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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

    Trade liberalisation and firm-level employment a case study of the EU eastern enlargement (2026)

    Brändle, Tobias ; Kalweit, René;

    Zitatform

    Brändle, Tobias & René Kalweit (2026): Trade liberalisation and firm-level employment a case study of the EU eastern enlargement. In: Empirica, Jg. 53, H. 1, S. 201-230. DOI:10.1007/s10663-025-09670-2

    Abstract

    "This paper analyses employment effects of the Eastern Enlargement of the European Union (EU) in German firms. The literature has so far identified such effects using difference-in-differences estimators treating the EU Eastern Enlargement as a single event or using border regions as treatment intensity indicators. This paper re-evaluates the existing results using more recent and detailed data on actual tariff reductions. We recall that the EU Eastern Enlargement is a process of integration and continuous trade liberalization rather than a single event. We exploit that process and use actual variations in tariffs to identify causal effects of trade liberalisation on employment in German firms affected by these tariff cuts. There are negligible effects of tariff reductions from the EU Eastern Enlargement on overall employment in German firms. We find, a positive correlation between employment and tariff reductions, which is, however not causal, and potentially due to selection, as we also find higher employment growth in exporting firms." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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  • Literaturhinweis

    Exploring integration and migration dynamics: the research potentials of a large-scale longitudinal household study of refugees in Germany (2026)

    Brücker, Herbert ; Rother, Nina ; Siegert, Manuel ; Schwanhäuser, Silvia ; Zinn, Sabine ; Kosyakova, Yuliya ; Liebau, Elisabeth ; Gider, Wenke ;

    Zitatform

    Brücker, Herbert, Yuliya Kosyakova, Nina Rother, Sabine Zinn, Elisabeth Liebau, Wenke Gider, Silvia Schwanhäuser & Manuel Siegert (2026): Exploring integration and migration dynamics: the research potentials of a large-scale longitudinal household study of refugees in Germany. In: European Sociological Review, Jg. 42, H. 1, S. 146-163., 2025-06-23. DOI:10.1093/esr/jcaf032

    Abstract

    "Forced migration has intensified in the 21st century, driven by conflicts, persecution, and political instability in regions such as the Middle East, Afghanistan, the Horn of Africa, South-East Asia, Latin America and, most recently, Ukraine. Germany has become a primary destination for refugees within the European Union and one of the largest among the OECD countries. The IAB-BAMF-SOEP Refugee Survey, lunched in 2016, is a high-quality longitudinal household panel study that documents the arrival and integration trajectories of refugees who came to Germany during and after the 2015/16 surge. Based on a register-based random sample and conducted annually, the survey is integrated into the German Socio-Economic Panel Study (SOEP) and linked to administrative data sources, allowing for population-level inference and rich longitudinal analyses. It encompasses a wide range of topics, including pre-migration biographies, flight experiences, entry and arrival procedures, legal status, and integration processes. The dataset includes approximately 22,000 individual respondents across 6,500 households, with data currently available for the years 2016 to 2022. This paper discusses the analytical potential of the dataset, highlighting areas where the data contributes to research on forced migration and refugee integration, and subsequently outlines the survey’s structure, questionnaire topics, and key descriptive statistics." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Brücker, Herbert ; Schwanhäuser, Silvia ; Kosyakova, Yuliya ;
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  • Literaturhinweis

    Transparency upon request: the right to pay information and the gender pay gap (2026)

    Brütt, Katharina; Yuan, Huaiping;

    Zitatform

    Brütt, Katharina & Huaiping Yuan (2026): Transparency upon request: the right to pay information and the gender pay gap. In: Economica, S. 1-37. DOI:10.1111/ecca.70051

    Abstract

    "Pay transparency measures are widely adopted policy instruments to decrease the gender pay gap. This paper studies a policy that grants access to wage information only upon request, analysing a German pay transparency law that grants workers the right to request information about the earnings of colleagues in comparable positions. Using large-scale administrative data and exploiting variation in exposure to the policy due to an exogenous cut-off in firm size, we investigate the causal impact of this pay transparency policy. Wages and the gender wage gap in treated firms were unaffected. The right to request wage information alone, that is, the endogenous access to wage information, is not an effective policy tool. These findings are robust, with no detectable effects in firms where pay transparency may be particularly powerful." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Time and resilience. Evidence from a new survey of refugees and asylum seekers in Italy (2026)

