data set that links administrative information on German establishments with exact distance measures from geo-referenced address data, we analyze the net impact of mass layoffs on local employment. We find that local spillovers significantly attenuate the direct impact of mass layoffs on municipal-level employment. About a quarter of the 1-year direct employment loss due to a mass layoff event is absorbed within the same municipality. Local spillovers are especially pronounced very close to the mass layoff site; the majority of the absorption is concentrated within a 1000-m radius. There is little evidence of spillovers beyond the affected municipality." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))

    Beteiligte aus dem IAB

    Vom Berge, Philipp ;
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  • Literaturhinweis

    The Role of Within-Occupation Task Changes in Wage Development (2022)

    Bachmann, Ronald ; Uhlendorff, Arne ; Demir, Gökay; Green, Colin ;

    Zitatform

    Bachmann, Ronald, Gökay Demir, Colin Green & Arne Uhlendorff (2022): The Role of Within-Occupation Task Changes in Wage Development. (Ruhr economic papers 975), Essen, 41 S. DOI:10.4419/96973140

    Abstract

    "Wir untersuchen, wie Veränderungen der Aufgabeninhalte im Laufe der Zeit die berufliche Lohnentwicklung beeinflussen. Anhand von Umfragedaten aus Deutschland dokumentieren wir eine erhebliche Heterogenität bei der Veränderung von Aufgabeninhalten innerhalb eines Berufes. Kombiniert man diese Erkenntnisse mit administrativen Daten zu individuellen Beschäftigungsergebnissen über einen Zeitraum von 25 Jahren, so stellt man fest, dass es eine erhebliche Heterogenität in Bezug auf Lohneinbußen bei ursprünglich routineintensiven Tätigkeiten gibt. Während Berufe, die (relativ) routineintensiv bleiben, erhebliche Lohneinbußen mit sich bringen, bleiben die Löhne in Berufen mit abnehmender Routineintensität stabil oder steigen sogar. Diese Ergebnisse lassen sich nicht durch Kompositions- oder Kohorteneffekte erklärt werden." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Uhlendorff, Arne ; Demir, Gökay;
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  • Literaturhinweis

    Disentangling structural change, servitization, and skill-biased Change (2022)

    Boddin, Dominik ; Kroeger, Thilo ;

    Zitatform

    Boddin, Dominik & Thilo Kroeger (2022): Disentangling structural change, servitization, and skill-biased Change. Frankfurt am Main, 41 S.

    Abstract

    "Based on a decomposition exercise, we show that, while the three labor market trends of structural change, servitization, and skill-biased change occur simultaneously in Germany, they are independent of and clearly distinguishable from one another. We assess the individual contributions of each of the trends to observed changes in employment from 1975 to 2017. In addition to structural change, which often dominates the debate about changes in the labor market, servitization and skill-biased change also play an important role in employment growth. For instance, merely two-thirds of the lost jobs in the manufacturing sector can be attributed to structural change." (Author's abstract, IAB-Doku) ((en))

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

    Demir, Gökay;

    Zitatform

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

    Abstract

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

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    Macroeconomic and Distributional Effects of Higher Minimum Wages (2022)

    Drechsel-Grau, Moritz;

    Zitatform

    Drechsel-Grau, Moritz (2022): Macroeconomic and Distributional Effects of Higher Minimum Wages. (Jahrestagung des Vereins für Socialpolitik 2022: Big Data in Economics), Kiel, 60 S.

    Abstract

    "While many countries are discussing substantial increases in the minimum wage, policy makers lack a comprehensive analysis of the macroeconomic and distributional consequences of raising the minimum wage. This paper investigates how employment, output and worker welfare respond to increases in the minimum wage beyond observable levels – both in the short- and long run. To that end, I incorporate endogenous job search effort, differences in employment levels, and a progressive tax-transfer system into a search-matching model with worker and firm heterogeneity. I estimate my model using German administrative and survey data. The model replicates the muted employment response, as well as the reallocation effects in terms of productivity and employment levels documented by reduced form research on the German introduction of a federal minimum wage in 2015. Simulating the model, I find that long-run employment increases slightly until the minimum wage is equal to 60% of the full-time median wage (Kaitz index) as higher search effort offsets lower vacancy posting. In addition, raising the minimum wage reallocates workers towards fulltime jobs and high-productivity firms. Total hours worked and output peak at Kaitz indices of 73% and 79%. However, policy makers face an important inter-temporal trade-off as large minimum wage hikes lead to substantial job destruction, unemployment and recessions in the short-run. Finally, I show that raising the minimum wage largely benefits men. For women, who often rely on low-hours jobs, the disutility from working longer hours outweighs the utility of higher incomes." (Author's abstract, IAB-Doku) ((en))

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    Does working at a start-up pay off? (2022)

    Fackler, Daniel; Hölscher, Lisa; Schnabel, Claus ; Weyh, Antje;

    Zitatform

    Fackler, Daniel, Lisa Hölscher, Claus Schnabel & Antje Weyh (2022): Does working at a start-up pay off? In: Small business economics, Jg. 58, H. 4, S. 2211-2233., 2021-04-26. DOI:10.1007/s11187-021-00508-2

