Berufliche Mobilität
Eine Tätigkeit, die mehr Spaß verspricht, ein höheres Gehalt oder bessere Entwicklungsperspektiven: Es gibt viele Gründe, nicht länger im erlernten oder ausgeübten Beruf tätig zu sein. Nicht immer sind sie jedoch so erfreulich: Auslöser kann auch eine Entlassung sein.
Dieses Themendossier bietet Literaturhinweise zur beruflichen Mobilitätsforschung in Deutschland und in anderen Ländern. Sie erschließt theoretische Ansätze und empirische Ergebnisse - beispielsweise zu den Fragen: Sind Berufswechsel lohnend? Für wen sind sie mit besonderen Risiken verbunden? Wie gut lassen sich bei einem beruflichen Neustart die bisher erworbenen Qualifikationen verwerten?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
-
Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern
-
Literaturhinweis
Multidimensional equality of opportunity in the United States (2025)
Zitatform
Hufe, Paul, Martyna Kobus, Andreas Peichl & Paul Schüle (2025): Multidimensional equality of opportunity in the United States. In: European Economic Review, Jg. 180. DOI:10.1016/j.euroecorev.2025.105162
Abstract
"Is the United States still a land of opportunity? We provide new insights on this question by leveraging a novel approach that allows us to measure inequality of opportunity in the joint distribution of income and wealth. We show that inequality of opportunity in the US has increased by 58% from the cohort born in 1935 to the cohort of 1980. Increases are driven by a less opportunity-egalitarian income distribution for birth cohorts after 1950 and a less opportunity-egalitarian wealth distribution after 1960. Our findings suggest that the United States has consistently moved further away from a level playing field in recent decades." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
-
Literaturhinweis
Mobility for All: Representative Intergenerational Mobility Estimates over the 20th Century (2025)
Zitatform
Jácome, Elisa, Ilyana Kuziemko & Suresh Naidu (2025): Mobility for All: Representative Intergenerational Mobility Estimates over the 20th Century. In: Journal of Political Economy, Jg. 133, H. 1, S. 306-354. DOI:10.1086/732527
Abstract
"We estimate long-run trends in intergenerational relative mobility for representative samples of the U.S.-born population. Harmonizing all surveys that include father’soccupation and own family income, we develop a mobility measure that allows forthe inclusion of non-whites and women for the 1910s–1970s birth cohorts. We Show that mobility increases between the 1910s and 1940s cohorts and that the decline of Black-white income gaps explains about half of this rise. We also find that excluding Black Americans, particularly women, considerably overstates the level of mobility fortwentieth-century birth cohorts while simultaneously understating its increase betweenthe 1910s and 1940s" (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Impact of an Early-Career Shock on Intergenerational Mobility (2025)
Zitatform
Kaila, Martti, Emily Nix & Krista Riukula (2025): The Impact of an Early-Career Shock on Intergenerational Mobility. In: Journal of labor economics, Jg. 43, H. 4, S. 1035-1062. DOI:10.1086/730322
Abstract
"Children’s and parent’s incomes are highly correlated, yet little is known about how early career shocks contribute to this correlation. This paper focuses on a consequential labor market shock: job loss. We document three new results. First, adult children born into the Bottom 20% of the income distribution have double the unemployment following job loss compared with those from the top 20%, and 154% higher earnings losses. Second, this increases the rank-rank correlation 30% for those impacted. Third, richer parents provide career opportu-nities to their adult children after job loss, consistent with advantages from wealthy parents persisting well into adulthood." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020 (2025)
Zitatform
Kim, Andrew Taeho & ChangHwan Kim (2025): The Rise in Occupational Coding Mismatches and Occupational Mobility, 1991–2020. In: Sociological methods & research, S. 1-41. DOI:10.1177/00491241241303517
Abstract
"Occupation is a construct prone to classification mismatches by coders and description inconsistency by respondents. We explore whether mismatches in occupational coding have recently increased, what factors are associated with the rise in mismatches, and how the rise affects estimates of intragenerational occupational mobility. Utilizing the 1991–2020 Annual Social and Economic Supplement of the Current Population Survey, which collects information on respondents’ current occupation and the previous year’s main occupation, we identify coding mismatches and compare the probabilities of occupational mobility based on four combinations of two variables. Our results show that not only do the estimates of occupational mobility between two adjacent years vary substantially across measures, but also that the magnitudes of intragenerational occupational mobility across measures become increasingly decoupled over time. We demonstrate that the likely cause of this divergence is the rise in coding mismatches between coders. We discuss the implications of our findings." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Psychosocial factors contributing to turnover intention among employees in the hospitality industry: a systematic review (2025)