    Busetta, Annalisa ; Mendola, Daria ;

    Zitatform

    Busetta, Annalisa & Daria Mendola (2026): Time and resilience. Evidence from a new survey of refugees and asylum seekers in Italy. In: Rivista Italiana di Economia, Demografia e Statistica, Jg. 80, H. 1, S. 191-202. DOI:10.71014/sieds.v80i1.555

    Abstract

    "Migration studies agree that resilience is a crucial dimension for migrants, refugees and asylum seekers; however, how resilience differs across age groups and its association with the integration process remain poorly understood. This study aims to investigate the role of time on resilience. Particularly, whether resilience differs by age and whether it is related to the length of time spent in the host country. Our analysis benefits from the ItRAS (Italian Refugees and Asylum Seekers Survey), the first nationally representative survey of asylum seekers and beneficiaries of refugee status or other forms of international protection. The survey was conducted in 2024 and included individuals who had resided in Italy for at least six months but not before 2011. We explored the interplay of time and resilience, controlling for the main individual socio-demographic characteristics. The analysis was grounded in an ordinal logit regression to explain variations in the intensity of refugees’ adapting capacity (ego-resilience). Among older individuals, the probability of being highly resilient is higher than among the younger. On the contrary, there is no significant evidence of the association between the length of stay in Italy and resilience. By providing insights into the role of time in studies on resilience, this paper debunks the view of older people as more vulnerable and in need of support per se, drawing our attention to the need for an accurate vulnerability assessment that does not proceed by stereotyped macro-category." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Is working from home changing the meaning of work? (2026)

    Bähr, Sebastian ; Batinic, Bernad ; Collischon, Matthias ;

    Zitatform

    Bähr, Sebastian, Bernad Batinic & Matthias Collischon (2026): Is working from home changing the meaning of work? In: PLoS ONE, Jg. 21, H. 1, 2025-12-22. DOI:10.1371/journal.pone.0340452

    Abstract

    "Especially since the COVID-19 pandemic, working from home (WFH) has become a common practice in the workplace. This raises the question of whether WFH changes the non-monetary benefits of work, such as job quality or social contacts. Thus, in this article, we investigate how working from home affects Jahoda’s latent functions of employment as well as job quality measures. To this end, we use panel data from the German Panel Study Labour Market and Social Security (PASS) and estimate the effects of changing work patterns on the aforementioned outcomes. Our findings reveal basically no effects of WFH on job quality measures and latent benefits. This, in contrast to anecdotal evidence, implies that WFH does not harm psychological well-being." (Author's abstract, IAB-Doku, © Sage) ((en))

    Beteiligte aus dem IAB

    Bähr, Sebastian ; Collischon, Matthias ;
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  • Literaturhinweis

    Bargaining and Inequality in the Labor Market (2026)

    Caldwell, Sydnee; Hägele, Ingrid; Heining, Jörg;

    Zitatform

    Caldwell, Sydnee, Ingrid Hägele & Jörg Heining (2026): Bargaining and Inequality in the Labor Market. In: The Quarterly Journal of Economics, Jg. 141, H. 1, S. 315-371., 2025-04-16. DOI:10.1093/qje/qjaf049

    Abstract

    "We use novel surveys of firms and workers, linked to administrative employer-employee data, to study the prevalence and importance of individual bargaining in wage determination. We show that simple survey questions accurately elicit firms’ bargaining strategies. Using the elicited strategies for 772 German firms, we document that the majority of firms are willing to engage in individual wage bargaining. Labor market factors predict firms’ strategies better than firm characteristics. Survey responses from nearly 10,000 full-time workers indicate that most workers provide their salary expectations before they receive a job offer. Most outside offers are rejected, with the worker remaining at the incumbent firm. There is substantial heterogeneity in workers’ bargaining behavior, which translates into within-firm wage inequality. Firms that set pay via individual bargaining have a 3 percentage point higher gender wage gap." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))

    Beteiligte aus dem IAB

    Hägele, Ingrid; Heining, Jörg;
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  • Literaturhinweis

    Wages and institutional trust between 2019 and 2023 (2026)

    Collischon, Matthias ; Patzina, Alexander ;