    Abstract

    "Using representative linked employer-employee data for Germany, this paper analyzes short- and long-run differences in labor market performance of workers joining start-ups instead of incumbent firms. Applying entropy balancing and following individuals over ten years, we find huge and long-lasting drawbacks from entering a start-up in terms of wages, yearly income, and (un)employment. These disadvantages hold for all groups of workers and types of start-ups analyzed. Although our analysis of different subsequent career paths highlights important heterogeneities, it does not reveal any strategy through which workers joining start-ups can catch up with the income of similar workers entering incumbent firms." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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    Weyh, Antje;
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    Firm Organization with Multiple Establishments (2022)

    Gumpert, Anna; Steimer, Henrike; Antoni, Manfred ;

    Zitatform

    Gumpert, Anna, Henrike Steimer & Manfred Antoni (2022): Firm Organization with Multiple Establishments. In: The Quarterly Journal of Economics, Jg. 137, H. 2, S. 1091-1138., 2021-10-03. DOI:10.1093/qje/qjab049

    Abstract

    "We show theoretically and empirically that the managerial organization of multiestablishment firms is interdependent across establishments. To derive our result, we study the effect of geographic frictions on firm organization. In our model, we assume that a CEO’s time is a resource in limited supply, shared across headquarters and establishments. Geographic frictions increase the costs of accessing the CEO. Hiring middle managers at one establishment substitutes for CEO time, which is reallocated across all establishments. Consequently, geographic frictions between the headquarters and one establishment affect the organization of all establishments of a firm. Our model is consistent with novel facts about multiestablishment firm organization that we document using administrative data from Germany. We exploit the opening of high-speed railway routes to show that not only the establishments directly affected by faster travel times but also the other establishments of the firm adjust their organization. Our findings imply that local conditions propagate across space through firm organization." (Author's abstract, © 2021 Oxford University Press) ((en))

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    Antoni, Manfred ;
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    Cost of Inclusion? Intended and Non-intended Effects of the Employment Quota for Workers with Disabilities (2022)

    Hiesinger, Karolin ;

    Zitatform

    Hiesinger, Karolin (2022): Cost of Inclusion? Intended and Non-intended Effects of the Employment Quota for Workers with Disabilities. In: Verein für Socialpolitik (Hrsg.) (2022): Big Data in Economics. Beiträge zur Jahrestagung des Vereins für Socialpolitik 2022.

    Abstract

    "This paper analyzes whether financial disincentives affect firm demand for disabled workers. In Germany, firms must pay a noncompliance fine if they do not meet their legal quota for disabled workers. I exploit a threshold in this quota: Firms with fewer than 40 employees are required to employ one disabled worker, whereas firms with 40 or more employees must employ two disabled workers. Using administrative firm data, my results suggest that firms respond partially to the threshold and employ 0.388 more disabled workers when they are located just above the threshold. The effect remains positive after correcting for bunching behavior." (Author's abstract, IAB-Doku) ((en))

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    Hiesinger, Karolin ;
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    To Include or Not to Include? Firm Employment Decisions with Respect to the German Disabled Worker Quota (2022)

    Hiesinger, Karolin ;

    Zitatform

    Hiesinger, Karolin (2022): To Include or Not to Include? Firm Employment Decisions with Respect to the German Disabled Worker Quota. (IAB-Discussion Paper 25/2022), Nürnberg, 61 S. DOI:10.48720/IAB.DP.2225

    Abstract

    "In Deutschland müssen Unternehmen eine Ausgleichsabgabe zahlen, wenn sie die gesetzliche Quote zur Beschäftigung von Menschen mit Schwerbehinderungen nicht erfüllen. Im vorliegenden Papier wird untersucht, inwieweit die Ausgleichsabgabe die Arbeitsnachfrage von Unternehmen beeinflusst. Dabei nutze ich eine Schwellenwertregelung innerhalb der Schwerbehindertenquote: Unternehmen mit mindestens 20, aber weniger als 40 Beschäftigte müssen mindestens eine Person mit Schwerbehinderung beschäftigen, Unternehmen mit mindestens 40, aber weniger als 60 Beschäftigte müssen mindestens zwei Menschen mit Schwerbehinderungen beschäftigen. Mit Hilfe administrativer Unternehmensdaten schätze ich den Schwellenwerteffekt auf die Anzahl der Personen mit Schwerbehinderungen im Unternehmen. Meine Ergebnisse zeigen, dass Unternehmen zum Teil auf die Regelung reagieren und im Durchschnitt 0,388 mehr Personen mit Schwerbehinderungen beschäftigen, wenn sie sich knapp oberhalb des Schwellenwertes befinden. Dieser Effekt bleibt auch dann positiv, wenn berücksichtigt wird, dass manche Unternehmen bewusst unterhalb der Schwelle bleiben." (Autorenreferat, IAB-Doku)

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    Hiesinger, Karolin ;
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    The Wage Elasticity of Recruitment (2022)

    Hirsch, Boris ; Oberfichtner, Michael ; Jahn, Elke J. ; Manning, Alan ;

    Zitatform

    Hirsch, Boris, Elke J. Jahn, Alan Manning & Michael Oberfichtner (2022): The Wage Elasticity of Recruitment. (CEP discussion paper / Centre for Economic Performance 1883), London, 48 S.

