Berufliche Mobilität
Eine Tätigkeit, die mehr Spaß verspricht, ein höheres Gehalt oder bessere Entwicklungsperspektiven: Es gibt viele Gründe, nicht länger im erlernten oder ausgeübten Beruf tätig zu sein. Nicht immer sind sie jedoch so erfreulich: Auslöser kann auch eine Entlassung sein.
Dieses Themendossier bietet Literaturhinweise zur beruflichen Mobilitätsforschung in Deutschland und in anderen Ländern. Sie erschließt theoretische Ansätze und empirische Ergebnisse - beispielsweise zu den Fragen: Sind Berufswechsel lohnend? Für wen sind sie mit besonderen Risiken verbunden? Wie gut lassen sich bei einem beruflichen Neustart die bisher erworbenen Qualifikationen verwerten?
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
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Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern
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Literaturhinweis
Changing places: Mid-career review and internal mobility (2016)
Jungblut, Jean-Marie;Zitatform
Jungblut, Jean-Marie (2016): Changing places: Mid-career review and internal mobility. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 78 S. DOI:10.2806/42599
Abstract
"Demographic ageing poses the challenge of how to keep people in employment for longer without negatively affecting their health and well-being. The solutions are particularly critical for workers engaged in arduous work. This report examines how mid-career reviews can play a key role by clarifying workers' options for remaining in work until a later retirement age. Following an exploration of career trajectories and transitions, the report focuses on arduous jobs: their incidence across Europe and the implications of such work for career and work sustainability. It examines various tools and strategies used by public authorities and social partners to keep workers in arduous jobs in employment longer. Finally, three case studies - from Belgium, France and the UK - of mid-career reviews undertaken either as pilot projects or as a legislative reform are presented" (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
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Literaturhinweis
Karrierestart, Mobilität und Löhne von Absolventen der Informatik (2016)
Zitatform
Kaul, Ashok, Nathalie Neu, Anne Otto & Manuel Schieler (2016): Karrierestart, Mobilität und Löhne von Absolventen der Informatik. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Rheinland-Pfalz-Saarland 03/2016), Nürnberg, 41 S.
Abstract
"In dieser Studie wird der Karrierestart von Informatik-Absolventen der Universität des Saarlandes untersucht. Die Ergebnisse dieser Analyse zeigen, dass der Einstieg ins Erwerbsleben bei den Informatikern erfolgreicher als bei den Absolventen der übrigen Fachrichtungen verläuft. Außerdem verbleiben Informatiker häufiger nach dem Studium im Saarland. Der wichtigste Einflussfaktor auf das Mobilitätsverhalten von allen Absolventen ist die Wanderungserfahrung vor dem Studium. Wird für diesen Einflussfaktor in einer Mobilitätsregression kontrolliert, haben Informatiker aber immer noch eine höhere Wahrscheinlichkeit, eine Vollzeitbeschäftigung in der Hochschulregion zu beginnen als Absolventen der anderen Fachrichtungen. Städtische Ballungsräume sind die wichtigsten Zielregionen unter allen Absolventen, die aus dem Saarland abwandern. Zwar sind die Nominallöhne dort höher, aber auch die Lebenshaltungskosten. Im Mittel verdienen die abgewanderten Absolventen daher in anderen Bundesländern mehr als im Saarland mit einer Vollzeitstelle. Dieser regionale Lohnunterschied ist bei den Informatikern niedriger und ist ein Indiz dafür, dass die Einstiegslöhne für Absolventen dieser Fachrichtung in der Hochschulregion wettbewerbsfähig sind. Die Ergebnisse der Lohnregression zeigen, dass der wichtigste Erklärungsfaktor für die Höhe des Startgehalts ein Abschluss in dem Studienfach Informatik ist." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Career Pathways and Professional Transitions: Preliminary Results from the First Wave of a 7-Year Longitudinal Study (2016)
Maggiori, Christian ; Rossier, Jérôme ; Krings, Franciska ; Massoudi, Koorosh ; Johnston, Claire S. ;Zitatform
Maggiori, Christian, Jérôme Rossier, Franciska Krings, Claire S. Johnston & Koorosh Massoudi (2016): Career Pathways and Professional Transitions: Preliminary Results from the First Wave of a 7-Year Longitudinal Study. In: M. Oris, C. Roberts, D. Joye & M. E. Stähli (Hrsg.) (2016): Surveying Human Vulnerabilities across the Life Course, S. 131-157. DOI:10.1007/978-3-319-24157-9_6
Abstract
"The main purpose of this chapter is to present and to discuss the implementation and the main methodological characteristics, notably in terms of design and research protocol, sampling and data collection procedure via a mixed-mode approach, of our 7-year longitudinal study on professional trajectories. More specifically, adopting several psychological perspectives, this study addresses professional transitions and career pathways and personal experiences – particularly in terms of well-being – of employed and unemployed middle-aged adults (25–55 years) living in Switzerland. Furthermore, based on the first wave of data (N = 2469), we introduce some results concerning, amongst others, the predictors of the choice of the mode to complete the questionnaire and of the intention to participate in the next wave, and possible differences on vulnerability indicators with reference to personal characteristics, resources and professional situation. Finally, considering the procedure implemented and the results emerging from this first wave, we discuss several implications and challenges for the next waves." (Author's abstract, © Springer) ((en))
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Literaturhinweis
Berufliche (Um)Orientierung im Erwachsenenalter am Beispiel von Quereinsteigerinnen in das Lehramt für Berufsschulpädagogik in Österreich (2016)
Mohl, Erich;Zitatform
Mohl, Erich (2016): Berufliche (Um)Orientierung im Erwachsenenalter am Beispiel von Quereinsteigerinnen in das Lehramt für Berufsschulpädagogik in Österreich. In: Berufs- und Wirtschaftspädagogik - online H. H. Spezial 12, S. 1-19.
Abstract
"In Österreich unterscheiden sich die Zugangsmöglichkeiten und der Einstieg in das Lehramtsstudium für Berufsschulpädagogik grundlegend von den Lehrämtern der Primar- und Sekundarstufe des Allgemeinbildenden Schulwesens. Zukünftige Berufsschullehrerinnen werden zumeist als Quereinsteigerinnen direkt von den Berufsschulen angestellt und absolvieren die Lehramtsausbildung sowohl berufsbegleitend (1. und 3. Studienjahr) als auch vollzeitschulisch (2. Studienjahr) an den Pädagogischen Hochschulen Wien, Graz, Linz oder Innsbruck. Sowohl in der didaktisch-methodischen Ausbildung als auch bei den Berufswahlmotiven sind demzufolge Antagonismen zu finden. Der nachfolgende Artikel führt im einleitenden Abschnitt diese Unterschiedlichkeiten weiter aus. Anschließend werden die Ergebnisse einer empirischen Untersuchung präsentiert, bei der rund 160 angehender Berufsschullehrerinnen, die zumeist mehr als zehn Jahre Berufspraxis in die Lehramtsausbildung mitbringen, zu ihren Berufswahlmotiven sowie zu ihrer Zufriedenheit mit der Berufswahl befragt wurden. Im Fazit werden Resultate mit Blick auf künftige Auswahlmaßnahmen und mögliche berufsbegleitende Coaching- und Fading-Maßnahmen diskutiert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The estimation methods of occupational skills transferability (2016)
Zitatform
Nawakitphaitoon, Kritkorn & Russell Ormiston (2016): The estimation methods of occupational skills transferability. In: Journal for labour market research, Jg. 49, H. 4, S. 317-327., 2016-09-21. DOI:10.1007/s12651-016-0216-y
Abstract
"Dieser Beitrag vergleicht zwei Methoden zur Einschätzung der Übertragbarkeit beruflicher Kompetenzen sowohl in theoretischer als auch empirischer Hinsicht. Die erste Methode basiert auf der Studie von Shaw (1984), die zweite auf der Studie von Ormiston (2014). Der Hauptunterschied zwischen den beiden dort verwendeten Methoden liegt darin, dass die Übertragbarkeit der Kompetenzen nach Shaw ein 'marktorientierter' Ansatz ist. Die Bewertung erfolgt anhand eines tatsächlichen Berufswechsels. Die Übertragbarkeit der Kompetenzen nach Ormiston hingegen ist ein 'kompetenzorientierter' Ansatz, der auf der Grundlage von Wissen, Kompetenzen und Fähigkeiten über Beschäftigungen hinweg bewertet wird.
Obwohl diese beiden Ansätze sehr verschiedene Einschätzungen der Übertragbarkeit beruflicher Kompetenzen liefern, erklären beide Methoden wirkungsvoll die Einkommensverluste der freigesetzten Arbeitskräfte. Insbesondere haben freigesetzte Arbeitskräfte, die Beschäftigungen finden, die, gemessen an der Übertragbarkeit beruflicher Kompetenzen, ihren früheren Beschäftigungen stärker ähneln, im Durchschnitt geringere Einkommensverluste als diejenigen, die weniger ähnliche Beschäftigungen finden." (Autorenreferat, © Springer-Verlag) -
Literaturhinweis
Inter-industry labor flows (2016)
Zitatform
Neffke, Frank, Anne Otto & Antje Weyh (2016): Inter-industry labor flows. (IAB-Discussion Paper 21/2016), Nürnberg, 45 S.