    Zitatform

    Collischon, Matthias & Alexander Patzina (2026): Wages and institutional trust between 2019 and 2023. In: Acta sociologica, S. 1-12. DOI:10.1177/00016993261442013

    Abstract

    "While research on income inequality and institutional trust mainly focuses on how actual changes in inequality and individuals’ perceptions affect trust, we know little about whether changes in wages relate to institutional trust. This study investigates how institutional trust develops across wage groups over time and whether substantial wage increases are associated with changes in institutional trust. Using data from the Panel Labour Market and Social Security (PASS), we show that wage inequality decreased in Germany between 2019 and 2023. While wage levels are positively associated with trust, decreases in wage inequality do not translate into increases in trust among low-wage workers. To the contrary, whose wages increased by approximately 20% over our observation period, show a decline in institutional trust. Fixed-effects regressions reveal a statistically significant, but only weak, association between wages and institutional trust. Overall, our findings suggest that even substantial wage increases, such as those from minimum wage reforms, may not strengthen institutional trust, highlighting the limits of economic interventions in shaping citizens’ perceptions of government." (Author's abstract, IAB-Doku, © Sage) ((en))

    Beteiligte aus dem IAB

    Collischon, Matthias ; Patzina, Alexander ;
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  • Literaturhinweis

    Arbeitsbedingungen vor, während und nach der Covid-19-Pandemie: Die Beschäftigungsqualität ist weitgehend stabil geblieben (2026)

    Collischon, Matthias ; Kelsch, Matthias ; Patzina, Alexander ; Rahberger, Felix ;

    Zitatform

    Collischon, Matthias, Matthias Kelsch, Alexander Patzina & Felix Rahberger (2026): Arbeitsbedingungen vor, während und nach der Covid-19-Pandemie: Die Beschäftigungsqualität ist weitgehend stabil geblieben. (IAB-Kurzbericht 04/2026), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2604

    Abstract

    "Hat die Covid-19-Pandemie unsere Arbeitswelt nachhaltig verändert? Antworten auf diese zentrale Frage gibt eine eingehende Analyse der Entwicklung verschiedener Dimensionen der Beschäftigungsqualität während und nach der Pandemie. Die Autoren untersuchen in ihrer Studie Zufriedenheit mit dem Lohn, Arbeitsautonomie, Aufstiegschancen, Arbeitsbelastung und Work-Life-Balance. Neben einer umfassenden Betrachtung aller abhängig Beschäftigten liegt ein besonderes Augenmerk auf den sogenannten systemrelevanten Beschäftigten, deren Arbeitsbedingungen während der Pandemie häufig im Mittelpunkt öffentlicher Debatten standen." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Collischon, Matthias ; Patzina, Alexander ;
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  • Literaturhinweis

    Die Rolle von Firmen für Geschlechterungleichheit (2026)

    Collischon, Matthias ; Zimmermann, Florian ;

    Zitatform

    Collischon, Matthias & Florian Zimmermann (2026): Die Rolle von Firmen für Geschlechterungleichheit. In: S. Bothfeld, C. Hohendanner, P. Schütt & A. Yollu-Tok (Hrsg.) (2026): Geschlechtergerecht gestalten. Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik, S. 253-267, 2025-10-05.

