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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

    Minority representation at work (2024)

    Breuer, Matthias; Le, Anthony; Cai, Wei; Vetter, Felix;

    Zitatform

    Breuer, Matthias, Wei Cai, Anthony Le & Felix Vetter (2024): Minority representation at work. (New working paper series / Chicago Booth, Stigler Center for the Study of the Economy and the State 343), Chicago, IL, 78 S., Appendix.

    Abstract

    "Recent proposals for a more inclusive capitalism call for labor and minority representation in corporate governance. We examine the joint promise of labor and minority representation in the context of German works councils. The councils are a powerful form of labor representation that grants elected delegates of shop-floor workers codetermination rights (e.g., over work conditions). Since 2001, a quota ensures that elected delegates include delegates of the minority gender in the workforce. Using detailed survey and administrative data, we find that required minority representation helps the representation of the minority gender on works councils, elevates the effort of works councils, and boosts job satisfaction and well-being of workers, irrespective of their gender. At the establishment level, we find that required minority representation reduces worker turnover and increases investment and productivity. Our findings suggest that laws ensuring labor and minority representation in corporate governance can work (i.e., benefit workers without necessarily hurting employers). The seemingly beneficial impact of the laws suggests that frictions hamper the representation of minorities and cooperation among workers and employers." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Worker Representatives (2024)

    Budde, Julian; Jäger, Simon; Dohmen, Thomas ; Trenkle, Simon ;

    Zitatform

    Budde, Julian, Thomas Dohmen, Simon Jäger & Simon Trenkle (2024): Worker Representatives. (NBER working paper / National Bureau of Economic Research 32740), Cambridge, Mass, 78 S.

    Abstract

    "We study the descriptive and substantive representation of workers through worker representatives, focusing on the selection of German works council representatives and their impact on worker outcomes. Becoming a professional representative leads to substantial wage gains for the elected, concentrated among blue-collar workers. Representatives are positively selected in terms of pre-election earnings and person fixed effects. They are more likely to have undergone vocational training, show greater interest in politics, and lean left politically compared to the employees they represent; blue-collar workers are close to proportionally represented among works councilors. Drawing on a retirement-IV strategy and event-study designs around council elections, we find that blue-collar representatives reduce involuntary separations, consistent with blue-collar workers placing stronger emphasis on job security." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Trenkle, Simon ;
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  • Literaturhinweis

    Outside Options in the Labour Market (2024)

    Caldwell, Sydnee; Danieli, Oren;

    Zitatform

    Caldwell, Sydnee & Oren Danieli (2024): Outside Options in the Labour Market. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3286-3315. DOI:10.1093/restud/rdae006

    Abstract

    "This paper develops a method to estimate workers’ outside employment opportunities. We outline a matching model with two-sided heterogeneity, from which we derive a sufficient statistic, the “outside options index” (OOI), for the effect of outside options on earnings, holding worker productivity constant. The OOI uses the cross-sectional concentration of similar workers across job types to quantify workers’ outside options as a function of workers’ commuting costs, preferences, and skills. Using German micro-data, we find that differences in options explain 20% of the gender earnings gap, and that gender gaps in options are mostly due to differences in the implicit costs of commuting and moving." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Offshoring and job polarisation between firms (2024)

    Egger, Hartmut ; Kreickemeier, Udo ; Wrona, Jens; Moser, Christoph;

    Zitatform

    Egger, Hartmut, Udo Kreickemeier, Christoph Moser & Jens Wrona (2024): Offshoring and job polarisation between firms. In: Journal of International Economics, Jg. 148. DOI:10.1016/j.jinteco.2024.103892

    Abstract

    "Using linked employer–employee data for Germany, we provide evidence for job polarisation between firms and identify offshoring as an important determinant of these employment changes. To accommodate these findings, we set up a model in which offshoring to a low-wage country can lead to job polarization in the high-wage country due to a reallocation of labor across firms that differ in productivity and pay wages that are positively linked to their profits. Offshoring is chosen only by the most productive firms, and only for those tasks with the lowest variable offshoring costs. A reduction in those variable costs increases offshoring at the intensive and at the extensive margin. Well in line with our evidence, this causes domestic employment shifts from the newly offshoring firms in the middle of the productivity distribution to firms at the tails of this distribution, paying either very low or very high wages." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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  • Literaturhinweis