Abstract
"Ein wichtiger Beitrag der zwischenbetrieblichen Mobilität von Arbeitskräften besteht darin, dass sich hierdurch zwischen ökonomischen Aktivitäten Ressourcen besser reallozieren lassen und Wissen leichter übertragen wird. Jedoch gibt es nur wenige empirisch gestützte Aussagen zu den strukturellen Mustern dieser inter-industriellen Arbeitskräftemobilität. Wie groß ist die Flexibilität von Arbeitskräften bei der Wahl der Zielbranche, wenn sie ihren Arbeitsplatz wechseln? Zwischen welchen Ausgangs- und Zielbranchen finden Jobwechsel statt? Unterscheiden sich die strukturellen Muster bei Arbeitsplatzwechseln zwischen verschiedenen Beschäftigtengruppen? Auf Grundlage der Beschäftigtenhistorik (BeH) ermitteln wir für die Jahre 1999 bis 2008 in diesem Papier mehrere allgemeine empirische Aussagen zu den Strukturen der zwischenbetrieblichen Arbeitskräftemobilität in Deutschland und untersuchen ebenfalls die hieraus resultierenden Folgen für eine Volkswirtschaft. Wir stellen fest, dass sich der Großteil der Arbeitsplatzwechsel nur auf einen kleinen Ausschnitt von allen möglichen Branchenpaarkombinationen konzentriert. Diese inter-industriellen Jobwechsel lassen sich als Transitionsmatrizen abbilden, sie weisen eine hohe zeitliche Stabilität auf. Die Matrizen für verschiedene Beschäftigtengruppen sowie für Niedrig- und Hochlohnverdiener sind untereinander durch eine hohe Ähnlichkeit gekennzeichnet und ändern sich in ihrer Struktur nicht wesentlich durch die regionale Ko-lokation von Branchen. Mit Hilfe dieser Transitionsmatrizen berechnen wir die skill-relatedness zwischen Branchen. Wir zeigen, dass dieses Maß besser geeignet ist für die Vorhersage des branchenspezifischen Beschäftigungswachstums als input-output- und ko-lokationsbasierte Verbundenheitsmaße. Jedoch ist das Beschäftigungswachstum von Branchen, die skill-related sind bzw. zwischen denen Arbeitskräfte häufig ihren Job wechseln, miteinander unkorreliert. Folglich stellt die geringe Flexibilität von Arbeitskräften bei inter-industriellen Jobwechseln kein Hindernis für eine effiziente Ressourcenallokation zwischen schrumpfenden und wachsenden Branchen dar. Um künftige Forschungsvorhaben zu unterstützen, stellen wir die von uns berechneten inter-industriellen Matrizen der skillrelatedness als Online-Anhang zur Verfügung." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Bounded or boundaryless?: an empirical investigation of career boundaries and boundary crossing (2016)
Zitatform
Rodrigues, Ricardo, David Guest & Alexandra Budjanovcanin (2016): Bounded or boundaryless? An empirical investigation of career boundaries and boundary crossing. In: Work, employment and society, Jg. 30, H. 4, S. 669-686. DOI:10.1177/0950017015570726
Abstract
"The article argues that the long-running debate between organizationally bounded and boundaryless careers has been too narrow and neglects the variety and distinctive characteristics of career boundaries. Drawing on boundary theory, it investigates the main career-relevant domains and boundaries, and the motivations and structural conditions that influence boundary crossing or having a career within a specific domain among a sample of professional pharmacists. The qualitative study shows that careers are enacted within a number of relevant domains and are shaped by a range of boundaries such that boundarylessness and embeddedness are co-existing career dimensions. It also reveals how even within a professional population careers are embedded within diverse social and cultural contexts that impose differing constraints on career mobility. The article therefore provides a fuller, more nuanced understanding of career boundaries and contemporary careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of education on intergenerational occupational mobility in Spain (2016)
Ruiz, Antonio Caparrós;Zitatform
Ruiz, Antonio Caparrós (2016): The impact of education on intergenerational occupational mobility in Spain. In: Journal of vocational behavior, Jg. 92, H. February, S. 94-104. DOI:10.1016/j.jvb.2015.11.010
Abstract
"Intergenerational occupational mobility is a topic that has attracted considerable interest in the sociological and economic literature for developed countries. In particular, one of the central issues in political debate is the role of education on the intergenerational social mobility. The modern capitalist economies are characterised by continual technological changes which lead to the need of a highly skilled workforce. In this potentially meritocratic society, the equality of opportunities, the efficient allocation of talent and the education can be instruments that encourage the social mobility and decrease the effect of the parents' economic status on the career of their children. This paper takes into account these facts and sheds empirical evidence for Spain about the relationships between social origin, educational attainment and occupational destination. The methodology applied consists of the specification and estimation of discrete choice models, and the empirical analysis is based on data provided by the Living Condition Survey (LCS) conducted for the Spanish National Statistics Institute (INE)." (Author's abstract, © 2015 Elsevier) ((en))
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Literaturhinweis
Occupational mobility chains and the role of job opportunities for upward, lateral and downward mobility in Switzerland (2016)
Zitatform
Sacchi, Stefan, Irene Kriesi & Marlis Buchmann (2016): Occupational mobility chains and the role of job opportunities for upward, lateral and downward mobility in Switzerland. In: Research in Social Stratification and Mobility, Jg. 44, H. June, S. 10-21. DOI:10.1016/j.rssm.2015.12.001
Abstract
"This paper addresses the rarely studied relationship between job vacancies and inter-firm upward, lateral, and downward status mobility in an occupationally segmented labor market, taking Switzerland as the example. To conceptualize mobility mechanisms in this type of labor market, we introduce the concept of 'occupational mobility chains' and test its validity. This concept provides the backdrop for developing time-dependent measures of individual job opportunities based on Swiss Job Monitor data. We link these measures with career data taken from the Swiss Life History Study and employ event history analysis to test different propositions of the ways in which status mobility is contingent on the number and the status of vacant positions. Results support our assumption that in occupationally segmented labor markets vacant positions affect status mobility only to the degree that they are located within workers' occupational mobility chains." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Essays on matching processes and effects of institutional changes on regional and occupational labour markets (2016)
Zitatform
Stops, Michael (2016): Essays on matching processes and effects of institutional changes on regional and occupational labour markets. (IAB-Bibliothek 359), Bielefeld: Bertelsmann, 196 S. DOI:10.3278/300907w
Abstract
"Die Frage, wie der Arbeitsmarkt funktioniert und welchen Einfluss die Politik ausüben kann, ist ein Dauerbrenner in der gesellschaftlichen und politischen Debatte. Das hierzu nötige Wissen speist sich aus der Arbeitsmarktforschung, die häufig Impulse aus dem Alltagsgeschäft der Arbeitsmarktpolitik bekommt. Umgekehrt laden Fortschritte in der Methodenentwicklung und der Datenerschließung die Arbeitsmarktpolitik dazu ein, neue Fragen aufzuwerfen, die bisher nicht beantwortet werden konnten.
Michael Stops greift solche Entwicklungen auf und fokussiert drei Themenbereiche:
Berufliche Mobilität und Effizienz des Arbeitsmarktausgleichs;
Die Entwicklung der Effizienz des Arbeitsmarktausgleichs vor, während und nach den Jahren der deutschen Arbeitsmarktreformen 2003 - 2005 auf beruflichen Teilarbeitsmärkten;
Die Wirkung des flächendeckenden Mindestlohns in Großbritannien auf die Beschäftigung 1999 - 2012." (Autorenreferat, IAB-Doku)Weiterführende Informationen
E-Book Open Access -
Literaturhinweis
Betriebliche Beschäftigungssysteme und ungleiche Erwerbschancen (2016)
Zitatform
Struck, Olaf & Matthias Dütsch (2016): Betriebliche Beschäftigungssysteme und ungleiche Erwerbschancen. In: Forschungsverbund Sozioökonomische Berichterstattung (Hrsg.) (2016): Berichterstattung zur sozioökonomischen Entwicklung in Deutschland : Exklusive Teilhabe - ungenutzte Chancen. Dritter Bericht, S. 1-34. DOI:10.3278/6004498w011
Abstract
"Einen wichtigen Faktor für chancen- oder risikoreiche Erwerbsverläufe stellen betriebliche Beschäftigungssysteme dar, die sich hinsichtlich der qualifikatorischen Arbeitsanforderungen und je nach Verfügbarkeit des benötigten Personals unterscheiden. Der Beitrag verdeutlicht eine Dualität im Beschäftigungssystem, welche die Möglichkeiten der Erwerbsteilhabe beeinflusst. Der Anteil betrieblich geschlossener Beschäftigungssysteme, die eine hohe Beschäftigungsstabilität ermöglichen, ist gesunken, während offene Beschäftigungssysteme an Bedeutung gewonnen haben. Für Individuen ist dies voraussetzungsvoll, da in den eher offenen Bereichen des Beschäftigungssystems berufliche Qualifikationen stetige aufrechterhalten und erweitert werden müssen, um eine dauerhafte Erwerbsteilhabe sicherzustellen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Why are higher skilled workers more mobile geographically?: the role of the job surplus (2015)
Amior, Michael;Zitatform
Amior, Michael (2015): Why are higher skilled workers more mobile geographically? The role of the job surplus. (CEP discussion paper 1338), London, 58 S.
Abstract
"The skill gap in geographical mobility is entirely driven by workers who report moving for a new job. A natural explanation lies in the large expected surplus accruing to skilled job matches. Just as large surpluses ease the frictions which impede job search in general, they also help overcome those frictions (specifically moving costs) which plague cross-city matching in particular. I reject the alternative hypothesis that mobility differences are driven by variation in the moving costs themselves, based on PSID evidence on self-reported willingness to move. Evidence on wage processes also supports my claims." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reallocation patterns across occupations (2015)
Zitatform
Bauer, Anja (2015): Reallocation patterns across occupations. (IAB-Discussion Paper 26/2015), Nürnberg, 38 S.
Abstract
"Diese Studie untersucht mit Hilfe administrativer Daten die Opportunitätskosten von Arbeitnehmern, die den Beruf aus Arbeitslosigkeit heraus wechseln. Die Opportunitätskosten werden dabei durch die durchschnittliche Arbeitslosigkeitsdauer abgebildet. Anschließend werden diese Kosten den potentiellen Lohngewinnen gegenübergestellt. Weiterhin wird gezeigt, dass der Lohnunterschied, der sich nach einem Wechsel des Berufs durch Arbeitslosigkeit ergibt, negativ ist. Das Zusammenspiel dieser Ergebnisse steht im Gegensatz zu sog. islands-Modellen (Lucas/Prescott, 1974), in welchen Reallokation von Arbeitnehmern nur dann stattfindet, wenn diese einen Lohn erzielen, der ausreicht um die Kosten der Reallokation zu decken. Daher wird untersucht, ob andere ökonomische Größen innerhalb eines Berufes einen größeren Einfluss darauf haben, wohin Arbeitnehmer wechseln. Als ökonomische Größen werden dabei die Abgangsrate aus Arbeitslosigkeit, der Zufluss in Arbeitslosigkeit und das Verhältnis von Vakanzen zu Arbeitslosen (Arbeitsmarktanspannung) innerhalb der Berufe herangezogen. Allerdings zeigt sich auch hier, dass Arbeitnehmer diese Größen in ihrer Entscheidung den Beruf zu wechseln nicht berücksichtigen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Statusreproduktion und Mobilitätseffekte beruflicher Weiterbildung (2015)
Zitatform
Becker, Rolf & Klaus Schömann (2015): Statusreproduktion und Mobilitätseffekte beruflicher Weiterbildung. In: Zeitschrift für Soziologie, Jg. 44, H. 4, S. 272-291.