    Abstract

    "One of the factors affecting the market power of employers is the extent to which higher wages makes recruitment easier. There is very little research on this. This paper presents a methodology for estimating the wage elasticity of recruitment and applies it to German data. Our estimates of the wage elasticity of recruitment are about 1.4. We also report evidence that high-wage employers are more selective in hiring, in which case the relevant recruitment elasticity should be higher, about 2.2. Together with prior estimates of the quit elasticity these results imply that wages are 72-77% of the marginal product of labour. Further, we find lower elasticities for recruits hired from non-employment as well as for women, non-German nationals, non-prime-age workers, less skilled workers, and workers with less complex jobs." (Author's abstract, IAB-Doku) ((en))

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    Oberfichtner, Michael ; Jahn, Elke J. ;
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    The Wage Elasticity of Recruitment (2022)

    Hirsch, Boris ; Manning, Alan ; Oberfichtner, Michael ; Jahn, Elke J. ;

    Zitatform

    Hirsch, Boris, Elke J. Jahn, Alan Manning & Michael Oberfichtner (2022): The Wage Elasticity of Recruitment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15675), Bonn, 48 S.

    Abstract

    "One of the factors likely to affect the market power of employers is the sensitivity of the flow of recruits to the offered wage, but there is very little research on this. This paper presents a methodology for estimating the wage elasticity of recruitment and applies it to German data. Our estimates of the wage elasticity of recruitment are about 1.4. We also report evidence that high-wage employers are more selective in hiring, in which case the relevant recruitment elasticity should be higher, about 2.2. Together with prior estimates of the quit elasticity these results imply that wages are 72–77% of the marginal product of labour. Further, we find lower elasticities for recruits hired from non-employment as well as for women, non-German nationals, non-prime-age workers, less skilled workers, and workers with less complex jobs." (Author's abstract, IAB-Doku) ((en))

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    Oberfichtner, Michael ; Jahn, Elke J. ;
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    Parental Leave, Worker Substitutability, and Firms' Employment (2022)

    Huebener, Mathias ; Jessen, Jonas ; Oberfichtner, Michael ; Kühnle, Daniel ;

    Zitatform

    Huebener, Mathias, Jonas Jessen, Daniel Kühnle & Michael Oberfichtner (2022): Parental Leave, Worker Substitutability, and Firms' Employment. (Discussion paper / Berlin School of Economics 7), Berlin, 51 S. DOI:10.48462/opus4-4674

    Abstract

    "Motherhood and parental leave are frequent causes of worker absences and employment interruptions, yet we know little about their effects on firms. Based on linked employer-employee data from Germany, we examine how more generous leave benefits affect firm-level employment and hiring decisions. Focusing on small- and medium-sized firms, we show that more generous benefits reduce firm-level employment in the short term, which is driven by firms with few internal substitutes for the absent mother. However, firms do not respond to longer expected absences by hiring fewer young women, even when few internal substitutes are available. To rationalise the findings, we show that replacement hiring occurs largely before the expected absence and that firms hire more external replacements when fewer internal substitutes are available. These findings indicate that extended leave does not harm firms when these can plan for the longer worker absences." (Author's abstract, IAB-Doku) ((en))

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    Jessen, Jonas ; Oberfichtner, Michael ;
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    Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work (2022)

    Kagerl, Christian ; Starzetz, Julia ;

    Zitatform

    Kagerl, Christian & Julia Starzetz (2022): Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work. (Jahrestagung des Vereins für Socialpolitik 2022: Big Data in Economics), Kiel, 41 S.

    Abstract

    "In the wake of the Covid-19 pandemic, more firms than ever before have enabled their employees to work from home. Based on a unique establishment survey conducted in Germany, this paper provides suggestive evidence concerning the effects of working from home (WFH) at different points in time during the pandemic and discusses implications for the future of work. We assess the potential of WFH in Germany to be 25%-30% of private-sector employees. On the firm side, we find that higher WFH use is inversely related to business success during the crisis, with avoided personnel shortages and increased employee productivity being possible mechanisms. Larger firms in particular are open towards expanding their WFH offerings after the pandemic. However, working on site brings advantages firms will not want to sacrifice, pointing towards a hybrid model of work in the future." (Author's abstract, IAB-Doku) ((en))

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    Kagerl, Christian ;
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    The Covid-19 pandemic and international supply chains (2022)

    Kleifgen, Eva ; Stepanok, Ignat ; Roth, Duncan ;

    Zitatform

    Kleifgen, Eva, Duncan Roth & Ignat Stepanok (2022): The Covid-19 pandemic and international supply chains. (IAB-Discussion Paper 05/2022), Nürnberg, 23 S. DOI:10.48720/IAB.DP.2205