Zitatform
Krishnan, Sanggari & Balan Rathakrishnan (2025): Psychosocial factors contributing to turnover intention among employees in the hospitality industry: a systematic review. In: Current psychology, Jg. 44, H. 7, S. 5744-5765. DOI:10.1007/s12144-025-07550-3
Abstract
"This systematic review discusses the psychosocial factors contributing to turnover intention among hospitality workers over the past decade. Turnover is a problem experienced worldwide and, if left unresolved, could seriously impact the provision of good hospitality services. This industry survives through customer service where talented workers are vital to ensure consistent quality. It is imperative to understand the reasons behind the workers’ intention to leave the organization to aid in imparting constructive and operative efforts to develop existing human capitalfor better growth. A thorough electronic database search was conducted to identify the most relevant journal articles published in various journals within the last 10 years. The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart was used to identify the articles for review. The factors were categorized into three different categories known as personal/emotional (individual level), work environment/social (unit level), and organizational and environment (organizational level) factors. Factors such as psychological distress, job satisfaction, and work stress were identified at the individual level; job overload, supervisor incivility, and management pressure were identified at the unit level; career advancement, organisational support, and work-family conflict were identified under organizational factors. This review has shown that push factors at all three levels contribute to turnover more than pull factors and determined prominent factors under each revised category. The industry may focus on creating new systems, policies, methods, or additional support to improve the internal factors to reduce employee turnover intention and increase retention among valuable employees." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Do all job changes increase wellbeing? (2025)
Zitatform
Longhi, Simonetta, Alita Nandi, Mark Bryan, Sara Connolly & Cigdem Gedikli (2025): Do all job changes increase wellbeing? In: Industrial Relations, Jg. 64, H. 1, S. 23-39. DOI:10.1111/irel.12354
Abstract
"We provide a comprehensive framework, based on person–Environment fit, for evaluating the relationship between types of job change and wellbeing, and estimate it using fixed‐effects methods applied to UK longitudinal data. Changing job is associated with large swings in job satisfaction, but not all job changes are equal. Changes in workplace are associated with increased job satisfaction only when they are associated with a change in job role. The largest associations are for changing employers. These associations extend beyond job satisfaction to mental health and, to a lesser extent, life satisfaction. Changes in broader wellbeing are especially pronounced for women." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Generalized Intergenerational Mobility Regressions (2025)
Zitatform
Maasoumi, Esfandiar, Le Wang & Daiqiang Zhang (2025): Generalized Intergenerational Mobility Regressions. In: Sociological methods & research, Jg. 54, H. 4, S. 1594-1623. DOI:10.1177/00491241251357586
Abstract
"Current research on intergenerational mobility (IGM) is informed by statistical approaches based on log-level regressions, whose economic interpretations remain largely unknown. We reveal the subjective value-judgments in them: they are represented by weighted-sums (or aggregators) over heterogeneous groups, with controversial economic properties. Log-level regressions tend to overrepresent the experiences of middle-class children while underrepresenting those from disadvantaged families. We propose a general construction of IGM measures that can incorporate any transparent economic preferences. They are interpreted as the marginal effect of parental normalized social welfare on children’s normalized welfare. Conventional regressions are special cases with implicit economic preferences that fail inequality-aversion and the Pigou–Dalton principle of transfers. Empirically, a variety of economic preferences, with varying inequality aversion, demonstrate a nuanced view of mobility, and perspectives on geographic-differences and dynamics of it." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Inequality of Opportunity, Income Mobility, and the Interpretation of Intergenerational Elasticities, Correlations, and Rank-Rank Slopes (2025)
Zitatform
Mitnik, Pablo A. (2025): Inequality of Opportunity, Income Mobility, and the Interpretation of Intergenerational Elasticities, Correlations, and Rank-Rank Slopes. In: Sociological methods & research, Jg. 54, H. 4, S. 1289-1338. DOI:10.1177/00491241251352102
Abstract