Abstract
"Es wird für Westdeutschland untersucht, ob sowohl der intergenerationale Abstieg als auch der intergenerationale Statuserhalt Beweggründe für berufliche Weiterbildung sind. Des Weiteren wird untersucht, ob mit beruflicher Weiterbildung ein intergenerationaler Abstieg ausgeglichen oder das Risiko für intergenerationale Abwärtsmobilität minimiert werden kann. Mit Längsschnittdaten der Deutschen Lebensverlaufsstudie finden sich für westdeutsche Frauen und Männer in fünf aufeinander folgenden Geburtskohorten im Zeitraum von 1949 bis 1999 Indizien dafür, dass das Statuserhaltmotiv ein Weiterbildungsmotiv für Personen sein könnte, die einen intergenerationalen Statusverlust erfahren haben. Mit Weiterbildungsanstrengungen können im weiteren Berufsverlauf intergenerationale Abstiege ausgeglichen werden. Ferner haben statuskonsistente Teilnehmer geringere Risiken für einen intergenerationalen Abstieg als Nichtteilnehmer. Berufliche Weiterbildung hat statusreproduzierende Wirkungen im Berufsverlauf." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Employer changes and wage changes: estimation with measurement error in a binary variable (2015)
Zitatform
Bergin, Adele (2015): Employer changes and wage changes. Estimation with measurement error in a binary variable. In: Labour, Jg. 29, H. 2, S. 194-223. DOI:10.1111/labr.12051
Abstract
"Self-reported tenure is often used to determine job changes. We show there are substantial inconsistencies in these responses; consequently, we risk misclassifying job changes as stays and vice versa. An estimator from Hausman et al. is applied to a job change model for Ireland, and we find that ignoring misclassification may substantially underestimate the true number of changes and lead to diminished covariate effects. The main contribution of the paper is to control for misclassification when estimating the wage effects of job mobility. A two-step approach is adopted. We find ignoring misclassification leads to a significant downwards bias in the wage impact, and we provide an estimate that corrects for measurement error." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Income inequality and intergenerational income mobility in the United States (2015)
Zitatform
Bloome, Deirdre (2015): Income inequality and intergenerational income mobility in the United States. In: Social forces, Jg. 93, H. 3, S. 1047-1080. DOI:10.1093/sf/sou092
Abstract
"Is there a relationship between family income inequality and income mobility across generations in the United States? As family income inequality rose in the United States, parental resources available for improving children's health, education, and care diverged. The amount and rate of divergence also varied across US states. Researchers and policy analysts have expressed concern that relatively high inequality might be accompanied by relatively low mobility, tightening the connection between individuals' incomes during childhood and adulthood. Using data from the Panel Study of Income Dynamics, the National Longitudinal Survey of Youth, and various government sources, this paper exploits state and cohort variation to estimate the relationship between inequality and mobility. Results provide very little support for the hypothesis that inequality shapes mobility in the United States. The inequality children experienced during youth had no robust association with their economic mobility as adults. Formal analysis reveals that offsetting effects could underlie this result. In theory, mobility-enhancing forces may counterbalance mobility-reducing effects. In practice, the results suggest that in the US context, the intergenerational transmission of income may not be very responsive to changes in inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Has education become more positional?: educational expansion and labour market outcomes, 1985 - 2007 (2015)
Zitatform
Bol, Thijs (2015): Has education become more positional? Educational expansion and labour market outcomes, 1985 - 2007. In: Acta sociologica, Jg. 58, H. 2, S. 105-120. DOI:10.1177/0001699315570918
Abstract
"Educational expansion has had important effects on society. However, it has not yet been acknowledged that expansion might have changed the way in which education operates in labour markets. We argue that, as a result of educational expansion, a positional model of education becomes more important whereby labour market rewards do not primarily depend on absolute skill levels, but instead on workers' relative positions in the labour market. Analyzing data from the International Social Survey Programme from 1985 to 2007 for 28 countries, we find support for the claim that education has become increasingly positional with educational expansion." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job mobility as a new explanation for the immigrant-native wage gap: a longitudinal analysis for the German labor market (2015)
Zitatform
Brenzel, Hanna & Malte Reichelt (2015): Job mobility as a new explanation for the immigrant-native wage gap. A longitudinal analysis for the German labor market. (IAB-Discussion Paper 12/2015), Nürnberg, 23 S.
Abstract
"Theoretisch lassen sich Lohnunterschiede zwischen Migranten und Einheimischen mithilfe der Humankapitaltheorie erklären. Diese unterstellt Ausstattungsunterschiede oder eine Abwertung von Humankapital bei Migration. Trotzdem bleibt auch nach Berücksichtigung von Humankapital-Variablen meist ein unerklärter Lohnunterschied zwischen Migranten und Einheimischen. Wir benutzen einen umfangreichen Längsschnittdatensatz (ALWA-ADIAB) und analysieren die Arbeitsplatzmobilität von Migranten und Einheimischen in Deutschland, wobei wir zwischen freiwilligen, unfreiwilligen, internen und anderen Wechseln unterscheiden. Wir finden unterschiedliche Übergangsmuster und können - mithilfe von fixed-effects Regressionen - einen substantiellen Teil der Lohnlücke mit Unterschieden im Jobwechsel-Verhalten erklären." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job assignment with multivariate skills and the Peter Principle (2015)
Zitatform
Brilon, Stefanie (2015): Job assignment with multivariate skills and the Peter Principle. In: Labour economics, Jg. 32, H. January, S. 112-121. DOI:10.1016/j.labeco.2015.01.007
Abstract
"This paper analyzes the job assignment problem faced by a firm when workers' skills are distributed along several dimensions and jobs require different skills to varying extent. I derive optimal assignment rules with and without slot constraints, and show that under certain circumstances workers may get promoted although they are expected to be less productive in their new job than in their old job. This can be interpreted as a version of the Peter Principle which states that workers get promoted up to their level of incompetence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Matching skills of individuals and firms along the career path (2015)
Zitatform
Bublitz, Elisabeth (2015): Matching skills of individuals and firms along the career path. (HWWI research paper 165), Hamburg, 38 S.
Abstract
"Research since Gary Becker equated specific human capital with firm-specific human capital. This paper divides firm human capital into a specific and a general component to investigate the relationships between firm- and occupation-specific human capital and job switches. Applying the task-based approach, the results show that the degree to which firm knowledge is portable depends on tasks similarities between the firms. In the case of switches, less experienced workers travel longer tasks distances between firms than more experienced workers. Firm- and occupation-specific knowledge are negatively related to wages in a new job but achieving a good occupational, instead of firm, match is most important for employees. The amount of specific knowledge on the firm level, called occupational intensity, decreases with experience and leads to higher wages for higher qualification levels. In addition, the positive effect of occupational intensity on wages can outweigh the negative consequences of covering long tasks distances." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Qualifikationsnachfrage und Arbeitsmarkteintritt in der Schweiz: Arbeit im erlernten Beruf, Berufswechsel oder Arbeitslosigkeit (2015)
Zitatform
Buchs, Helen, Barbara Müller & Marlis Buchmann (2015): Qualifikationsnachfrage und Arbeitsmarkteintritt in der Schweiz. Arbeit im erlernten Beruf, Berufswechsel oder Arbeitslosigkeit. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 67, H. 4, S. 709-736. DOI:10.1007/s11577-015-0342-5
Abstract
"Berufsorientierte Bildungssysteme sind auf die Vermittlung von spezialisierten beruflichen Qualifikationen ausgelegt. Werden diese nach Abschluss einer beruflichen Grundbildung auf dem Arbeitsmarkt wenig nachgefragt, riskieren die Absolventen, die erworbenen berufsspezifischen Qualifikationen nicht verwerten zu können. Dies trifft nicht nur zu, wenn Arbeitsmarkteinsteiger arbeitslos werden, sondern auch, wenn sie den Beruf wechseln müssen. Für die drei verschiedenen Optionen des Arbeitsmarkteinstiegs - Arbeit im erlernten Beruf, Berufswechsel und Arbeitslosigkeit - wird erstens untersucht, welche Bedeutung das individuell passende und das fachfremde Stellenangebot hat. Zweitens wird analysiert, wie eine unterschiedlich ausgeprägte Nachfrage nach fachspezifischen Qualifikationen die Bedeutung ausbildungsbezogener und individueller Merkmale für den Berufseinstieg verändert. Die Schweiz mit ihrem berufsorientierten Bildungssystem und berufsfachlich segmentieren Arbeitsmarkt dient als empirische Referenz. Die multinominalen logistischen Regressionsmodelle basieren auf den Daten des Schweizer Jugendpanels PISA2000/TREE. Die Individualdaten von Lehrabgänger werden auf Berufsebene, zeitpunkt- und regionsspezifisch mit dem individuell passenden und fachfremden Stellenangebot verknüpft, das auf den Stelleninseratendaten des Stellenmarktmonitors Schweiz (SMM) beruht. Dank dieser Verknüpfung von Angebot und Nachfrage nach beruflichen Qualifikationen auf der Mikroebene kann zum ersten Mal die grundlegende Bedeutung der Personalnachfrage für den Berufseinstieg nachgewiesen werden." (Autorenreferat, © Springer-Verlag)
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Literaturhinweis
Frauenberufe, Männerberufe und die "Drehtür": Ausmaß und Implikationen für West- und Ostdeutschland (2015)
Busch-Heinzmann, Anne;Zitatform
Busch-Heinzmann, Anne (2015): Frauenberufe, Männerberufe und die "Drehtür". Ausmaß und Implikationen für West- und Ostdeutschland. In: WSI-Mitteilungen, Jg. 68, H. 8, S. 571-582. DOI:10.5771/0342-300X-2015-8-571
Abstract
"Der Artikel befasst sich mit der Beobachtung der unterschiedlichen beruflichen Verortung von Frauen und Männern auf dem deutschen Arbeitsmarkt. Zunächst werden aktuelle Zahlen zum Ausmaß dieser (horizontalen) beruflichen Geschlechtersegregation in Gesamtdeutschland sowie getrennt für West- und Ostdeutschland bereitgestellt. Hier wird auf die aktuelle Berufsklassifikation des Statistischen Bundesamtes, Version 2010, zurückgegriffen. Anschließend werden mögliche Implikationen der Segregation im Hinblick auf ihre bemerkenswerte zeitliche Persistenz diskutiert. Ausgangspunkt ist die Beobachtung einer im individuellen Erwerbsverlauf hohen Anzahl von Berufswechseln aus geschlechtsuntypischen in geschlechtstypische Berufe. Als Gründe für eine solche 'Drehtür' werden in der US-amerikanischen Forschung Mechanismen sozialer Kontrolle im Erwerbsleben angeführt. Unter Rückgriff auf institutionentheoretische und sozialpsychologische Ansätze der Genderforschung wird der entsprechende Forschungsstand zu diesen Mechanismen für Deutschland vorgestellt. Zudem werden Unterschiede zwischen West- und Ostdeutschland im Hinblick auf die 'Drehtür' dargelegt und diskutiert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
How job changes affect people's lives: evidence from subjective well-being data (2015)
Zitatform
Chadi, Adrian & Clemens Hetschko (2015): How job changes affect people's lives. Evidence from subjective well-being data. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 747), Berlin, 27 S.