    Abstract

    "Die Covid-19 Pandemie hatte einen beträchtlichen Einbruch des internationalen Handels zur Folge, wodurch auch Fragen zur Zukunft internationaler Handelsketten aufgeworfen wurden. Anhand eines Betriebs-Surveys, welches mit administrativen Daten verbunden werden konnte, untersuchen wir, wie Betriebe in Deutschland ihre Lieferketten aufgrund von pandemiebedingten Störungen angepasst haben. Unseren Ergebnissen zu folge weisen Betriebe, bei denen es aufgrund der Pandemie zu Einschränkungen im Bezug von Vorleistungen oder Zwischenprodukten gekommen ist, im Vergleich zu Betrieben ohne solche Beeinträchtigungen eine signifikant höhere Wahrscheinlichkeit auf, einen oder mehrere Lieferanten ausgetauscht zu haben. Dies ist insbesondere dann der Fall, wenn es zu Problemen beim Bezug aus dem Ausland gekommen ist. Betriebe, die von solchen Einschränkungen betroffen sind, haben darüber hinaus eine höhere Wahrscheinlichkeit, weiter entfernte Lieferanten mit näher gelegenen ersetzt zu haben. Den Ergebnissen zufolge handelt es sich dabei jedoch um temporäre Anpassungen." (Autorenreferat, IAB-Doku)

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    Kleifgen, Eva ; Stepanok, Ignat ; Roth, Duncan ;
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    Minimum Wages in Concentrated Labor Markets: Version 4 (2022)

    Popp, Martin ;

    Zitatform

    Popp, Martin (2022): Minimum Wages in Concentrated Labor Markets. Version 4. (arXiv papers), Nürnberg, 100 S. DOI:10.48550/arXiv.2111.13692

    Abstract

    "Economists increasingly refer to monopsony power to reconcile the absence of negative employment effects of minimum wages with theory. However, systematic evidence for the monopsony argument is scarce. In this paper, I perform a comprehensive test of monopsony theory by using labor market concentration as a proxy for monopsony power. Labor market concentration turns out substantial in Germany. Absent wage floors, a 10 percent increase in labor market concentration makes firms reduce wages by 0.5 percent and employment by 1.6 percent, reflecting monopsonistic exploitation. In line with perfect competition, sectoral minimum wages lead to negative employment effects in slightly concentrated labor markets. This effect weakens with increasing concentration and, ultimately, becomes positive in highly concentrated or monopsonistic markets. Overall, the results lend empirical support to the monopsony argument, implying that conventional minimum wage effects on employment conceal heterogeneity across market forms." (Author's abstract, IAB-Doku) ((en))

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    Popp, Martin ;
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    Missing growth measurement in Germany (2022)

    Schreiber, Sven; Schmidt, Vanessa;

    Zitatform

    Schreiber, Sven & Vanessa Schmidt (2022): Missing growth measurement in Germany. In: German Economic Review, Jg. 23, H. 3, S. 493-527. DOI:10.1515/ger-2021-0068

    Abstract

    "Using detailed establishment-level micro data, this paper analyzes for the German case the hypothesis by Aghion et al. (2019), stating that officially published figures for real output growth would be systematically understated. The effect rests on overstated inflation estimates due to imputed prices for disappearing goods and services varieties, where measurable plant entry and exit dynamics play a crucial rule. Our main results regarding understated real output growth lie in the range of 0.39 to 0.54 average annual percentage points for 1998–2016, which is quite closely in line with existing findings for France, the USA, and Japan (in different periods). We also find that services sectors appear most affected, and that the effect in East Germany is somewhat larger. We investigate different market share proxies, provide additional robustness analysis and also discuss limitations of the approach." (Author's abstract, IAB-Doku) ((en))

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    Do asset purchase programmes shape industry dynamics?: Evidence from the ECB's SMP on plant entries and exits (2021)

    Antoni, Manfred ; Sondershaus, Talina;

    Zitatform

    Antoni, Manfred & Talina Sondershaus (2021): Do asset purchase programmes shape industry dynamics? Evidence from the ECB's SMP on plant entries and exits. (IWH-Diskussionspapiere 2019,12), Halle, 48 S.

    Abstract

    "Asset purchase programmes (APPs) may insulate banks from having to terminate relationships with unproductive customers. Using administrative plant and bank data, we test whether APPs impinge on industry dynamics in terms of plant entry and exit. Plants in Germany connected to banks with access to an APP are approximately 20% less likely to exit. In particular, unproductive plants connected to weak banks with APP access are less likely to close. Aggregate entry and exit rates in regional markets with high APP exposures are also lower. Thus, APPs seem to subdue Schumpeterian cleansing mechanisms, which may hamper factor reallocation and aggregate productivity growth." (Author's abstract, IAB-Doku) ((en))

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    Antoni, Manfred ;
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    Occupational routine intensity and the costs of job loss: evidence from mass layoffs (2021)

    Blien, Uwe ; Dauth, Wolfgang ; Roth, Duncan ;

    Zitatform

    Blien, Uwe, Wolfgang Dauth & Duncan Roth (2021): Occupational routine intensity and the costs of job loss. Evidence from mass layoffs. In: Labour Economics, Jg. 68, 2020-11-25. DOI:10.1016/j.labeco.2020.101953