    Abstract

    "Dieser Beitrag untersuchte zwei Mechanismen, durch die Firmen zur Geschlechterungleichheit beitragen können. Erstens könnten Frauen seltener in Hochlohnfirmen arbeiten und zweitens könnten Frauen in derselben Firma geringere Löhne gezahlt werden. Im Hinblick auf die Arbeit in unterschiedlichen Firmen zeigt sich, dass Frauen seltener in Firmen arbeiten, die im Durchschnitt ein höheres Gehalt zahlen. Die Forschung deutet darauf hin, dass diese Segregation – also die Aufteilung von Frauen in Niedriglohnfirmen und Männern in Hochlohnfirmen – einerseits von Arbeitgeberseite bedingt ist, beispielsweise durch Diskriminierung oder durch soziale Schließung. Andererseits können Frauen sich aber auch gezielt bei Firmen bewerben, die geringere Löhne durch andere Vorteile kompensieren, wie beispielsweise seltenere Überstunden (vgl. Cha/Weeden 2014). Insgesamt können Unterschiede zwischen den Firmen, in denen Männer und Frauen arbeiten, rund ein Drittel der bereinigten Geschlechterlohnlücke erklären. Diese immer noch große, verbleibende Lohnlücke zeigt jedoch, dass es auch innerhalb von Betrieben noch Faktoren geben muss, die zu Geschlechterlohnlücken beitragen. Deshalb betrachteten wir im zweiten Schritt Lohnungleichheiten in Firmen und die Bedeutung des organisationalen Kontexts. Hierzu suchten wir gleichstellungsorientierte organisationale Maßnahmen, den Anteil von Managerinnen in Firmen und die Rolle von Tarifverträgen. Hier zeigt die Forschung, dass es jeweils Zusammenhänge mit Geschlechterlohnlücken gibt, diese jedoch nicht immer einfachen Mustern folgen. Beispielsweise könnten eine Erhöhung des Frauenanteils im Management und die Einführung betrieblicher nahmen die Geschlechterlohnlücke verringern. Für Tarifverträge hingegen ist das Bild uneindeutig. Die Forschung zeigt zwar, dass Lohnlücken in Betrieben, in denen Tarifverträge gelten, kleiner sind, jedoch verringert die Einführung eines Tarifvertrags die Lohnlücke nicht nachweislich. Insgesamt zeigt sich also, dass sowohl Segregation in verschiedene Firmen als auch der organisationale Kontext in Firmen einen substanziellen Teil der Geschlechterlohnlücke erklären kann, jedoch bleibt trotzdem ein unerklärter Rest übrig. Beispielsweise würde selbst bei Erhöhung des Frauenanteils im Management auf Parität, also 50 Prozent, immer noch eine Geschlechterlohnlücke verbleiben (Zimmermann, 2022). Zusammengefasst kann der Blick auf die Ebene von Firmen somit viel zum Verständnis der Geschlechterlohnlücke beitragen, aber sie sind nur Teil eines größeren Puzzles. Dies unterstreicht, wie vielschichtig das Problem der Geschlechterungleichheit ist und dass Maßnahmen auf vielen Ebenen - bei Individuen, in Betrieben, durch die Gesetzgebung - notwendig sind, um diese Lücken zu schließen. Weiterhin besteht auch auf der Firmenebene viel Forschungsbedarf. Während beispielsweise die Repräsentation von Frauen in verschiedenen Führungsebenen untersucht wurde, wissen wir wenig über die genauen Tätigkeiten einzelner Manager:innen, meist werden unterschiedliche Aufgabenbereiche zusammen gefasst. Somit könnte die Kategorisierung in Führungsebenen zu grob sein und eine Unterteilung nach genauen Tätigkeitsprofilen tiefere Einblicke in zugrundeliegende Mechanismen geben. Auf ähnliche Weise sind die untersuchten Maßnahmen in größere Kategorien zusammengefasst, die keine detaillierteren Aussagen erlauben. Schließlich ist auch noch unbekannt, ob die angebotenen Maßnahmen tatsächlich genutzt werden und ob deren Nutzung zur Verringerung der Lohnlücke beiträgt oder das Angebot alleine ausreicht." (Textauszug, IAB-Doku)

    Beteiligte aus dem IAB

    Collischon, Matthias ; Zimmermann, Florian ;
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  • Literaturhinweis

    Is Your Career Determined by the Stars? Western Zodiac Signs and Labor Market Outcomes in Germany (2026)

    Collischon, Matthias ; Zimmermann, Florian ;

    Zitatform

    Collischon, Matthias & Florian Zimmermann (2026): Is Your Career Determined by the Stars? Western Zodiac Signs and Labor Market Outcomes in Germany. In: Kyklos, Jg. 79, H. 3, S. 796-805. DOI:10.1111/kykl.70057

    Abstract

    "An increasing share of people believes that zodiac signs predict life outcomes, like career trajectories, even though there is no scientific basis for this claim. Using German administrative data covering more than 11 million observations from 1 million individuals, we investigate whether Zodiac signs determine labor market outcomes. Since Zodiac signs are supposed to affect personality, and personality is associated with wages, Zodiac signs might shape an individual's labor market success in a self-fulfilling prophecy. Descriptively, we find that Capricorns (born mid-December to mid-January) earn, on average, slightly lower wages compared to individuals with other Zodiac signs. When applying a causal regression discontinuity design comparing only individuals born 7 days around the respective cutoffs, we find zero effects of Zodiac signs on wages, education, and managerial status. Given the considerable sample size, the zero effects are likely not caused by low statistical power but show that Zodiac signs do not determine individuals' labor market outcomes." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Collischon, Matthias ; Zimmermann, Florian ;
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  • Literaturhinweis

    Do Firms Know What Workers Want? (2026)

    Cordes, Simon; Müller, Max;

    Zitatform

    Cordes, Simon & Max Müller (2026): Do Firms Know What Workers Want? (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 739), Bonn, 126 S.