"Although there is an extensive methodological literature on the measurement of intergenerational income mobility, there has been limited research on the conceptual interpretation of mobility measures and the methodological implications of those interpretations. In this article, I focus on the three measures of mobility most frequently used in the literature—the intergenerational elasticity (IGE), the intergenerational correlation (IGC), and the rank-rank slope (RRS)—as well as a recently introduced measure, the intergenerational elasticity of expected income (IGEE). I make two main contributions, both related to the conceptual interpretation of mobility measures. First, I specify the formal relationships between those four mobility measures and the measures of inequality of opportunity developed in the luck egalitarian empirical literature on the topic, and determine the methodological implications of the analyses. I show that (a) the IGC is a measure of relative inequality of opportunity for monetary income, (b) the RRS is both a measure of relative inequality of opportunity for income rank and a rescaled measure of absolute inequality of opportunity for income rank, and (c) the products of parental income inequality by the IGEE and IGE are both measures of absolute inequality of opportunity for monetary income that differ in how they measure the value of opportunity sets. Second, relying on a conceptual distinction that has been influential in the field of public finance, the IGE and IGEE have been characterized as “person-weighted” and “dollar-weighted” elasticities, respectively, thus raising doubts about the desirability of a recent proposal to replace the IGE by the IGEE as the workhorse elasticity of the mobility field. I show that this contrasting characterization of the two intergenerational elasticities is the joint result of a category mistake—equating quantile-specific elasticities to person-specific elasticities—and of misconstruing the nature of the IGE and the epistemic goal it has been meant to serve. Based on this analysis, I conclude that the case for replacing the IGE with the IGEE remains well-founded." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Long-Run Career Outcomes of Multiple Job Holding (2025)
Zitatform
Muffert, Johanna & Regina T. Riphahn (2025): Long-Run Career Outcomes of Multiple Job Holding. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17605), Bonn, 57 S.
Abstract
"Multiple job holding (MJH) is increasingly frequent in industrialized countries. Individuals holding a secondary job add to their experience, skills, and networks. We study the long-run labor market outcomes after MJH and investigate whether career effects can be validated. We employ high-quality administrative data from Germany. Our doubly robust estimation method combines entropy balancing with fixed effects difference-in-differences regressions. We find that income from primary employment declines after MJH spells and overall annual earnings from all jobs increase briefly. Job mobility increases after MJH spells. Interestingly, the beneficial long-term effects of MJH are largest for disadvantaged groups in the labor market such as females, those with low earnings, and low education. Overall, we find only limited benefits of MJH." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Fostering leadership aspirations through participative decision-making: Insights into gender differences (2025)
Zitatform
Plückelmann, Clara, Claudia Bernhard-Oettel, Sabine Sczesny & Marie Gustafsson Senden (2025): Fostering leadership aspirations through participative decision-making: Insights into gender differences. In: Economic and Industrial Democracy, S. 1-23. DOI:10.1177/0143831x251380963
Abstract
"Organizations face challenges in leadership succession, partly due to reduced employee interest in progressing to leadership roles. This study examined participative decision-making (PDM) as a strategy to foster leadership aspiration and whether it is particularly beneficial for women, who often encounter barriers in the workplace. A cross-sectional study in Sweden surveyed non-leaders (N = 749) and leaders (N = 240) on their leadership aspirations and perceived inclusion in PDM. Results showed PDM was positively related to aspiration in both groups. Among non-leaders, the relationship was stronger for women; among leaders, unexpectedly, stronger for men. Results and practical implications are discussed." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Performance evaluations and employee turnover intentions: Empirical evidence from linked employer-employee data (2025)
Zitatform
Pohlan, Laura & Susanne Steffes (2025): Performance evaluations and employee turnover intentions: Empirical evidence from linked employer-employee data. In: Industrial Relations, Jg. 64, H. 3, S. 395-433., 2024-09-03. DOI:10.1111/irel.12379
Abstract
