Zitatform

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

Zitatform

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

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

Abstract

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

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Vicari, Basha & Stefanie Unger (2020): No way out or no way in? The effect of standardization, licensing and skills specificity of the initial and target occupations on status mobility. In: C. Ebner, A. Haupt & B. Matthes (Hrsg.) (2020): Berufe und Soziale Ungleichheit (Kölner Zeitschrift für Soziologie und Sozialpsychologie. Sonderheft 60), S. 135-156, 2019-10-25. DOI:10.1007/s11577-020-00683-2

Abstract

"Vor dem Hintergrund des technologischen Wandels und sich verändernder Anforderungen im Beschäftigungssystem wird berufliche Mobilität heute immer bedeutsamer. Dieser Beitrag untersucht, inwiefern institutionelle Eigenschaften von Berufen intragenerationaler Statusmobilität am Arbeitsmarkt entgegenstehen. Durch die Kombination von Daten der Erwachsenenkohorte des Nationalen Bildungspanels (NEPS) mit Berufsinformationen der Bundesagentur für Arbeit testen wir die Erklärungskraft von Merkmalen der Ausgangs- und Zielberufe auf horizontale und vertikale Statusmobilität. Die Berufsmerkmale in unserem Fokus sind Standardisierung von Zertifikaten, Berufslizenzen und Spezifität von Fachkenntnissen. Mit multinomialen logistischen Regressionen finden wir, dass sowohl Ausgangs- als auch Zielberufe mit solchen Eigenschaften Mobilitätsbarrieren hervorrufen und den Aufstieg aus benachteiligten Positionen behindern können. Aufstiege sind vor allem aus standardisierten in nichtstandardisierte, von spezifischen in unspezifische und in bestimmten Fällen von nichtlizenzierten in lizenzierte Berufe möglich." (Autorenreferat, IAB-Doku)

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Barlevy, Gadi & Derek Neal (2019): Allocating effort and talent in professional labor markets. In: Journal of labor economics, Jg. 37, H. 1, S. 187-246. DOI:10.1086/698899

Abstract

"In many professional service firms, new associates work long hours while competing in up-or-out promotion contests. Our model explains why. We argue that the productivity of skilled partners in professional service firms (e.g., law, consulting, investment banking, and public accounting) is quite large relative to the productivity of their peers who are competent and experienced but not well suited to the partner role. Therefore, these firms adopt personnel policies that facilitate the identification of new partners. In our model, both heavy workloads and up-or-out rules serve this purpose." (Author's abstract, IAB-Doku) ((en))