    Abstract

    "In diesem Papier wird untersucht, inwieweit sich die Kosten eines Jobverlusts für Personen unterscheiden, die ursprünglich in Berufen tätig waren, die einen unterschiedlichen Grad an Routineintensität aufweisen. Für die empirische Untersuchung verwenden wir Daten zu Massenentlassungen in Deutschland, die zwischen 1980 und 2010 stattgefunden haben. Diese Datengrundlage erlaubt es uns, den kausalen Effekt von Routineintensität auf die Auswirkungen zu schätzen, die ein Jobverlust auf das Einkommen von Personen hat. Unsere Ergebnisse zeigen, dass ein solcher Jobverlust größere und länger anhaltende negative Einkommenseffekte für Personen aus routineintensiveren Berufen nach sich zieht. In den ersten Monaten nach der Massenentlassung lassen sich diese Effekte mehrheitlich darauf zurückführen, dass die Beschäftigungsdauer von Personen aus routineintensiveren Berufen stärker abnimmt, was auf größere Friktionen bei der Suche nach neuer Beschäftigung für diese Personengruppe hindeutet. Wenn eine neue Beschäftigung aufgenommen wird, ist diese bei ursprünglich in routineintensiven Berufen tätigen Personen häufiger in einem anderen Beruf als dem ursprungsberuf vor der Massenentlassung. Darüber hinaus liegt die Entlohnung systematisch unterhalb des berufsspezifischen Durchschnittslohns." (Autorenreferat, IAB-Doku)

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    Dauth, Wolfgang ; Roth, Duncan ;
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  • Literaturhinweis

    Structural change revisited: The rise of manufacturing jobs in the service sector (2021)

    Boddin, Dominik ; Kroeger, Thilo ;

    Zitatform

    Boddin, Dominik & Thilo Kroeger (2021): Structural change revisited: The rise of manufacturing jobs in the service sector. (Discussion paper / Deutsche Bundesbank 2021,38), Frankfurt am Main, 55 S.

    Abstract

    "This paper reconsiders the labor market consequences of structural change over the past 43 years. Taking two different ways of defining manufacturing and service employment as point of departure - according to the industry classification of firms or establishments and according to the occupation and hence the tasks of the workers - we show that structural change is far less pronounced than generally perceived. Manufacturing and service employment numbers based on the occupations of workers deviate markedly from the employment numbers based on the industry classification of employers. The decline in manufacturing jobs in Germany is far lower if the measurement of employment is based on the occupation of the worker. About 52% of manufacturing jobs that were lost in manufacturing industries between 1975 and 2017 are offset by new manufacturing jobs in service industries. This also has important implications for empirical applications. By way of example, we reestimate the effect of international trade on manufacturing employment based on the occupation of the worker. Contrary to previously identified negative effects, we cannot identify significant effects of import exposure on employment in manufacturing occupations. Using detailed, comprehensive German social security data, we show at the worker level that the service sector increasingly acts as a valuable alternative employment option for workers with manufacturing occupations. We estimate the causal effects of a switch to the service sector on employment outcomes by following workers over time after mass layoffs. The results reinforce our claim that structural change is less pronounced than perceived, as workers who retain their initial occupation and switch to employment in the service sector experience no significant differences in future employment trajectories compared to workers who manage to stay in the manufacturing sector." (Author's abstract, IAB-Doku) ((en))

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    Do Firms Hire Relatively More Older Workers?: Evidence from Germany (2021)

    Busch, Fabian; Fenge, Robert; Ochsen, Carsten ;

    Zitatform

    Busch, Fabian, Robert Fenge & Carsten Ochsen (2021): Do Firms Hire Relatively More Older Workers? Evidence from Germany. (HdBA discussion papers in labour economics / Hochschule der Bundesagentur für Arbeit 2021-05), Mannheim, 33 S.

    Abstract

    "This paper analyses how demographic changes affect the hiring of older workers. Do firms adjust their hiring behaviour to an ageing society? Combining data at the firm level and the administrative district level, we analyse the hiring behaviour of firms. Our findings suggest that firms with an ageing workforce hire relatively more older workers. Since the willingness to hire older workers also increases with the share of older unemployed, the propensity to employ older people does generally rise with an ageing labour force. Also, part-time employment induces firms to engage more older workers but this effect disappears for large firms. In contrast, partial retirement regulations have a negative effect on hiring older workers which reveals unintended incentives of the German law on this matter. Finally, firms with a higher share of educated personnel hire more older workers." (Author's abstract, IAB-Doku) ((en))

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    Stellen Unternehmen relativ mehr ältere ArbeitnehmerInnen ein? (2021)

    Busch, Fabian; Fenge, Robert; Ochsen, Carsten ;

    Zitatform

    Busch, Fabian, Robert Fenge & Carsten Ochsen (2021): Stellen Unternehmen relativ mehr ältere ArbeitnehmerInnen ein? In: Ökonomenstimme H. 22.10.2021, o. Sz.