"In this article, we study whether performance evaluations can serve as an instrument for firms to increase employee retention. Feedback on one's own performance may affect individual turnover intentions differently depending on the relative wage rank of workers among their peers. In line with these considerations, empirical evidence based on panel employer–employee data shows that relatively low-paid employees decrease their turnover intentions after the implementation of a performance evaluation system at the establishment level. We find no effect for relatively high-paid employees." (Author's abstract, IAB-Doku, © Wiley) ((en))
-
Literaturhinweis
Reciprocity and job mobility: The effect of effort-reward imbalance in the employer-employee relationship on turnover intentions and actual job changes (2025)
Zitatform
Prechsl, Sebastian (2025): Reciprocity and job mobility: The effect of effort-reward imbalance in the employer-employee relationship on turnover intentions and actual job changes. In: Social science research, Jg. 127, 2024-12-13. DOI:10.1016/j.ssresearch.2024.103133
Abstract
"Numerous studies illustrate that a lack of reciprocity between effort and reward in the employer-employee relationship produces negative effects on employees' health and well-being. This might motivate employees to change jobs as a consequence. Based on German panel data with 16,243 observations from 4,641 employees, I analyze the effect of effort-reward imbalance (ERI) on turnover intentions and actual job changes and whether health-threatening ERI exposure affects the realization of job changes. The results indicate more frequent doctor visits, lower job satisfaction, higher turnover intentions, and higher job change probabilities when employees’ efforts in relation to rewards increase. The ERI effects on turnover intentions and job changes are both mediated through job satisfaction. Finally, I find no evidence that ERI exposure moderates the relationship between turnover intentions and actual job changes." (Author's abstract, IAB-Doku, © 2024 The Author. Published by Elsevier Inc.) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.PASS-SUF0619.de.en.v3 -
Literaturhinweis
Anstrengung ohne angemessene Gegenleistung verdoppelt die Wahrscheinlichkeit eines Jobwechsels (2025)
Zitatform
Prechsl, Sebastian (2025): Anstrengung ohne angemessene Gegenleistung verdoppelt die Wahrscheinlichkeit eines Jobwechsels. In: IAB-Forum H. 22.07.2025, 2025-07-22. DOI:10.48720/IAB.FOO.20250722.01
Abstract
"„Ich rackere mich hier ab, ohne dass es mir gedankt wird“ – so oder ähnlich empfindet es derzeit nahezu die Hälfte der Beschäftigten. Dass dies handfeste Folgen für die Betriebe haben kann, zeigt eine IAB-Studie auf Basis des Panels „Arbeitsmarkt und soziale Sicherung“. Denn die Wahrscheinlichkeit für einen Jobwechsel verdoppelt sich, wenn Arbeitgeber die Anstrengungen ihrer Beschäftigten aus deren Sicht nur unzureichend honorieren." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Mobility after job loss in Germany: the effects of regional economic opportunities and economic worries on mobility intentions and behaviour (2025)
Zitatform
Rickmeier, Katrin (2025): Mobility after job loss in Germany: the effects of regional economic opportunities and economic worries on mobility intentions and behaviour. In: Review of regional research, Jg. 45, H. 2, S. 271-297. DOI:10.1007/s10037-025-00232-4
Abstract
"This study examines the impact of local economic opportunity structures on mobility intentions and mobility behavior subsequent to involuntary job loss in Germany. Previous research has demonstrated that job loss leads to an increased propensity for regional mobility; however, the role of the regional economy as a push factor and its influence on the decision to relocate remains unclear. The focus of the study at hand is on the opportunities provided by locational factors and an examination of the broader context in which regional mobility after job loss occurs. Logistic regression models are set up using data from the German Socio-Economic Panel study, which is complemented by a unique combination of spatial structure indicators. The results demonstrate that job loss has no effect on the mobility intentions of displaced workers. However, it increases the propensity to relocate within Germany. Furthermore, a favorable economic situation in the home region makes mobility intentions of displaced workers less likely. This is indicated by a negative effect of the local GDP and a positive effect of the occupation-specific local unemployment rate. A mediation analysis does not confirm a hypothesized omitted variable bias of economic worries in the effect of regional economic characteristics on the mobility intentions of displaced workers." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Der Einfluss von beruflicher Ähnlichkeit und Arbeitsmarktbedingungen auf Berufswechsel: Eine exemplarische Analyse von 31 Berufen für den Ausbau erneuerbarer Energien (2025)
Risius, Paula; Engler, Jan; Quispe Villalobos, Valeria; Malin, Lydia ; Mertens, Armin; Arndt, Franziska;Zitatform
Risius, Paula, Valeria Quispe Villalobos, Lydia Malin, Franziska Arndt, Armin Mertens & Jan Engler (2025): Der Einfluss von beruflicher Ähnlichkeit und Arbeitsmarktbedingungen auf Berufswechsel. Eine exemplarische Analyse von 31 Berufen für den Ausbau erneuerbarer Energien. (IW-Report / Institut der Deutschen Wirtschaft Köln 2025,40), Köln, 37 S.