Abstract
"For representative German panel data, we document that voluntary job switching is associated with higher levels of life satisfaction, though only for some time, whereas forced job changes do not affect life satisfaction clearly. Using plant closures as an exogenous trigger of switching to a new employer, we find that job mobility turns out to be harmful for satisfaction with family life. By investigating people's lives beyond their workplaces, our study complements research on the well-being impact of labour mobility, suggesting some positive welfare effects of flexible labour markets, but also a previously undocumented potential for negative implications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A darker side of hypermobility (2015)
Zitatform
Cohen, Scott A. & Stefan Gössling (2015): A darker side of hypermobility. In: Environment and Planning. A, International Journal of Urban and Regional Research, Jg. 47, H. 8, S. 1661-1679. DOI:10.1177/0308518X15597124
Abstract
"Since the formulation of the mobilities paradigm, research has shown that movement is increasingly at the heart of our social identities. This paper argues that mobility, and indeed, hypermobility, constitutes to a growing extent who we are, whilst societal perspectives an mobility increasingly dictate how we need to move in time and space in order to accrue network capital. In this critical review, deeply embedded mechanisms of the social glamorization of mobility are uncovered, and juxtaposed with what we call a 'darker side' of hypermobility, including the physiological, psychological, emotional and social costs of mobility for individuals and societies. The paper concludes that whilst aspects of glamorization in regard to mobility are omnipresent in our lives, there exists an ominous silence with regard to its darker side." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Institutionelle Eigenschaften von Berufen und ihr Einfluss auf berufliche Mobilität in Deutschland (2015)
Zitatform
Damelang, Andreas, Florian Schulz & Basha Vicari (2015): Institutionelle Eigenschaften von Berufen und ihr Einfluss auf berufliche Mobilität in Deutschland. In: Schmollers Jahrbuch, Jg. 135, H. 3, S. 307-333., 2015-08-12. DOI:10.3790/schm.135.3.307
Abstract
"Das Ziel des Beitrages ist, berufliche Eigenschaften und Mechanismen zu identifizieren und deren Einfluss auf die berufliche Mobilität auf dem deutschen Arbeitsmarkt empirisch zu überprüfen. Auf Basis der Stichprobe der Integrierten Arbeitsmarktbiografien des Instituts für Arbeitsmarkt- und Berufsforschung (SIAB) wird gezeigt, dass Akteure in Berufen mit einer standardisierten Berufsausbildung eine deutlich geringere Mobilitätsneigung und gleichzeitig eine längere Verweildauer in ihren Erstberufen haben. Berufliche Schließung und ein ausgeprägtes berufsspezifisches Humankapital reduzieren ebenfalls die Mobilitätsneigung der Akteure. Die Analysen deuten darauf hin, dass Berufe nach wie vor einen bedeutsamen Einfluss auf die Allokationsprozesse auf dem deutschen Arbeitsmarkt haben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Intergenerational downward mobility in educational attainment and occupational careers in West Germany in the twentieth century (2015)
Zitatform
Diewald, Martin, Wiebke Schulz & Tina Baier (2015): Intergenerational downward mobility in educational attainment and occupational careers in West Germany in the twentieth century. In: European Sociological Review, Jg. 31, H. 2, S. 172-183. DOI:10.1093/esr/jcv010
Abstract
"What happens in the occupational careers of men if the intergenerational continuity in status reproduction is disrupted by the failure to reproduce the parental level of educational attainment? We frame this failure as a risk for intergenerational status maintenance and ask whether such a risk induces extra effort by way of compensation. By studying eight birth cohorts born between 1919 and 1971 characterized by largely differing conditions with regard to educational and occupational opportunities, we examine how macro-social conditions contribute to opportunities to compensate for such failure later on. In examining this question, we add a new piece to the puzzle of how social origin and education contribute to status attainment and of how the social context shapes these linkages across historical time. We estimated multilevel growth curve models to assess the effect of educational downward mobility (EDM) on the development of occupational status over the career. Our empirical results show that the status of men who experience EDM increases faster over the course of their careers. Moreover, these men reach a slightly higher status as compared with their peers who had reached at least the same educational level as their fathers. The prevailing macro-societal conditions did not cause variation in the effect of EDM on men's career attainment." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Mobility across firms and occupations among graduates from apprenticeship (2015)
Zitatform
Fitzenberger, Bernd, Stefanie Licklederer & Hanna Zwiener (2015): Mobility across firms and occupations among graduates from apprenticeship. In: Labour economics, Jg. 34, H. June, S. 138-151. DOI:10.1016/j.labeco.2015.03.008
Abstract
"Distinguishing carefully between mobility across firms and across occupations, this study provides causal estimates of the wage effects of mobility among graduates from apprenticeship in Germany. Our instrumental variables approach exploits variation in regional labor market characteristics. Pure firm changes and occupation-and-job changes after graduation from apprenticeship result in average wage losses, whereas an occupation change within the training firm results in persistent wage gains. For the majority of cases a change of occupation involves a career progression. In contrast, for job switches the wage loss of firm-specific human capital seems to dominates." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mobility across firms and occupations among graduates from apprenticeship (2015)
Zitatform
Fitzenberger, Bernd, Stefanie Licklederer & Hanna Zwiener (2015): Mobility across firms and occupations among graduates from apprenticeship. (ZEW discussion paper 2015-022), Mannheim, 16 S.
Abstract
"Distinguishing carefully between mobility across firms and across occupations, this study provides causal estimates of the wage effects of mobility among graduates from apprenticeship in Germany. Our instrumental variables approach exploits variation in regional labor market characteristics. Pure firm changes and occupation-and-job changes after graduation from apprenticeship result in average wage losses, whereas an occupation change within the training firm results in persistent wage gains. For the majority of cases a change of occupation involves a career progression. In contrast, for job switches the wage loss dominates." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Breaking the 'class' ceiling? Social mobility into Britain's elite occupations (2015)
Zitatform
Friedman, Sam, Daniel Laurison & Andrew Miles (2015): Breaking the 'class' ceiling? Social mobility into Britain's elite occupations. In: The sociological review, Jg. 63, H. 2, S. 259-289. DOI:10.1111/1467-954X.12283
Abstract
"In this paper we use the unusually large sample size of the Great British Class Survey to compare rates of social mobility into different elite occupations. We find a distinction between 'traditional' professions, such as law, medicine and finance, which are dominated by the children of higher managers and professionals, and technical or emerging high-status occupations, particularly those related to IT, that appear to recruit more widely. Second, we find that even when the upwardly mobile are successful in entering elite occupations they invariably fail to accumulate the same economic, cultural and social capital as those from privileged backgrounds. While many such differences may be explained by inheritance, we also find that the mobile tend to have considerably lower incomes. Investigating this further we demonstrate that even when controlling for important variables such as schooling, education, location, age, and cultural and social capital, the upwardly mobile in eight occupations - located largely in the business sector - have considerably lower incomes than their higher-origin colleagues. These findings underline the value of analyses of mobility into specific high-status occupations as well as illustrating how, beyond entry, the mobile often face considerable disadvantage within occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The U-shapes of occupational mobility (2015)
Zitatform
Groes, Fane, Philipp Kircher & Iourii Manovskii (2015): The U-shapes of occupational mobility. In: The Review of Economic Studies, Jg. 82, H. 2, S. S 659-692. DOI:10.1093/restud/rdu037
Abstract
"Using administrative panel data on the entire Danish population we document a new set of facts characterizing occupational mobility. For most occupations, mobility is U-shaped and directional: not only low but also high wage earners within an occupation have a particularly large probability of leaving their occupation, and the low (high) earners tend to switch to new occupations with lower (higher) average wages. Exceptions to this pattern of two-sided selection are occupations with steeply rising (declining) productivity, where mainly the lower (higher) paid workers within this occupation tend to leave. The facts conflict with several existing theories that are used to account for endogeneity in occupational choice, but it is shown analytically that the patterns are explained consistently within a theory of vertical sorting under absolute advantage that includes learning about workers' abilities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Ende der Aufstiegsgesellschaft? (2015)
Zitatform
Groh-Samberg, Olaf & Florian R. Hertel (2015): Ende der Aufstiegsgesellschaft? In: Aus Politik und Zeitgeschichte, Jg. 65, H. 10, S. 25-32.