    Abstract

    "Der demographische Wandel lässt die Erwerbsbevölkerung altern. Wie reagieren Unternehmen mit ihrem Einstellungsverhalten auf den alternden ArbeitnehmerInnenpool? In einer Paneldatenanalyse wird die Wirkung der Alterung der Erwerbspersonen auf den Anteil von 50- bis 64-jährigen ArbeitnehmerInnen untersucht, den Unternehmen einstellen." (Autorenreferat, IAB-Doku)

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    Do Firms Hire More Older Workers? Evidence from Germany (2021)

    Busch, Fabian; Ochsen, Carsten ; Fenge, Robert;

    Zitatform

    Busch, Fabian, Robert Fenge & Carsten Ochsen (2021): Do Firms Hire More Older Workers? Evidence from Germany. (CESifo working paper 9219), München, 33 S.

    Abstract

    "This paper analyses how demographic changes of the labour force affect labour demand. Do firms adjust their hiring behaviour to an ageing society? Combining data at the firm level and the administrative district level, we analyse the hiring behaviour of firms. Our findings suggest that firms with an ageing workforce hire relatively more older workers. Since the willingness to hire older workers also increases with the share of older unemployed, the propensity to employ older people does generally rise with an ageing labour force. Also, part-time employment induces firms to engage more older workers but this effect disappears for large firms. In contrast, partial retirement regulations have a negative effect on hiring older workers which reveals unintended incentives of the German law on this matter. Finally, firms with a higher share of educated personnel demand more older workers." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Employment effects of payroll tax subsidies (2021)

    Collischon, Matthias ; Cygan-Rehm, Kamila; Riphahn, Regina T. ;

    Zitatform

    Collischon, Matthias, Kamila Cygan-Rehm & Regina T. Riphahn (2021): Employment effects of payroll tax subsidies. In: Small business economics, Jg. 57, S. 1201–1219., 2020-03-11. DOI:10.1007/s11187-020-00344-w

    Abstract

    "This paper exploits several reforms of wage subsidies in the framework of the German Minijob program to investigate substitution and complementarity relationships between subsidized and non-subsidized labor demand. We apply an instrumental variables approach and use administrative data on German establishments for the period 1999–2014. Particularly in small establishments (0–9 employees), subsidized Minijob employment comprises large shares of the work force, on average over 40%. For these establishments, robust evidence shows that increasing the subsidization of Minijob employment crowds out non-subsidized employment. Our results imply that Minijob employment in 2014 may have eliminated more than 0.5 million unsubsidized employment relationships just in small establishments. This represents an unintended and harmful consequence of the Minijob subsidy." (Author's abstract, IAB-Doku) ((en))

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    Collischon, Matthias ;
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    Minijobs in Kleinbetrieben: Sozialversicherungspflichtige Beschäftigung wird verdrängt (2021)

    Collischon, Matthias ; Riphahn, Regina T. ; Cygan-Rehm, Kamila;

    Zitatform

    Collischon, Matthias, Kamila Cygan-Rehm & Regina T. Riphahn (2021): Minijobs in Kleinbetrieben: Sozialversicherungspflichtige Beschäftigung wird verdrängt. In: IAB-Forum H. 20.10.2021 Nürnberg, 2021-10-18.

    Abstract

    "Minijobs sind ein umstrittenes Instrument deutscher Arbeitsmarktpolitik. Einer aktuellen Studie zufolge verdrängen sie allein in kleinen Betrieben bis zu 500.000 sozialversicherungspflichtige Stellen. Anders als erhofft, bilden sie zudem nur selten eine Brücke in sozialversicherungspflichtige Beschäftigung." (Autorenreferat, IAB-Doku)

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    Collischon, Matthias ;
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  • Literaturhinweis

    Post-merger Restructuring of the Labor Force (2021)

    Gehrke, Britta; Obernberger, Stefan; Schneider, Christoph ; Maug, Ernst;

    Zitatform

    Gehrke, Britta, Ernst Maug, Stefan Obernberger & Christoph Schneider (2021): Post-merger Restructuring of the Labor Force. (IZA discussion paper 14409), Bonn, 77 S., Anhang.

    Abstract

    "We study the restructuring of the labor force after mergers and acquisitions. Overall restructuring is large. Net employment of targets declines by more than half within two years after acquisitions relative to a matched sample, and is concentrated in targets that close all establishments. There is a substantial increase in employee turnover. We place our analysis within a framework in which acquirers seek growth options from targets and provide managerial capabilities to organize production more efficiently. Consistent with this framework, we show that growth and turnover are both higher for managers, and that firms become more hierarchical if they grow and if they become more diversified. Acquirers have a better-educated, better-paid, and more qualified workforce than targets, and they adapt the workforce by hiring new employees who are much younger and less expensive. Mergers create internal labor markets, which are more active if firms have more managerial capacities. However, most hiring is external, especially for managers." (Autorenreferat, IAB-Doku))

    Beteiligte aus dem IAB

    Gehrke, Britta;
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  • Literaturhinweis

    Zugewanderte haben nach einer Massenentlassung schlechtere Arbeitsmarktperspektiven als Einheimische (2021)

    Illing, Hannah; Koch, Theresa;

    Zitatform

    Illing, Hannah & Theresa Koch (2021): Zugewanderte haben nach einer Massenentlassung schlechtere Arbeitsmarktperspektiven als Einheimische. In: IAB-Forum H. 04.11.2021 Nürnberg, o. Sz., 2021-11-02.