Abstract
"Für die Energiewende werden in unterschiedlichen Berufen Fachkräfte dringend gesucht: Allein in den 31 für die vorliegende Studie betrachteten energierelevanten Berufen konnten im Jahr 2024 knapp 119.000 der insgesamt knapp 185.000 offenen Stellen nicht besetzt werden. Damit liegt die Stellenüberhangsquote der rechnerisch nicht besetzbaren Stellen bei 64 Prozent. Das bedeutet, dass für knapp zwei von drei offenen Stellen in diesen energierelevanten Kernberufen keine entsprechend qualifizierten Fachkräfte verfügbar sind. Unter den diskutierten Lösungsvorschlägen zur Fachkräftesicherung gewinnt die Debatte um Berufswechsel und die damit verbundenen Potenziale angesichts der derzeit wieder steigenden Arbeitslosenzahlen zunehmend an Relevanz. Etwa 62,5 Prozent der im Jahr 2023 neu begonnenen sozialversicherungspflichtigen Tätigkeiten in den untersuchten Berufen entfielen auf Berufswechsler, die vorher eine andere Tätigkeit ausgeübt hatten. Dies verdeutlich das bereits realisierte Ausmaß der vorhandenen Berufswechselpotenzialen für die Fachkräftesicherung und die damit verbundene Flexibilität von Unternehmen und Beschäftigten bei Rekrutierung, Bewerbung und Stellenbesetzung. Die vorliegende Studie widmet sich der Fragestellung, inwieweit die anhand von Kompetenzüberschneidungen gemessene Ähnlichkeit von Berufen mit einer höheren Zahl an Berufswechseln einhergeht und diese begünstigt. Zur Messung der beruflichen Ähnlichkeit wurde mithilfe von Big-Data-Methoden und unter Einsatz von Künstlicher Intelligenz (KI) eine eigene Maßzahl entwickelt, die die berufliche Ähnlichkeit anhand von Überschneidungen der Kompetenzanforderungen zwischen Berufspaaren quantifiziert. Darüber hinaus werden ergänzend berufsspezifische Kenngrößen aus der Arbeitsmarktstatistik berücksichtigt, um weitere relevante Einflussfaktoren auf die Wechselentscheidung von Arbeitgebern und -nehmern zu modellieren. Die Ergebnisse zeigen, dass eine hohe inhaltliche berufliche Ähnlichkeit Berufswechsel positiv beeinflusst: Aus Herkunftsberufen, deren Kompetenzprofile einem der betrachteten Einmündungsberufe stärker ähneln, wechseln - anteilig gemessen an der Zahl zur Verfügung stehenden Beschäftigten mit einer entsprechenden Tätigkeit im Herkunftsberuf - mehr Personen in den jeweiligen Einmündungsberuf. Regressionsanalysen zeigen darüber hinaus, dass auch die formale Ähnlichkeit von Berufen definiert durch die Klassifikation der Berufe relevant ist: Es finden mehr Wechsel zwischen Berufen statt, die dort näher beieinander liegen. Dies trifft für die ausgewählten akademisch geprägte Berufe weniger stark zu als für die Ausbildungsberufe im gewählten Berufe-Set. Die Generalisierbarkeit der Ergebnisse ist durch die Fokussierung auf die ausgewählten energierelevanten Einmündungsberufe begrenzt und nicht ohne Weiteres auf andere Berufe übertragbar. Für Politik und Unternehmen lassen sich aus den Ergebnissen spezifische Handlungsempfehlungen ableiten. Grundsätzlich konnte gezeigt werden, dass Unternehmen offen für Berufswechsler sind. Die Vermutung liegt nahe, dass dies für Berufe mit Fachkräfteengpässen und steigendem Fachkräftebedarf stärker ausgeprägt sein dürfte als für andere. Um die Potenziale geeigneter Berufswechsler noch stärker zu heben, können Unternehmen in Stellenanzeigen darauf hinweisen, dass auch Bewerbungen von Personen erwünscht sind, die nur einen Teil der Kompetenzanforderungen für die Stelle erfüllen und aus anderen Tätigkeitsfeldern kommen. Diese Bemühungen können Akteure wie die Bundesagentur für Arbeit unterstützen, indem sie Kompetenzüberschneidungen zum ausgeschriebenen Stellenprofil besser sichtbar machen. Zur Überbrückung fehlender Kompetenzen sollten außerdem Qualifizierungsbausteine wie Teilqualifikationen weiter gestärkt werden. Es ist daher zu begrüßen, dass im Koalitionsvertrag der Bundesregierung angekündigt wird, die Jobcenter für die Eingliederung mit ausreichenden Mitteln auszustatten, und die Vermittlung in Arbeit zu stärken." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Education, Educational Upgrading and Labor Market Outcomes: Descriptive Evidence by Social Background and Gender (2025)