    Abstract

    "Labor supply depends on wages and amenities, and standard models implicitly assume that firms hold accurate beliefs about workers' amenity valuations. In a survey with firms and workers in Germany, we measure workers' valuations of amenities and firms' beliefs about workers' valuations. We find that firms systematically underestimate workers' valuations of all amenities. These misperceptions are driven by interpersonal projection: managers project their own preferences—they value amenities less—onto workers. Through the lens of a simple model of imperfect competition, we show that firm misperceptions result in (i) labor shortages and (ii) excess labor costs for biased firms, and increase the market power of unbiased firms. Empirical tests confirm these predictions: a simple calibration suggests that non-providing firms could reduce their labor costs by 5% by providing amenities." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Einschätzung des IAB zum Forschungsdatengesetz (FDG): Stellungnahme des IAB zur Verbändebeteiligung des Bundesministeriums für Forschung, Technologie und Raumfahrt am 15.1.2026 (2026)

    Crome, Anja; Vom Berge, Philipp ; Kaimer, Steffen; Otholt, Haika; Müller, Dana ; Fitzenberger, Bernd ;

    Zitatform

    Crome, Anja, Bernd Fitzenberger, Steffen Kaimer, Dana Müller, Haika Otholt & Philipp Vom Berge (2026): Einschätzung des IAB zum Forschungsdatengesetz (FDG). Stellungnahme des IAB zur Verbändebeteiligung des Bundesministeriums für Forschung, Technologie und Raumfahrt am 15.1.2026. (IAB-Stellungnahme 04/2026), Nürnberg, 15 S. DOI:10.48720/IAB.SN.2604

    Abstract

    "Im Rahmen der Verbändebeteiligung des Bundesministeriums für Forschung, Technologie und Raumfahrt am 15.1.2026 hat das IAB eine Stellungnahme zum Referentenentwurf eines Gesetzes zur verbesserten Nutzung von Daten für die Forschung (FDG) – Forschungsdatengesetz – abgegeben. Das IAB begrüßt das FDG mit seinem Ziel, den Datenzugang für die Forschung zu verbessern und Datenverknüpfungen für Forschungszwecke auszubauen, schlägt aber zu bestimmten Aspekten und bei entstehenden Widersprüchen oder Risiken Verbesserungen vor. Zudem wird eine Abschätzung der erwartbaren Aufwände am IAB für Datenlieferungen an das Deutsche Zentrum für Mikrodaten gegeben. DOI" (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Crome, Anja; Vom Berge, Philipp ; Kaimer, Steffen; Otholt, Haika; Müller, Dana ; Fitzenberger, Bernd ;
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  • Literaturhinweis

    Employer childcare and flexible working in Germany and the United States: How relevant are female leaders and organised labour? (2026)

    Daiger von Gleichen, Rosa ; Hagen, Marina; Grunow, Daniela ;

    Zitatform

    Daiger von Gleichen, Rosa, Marina Hagen & Daniela Grunow (2026): Employer childcare and flexible working in Germany and the United States: How relevant are female leaders and organised labour? In: Journal of international and comparative social policy, S. 1-17. DOI:10.1017/ics.2026.10093

    Abstract

    "This study examines how public policy and organisational characteristics relate to employer family policies, applying a theory-testing approach at the meso (employer) level. Expanding debates in comparative research on employer behaviour, we distinguish analytically between normative and economic logics and assess their explanatory relevance across policy contexts. Comparing Germany (IAB Establishment Panel) and the United States (National Study of Employers), the findings indicate that normative logics better explain employer-provided childcare, which is more prevalent in Germany, where economic pressure should generally be lower. By contrast, economic logics better explain employer-provided flexible working in the absence of public flexible-work policy. However, when examining female leadership and organised labour at the organisational level, the expected alignment between policy context and dominant logic does not always hold. Taken together, the findings show that meso-level tests of competing logics can clarify how employee segments relate to employer family policies across contexts." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Investment grants: curse or blessing for employment? (2026)