Abstract
"Die Chance auf sozialen Aufstieg ist ein Grundpfeiler der sozialen Ordnung in kapitalistischen Marktgesellschaften. Die Hoffnung auf sozialen Aufstieg entfesselte über Jahrhunderte hinweg - und tut dies in weiten Teilen der Welt noch heute - ungeheure Energien, die zu immensen Arbeitsleistungen, zu Disziplin, Verzicht und Leidensfähigkeit im Dienste einer besseren Zukunft anspornten. Gleichzeitig gilt die Möglichkeit sozialer Aufstiege als zentrales Kriterium für Leistungsgerechtigkeit und die Offenheit einer Gesellschaft. Gerade mit den Veränderungen hin zu einer aktivierenden und investiven Sozialpolitik ist die Chancengerechtigkeit, die sich auf die Ermöglichung sozialer Mobilität richtet, ins Zentrum gerückt. Untersuchungen zur Chancengleichheit etwa im Bildungssystem oder im Hinblick auf intergenerationale soziale Mobilität bescheinigen jedoch der deutschen Gesellschaft eine geringe Chancengleichheit." (Textauszug, IAB-Doku)
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Literaturhinweis
Understanding the decline in self-employment among individuals nearing retirement (2015)
Zitatform
Heim, Bradley T. (2015): Understanding the decline in self-employment among individuals nearing retirement. In: Small business economics, Jg. 45, H. 3, S. 561-580. DOI:10.1007/s11187-015-9660-2
Abstract
"This paper examines the sources of the decline in self-employment among near-retirees over 1994 - 2012. Using Current Population Survey data, tabulations imply that the decline was driven by an increase in the exit rate to wage and salary employment, a decline in the rate of self-employment among new entrants into this age cohort, and an increase in the share of these new entrants. Multinomial logits suggest that health insurance coverage and after-tax prices of health insurance were significantly associated with these three rates. However, counterfactual simulations suggest that only the changes in after-tax prices of health insurance were found to appreciably influence the trends in these rates, though in the opposite direction of the actual declining trend for the rate of self-employment of new entrants." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The great escape: Intergenerational mobility since 1940 (2015)
Hilger, Nathaniel G.;Zitatform
Hilger, Nathaniel G. (2015): The great escape: Intergenerational mobility since 1940. (NBER working paper 21217), Cambrige, Mass., 67 S. DOI:10.3386/w21217
Abstract
"Tax records indicate that intergenerational mobility (IM) has been stable for cohorts entering the labor market since the 1990s. I show that when using educational attainment as a proxy for adult income, stable IM is a new phenomenon: IM rose significantly for cohorts entering the labor market from 1940 to 1980. I measure IM directly in historical Census data for children still living with their parents at ages 22-25, and indirectly for other children using an imputation procedure that I validate in multiple data sets with parent-child links spanning the full 1940-2000 period. Post-war mobility gains were larger in the South and for blacks, and were driven by gains in high school rather than college enrollment. Controlling for region and year, states with higher IM have had lower income inequality, higher income levels, more educational inputs, higher minimum dropout ages, and lower teen birth rates. IM gains plausibly increased aggregate annual earnings growth by 0.125-0.25 percentage points over the 1940-1980 period." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A summary of what we know about social mobility (2015)
Zitatform
Hout, Michael (2015): A summary of what we know about social mobility. In: The ANNALS of the American Academy of Political and Social Science, Jg. 657, H. 1, S. 27-36. DOI:10.1177/0002716214547174
Abstract
"Academic research on social mobility from the 1960s until now has made several facts clear. First, and most important, it is better to ask how the conditions and circumstances of early life constrain adult success than to ask who is moving up and who is not. The focus on origins keeps the substantive issues of opportunity and fairness in focus, while the mobility question leads to confusing side issues. Second, mobility is intrinsically symmetrical; each upward move is offset by a downward move in the absence of growth, expansion, or immigration. Third, social origins are not a single dimension of inequality that can be paired with the outcome of interest (without significant excluded variable bias); they are a comprehensive set of conditions describing the circumstances of youth. Fourth, the constraints of social origins vary by time, place, and subpopulation. These four 'knowns' should inform any attempt to collect new data on mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Early career occupational mobility of Turkish and Moroccan second generation migrants in Flanders, Belgium (2015)
Laurijssena, Ilse; Glorieuxa, Ignace;Zitatform
Laurijssena, Ilse & Ignace Glorieuxa (2015): Early career occupational mobility of Turkish and Moroccan second generation migrants in Flanders, Belgium. In: Journal of Youth Studies, Jg. 18, H. 1, S. 101-117. DOI:10.1080/13676261.2014.933194
Abstract
"This article analyses the early career occupational mobility of people from a Turkish or Moroccan descent in Flanders (Belgium). Previous research showed that second generation migrants are less successful than natives when entering the labour market. We compare the progress in socio-economic status (SES) that youngsters of native and non-native descent make from their first to later jobs at the start of their career. Both second-generation immigrants and native majority young adults experience upward occupational mobility during this crucial phase of their occupational career. The gap between native and ethnic minority youth, however, does not narrow over the course of the years. The first job offers less SES for non-natives compared to that of natives, and the minority-native gap in occupational attainment remains constant afterwards. The future career is largely determined by the characteristics of the start of the occupational career, and educational attainment even before. Promising, however, might be the finding that a first job with a relative low occupational status does offer better opportunities for Turkish and Moroccan second-generation migrants than for native majority youth to do some catching up later on. In combination with a long-term negative impact of initial unemployment, ethnic minority youth perhaps are best off with starting to work as soon as possible after school leaving." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage risk and the value of job mobility in early employment careers (2015)
Zitatform
Liu, Kai (2015): Wage risk and the value of job mobility in early employment careers. (IZA discussion paper 9256), Bonn, 47 S.
Abstract
"This paper shows that job mobility is a valuable channel which employed workers use to mitigate bad labor market shocks. I construct and estimate a model of wage dynamics jointly with a dynamic model of job mobility. The key feature of the model is the specification of wage shocks at the worker- firm match level, for workers can respond to these shocks by changing jobs. The model is estimated using a sample of young male workers from the 1996 panel of Survey of Income and Program Participation. The first result is that the variance of match-level shocks is large, and the consequent value of job mobility is substantial. The second result is that true wage risk is almost three times as large as the wage variance observed after job mobility, which is what other papers in the literature have called wage risk. This suggests a very different picture of the risks facing employed workers in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Berufssektoren und Berufssegmente auf Grundlage der KldB 2010 (2015)
Zitatform
Matthes, Britta, Holger Meinken & Petra Neuhauser (2015): Berufssektoren und Berufssegmente auf Grundlage der KldB 2010. (Methodenbericht der Statistik der BA), Nürnberg, 19 S.
Abstract
"Weil bei der Entwicklung der Klassifikation der Berufe 2010 (KldB 2010) u. a. das Ziel verfolgt wurde, einen durchgängig numerischen, maximal fünfstelligen Klassifikations-Schlüssel zu konzipieren, stand für die oberste Gliederungsebene, die 'Berufsbereiche' (1-Steller der KldB 2010), nur eine Stelle zur Verfügung. Bei den - der KldB 2010 zugrunde liegenden - empirischen Homogenitätsanalysen der Berufe war jedoch festgestellt worden, dass zehn Berufsbereiche nicht ausreichen, um die tatsächliche berufsfachliche Segmentierung des Arbeitsmarktes in Deutschland abzubilden. Vielmehr sind die Berufsbereiche geschaffen worden, um einen guten thematischen Überblick und eine nutzerfreundliche Handhabung der Berufsklassifikation gewährleisten zu können. Dafür wurden die 'Berufshauptgruppen' (2-Steller der KldB 2010) nach inhaltlichen Gesichtspunkten anhand berufsfachlicher Kriterien qualitativ zusammengefasst. Jedoch weisen die Berufsbereiche - im Gegensatz zu den anderen Gliederungsebenen - kein einheitliches bzw. vergleichbares Homogenitätsniveau auf. Deshalb ist die Nutzung der Berufsbereiche unter analytischen Aspekten nicht zu empfehlen. In der statistischen Berichterstattung und auch in wissenschaftlichen Analysen stellen die Berufsbereiche keine ausreichende berufsfachliche Gliederung des deutschen Arbeitsmarktes dar.
Die Berufshauptgruppen wurden dagegen anhand ihrer Berufsfachlichkeit, d. h. der Übereinstimmung der Fähigkeiten, Fertigkeiten und Kenntnisse zwischen zwei Berufen, festgelegt. Sie sind damit in der Lage, intern homogene, berufsfachliche Teilarbeitsmärkte abzugrenzen, und eignen sich demnach ganz besonders als analytisches Abgrenzungsmerkmal, beispielsweise für berufliche Mobilitätsanalysen. Allerdings ist die Gliederung in 37 Berufshauptgruppen vor allem in der statistischen Berichterstattung, häufig aber auch bei empirischen Analysen zu feingliedrig.