Zitatform
Schindler, Steffen & Felix Bittmann (2025): Education, Educational Upgrading and Labor Market Outcomes. Descriptive Evidence by Social Background and Gender. (LIfBi working paper 120), Bamberg, 133 S. DOI:10.5157/LIfBi:WP120:1.0
Abstract
"This paper provides descriptive evidence on formal educational attainment at different stages of the life course, educational upgrading processes and labor market outcomes at occupational maturity of the cohort born in the 1970s and living in Germany. It also considers the interrelatedness of these variables and differences by social origin and gender to provide evidence on two central dimensions of social inequality. With that, we want to address a gap in descriptive bookkeeping that can be observed in contemporary research on social inequalities in educational attainment and labor market outcomes. A specific focus is on formal educational upgrading processes of both school-leaving and vocational degrees before and after labor market entry. The analyses of labor market outcomes at occupational maturity consider occupational status and earnings at the age of 40. The paper draws on data from the adult cohort of the German National Educational Panel Study (NEPS)." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Children’s Upward Educational Mobility as a Booster for Parents’ Subjective Well-Being in Later Life (2025)
Zitatform
Schmitz, Alina & Rasmus Hoffmann (2025): Children’s Upward Educational Mobility as a Booster for Parents’ Subjective Well-Being in Later Life. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 77, H. 4, S. 803-823. DOI:10.1007/s11577-025-01021-0
Abstract
"In vielen europäischen Ländern hat in den letzten Jahrzehnten eine starke Bildungsexpansion stattgefunden. Während das subjektive Wohlbefinden von Bildungsaufsteigerinnen und -aufsteigern bereits intensiv untersucht wurde, ist wenig darüber bekannt, wie intergenerationaler Bildungsaufstieg mit dem Wohlbefinden von geringer gebildeten Eltern zusammenhängt. Anhand multivariater Regressionsmodelle auf Basis des Survey of Health, Ageing and Retirement in Europe (SHARE) untersuchen wir, ob die Bildungsmobilität der Kinder mit dem Wohlbefinden der Eltern – gemessen an ihrer Lebenszufriedenheit – in Verbindung steht. Zudem analysieren wir, ob Eltern mit niedriger Bildung stärker vom Bildungsaufstieg ihrer Kinder profitieren als Eltern mit mittlerer Bildung und welche Mechanismen diesen Zusammenhang erklären könnten.Eltern mit aufwärtsmobilen Kindern berichteten eine höhere Lebenszufriedenheit als Eltern mit nicht-mobilen oder abwärtsmobilen Kindern. Der Effekt war bei Eltern mit niedriger Bildung etwas ausgeprägter als bei Eltern mit mittlerer Bildung. Zudem verstärkte sich der positive Zusammenhang mit der Lebenszufriedenheit, wenn Eltern mehr als ein Kind mit höherer Bildung hatten. Die zugrunde liegenden Mechanismen dieses Zusammenhangs konnten nicht vollständig identifiziert werden. Emotionale Nähe, finanzielle Unterstützung und praktische Hilfe durch Kinder standen zwar generell in Verbindung mit der elterlichen Lebenszufriedenheit, unterschieden sich jedoch nicht ausreichend zwischen Eltern mit und ohne aufwärtsmobile Kinder, um die mobilitätsbezogenen Unterschiede in der Lebenszufriedenheit vollständig zu erklären.Intergenerationale Bildungsmobilität stellt eine potenziell relevante und „neue“ Dimension sozialer Ungleichheit im Alter dar, da die Lebenslage im späteren Leben auch vom Bildungskapital der erwachsenen Kinder beeinflusst werden kann. Unsere Ergebnisse unterstreichen die Notwendigkeit weiterer Forschung, um die Rolle intergenerationaler Bildungsmobilität für das elterliche Wohlbefinden im höheren Lebensalter besser zu verstehen." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Arbeitnehmer kündigen zunehmend selbst (2025)