    Dettmann, Eva;

    Zitatform

    Dettmann, Eva (2026): Investment grants: curse or blessing for employment? In: The Annals of Regional Science, Jg. 75. DOI:10.1007/s00168-026-01481-y

    Abstract

    "In this study, establishment-level employment effects of investment grants in Germany are estimated. In addition to the quantitative effects, I provide empirical evidence of funding effects on different aspects of employment quality (earnings, qualifications, and job security) for the period 2004 to 2020. The database combines project-level treatment data, establishment-level information on firm characteristics and employee structure, and regional information at the district level. For the estimations, I combine the difference-in-differences approach of Callaway and Sant’Anna (J Econom 2252: 200–230, 2021) with ties matching at the cohort level. The estimations yield positive effects on the number of employees, but point to contradicting effects of investment grants on different aspects of employment quality." (Author's abstract, IAB-Doku, ©Springer-Verlag) ((en))

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  • Literaturhinweis

    MUP-BHP - Enriching Administrative Establishment Data with Commercial Enterprise Data (2026)

    Diegmann, André ; Zimmermann, Florian ; Schmucker, Alexandra; Wolter, Stefanie ; Gottschalk, Sandra; Hälbig, Mirja;

    Zitatform

    Diegmann, André, Sandra Gottschalk, Mirja Hälbig, Alexandra Schmucker, Stefanie Wolter & Florian Zimmermann (2026): MUP-BHP - Enriching Administrative Establishment Data with Commercial Enterprise Data. In: Jahrbücher für Nationalökonomie und Statistik, S. 1-12. DOI:10.1515/jbnst-2026-0014

    Abstract

    "The recently established link between the Mannheim Enterprise Panel (MUP), developed by the ZEW - Leibniz Centre for European Economic Research, and the administrative establishment information from the Institute for Employment Research (IAB) provides a novel opportunity to combine enterprise-level information with establishment-level labour market data. The core MUP-data are originally collected by Creditreform e.V., a credit rating agency that shares the data with the ZEW for quality assurance and economic research purposes. The establishment-level information is derived from social security notifications. Both data sources are highly complete and of high quality. Linking the two data sources provides information on both enterprise and establishment characteristics for the majority of active businesses in terms of employment and finance, across a longitudinal time series. This paper describes the linkage, the cleaning steps, and the final data product, and how it can be accessed." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Diegmann, André ; Zimmermann, Florian ; Schmucker, Alexandra; Wolter, Stefanie ;
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  • Literaturhinweis

    Off the Labor Supply Curve: The Zero Employer Size Wage Effect Within Large Firms (2026)

    Diegmann, André ; Müller, Steffen ; Schoefer, Benjamin;

    Zitatform

    Diegmann, André, Steffen Müller & Benjamin Schoefer (2026): Off the Labor Supply Curve: The Zero Employer Size Wage Effect Within Large Firms. (NBER working paper / National Bureau of Economic Research 35265), Cambridge, Mass, 80 S.

    Abstract

    "We revisit the employer size wage effect (ESWE) - arguably the most basic and influential departure from the law of one price for labor. Our main result is that this canonical fact disappears completely across establishments within the same firm, even though they operate in different local labor markets. We uncover and dissect this fact by including a firm fixed effect in otherwise standard cross-sectional regressions of wages on establishment size. We implement this demanding specification in population-wide triple-linked firm-establishment-employee data in Germany. This result is new in the ESWE literature (for which our paper also provides the first systematic meta-analysis). This wage-size decoupling is hard to square with the view that employment is determined along a finitely elastic employer-specific labor supply curve - i.e., employers pay exactly the minimum needed for the quantity of labor, but no more - the foundation of the monopsony view. Bycontrast, large multi-establishment firms (MEF) appear to hire off their labor supply curves (or those curves are very elastic), pay wage premia above the monopsonistic minimum, and leave excess labor supply. We find some evidence for a reemergence of the ESWE within low-premium MEFs. Overall, at least for the 25% of German employment in large firms for which the ESWE disappears, wage setting and employment determination may be better accounted for by alternative models, namely accommodating above-market-clearing wage premia and rationing of labor supply, such as efficiency wage theories." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Diegmann, André ;
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  • Literaturhinweis