Vor diesem Hintergrund war eine ergänzende Zusammenfassung der Berufshauptgruppen nach berufsfachlichen Kriterien notwendig, die einerseits eine ausreichend tiefe berufsfachliche Differenzierung gewährleistet, andererseits aber auch nicht zu viele Gliederungseinheiten umfasst. Dementsprechend hat die Statistik der Bundesagentur für Arbeit in Zusammenarbeit mit der Forschungsgruppe 'Berufliche Arbeitsmärkte' des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) zwei zusätzliche berufliche Gliederungseinheiten auf Grundlage der Berufshauptgruppen der KldB 2010 entwickelt. Die fünf 'Berufssektoren' und vierzehn 'Berufssegmente' wurden entsprechend ihrer berufsfachlichen Homogenität gebildet. In diesem Methodenbericht wird dokumentiert, wie und nach welchen Überlegungen diese Zusammenfassungen erfolgt sind. Damit können berufsfachliche Teilarbeitsmärkte auf einem höheren Aggregationsniveau abgegrenzt werden als es mit den bestehenden Gliederungen der KldB 2010 möglich ist." (Autorenreferat, IAB-Doku) -
Literaturhinweis
Determinants of declining wage mobility in the new economy (2015)
Zitatform
Maume, David J. & George Wilson (2015): Determinants of declining wage mobility in the new economy. In: Work and occupations, Jg. 42, H. 1, S. 35-72. DOI:10.1177/0730888414552707
Abstract
"This study draws from the 1979 and 1997 National Longitudinal Survey to compare patterns of wage mobility among the late boomer and millennial cohorts of young men. Estimating group-based trajectory models, the authors find that fewer men enjoyed rapid wage growth and more men fell into the steady and stagnant wage-trajectory groups. Furthermore, employment patterns in the new economy (e.g., changing employers, more part-time employment, and employment in low-end service occupations) increasingly determine the mobility rates of millennials compared with boomers and are stronger predictors of mobility chances in the millennial cohort than are family background and cognitive skills." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Using occupation to measure intergenerational mobility (2015)
Zitatform
Mazumder, Bhashkar & Miguel Acosta (2015): Using occupation to measure intergenerational mobility. In: The ANNALS of the American Academy of Political and Social Science, Jg. 657, H. 1, S. 174-193. DOI:10.1177/0002716214552056
Abstract
"Scholarly investigations of intergenerational mobility typically focus on either the occupations of fathers and sons or their incomes. Using an identical sample of fathers and sons, we examine how estimates of intergenerational mobility in income and occupational prestige are affected by (1) measurement that uses long time averages and (2) varying the point in the life cycle when outcomes are measured. We find that intergenerational occupational mobility is overstated when using a single year of fathers' occupation compared to a 10-year average centered on mid-career. We also find that for both income and occupation, mobility estimates are largest when sons are in their mid-career, suggesting that this may be the ideal period in which to measure their status. Finally, we see differences in the pattern of estimates across the two types of measures: for income, estimates of intergenerational persistence are highest when fathers are in their mid-career; for occupation, estimates are much larger when fathers' occupations are accounted for late in their careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Estimating occupational mobility with covariates (2015)
Zitatform
Modalsli, Jørgen (2015): Estimating occupational mobility with covariates. In: Economics letters, Jg. 133, H. August, S. 77-80. DOI:10.1016/j.econlet.2015.05.017
Abstract
"The Altham statistic is often used to calculate intergenerational associations in occupations in studies of historical social mobility. This paper presents a method to incorporate individual covariates into such estimates of social mobility, and to construct corresponding confidence intervals. The method is applied to an intergenerational sample of Norwegian data, showing that estimates of intergenerational mobility are robust to the inclusion of controls for father's and son's age." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How specific is apprenticeship training? Evidence from inter-firm and occupational mobility after graduation (2015)
Zitatform
Mueller, Barbara & Jürg Schweri (2015): How specific is apprenticeship training? Evidence from inter-firm and occupational mobility after graduation. In: Oxford economic papers, Jg. 67, H. 4, S. 1057-1077. DOI:10.1093/oep/gpv040
Abstract
"Do apprenticeships convey mainly general or also firm- and occupation-specific human capital? Specific human capital may allow for specialization gains, but may also lead to allocative inefficiency due to mobility barriers. We analyse the case of Switzerland, which combines a comprehensive, high-quality apprenticeship system with a lightly regulated labour market. To assess human capital transferability after standardized firm-based apprenticeship training, we analyse inter-firm and occupational mobility and their effects on post-training wages. Using a longitudinal data set based on the PISA 2000 survey, we find high inter-firm and low occupational mobility within one year after graduation. Accounting for endogenous changes, we find a negative effect of occupation changes on wages, but no significant wage effect for firm changes. This indicates that occupation-specific human capital is an important component of apprenticeship training and that skills are highly transferable within an occupational field." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
MINT - Regionale Herausforderungen und Chancen der Zuwanderung (2015)
Plünnecke, Axel;Zitatform
Plünnecke, Axel (2015): MINT - Regionale Herausforderungen und Chancen der Zuwanderung. In: Wirtschaft und Beruf, Jg. 67, H. 2/3, S. 87-91.
Abstract
"Zuwanderung hat in den letzten Jahren in erheblichem Maße zur MINT-Fachkräftesicherung beigetragen, vor allem in den akademischen MINT-Berufen. Von der Zuwanderung der letzten Jahre profitieren am stärksten die süddeutschen Regionen. Die Potenziale der aktuellen Flüchtlingsmigration für die MINT-Fachkräftesicherung sind hingegen begrenzt und ersetzen keine qualifizierte Zuwanderung." (Autorenreferat, BIBB-Doku)
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Literaturhinweis
Occupational and regional mobility as substitutes: a new approach to understanding job changes and wage inequality (2015)
Zitatform
Reichelt, Malte & Martin Abraham (2015): Occupational and regional mobility as substitutes. A new approach to understanding job changes and wage inequality. (IAB-Discussion Paper 14/2015), Nürnberg, 27 S.
Abstract
"Arbeitsplatzmobilität bietet Arbeitnehmern die Möglichkeit höhere Löhne zu erzielen, doch die Höhe der Lohnzuwächse variiert erheblich. Wir argumentieren, dass Teile dieser Ungleichheit aus einem Trade-Off zwischen beruflicher und regionaler Mobilität resultieren. Beide Mobilitätsarten stellen alternative Strategien dar, um die Arbeitsmarktposition zu verbessern. Sie sind aber an spezifische Restriktionen gebunden. Hohe Kosten für regionale Mobilität können deshalb zu beruflicher Mobilität führen, auch wenn die Abschreibung von beruflichem Humankapital niedrigere Lohnanstiege hervorruft. Wir greifen auf verknüpfte retrospektive Lebensverlaufsdaten für Deutschland zurück (ALWA-ADIAB) und benutzen Competing-Risk Regressionen um zu zeigen, dass Restriktionen für eine Mobilitätsart dazu führen, dass Individuen eher die andere Mobilitätsform wählen. Mithilfe von Fixed-Effects-Regressionen zeigen wir, dass berufliche Mobilität - verglichen mit regionaler Mobilität - zu niedrigeren Lohnanstiegen führt. Aus den Ergebnissen schlussfolgern wir, dass der Trade-Off zwischen beruflicher und regionaler Mobilität Teile der ungleichen Lohnerträge durch Arbeitsplatzmobilität erklärt und zur Lohnungleichheit beiträgt. Wir erwarten, dass diese Mechanismen zukünftig weiter an Relevanz gewinnen, da technologischer und institutioneller Wandel berufliche Anforderungen verändert und somit Mobilitätsanreize setzt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The anatomy of job polarisation in the UK (2015)
Zitatform
Salvatori, Andrea (2015): The anatomy of job polarisation in the UK. (IZA discussion paper 9193), Bonn, 53 S.
Abstract
"This paper presents new evidence on the evolution of job polarisation over time and across skill groups in the UK between 1979 and 2012. The UK has experienced job polarisation in each of the last three decades, with growth in top jobs always exceeding that in bottom ones. Overall, top occupations have gained over 80% of the employment shares lost by middling occupations. The decline of middling occupations is entirely accounted for by non-graduates who have seen their relative numbers decrease and the distribution of their employment shift towards the bottom of the occupational skill distribution. The increase at the top is entirely accounted for by compositional changes, as a result of the increase in the number of graduates since the 1990s. Employment has not polarised for graduates, but has become less concentrated in top occupations, especially in the 2000s. The paper also documents that job polarisation has not been matched by wage polarisation across the occupational distribution in any decade and discusses how these new findings relate to the existing evidence for the US and to the prevailing technology-based explanation for job polarisation. Overall, the importance of occupational changes between skill groups and the performance of occupational wages over time cast doubts on the role of technology as the main driver of polarisation in the UK. In particular, the evidence suggests that supply-side changes are likely to be important factors in explaining why high-skill occupations continued to grow in the 2000s even as they stalled in the US." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
What do we know so far about multigenerational mobility? (2015)
Solon, Gary;Zitatform
Solon, Gary (2015): What do we know so far about multigenerational mobility? (NBER working paper 21053), Cambrige, Mass., 23 S. DOI:10.3386/w21053
Abstract
"'Multigenerational mobility' refers to the associations in socioeconomic status across three or more generations. This article begins by summarizing the longstanding but recently growing empirical literature on multigenerational mobility. It then discusses multiple theoretical interpretations of the empirical patterns, including the one recently proposed in Gregory Clark's book The Son Also Rises." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Soziale Mobilität in Deutschland revisited (2015)
Zitatform
Stawarz, Nico (2015): Soziale Mobilität in Deutschland revisited. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 67, H. 2, S. 269-291. DOI:10.1007/s11577-015-0308-7
Abstract
"Auf Basis der Daten der German Life History Study und der National Educational Panel Study wird in diesem Beitrag die Entwicklung der intragenerationalen sozialen Mobilität der Berufseinstiegskohorten 1932 bis 1989 in Westdeutschland untersucht. Als Analysemethode werden Wachstumskurvenmodelle verwendet. Die empirischen Ergebnisse zeigen, dass ein Anstieg des sozialen Prestiges zu Karrierebeginn entlang der untersuchten Kohorten zu verzeichnen ist. Die Kohorten 1932 - 1969 unterscheiden sich nicht hinsichtlich der Entwicklung der sozialen Position über die Berufskarriere. Aufgrund sich verändernder Opportunitätsstrukturen ist für jüngere Berufseinstiegskohorten (1970 - 1989) ein geringerer Anstieg des Prestiges im Karriereverlauf festzustellen. Zudem kann anhand der Analysen ein Anstieg der Heterogenität der Karriereverläufe für die Kohorten aufgezeigt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Employment transitions and labor market exits: age and gender in the Israeli labor market (2015)
Zitatform
Stier, Haya & Miri Endeweld (2015): Employment transitions and labor market exits. Age and gender in the Israeli labor market. In: Research in Social Stratification and Mobility, Jg. 41, H. September, S. 93-103. DOI:10.1016/j.rssm.2015.01.002
Abstract
"This study focuses on the employment difficulties of older workers in the Israeli labor market. Using administrative panel data for the years 2005 - 2010, it traces the employment transitions of workers and their consequences, focusing on age and gender differences. The findings show that in Israel older workers, men and women alike, are indeed less likely to leave their jobs. However, once out of the labor force, they face difficulties in finding new employment. These difficulties are severer for women than for men. Male workers who experience high instability experience job losses, with no substantial age differences. The wage penalties for women are much lower, probably because of their limited opportunities in terms of earnings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mobilitätsdynamiken und Wissensarbeit: zum Wandel berufsbedingter zirkulärer Mobilität (2015)
Zitatform
Strambach, Simone & Hendrik Kohl (2015): Mobilitätsdynamiken und Wissensarbeit. Zum Wandel berufsbedingter zirkulärer Mobilität. In: Raumforschung und Raumordnung, Jg. 73, H. 4, S. 257-268. DOI:10.1007/s13147-015-0355-6
Abstract
"In der jüngeren Mobilitätsforschung wird festgestellt, dass mobile und komplexere Arbeits- und Lebensformen an Bedeutung gewinnen. Diese sind eng verbunden mit dem sozioökonomischen Strukturwandel zur Wissensökonomie und mit Veränderungen in der Organisation von Erwerbsarbeit. Vereinzelte empirische Erkenntnisse deuten darauf hin, dass 'Wissensarbeitende' mobiler sind als andere Erwerbstätige. Die genauen Zusammenhänge zwischen wissensintensiven Tätigkeiten und berufsbedingter - insbesondere sogenannter zirkulärer - Mobilität sind aber bislang kaum systematisch beleuchtet worden. Durch die Zusammenführung der interdisziplinären Mobilitätsforschung und der räumlichen Innovations- und Wissensforschung können hier Synergiepotenziale genutzt werden, die es ermöglichen, die fluide raum-zeitliche Bindung von Wissensarbeit und ihre komplexen Implikationen für die berufsbedingte zirkuläre Mobilität differenzierter zu analysieren." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Einstieg in den Arbeitsmarkt für junge Beschäftigte: Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 18/5313) (2015)
Zitatform
(2015): Einstieg in den Arbeitsmarkt für junge Beschäftigte. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 18/5313). (Verhandlungen des Deutschen Bundestages. Drucksachen), 94 S.
Abstract
"Die OECD (OECD - Organisation für wirtschaftliche Zusammenarbeit und Entwicklung) hat aktuell ihren Skills Outlook 2015 veröffentlicht. Der Anteil von befristeten Arbeitsverhältnissen bei jungen Beschäftigten liegt in Deutschland mit knapp 50 Prozent bei der Gruppe der 15- bis 24-Jährigen so hoch wie in kaum einem anderen der untersuchten Länder.
Dazu schreibt SPIEGEL ONLINE mit Bezug auf den OECD-Bericht: 'Befristete Jobs können zwar sinnvoll sein, indem sie jungen Menschen den Einstieg ins Berufsleben erleichtern. Oft sind sie aber auch mit gravierenden Nachteilen verbunden, wie die OECD ausführt: In vielen Fällen können befristet Beschäftigte ihre Fähigkeiten nicht voll in die Arbeit einbringen. Wer einen Zeitvertrag hat, hat auch geringere Chancen, an einer Weiterbildung teilzunehmen. Im schlimmsten Fall können durch die Befristungen daher Kompetenzen verkümmern, warnt die Organisation.'
Vor diesem Hintergrund ist eine genauere Beleuchtung der Arbeitsmarktsituation für junge Beschäftigte notwendig, und es stellt sich die Frage, welche Konsequenzen die Bundesregierung daraus zieht.
Falls zu den genannten Altersgruppen keine Daten vorliegen, wird gebeten, die vorhandenen Daten zu ähnlichen oder vergleichbaren Altersgruppen anzugeben." (Textauszug, IAB-Doku) -
Literaturhinweis
Neue und alte soziale Ungleichheiten: inter- und intragenerationale Mobilitätsprozesse von Männern in Deutschland (2014)
Zitatform
Blossfeld, Pia Nicoletta (2014): Neue und alte soziale Ungleichheiten. Inter- und intragenerationale Mobilitätsprozesse von Männern in Deutschland. Opladen: Budrich UniPress, 223 S.
Abstract
"Welche Faktoren bestimmen die soziale Mobilität in Deutschland? Anhand aktueller Längsschnittdaten aus dem Nationalen Bildungs-Panel zeigt die Autorin auf, dass nach wie vor soziale Herkunft und Bildung entscheidend für den sozialen Status sind und Ungleichheitsstrukturen - wenn auch zum Teil in neuem Gewand - seit Jahren Bestand haben.
Die Untersuchung konzentriert sich auf die Mobilitätsprozesse von Männern, da deren Lebensverläufe bereits ausreichend komplexe Untersuchungsgegenstände sind und ihre berufliche Position und ihr Status auch heute noch zum Großteil die Lebensbedingungen ihrer Familien definieren." (Autorenreferat, IAB-Doku)Weiterführende Informationen
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Literaturhinweis
Offshoring potential and employment dynamics (2014)
Boockmann, Bernhard;Zitatform
Boockmann, Bernhard (2014): Offshoring potential and employment dynamics. (IAW-Diskussionspapiere 111), Tübingen, 36 S.
Abstract
"This study addresses the impact of offshorability (a job characteristic indicating how easily a job can be offshored) on employment changes and worker mobility in Germany. A composite measure of offshorability for German data is used which broadens existing measurements such as Blinder (2009). Contrary to what the literature suggests, there is no evidence that net employment creation is higher in non-offshorable occupations. Furthermore, both hiring and job separation rates decline with offshorability. Results from a discrete-time hazard rate model confirm that the risk of exit from a job is smaller in more offshorable jobs; most of this is due to lower job-to-job mobility. The exception is for low-skilled workers, whose probability of leaving employment to other labour market states is higher if their jobs are more offshorable." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Erneuerung beruflicher Lern- und Karrierewege am Beispiel der Industriekaufleute (2014)
Zitatform
Bromberg, Tabea, Thomas Haipeter & Angelika Kümmerling (2014): Die Erneuerung beruflicher Lern- und Karrierewege am Beispiel der Industriekaufleute. In: WSI-Mitteilungen, Jg. 67, H. 1, S. 25-33. DOI:10.5771/0342-300X-2014-1-25
Abstract
"In den letzten Jahren haben sich die organisatorischen und inhaltlichen Rahmenbedingungen der Arbeit kaufmännischer Angestellter in Industrieunternehmen grundlegend verändert. Am Beispiel der Industriekaufleute untersuchen wir, welche Folgen diese Entwicklungen für die berufliche Fachlichkeit und Entwicklungschancen dieser Berufsgruppe haben. Dabei betrachten wir drei Dimensionen: den Stellenwert der dualen Ausbildung, den Wandel der Lernformen und der Kompetenzentwicklung sowie die internen Karrierepfade in den Unternehmen. Anhand quantitativer und qualitativer Untersuchungen weisen wir nach, dass von einem Bedeutungsverlust der dualen Ausbildung bislang keine Rede sein kann. In der betrieblichen Weiterbildung gewinnen - nicht zuletzt aus Kostengründen - unternehmensinterne, informelle und arbeits- bzw. geschäftsprozessnahe Formen der Qualifizierung an Bedeutung. Die berufliche Ausbildung ist noch immer ein zentraler Pfeiler für den Karriereaufstieg, allerdings erweitert um akademische Qualifizierung und vor dem Hintergrund sinkender Karrierechancen in flacheren Hierarchien." (Autorenreferat, IAB-Doku)
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Literaturhinweis
How to woo the smart ones?: evaluating the determinants that particularly attract highly qualified people to cities (2014)
Zitatform
Buch, Tanja, Silke Hamann, Annekatrin Niebuhr & Anja Rossen (2014): How to woo the smart ones? Evaluating the determinants that particularly attract highly qualified people to cities. (HWWI research paper 159), Hamburg, 37 S.
Abstract
"Human capital is a driving factor of innovation and economic growth. Economic prospects of cities depend on high qualified workers' knowledge and therefore, attracting highly qualified workers plays a fundamental role for cities' prospects. This study contributes to the question which factors primarily determine the mobility-decision of highly qualified workers by investigating the determinants of the migration balance of German cities between 2000 and 2010. Furthermore, it compares the effects of several labour- and amenity-related variables on migration rates of highly qualified workers and the remaining workforce. Findings suggest that local labour market conditions influence the mobility decision but amenities matter too for the high-skilled. The preferences of the highly qualified workers partly differ from those of the rest of the workforce. However, there are also several factors that do not show systematic differences across skill groups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Longitudinal transactions between personality and occupational roles: a large and heterogeneous study of job beginners, stayers, and changers (2014)
Zitatform
Denissen, Jaap J. A., Hannah Ulferts, Oliver Lüdtke, Peter M. Muck & Denis Gerstorf (2014): Longitudinal transactions between personality and occupational roles. A large and heterogeneous study of job beginners, stayers, and changers. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 657), Berlin, 39 S. DOI:10.1037/a0036994
Abstract
"Social norms are central to theoretical accounts of longitudinal person-environment transactions. On the one hand, individuals are thought to select themselves into social roles that fit their personality. On the other hand, it is assumed that individuals' personality is transformed by the socializing pressure of norm demands. These two transactional directions were investigated in a large and heterogeneous 5-year longitudinal subsample of job beginners (n = 640, M age = 21.24), job stayers (n = 4,137, M age = 46.63), and job changers (n= 2,854, M age = 44.68) from the German Socio-Economic Panel. Role demands were coded by both students and labor market experts. To demonstrate transactional effects, cross-lagged structural equation models were estimated. Substantial selection effects were found for both job beginners and job changers. There was also evidence for socialization effects, especially for participants who did not change jobs. Depending on the trait and the subsample that was investigated, selection effects were sometimes corresponsive with socialization effects. Personality role demands were temporally consistent across a four-year period even when individuals changed jobs (heterotypic continuity). This is one of the first empirical demonstrations of the transactional processes that lead to the formation of social niches." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market mobility patterns during the 2008 crisis: inequalities in a comparative perspective (2014)
Zitatform
Erhel, Christine, Mathilde Guergoat-Larivière & Danièle Trancart (2014): Labour market mobility patterns during the 2008 crisis. Inequalities in a comparative perspective. (Centre d'Etudes de l'Emploi. Document de travail 169), Noisy-le-Grand, 34 S.