Schäfer, Holger;Zitatform
Schäfer, Holger (2025): Arbeitnehmer kündigen zunehmend selbst. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2025,37), Köln, 3 S.
Abstract
"Trotz Krise und Arbeitsplatzabbau gibt es derzeit kaum mehr Arbeitgeberkündigungen als in den Vorjahren. Wird ein Beschäftigungsverhältnis vorzeitig beendet, so erfolgt dies mittlerweile überwiegend durch den Arbeitnehmer selbst – ein Indiz für dessen zunehmende Verhandlungsmacht." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Is no (soft) skill left behind? Do soft skills enable job mobility (2025)
Zitatform
Semtner, Aaron, Janet Dzator & Andrew Nadolny (2025): Is no (soft) skill left behind? Do soft skills enable job mobility. In: Applied Economics, Jg. 57, H. 33, S. 4897-4915. DOI:10.1080/00036846.2024.2364103
Abstract
"High job mobility or labor turnover is historically treated as detrimental for businesses and workers. With new technologies including artificial intelligence (AI) that further increase soft skill demand, there is an opportunity for beneficial job mobility of workers reallocating to productive businesses supported by transferable soft skills. However, Australian businesses risk missing these benefits as Australian workers have yet to reach pre-GFC mobility. We use the HILDA longitudinal dataset for Australia to test how the soft skill measures of communication skills, time management, and low task repetitiveness are associated with mobility for Australian workers measured using changing jobs directly and hourly wages as a measure of mobility success. The survival analysis for changing jobs finds soft skills have no significant effect on the expected employment duration prior to changing jobs, while measures of overall skills beyond soft skills increase this duration. Further, measures of soft skills and overall skills have mixed effects on wages by themselves, and when moderated with changing jobs these terms are almost completely insignificant. Overall, the potential transferability of soft skills does not translate into practical mobility, suggesting limitations for workers seeking to improve their working conditions via changing jobs." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
University and the Pursuit of a ‘Career’ for Working-Class Youth in Deindustrial Rochdale (2025)
Zitatform
Singh, Amit (2025): University and the Pursuit of a ‘Career’ for Working-Class Youth in Deindustrial Rochdale. In: Sociology, Jg. 59, H. 3, S. 424-441. DOI:10.1177/00380385241289297
Abstract
"This article examines the way in which working-class young people in Rochdale, a former industrial town in the north-west of England, imagine their future transitions from college to work through qualitative research at Rochdale’s only A-Level college. It explores how students’ aspirations to attend university reflect their desire for a ‘career’ in the absence of alternative forms of work and as a symbolic marker of upward social mobility that is subsequently differentiated from other forms of work as a form of distinction, as a great deal of emphasis is placed on the moral and cultural worth of a ‘career’. In doing so, this article highlights how such perceptions are shaped by the material conditions faced by these young people, such as inequality, financial precarity, and relative poverty against the backdrop of deindustrialisation." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
-
Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern