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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

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

    Kovalenko, Tim; Sauerbier, Timo; Schropf, Benedikt;

    Zitatform

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

    Abstract

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

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  • Literaturhinweis

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

    König, Corinna ; Sakshaug, Joseph ;

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    König, Corinna ; Sakshaug, Joseph ;
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  • Literaturhinweis

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

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

    Zitatform

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

    Abstract

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

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  • Literaturhinweis

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

    Schröpf, Benedikt ;

    Zitatform

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

    Abstract

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

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  • Literaturhinweis

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

    Schuß, Eric;

    Zitatform

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

    Abstract

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

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  • Literaturhinweis

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

    Vom Berge, Philipp ; Schmillen, Achim;

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Vom Berge, Philipp ;
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  • Literaturhinweis

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

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

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Uhlendorff, Arne;
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  • Literaturhinweis

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

    Boddin, Dominik; Kroeger, Thilo;

    Zitatform

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

    Abstract

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

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  • Literaturhinweis

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

    Demir, Gökay;

    Zitatform

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

    Abstract

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

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  • Literaturhinweis

    Macroeconomic and Distributional Effects of Higher Minimum Wages (2022)

    Drechsel-Grau, Moritz;

    Zitatform

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

    Abstract

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

    Weiterführende Informationen

    Latest Version February 23, 2023
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  • Literaturhinweis

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

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

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Weyh, Antje;
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  • Literaturhinweis

    The Speed of Earnings Responses to Taxation and the Role of Firm Labor Demand (2022)

    Gudgeon, Matthew; Trenkle, Simon ;

    Zitatform

    Gudgeon, Matthew & Simon Trenkle (2022): The Speed of Earnings Responses to Taxation and the Role of Firm Labor Demand. In: Journal of labor economics online erschienen am 01.12.2022, S. 1-39. DOI:10.1086/723831

    Abstract

    "This paper studies the speed at which workers’ pre-tax earnings respond to tax changes along the intensive margin. We do so in the context of Germany, where a large notch in the tax schedule induces sharp bunching in the earnings distribution. We analyze earnings responses to two policy reforms that shift this notch outward and find clear evidence that frictions delay the earnings responses of over 38% of workers. We propose that heterogeneity in firm labor demand plays a key role in generating the observed differences in the speed of workers’ earnings responses and provide supporting evidence." (Author's abstract, IAB-Doku, © Elsevier) ((en))

    Beteiligte aus dem IAB

    Trenkle, Simon ;
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  • Literaturhinweis

    Firm Organization with Multiple Establishments (2022)

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

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Antoni, Manfred ;
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  • Literaturhinweis

    Dynamics of intra-urban employment geographies: A comparative study of U.S. and German metropolitan areas (2022)

    Heider, Bastian ; Mast, Johannes; Roth, Duncan ; Siedentop, Stefan ; Taubenböck, Hannes ; Standfuß, Ines;

    Zitatform

    Heider, Bastian, Johannes Mast, Duncan Roth, Ines Standfuß, Stefan Siedentop & Hannes Taubenböck (2022): Dynamics of intra-urban employment geographies: A comparative study of U.S. and German metropolitan areas. In: Journal of Urban Affairs online erschienen am 15.12.2022, S. 1-21. DOI:10.1080/07352166.2022.2122833

    Abstract

    "In this paper we analyze changes in the intra-urban spatial distribution of employment across six U.S. and German city regions between 2002 and 2015. Our methodological approach allows for a systematic and spatially consistent comparison of urban spatial structures across the two different countries. The empirical results show major national, regional, and sectoral differences in the spatial distribution of employment. In the German case studies traditional core cities play a more important role for the regional labor market than in the U.S. Only relatively small shares of metropolitan employment are concentrated in subcenters. While employment concentrations are spatially less persistent in the U.S. case study regions, we did not find any evidence of common or country-specific trends toward increased polycentricity or employment dispersal. Changes in the spatial concentration of employment seem to be highly context-specific and influenced by the individual geographic and institutional frameworks of the analyzed metropolitan areas." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))

    Beteiligte aus dem IAB

    Roth, Duncan ;
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  • Literaturhinweis

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

    Hiesinger, Karolin ;

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Hiesinger, Karolin ;
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  • Literaturhinweis

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

    Hiesinger, Karolin ;

    Zitatform

    Hiesinger, Karolin (2022): Cost of Inclusion? Intended and Non-intended Effects of the Employment Quota for Workers with Disabilities. (Jahrestagung des Vereins für Socialpolitik 2022: Big Data in Economics), Kiel, 58 S.

    Abstract

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

    Beteiligte aus dem IAB

    Hiesinger, Karolin ;
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  • Literaturhinweis

    The Wage Elasticity of Recruitment (2022)

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

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Jahn, Elke J. ; Oberfichtner, Michael ;
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  • Literaturhinweis

    The Wage Elasticity of Recruitment (2022)

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

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Jahn, Elke J. ; Oberfichtner, Michael ;
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  • Literaturhinweis

    Parental Leave, Worker Substitutability, and Firms' Employment (2022)

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

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Jessen, Jonas ; Oberfichtner, Michael ;
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  • Literaturhinweis

    Working from Home for Good? Lessons Learned from the COVID-19 Pandemic and What This Means for the Future of Work (2022)

    Kagerl, Christian ; Starzetz, Julia ;

    Zitatform

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

    Abstract

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

    Beteiligte aus dem IAB

    Kagerl, Christian ;
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