    Wage Rigidity and Employment Outcomes: Evidence from Administrative Data (2024)

    Ehrlich, Gabriel ; Montes, Joshua;

    Zitatform

    Ehrlich, Gabriel & Joshua Montes (2024): Wage Rigidity and Employment Outcomes: Evidence from Administrative Data. In: American Economic Journal. Macroeconomics, Jg. 16, H. 1, S. 147-206. DOI:10.1257/mac.20200125

    Abstract

    "This paper examines the relationship between downward nominal wage rigidity and employment outcomes using linked employer-employee data. Wage rigidity prevents 27.1 percent of counterfactual wage cuts, with a standard deviation of 19.2 percent across establishments. An establishment with the sample-average level of wage rigidity is predicted to have a 3.3 percentage point higher layoff rate, a 7.4 percentage point lower quit rate, and a 2.0 percentage point lower hire rate. Estimating a structural model by indirect inference implies that the cost of a nominal wage cut is 33 percent of an average worker’s annual compensation. (JEL E24, J23, J31, J63, M51)" (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    How Does Potential Unemployment Insurance Benefit Duration Affect Reemployment Timing and Wages? (2024)

    Felder, Rahel ; Mittag, Nikolas ; Frings, Hanna ;

    Zitatform

    Felder, Rahel, Hanna Frings & Nikolas Mittag (2024): How Does Potential Unemployment Insurance Benefit Duration Affect Reemployment Timing and Wages? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17348), Bonn, 80 S.

    Abstract

    "Recent papers identify the effects of unemployment insurance and potential benefit duration (PBD) on unemployment duration and reemployment wages using quasi-experiments. To make known problems of heterogeneity in quasi-experiments tractable, they often use models of job search, but we argue that letting the data speak without restrictions remains surprisingly informative. We focus on two broad questions: How informative are the local average effects quasi-experiments identify and what can we learn about causes and mechanisms from quasi-experiments in the presence of heterogeneous treatment effects? We first line out a framework for treatment effect heterogeneity with two interdependent outcomes, such as duration and wages, and then re-examine the effects of longer PBD in Schmieder, von Wachter and Bender (2016). Local average effects become more informative when amended with other parameters identified by (quasi-) randomization: Duration effects of PBD almost exclusively prolong few long spells, which helps to explain differences between studies. Dynamic selection into reemployment timing is non-monotonic, but does not change with PBD at short durations so dynamic treatment effects are identified at short durations. For wage effects of PBD, we find neither evidence of positive effects nor meaningful heterogeneity. Even though key structural parameters are not identified because LATE confounds average effects with the covariance of first and second stage effects, the data remain informative about causes and mechanisms. A wage decomposition shows that wage loss operates through the firm fixed effect, which speaks against individual-based causes such as skill depreciation or bargaining. Using dynamic treatment effects and mediation analyses, we find PBD to affect wages even for workers who do not change unemployment duration, i.e. directly. The negative direct effect we find casts doubt on key assumptions of common models of job search." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort (2024)

    Holzner, Christian ; Watanabe, Makoto ;

    Zitatform

    Holzner, Christian & Makoto Watanabe (2024): New Empirical Findings about the Interaction between Public Employment Agency and Private Search Effort. (CESifo working paper), München, 46 S.

    Abstract

    "The Public Employment Agency (PEA) helps unemployed to find work and mediates PEAregistered job vacancies to job seekers via vacancy referrals. Using the spatial and temporal variation resulting from the regional roll-out of the Hartz 3 reform we are able to show that Hartz 3, which changed the counseling process of unemployed, decreased the fraction of unemployed that received vacancy referrals, increased the job-finding probability of unemployed without vacancy referrals, left the job-finding probability of unemployed with vacancy referrals unaffected, and increased average wages of newly hired, previously unemployed. Since the existing literature is not able to explain this set of findings, we develop a simple theoretical directed search model, which does. It does so by considering the interaction between the private market and the intermediation provided by the PEA." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Off to a slow start: which workplace policies can limit gender pay gaps across firm tenure? (2024)

    Kronberg, Anne-Kathrin ; Gerlach, Anna;

    Zitatform

    Kronberg, Anne-Kathrin & Anna Gerlach (2024): Off to a slow start: which workplace policies can limit gender pay gaps across firm tenure? In: Socio-economic review, Jg. 22, H. 2, S. 677-700. DOI:10.1093/ser/mwad055