    Abstract

    "Massenentlassungen haben für die Betroffenen langfristig negative Konsequenzen auf dem Arbeitsmarkt. Das betrifft sowohl die Verdienstmöglichkeiten als auch die Beschäftigungschancen. Aus verschiedenen Gründen trifft dies für Zugewanderte noch stärker zu als für Einheimische." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Illing, Hannah; Koch, Theresa;
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  • Literaturhinweis

    Who Suffers the Greatest Loss? Costs of Job Displacement for Migrants and Natives (2021)

    Illing, Hannah; Koch, Theresa;

    Zitatform

    Illing, Hannah & Theresa Koch (2021): Who Suffers the Greatest Loss? Costs of Job Displacement for Migrants and Natives. (IAB-Discussion Paper 08/2021), Nürnberg, 63 S.

    Abstract

    "Wir sind die ersten, die empirische Belege für Unterschiede in den individuellen Kosten des Arbeitsplatzverlustes für Migranten im Vergleich zu Einheimischen in Deutschland liefern. Unter Verwendung von verknüpften Arbeitgeber-Arbeitnehmer-Daten für den Zeitraum 1996-2017 berechnen wir die Verdienst-, Lohn- und Beschäftigungsverluste jedes entlassenen Arbeitnehmers nach einer Massenentlassung im Vergleich zu einem nicht-entlassenen Kontrollarbeiter. Wir stellen fest, dass Migranten aufgrund höherer Lohn- und Beschäftigungsverluste wesentlich höhere Einkommensverluste hinnehmen müssen als Einheimische. Unterschiede in den individuellen Merkmalen und die unterschiedliche Selektion nach Branchen und Berufen können den Unterschied bei den Lohnverlusten vollständig erklären, nicht aber die Unterschiede bei der Beschäftigung nach der Entlassung. Entlassene Migranten haben sowohl eine geringere Wahrscheinlichkeit, wieder eingestellt zu werden, als auch weniger Arbeitstage als entlassene Einheimische. In Bezug auf diverse Kanäle zeigen wir, dass i) Migranten sich in schlechtere Betriebe sortieren und ii) die etwas geringere geografische Mobilität von Migranten zwischen den Bundesländern einen Teil ihres geringeren Wiederbeschäftigungserfolgs erklären kann; iii) unsere Ergebnisse deuten darauf hin, dass die Konkurrenz durch andere Migranten und nicht durch Einheimische negativ zu den Kosten des Arbeitsplatzverlustes von Migranten beiträgt." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Illing, Hannah; Koch, Theresa;
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  • Literaturhinweis

    Growing firm’s choice of organic vs acquisition-based modes of growth: The role of firm age, size, industry, geographical location, and macroeconomic conditions (2021)

    Jeewandarage, Pubuduni Malika; Jeewandarage, Pubuduni Malika;

    Zitatform

    Jeewandarage, Pubuduni Malika (2021): Growing firm’s choice of organic vs acquisition-based modes of growth: The role of firm age, size, industry, geographical location, and macroeconomic conditions. Kelvin Grove, 167 S.

    Abstract

    "... this thesis examines the question of how firms grow through the lens of growth modes: organic vs acquisition. In order to answer this research question, hypotheses were derived largely based on the Theory of the Growth of the Firm (Penrose, 1959/1995). Relatedly, five independent variables were selected as relevant in explaining the variance in organic and acquired growth mode proportions: firm age, size, industry, location, and macroeconomic conditions. The proportion of organic growth was used as the dependant variable of interest. In sum, the present research develops theoretical understanding and empirical evidence to show how two internal factors (firm age and firm size) and three external factors (industry, location, and macroeconomic condition) influence the proportion extent to which growing firms’ expansion is achieved through organic and acquisition-based growth modes, respectively." (Text excerpt, IAB-Doku) ((en))

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  • Literaturhinweis

    Does initial vocational training foster innovativeness at the company level? Evidence from German establishment data (2021)

    Matthies, Eike; Haverkamp, Katarzyna; Thomä, Jörg ; Bizer, Kilian ;

    Zitatform

    Matthies, Eike, Katarzyna Haverkamp, Jörg Thomä & Kilian Bizer (2021): Does initial vocational training foster innovativeness at the company level? Evidence from German establishment data. (ifh working paper 2021,30), Göttingen, 21 S.