    Überbordende Bürokratie: Wie sie den Personalbedarf in Unternehmen steigert (2026)

    Diegmann, André ; Kubis, Alexander;

    Zitatform

    Diegmann, André & Alexander Kubis (2026): Überbordende Bürokratie: Wie sie den Personalbedarf in Unternehmen steigert. In: Zukunftsstandort Deutschland H. 17.02.2026, 2026-02-17.

    Abstract

    "Deutschland verzeichnet seit der Corona-Pandemie eine deutlich schwächere wirtschaftliche Dynamik als vergleichbare Länder. Im Jahr 2025 ist die Zahl der Arbeitslosen bereits im dritten Jahr in Folge gestiegen, während die Wirtschaft nach zwei Rezessionsjahren preisbereinigt lediglich um 0,2 Prozent gegenüber dem Vorjahr wächst. Neben konjunkturellen Schwankungen spielen dabei strukturelle Faktoren eine zentrale Rolle. Zu diesen zählt auch eine als überbordend wahrgenommene Bürokratie, die für Unternehmen ein Standorthemmnis darstellt und zu einer geringeren gesamtwirtschaftlichen Leistung beiträgt." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Diegmann, André ; Kubis, Alexander;
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  • Literaturhinweis

    Finding a job through social networks - Monetary and nonmonetary returns for employed and unemployed job seekers (2026)

    Drasch, Katrin ; Krug, Gerhard ;

    Zitatform

    Drasch, Katrin & Gerhard Krug (2026): Finding a job through social networks - Monetary and nonmonetary returns for employed and unemployed job seekers. (SocArXiv papers), 40 S. DOI:10.31235/osf.io/kz9e6_v1

    Abstract

    "This study examines the impact of job vacancy information obtained through personal contacts on monetary and nonmonetary job search outcomes. We hypothesise that the effects will be positive for both kinds of outcome, and that these effects may depend on employment status prior to finding a new job. Additionally, we hypothesise that information from professional personal contacts will lead to better job search outcomes than information from private personal contacts. We use panel data from the German Panel Study "Labour Market and Social Security" (PASS) and fixed effects regressions to test these hypotheses. Monetary outcomes are measured by wages and nonmonetary outcomes by job satisfaction. Overall, we find that the employed tend to benefit more than the unemployed. However, the specific pattern differs depending on whether vacancy information stems from personal or professional contacts and on the type of outcome (monetary or nonmonetary)." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Krug, Gerhard ;
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  • Literaturhinweis

    Finding a job through social networks: monetary and nonmonetary returns for employed and unemployed job seekers (2026)

    Drasch, Katrin ; Krug, Gerhard ;

    Zitatform

    Drasch, Katrin & Gerhard Krug (2026): Finding a job through social networks: monetary and nonmonetary returns for employed and unemployed job seekers. In: European Societies, S. 1-28. DOI:10.1162/euso.a.106

    Abstract

    "This study examines the impact of job vacancy information obtained through personal contacts on monetary and nonmonetary job search outcomes. We hypothesise that the effects will be positive for both kinds of outcome, and that these effects may depend on employment status prior to finding a new job. Additionally, we hypothesise that information from professional personal contacts will lead to better job search outcomes than information from private personal contacts. We use panel data from the German Panel Study “Labour Market and Social Security” (PASS) and fixed effects regressions to test these hypotheses. Monetary outcomes are measured by wages and nonmonetary outcomes by job satisfaction. Overall, we find that the employed tend to benefit more than the unemployed. However, the specific pattern differs depending on whether vacancy information stems from personal or professional contacts and on the type of outcome (monetary or nonmonetary)." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Krug, Gerhard ;
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    weniger Informationen
  • Literaturhinweis

    Employment and Reallocation Effects of Higher Minimum Wages (2026)

    Drechsel-Grau, Moritz;

    Zitatform

    Drechsel-Grau, Moritz (2026): Employment and Reallocation Effects of Higher Minimum Wages. In: Journal of Political Economy Macroeconomics. DOI:10.1086/741546

    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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