    Abstract

    "Much of the gender pay gap is generated within workplaces, making it paramount to understand which workplace policies effectively address gaps. Our article asks when policies limit gender pay gaps across employee tenure to identify potential temporal weak points. We analyze a representative panel of 10,000 establishments with over 850,000 employees using the 2005–19 waves of German-linked employer–employee data (LIAB). Two key findings emerge. First, a temporal perspective on workplace policies reveals that no policy under study—formalization, identity-based career programs, and childcare assistance—reduces gender pay gaps at hire. Instead, policies only address additional disparities that accumulate after hire. Second, only identity-based career programs narrow gender disparities for all women. In contrast, seemingly gender-neutral formalization is insufficient, while providing employer-sponsored child care has mixed effects depending on employees’ education. We conclude by discussing the implications of these findings for organizational policy and future research." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Promoting men and women to management: Putting the glass escalator paradox in the establishment context (2024)

    Kronberg, Anne-Kathrin ; Gangl, Markus ; Gerlach, Anna;

    Zitatform

    Kronberg, Anne-Kathrin, Anna Gerlach & Markus Gangl (2024): Promoting men and women to management: Putting the glass escalator paradox in the establishment context. In: Social science research, Jg. 120. DOI:10.1016/j.ssresearch.2024.103003

    Abstract

    "Research around the “glass escalator” demonstrates that men receive promotions faster than womenin women-dominated occupations. However, it remains unclear how overall establishment composition affects the glass escalator. We use German longitudinal linked employer-employee data (LIAB) between 2012 and 2019 to examine how occupational and establishment gender composition shape gender differences in promotions to management. Establishment gender composition moderates the glass escalator, meaning women's mobility disadvantages in women-dominated jobs are most pronounced in men-dominated establishments. We hypothesize that changing occupational status is a central mechanism: When occupations mirror the composition of the establishment, their status increases locally. Higher occupational status offsets lower leadership expectations attributed to women and increases women's promotion odds relative to their male colleagues." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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  • Literaturhinweis

    No Teens, No Tech: How Shortages of Young Workers Hinder Firm Technology Investments (2024)

    Lipowski, Cäcilia ;

    Zitatform

    Lipowski, Cäcilia (2024): No Teens, No Tech: How Shortages of Young Workers Hinder Firm Technology Investments. (ZEW discussion paper 24-062), Mannheim, 71 S.

    Abstract

    "Firms in developed countries face increasing shortages of young workers. This paper studies the importance of young workers, particularly vocational trainees, for firm technology investments. Leveraging exogenous variation in trainee supply caused by an education reform in Germany in 2001, I show that a reduction in trainee supply decreases firm technology investments. This suggests complementarity between young workers and new technologies. Consistent with firms’ lower opportunity costs and higher returns to training young workers than incumbents, the effect is driven by firms exposed to new tech skills. These findings dampen hopes of counteracting labor shortages by substituting labor with capital." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Do outside options drive wage inequalities in retained jobs? Evidence from a natural experiment (2024)

    Lukesch, Veronika; Zwick, Thomas ;

    Zitatform

    Lukesch, Veronika & Thomas Zwick (2024): Do outside options drive wage inequalities in retained jobs? Evidence from a natural experiment. In: BJIR, Jg. 62, H. 1, S. 127-153. DOI:10.1111/bjir.12771

    Abstract

    "We provide evidence that suggests that a reduction in outside wage options reduces wage increases in retained jobs. We use the natural experiment of a reform that reduced outside wage options for employees in deregulated crafts occupations in comparison to employees in not reformed crafts occupations. To avoid estimation biases from general reform effects on wages, we concentrate on employees active in crafts occupations who worked for employers in the industry and commerce sectors and exclude employees in the crafts sector. Four years after the reform, the wages of treated employees in deregulated crafts were 5 per cent lower than wages of employees in not reformed occupations (control group). The reform, therefore, led to wage differentiation between comparable employees. The wage effects are concentrated in employers with high general wage increases after the reform and they can be found even at individual employers." (Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    What Drives Wage Sorting? Evidence From West Germany (2024)

    Mouton, Andre;

    Zitatform

    Mouton, Andre (2024): What Drives Wage Sorting? Evidence From West Germany. (Working Papers / Wake Forest University, Economics Department 112), 47 S.

    Abstract

    "An important source of income inequality is wage sorting: high-earning individuals tend to work for employers that pay higher wages, conditional on worker characteristics. This paper combines German survey and administrative data to explore the causal mechanisms behind this poorly-understood phenomenon. I show three main results. First, wage sorting is entirely across industries and occupations, with evidence rejecting an assortative matching mechanism. Second, wage sorting has strengthened over 1993-2017 due to rising skill premia in high-paying sectors, and rising employment in low-skill, low-paying industries - outcomes consistent with demand-side shifts. Third, wage sorting reflects a positive association between human capital and firm investment, which I rationalize through a simple rent-sharing model. Hypothesis tests support a technological mechanism, in which knowledge-intensive production processes engender higher upfront costs - and therefore rents - on either side of the labor market." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Technological change, training, and within-firm wage inequality in Germany (2024)

    Müller, Christoph ;

    Zitatform

    Müller, Christoph (2024): Technological change, training, and within-firm wage inequality in Germany. In: European Sociological Review, Jg. 40, H. 3, S. 450-463., 2023-07-17. DOI:10.1093/esr/jcad051

    Abstract

    "Technological change increases the demand for higher skills and fosters wage inequality. Studies on technological change often emphasize the importance of training to adapt workers’ skills to technology use and mitigate inequality. However, we know little about firms’ training activities and their consequences for inequality in the context of technological change. This article investigates, first, whether firms’ decisions to invest in information technology (IT) are associated with skill bias in firms’ training activities, whether this is conditional on the job tasks of workers, and, whether the relationship between IT investments and training activities affects the wage gap within firms. Using linked employer–employee data containing detailed information about investments and training, I show that firms’ IT investments have a large positive effect on the training participation of high-skilled workers. In contrast, the positive effect on low-skilled workers is smaller, short lasting and conditional on workers job tasks. Additional investigations show that the training of high-skilled workers mediates approximately 5 per cent of the effect of IT investments on wage inequality within firms. In the conclusions, I highlight the broader implications of these findings for the effects of technological change for inequality in training opportunities." (Author's abstract, IAB-Doku, © Oxford University Press) ((en))

    Beteiligte aus dem IAB

    Müller, Christoph ;
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  • Literaturhinweis

    Essays on Spatial Sorting and Labor Markets (2024)

    Oh, Ryungha;

    Zitatform

    Oh, Ryungha (2024): Essays on Spatial Sorting and Labor Markets. New Haven, 188 S.

    Abstract

    "The dissertation consists of two independent essays that examine how worker and firm sorting across local labor markets shape both regional and aggregate economic outcomes and what are the policy implications. The first chapter of this dissertation studies why productive workers and firms locate together in dense cities. I develop a new theory of two-sided sorting in which both heterogeneous workers and firms sort across space. The location choices of workers and firms affect each other and endogenously generate spatial disparities in the presence of three essential forces: complementarity between worker and firm productivity, random matching within frictional local labor markets, and congestion costs. I demonstrate that the decentralized equilibrium exhibits excessive concentration of workers and firms, and dispersing them away from dense locations can mitigate congestion without reducing output. I then provide direct empirical evidence of the two-sided sorting mechanism using German administrative microdata. An exogenous increase in the quality of the workforce in a location results in more productive firms choosing that location. Finally, to quantify the implications of the model, I calibrate it to U.S. regional data and show that policies that relocate workers and firms toward less dense areas can increase welfare. The second chapter investigates the importance of spatial firm sorting for wage inequality both between and within local labor markets. We develop a novel model in which heterogeneous firms first choose a location and then hire workers in a frictional labor market. Firms’ location choices are guided by a fundamental trade-off: Operating in productive locations increases output per worker, but sharing a labor market with other productive firms makes it hard to poach and retain workers, and hence limits firm size. Positive sorting - with productive firms settling in productive Locations - emerges as the unique equilibrium if firm and location productivity are sufficient complements or labor market frictions are sufficiently large. Positive sorting steepens the job ladder in productive locations and, as a consequence, increases both their average wages and wage dispersion. We estimate our model using administrative data from Germany and identify firm sorting from a novel fact: Labor shares are lower in productive locations, which indicates a higher concentration of top firms with strong monopsony power. Positive firm sorting can account for at least 15% of the spatial variation in average wages and for 40% of the spatial variation in within-location wage dispersion." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Linked-Employer-Employee-Daten des IAB: LIAB-Längsschnittmodell (LIAB LM) 1975-2021 (2024)

    Panahian Fard, Dina ; Schmucker, Alexandra; Zimmermann, Florian ; Seth, Stefan; Umkehrer, Matthias ;

    Zitatform

    Panahian Fard, Dina, Alexandra Schmucker, Stefan Seth, Matthias Umkehrer & Florian Zimmermann (2024): Linked-Employer-Employee-Daten des IAB: LIAB-Längsschnittmodell (LIAB LM) 1975-2021. (FDZ-Datenreport 04/2024 (de)), Nürnberg, 76 S. DOI:10.5164/IAB.FDZD.2404.de.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Längsschnittmodell 1975 – 2021 (LIAB LM 7521)." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Schmucker, Alexandra; Zimmermann, Florian ; Umkehrer, Matthias ;

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    also released in English

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  • Literaturhinweis

    Linked-Employer-Employee-Data of the IAB: LIAB Longitudinal Model (LIAB LM) 1975-2021 (2024)

    Panahian Fard, Dina ; Zimmermann, Florian ; Schmucker, Alexandra; Seth, Stefan; Umkehrer, Matthias ;

    Zitatform

    Panahian Fard, Dina, Alexandra Schmucker, Stefan Seth, Matthias Umkehrer & Florian Zimmermann (2024): Linked-Employer-Employee-Data of the IAB: LIAB Longitudinal Model (LIAB LM) 1975-2021. (FDZ-Datenreport 04/2024 (en)), Nürnberg, 76 S. DOI:10.5164/IAB.FDZD.2404.en.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Längsschnittmodell 1975 – 2021 (LIAB LM 7521)." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Zimmermann, Florian ; Schmucker, Alexandra; Umkehrer, Matthias ;
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  • Literaturhinweis

    Gender Pay Gap in einem Betrieb sinkt mit mehr Frauen in Führungspositionen (2024)

    Sondergeld, Virginia; Wrohlich, Katharina ;

    Zitatform

    Sondergeld, Virginia & Katharina Wrohlich (2024): Gender Pay Gap in einem Betrieb sinkt mit mehr Frauen in Führungspositionen. In: DIW-Wochenbericht, Jg. 91, H. 3, S. 38-43. DOI:10.18723/diw_wb:2024-3-3

    Abstract

    "Frauen sind in hohen Führungspositionen privatwirtschaftlicher Unternehmen in Deutschland nach wie vor unterrepräsentiert. In den vergangenen Jahren hat die Politik mehrfach Maßnahmen ergriffen, um den Frauenanteil in Führungspositionen zu erhöhen. Hat ein Betrieb mehr Frauen im Management, kann das positive Wirkungen auf alle Frauen in diesem Betrieb entfalten. Wie die empirischen Analysen in diesem Bericht auf Basis von Linked-Employer-Employee-Daten des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) zeigen, senkt ein höherer Frauenanteil auf der ersten und zweiten Führungsebene den betriebsspezifischen Gender Pay Gap. Statistisch signifikante Effekte durch den Frauenanteil auf der obersten Führungsebene sind allerdings erst ab einem Drittel zu beobachten – derzeit liegt der Frauenanteil dort im Durchschnitt noch deutlich niedriger. Die Unternehmen sollten also ihre Bemühungen, mehr Frauen in hohe Führungspositionen zu befördern, fortsetzen. Dies könnte die ökonomische Ungleichheit zwischen Frauen und Männern auf allen Hierarchieebenen eines Betriebs vermindern." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Support on the way to the top? The effects of family-friendly flexible working arrangements in organisations on the promotion of women to management positions - the case of Germany (2024)

    Wanger, Susanne ;

    Zitatform

    Wanger, Susanne (2024): Support on the way to the top? The effects of family-friendly flexible working arrangements in organisations on the promotion of women to management positions - the case of Germany. In: The International Journal of Human Resource Management, Jg. 35, H. 15, S. 2475-2513., 2024-04-17. DOI:10.1080/09585192.2024.2347637