    Abstract

    "While an increasing number of conceptual studies postulate that vocational education and training (VET) activities have a positive impact on the innovative capacity of training companies, empirical evidence on the subject remains scarce. This study exploits establishment data from a representative survey of German companies to estimate the effects of firms' participation in initial VET on their innovation outcomes. The results based on linear probability models and instrumental variable regressions with entropy balancing show that the impact of VET activity on innovation is more ambiguous than postulated. Overall, the participation in initial VET has virtually no effect on product innovation and radical novelties. For the total population of all German companies, the positive impact of VET activities is only observable in case of process innovation. However, our results point to significant causal effects on the innovative capacities of small and medium-sized enterprises (SMEs). We conclude that companies' participation in the VET system facilitates organizational learning in training companies and knowledge transfer from VET institutions to those enterprises, which are otherwise more likely to be detached from modern technology networks. The paper concludes with implications for policy and research." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The dynamics of wage dispersion between firms: the role of firm entry and exit (2021)

    Schröpf, Benedikt ;

    Zitatform

    Schröpf, Benedikt (2021): The dynamics of wage dispersion between firms: the role of firm entry and exit. (Friedrich-Alexander-Universität, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 120), Nürnberg, 49 S.

    Abstract

    "Obwohl Lohnungleichheit ein bedeutendes und umfassend untersuchtes Thema ist, bleibt der Zusammenhang zwischen Firmengründungen und -schließungen und der Lohnstreuung zwischen Firmen in der Literatur weitgehend unerwähnt. Anhand einer 50%igen administrativen Zufallsstichprobe westdeutscher Betriebe im Zeitraum 1976-2017 studiere ich die Dynamik der Lohnstreuung zwischen und innerhalb neu gegründeter, schließender und etablierter Betriebe, indem ich die Verteilung der betrieblichen Durchschnittslöhne untersuche. Die Ergebnisse zeigen, dass die Ungleichheit zwischen den neu gegründeten Betrieben im Laufe der Zeit zugenommen hat, was zum Anstieg der Lohnstreuung zwischen den Betrieben beigetragen hat. Eine stärkere Schließungsdynamik bei jungen Niedriglohnbetrieben hat diesen Effekt jedoch gedämpft. Diese Ergebnisse legen nahe, die Folgen für die Lohnungleichheit bei der Gestaltung und Bewertung von politischen Maßnahmen zu Firmengründungen und -schließungen zu berücksichtigen." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Beyond Windfall Gains: The Redistribution of Apprenticeship Costs and Vocational Education of Care Workers (2021)

    Schuss, Eric ;

    Zitatform

    Schuss, Eric (2021): Beyond Windfall Gains: The Redistribution of Apprenticeship Costs and Vocational Education of Care Workers. (Leading house working paper 176), Zürich, 42 S.

    Abstract

    "We estimate the causal effect exerted by substantial redistribution of care worker apprenticeship costs on the training supply of care facilities. We exploit the fact that the underlying apprenticeship levy was introduced across the German federal states at different points in time. For ambulatory care, we find a robust positive effect on the probability of hiring new apprentices and on the number of new apprentices in the short and in the longer run. For inpatient care facilities, the probability of providing apprenticeship training is not affected, but positive effects emerge in respect of the number of new apprentices in the medium run." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Finanzielle Anreize zur Ausbildung in der Altenpflege: Der Effekt der Ausbildungsumlage auf das Ausbildungsverhalten von Pflegeeinrichtungen. Version 1.0 (2021)

    Schuss, Eric ;

    Zitatform

    Schuss, Eric (2021): Finanzielle Anreize zur Ausbildung in der Altenpflege. Der Effekt der Ausbildungsumlage auf das Ausbildungsverhalten von Pflegeeinrichtungen. Version 1.0. (BIBB-Preprint), Bonn, 41 S.

    Abstract

    "Mit dem Pflegeberufereformgesetz werden Krankenhäuser und Pflegeeinrichtungen durch auf Landesebene organisierte Fonds unabhängig davon, ob sie selbst ausbilden oder nicht, an den Kosten der Ausbildung von Pflegefachmännern und -frauen beteiligt. Dadurch soll ein positiver Anreiz zur Ausbildung aus Sicht der Pflegeeinrichtungen entstehen. Inwiefern eine derartige Ausbildungsumlage tatsächlich die Ausbildungsbereitschaft von Krankenhäusern bzw. Pflegeeinrichtungen erhöht, ist empirisch bislang jedoch nicht belegt. Hinweise können aber aus einer Untersuchung des Ausgleichsverfahrens in der Ausbildung zur Altenpflegerin/zum Altenpfleger gewonnen werden. Zwischen 2005 und 2016 wurde hier in sechs Bundesländern eine Ausbildungsumlage eingeführt. Dabei wird methodisch darauf zurückgegriffen, dass diese sechs Bundesländer die Ausbildungsumlage zu unterschiedlichen Zeitpunkten eingeführt haben. Die empirischen Ergebnisse zeigen, dass ambulante Pflegedienste ihre Ausbildungsbereitschaft unmittelbar infolge der Einführung der Ausbildungsumlage erhöhen. Heime passen ihr Ausbildungsverhalten hingegen nicht sofort an; der Anteil an Pflegeeinrichtungen, die neue Auszubildende beschäftigen, und die Anzahl neuer Auszubildender wird jedoch durch die Ausbildungsumlage auch für diese Gruppe in der mittleren Frist signifikant gesteigert." (Autorenreferat, IAB-Doku)

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