    Abstract

    "Frauen sind in Führungspositionen noch immer deutlich unterrepräsentiert, auch wenn sie ihren Anteil in den letzten Jahren leicht steigern konnten. Mithilfe signaltheoretischer Argumente untersucht diese Studie, ob familienfreundliche flexible Arbeitsvereinbarungen (FFWAs) in Organisationen dazu beitragen, die interne Beförderung von Frauen in Führungs- oder Führungspositionen zu steigern und so die bestehende geschlechtsspezifische Führungslücke zu verringern. Dieser Effekt wird anhand von Längsschnittdaten für deutsche Arbeitsplätze und Arbeitnehmer untersucht, die 1.631 Unternehmen und 314.201 Arbeitnehmer abdecken, sowie anhand logistischer Regressionsmodelle mit festen Effekten. Die Ergebnisse zeigen, dass die Einführung von FFWAs die Chancen auf interne Beförderungen in Aufsichts- oder Führungspositionen für Mitarbeiter verbessert, wobei Frauen und Männer gleichermaßen profitieren. Wenn ich jedoch eine breitere Definition verwende, die auch hochqualifizierte Fachkräfte umfasst, kann die Einführung von FFWAs bessere Aufstiegschancen für Frauen bieten. Zweitens erhöhen FFWAs die Wahrscheinlichkeit, in Führungspositionen mit reduzierter Arbeitszeit befördert zu werden, und dieser Effekt ist bei Männern etwas stärker. Drittens wurden überraschenderweise keine signifikanten positiven Auswirkungen von FFWAs auf die Beförderung von Müttern in Führungspositionen festgestellt. Diese Ergebnisse zeigen, dass es für Frauen trotz organisatorischer Unterstützung weiterhin schwierig ist, Führungspositionen zu erreichen und gleichzeitig Familie und Beruf zu vereinbaren." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Wanger, Susanne ;
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  • Literaturhinweis

    Narrowing inequalities through redistribution. A relational inequality approach to female managers and the gender wage gap (2024)

    Zimmermann, Florian ;

    Zitatform

    Zimmermann, Florian (2024): Narrowing inequalities through redistribution. A relational inequality approach to female managers and the gender wage gap. In: European Societies, Jg. 26, H. 4, S. 1071-1093., 2023-11-28. DOI:10.1080/14616696.2023.2289651

    Abstract

    "Recent research shows that firms and jobs are more important for understanding gender wage inequalities than individual-level and occupational-level attributes. I investigate how two mechanisms derived from relational inequality theory, opportunity hoarding and exploitation, affect within-firm gender wage gaps. First, men might exclude women from high-paying firms or jobs (i.e. opportunity hoarding), resulting in gender wage inequalities. Second, male managers might use their relational power to redistribute wages from females to males (exploitation). Increasing the number of female managers might stop this exploitation. While previous literature focused on the effect of female managers on the gender wage gap, I contribute to the literature by also considering the impact of female managers on males’ wages theoretically and empirically. Using German linked employer-employee data and fixed-effect regressions at the firm and job levels, I find evidence for opportunity hoarding at both the firm and the job levels. For the exploitation mechanism, female managers increase females’ wages and lower males’ wages, suggesting the existence of the exploitation mechanism. Further analyses show that the increases in females’ wages are proportional to the decreases in males’ wages. Thus, I find evidence for female managers redistributing males’ wages to females." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))

    Beteiligte aus dem IAB

    Zimmermann, Florian ;
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  • Literaturhinweis

    Automation, Robots and Wage Inequality in Germany: a decomposition Analysis (2023)

    Brall, Franziska ; Schmid, Ramona ;

    Zitatform

    Brall, Franziska & Ramona Schmid (2023): Automation, Robots and Wage Inequality in Germany. A decomposition Analysis. In: Labour, Jg. 37, H. 1, S. 33-95. DOI:10.1111/labr.12236

    Abstract

    "We conduct a decomposition analysis based on recentred influence function (RIF) regressions to disentangle the relative importance of automation and robotization for wage inequality in the manufacturing sector in Germany between 1996 and 2017. Our measure of automation threat combines occupation-specific scores of automation risk with sector-specific robot densities. We find that besides changes in the composition of individual characteristics, structural shifts among different automation threat groups are a non-negligible factor associated with wage inequality between 1996 and 2017. Moreover, the increase in wage dispersion among the different automation threat groups has contributed significantly to higher wage inequality in the 1990s and 2000s." (Author's abstract, IAB-Doku, © Wiley) ((en))

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