Abstract
"Using EU-SILC panel data from years 2008 to 2010, this paper builds typologies of labour market sequences over the three years, using a clustering analysis algorithm. The results confirm the importance of individual characteristics (age, gender, education level) in observed labour market mobility patterns. Low-educated youth tend to be disadvantaged across the EU over the two years considered. Gender differences are mainly related to the importance of inactivity. Cross-country differences appear important in terms of medium term labour market trajectories, especially for youth. In particular, the heterogeneity across countries is the highest for low-educated youth. These differences are influenced by the labour market context, but also by the role of education system since sequences including studies are quite frequent." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor market intermediaries make the world smaller (2014)
Gianelle, Carlo;Zitatform
Gianelle, Carlo (2014): Labor market intermediaries make the world smaller. In: Journal of Evolutionary Economics, Jg. 24, H. 5, S. 951-981. DOI:10.1007/s00191-014-0373-5
Abstract
"This paper uses network analysis to study how employment intermediaries have influenced inter-firm worker mobility in a region of Italy, in response to a 1997 reform that introduced temporary employment agencies. Worker reallocations from a matched employer-employee dataset are mapped onto a directed graph where the vertices are firms and the links denote transfers of workers between firms. Temporary employment agencies significantly improve network integration and practicability, while rapidly increasing the control over mobility channels. The trade off inherent in intermediation activity is captured and discussed. The potential of network analysis as a tool for monitoring regional labor markets is highlighted." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A quarter of a century of job transitions in Germany (2014)
Kattenbach, Ralph ; Mayrhofer, Wolfgang ; Loacker, Bernadette ; Lücke, Janine; Schramm, Florian; Latzke, Markus ; Schneidhofer, Thomas M. ;Zitatform
Kattenbach, Ralph, Thomas M. Schneidhofer, Janine Lücke, Markus Latzke, Bernadette Loacker, Florian Schramm & Wolfgang Mayrhofer (2014): A quarter of a century of job transitions in Germany. In: Journal of vocational behavior, Jg. 84, H. 1, S. 49-58. DOI:10.1016/j.jvb.2013.11.001
Abstract
"By examining trends in intra-organizational and inter-organizational job transition probabilities among professional and managerial employees in Germany, we test the applicability of mainstream career theory to a specific context and challenge its implied change assumption. Drawing on data from the German Socio-Economic Panel (GSOEP), we apply linear probability models to show the influence of time, economic cycle and age on the probability of job transitions between 1984 and 2010. Results indicate a slight negative trend in the frequency of job transitions during the analyzed time span, owing to a pronounced decrease in intra-organizational transitions, which is only partly offset by a comparatively weaker positive trend towards increased inter-organizational transitions. The latter is strongly influenced by fluctuations in the economic cycle. Finally, the probability of job transitions keeps declining steadily through the course of one's working life. In contrast to inter-organizational transitions, however, this age effect for intra-organizational transitions has decreased over time." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Should I stay or should I go?: an investigation of graduate regional mobility in the UK and its impact upon early career earnings (2014)
Kidd, Michael; O'Leary, Nigel; Sloane, Peter;Zitatform
Kidd, Michael, Nigel O'Leary & Peter Sloane (2014): Should I stay or should I go?: an investigation of graduate regional mobility in the UK and its impact upon early career earnings. (IZA discussion paper 8325), Bonn, 31 S.
Abstract
"This paper uses HESA data from the Destination of Leavers from Higher Education survey 2003/04 to examine whether more mobile students in terms of choice of institution and location of employment earn more than those who are less mobile. The clear finding is that mobility is associated with superior earnings outcomes, but principally through mobility as it relates to students extending their horizon of job search. A bivariate probit analysis also confirms that there is a positive relationship between regional mobility both in the choice of attending university and the choice of where to take up employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Stay or leave?: race, education, and changing returns to the external labor market strategy, 1976 - 2009 (2014)
Zitatform
Kronberg, Anne-Kathrin (2014): Stay or leave? Race, education, and changing returns to the external labor market strategy, 1976 - 2009. In: Work and occupations, Jg. 41, H. 3, S. 305-349. DOI:10.1177/0730888414535218
Abstract
"Since the 1970s, firm-internal opportunities for advancement have waned, and more employees have switched employers to build their career. The author compares the effect of staying and leaving one's employer and how each career avenue reproduces or alleviates race-based earnings inequality. Using the Panel Study of Income Dynamics 1976 - 2009, the author finds that racial differences among women are unaffected by external mobility. Among men, the effect of switching depends on education: Since the 1970s, the Black - White gap first widened and then narrowed among male high school graduates. In contrast, the race gap first narrowed and then widened among male college graduates." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
From mother to daughter: changes in intergenerational educational and occupational mobility in Germany (2014)
Zitatform
Minello, Alessandra & Hans-Peter Blossfeld (2014): From mother to daughter: changes in intergenerational educational and occupational mobility in Germany. In: International studies in sociology of education, Jg. 24, H. 1, S. 65-84. DOI:10.1080/09620214.2014.895139
Abstract
"Recent decades have seen a dramatic expansion in the educational attainment and occupational opportunities of German women. Both the educational and occupational positions of the mothers and those of their daughters are continuously changing across cohorts. Our study aims to detect the probability of daughters to experience maternal-line intergenerational educational and occupational mobility. Using new data from the National Educational Panel Study of adult cohorts, we analyse successive cohorts of German women born between 1944 and 1984. We demonstrate that the relation between mothers' and daughters' educational and occupational career has changed over time. Maternal-line female mobility has decreased over cohorts. Our results also reveal that the relationship between educational careers and female job mobility has changed. The tertiary level of education has become more relevant across cohorts in preventing downward intergenerational mobility and it has become a prerequisite for taking part in the completion for upward intergenerational mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Exploring the relationship between educational field and transition to parenthood: an analysis of women and men in western Germany (2014)
Oppermann, Anja;Zitatform
Oppermann, Anja (2014): Exploring the relationship between educational field and transition to parenthood. An analysis of women and men in western Germany. In: European Sociological Review, Jg. 30, H. 6, S. 728-749. DOI:10.1093/esr/jcu070
Abstract
"The extensive existing research on the relationship between educational attainment and fertility behaviour has been expanded by adding the new dimension of the specific field of education This article addresses the question of how the educational field influences the transition to parenthood of women and men in western Germany. Using data from the German Socio-Economic Panel (SOEP) (1984 - 2010), discrete-time event history models are applied, looking at the time after graduation up until the first child is born. The results show that educational fields only affect the transition to parenthood for women and not for men. However, the findings also point at the importance of the educational level for the probability of men becoming fathers. High transition rates are found among women educated in both female-dominated and male-dominated fields while low rates are found among women educated in public sector fields. Further analysis implies that the relationship between women's educational field and their transition to parenthood is also affected by an underlying set of person-specific preferences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A new look at intergenerational mobility in Germany compared to the US (2014)
Zitatform
Schnitzlein, Daniel D. (2014): A new look at intergenerational mobility in Germany compared to the US. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 689), Berlin, 35 S.
Abstract
"Motivated by contradictory evidence on intergenerational mobility in Germany, I present a cross-country comparison of Germany and the US, reassessing the question of whether intergenerational mobility is higher in Germany than the US. I can reproduce the standard result from the literature, which states that the German intergenerational elasticity estimates are lower than those for the US. However, based on highly comparable data, even a reasonable degree of variation in the sampling rules leads to similar estimates in both countries. I find no evidence for nonlinearities along the fathers' earnings distribution. In contrast, the analysis shows that mobility is higher for the sons at the lowest quartile of the sons' earnings distribution in both countries. In Germany this result is mainly driven by a high downward mobility of sons with fathers in the upper middle part of the earnings distribution. The corresponding pattern is clearly less pronounced in the US." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupations and the evolution of gender differences in intergenerational socioeconomic mobility (2014)
Schwenkenberg, Julia M.;Zitatform
Schwenkenberg, Julia M. (2014): Occupations and the evolution of gender differences in intergenerational socioeconomic mobility. In: Economics letters, Jg. 124, H. 3, S. 348-352. DOI:10.1016/j.econlet.2014.06.017
Abstract
"This paper analyzes intergenerational mobility experiences of daughters and sons with respect to their fathers' occupational status and documents changes in gender differences over time. While women have been in occupations with lower overall earnings potential, men are more likely to be in occupations characterized by long hours and low returns. The mobility gap in earnings has been closing and a mobility advantage with respect to education has been emerging." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job matching across occupational labour markets (2014)
Zitatform
Stops, Michael (2014): Job matching across occupational labour markets. In: Oxford economic papers, Jg. 66, H. 4, S. 940-958., 2014-05-19. DOI:10.1093/oep/gpu018
Abstract
"The article refers to job matching processes in occupational labour markets in terms of jobs that share extensive commonalities in their required qualifications and tasks. To date, all studies in this field have been based on the assumption that matching processes only transpire within distinct occupational labour markets and that no occupational changes occur. I present theoretical and empirical arguments that undermine the validity of this assumption. I construct an 'occupational topology' based on information about the ways occupational groups may be seen as alternatives in searches for jobs or workers. I then use different empirical models that consider cross-sectional dependency to test the hypothesis that job search and matching occur across occupational labour markets. The results support my hypothesis. The findings suggest that an augmented empirical model should be used that considers job and worker searches across occupational labour markets in estimating job matching elasticities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Career progression, economic downturns, and skills (2013)
Zitatform
Adda, Jerome, Christian Dustmann, Costas Meghir & Jean-Marc Robin (2013): Career progression, economic downturns, and skills. (NBER working paper 18832), Cambridge, Mass., 61 S. DOI:10.3386/w18832
Abstract
"This paper analyzes the career progression of skilled and unskilled workers, with a focus on how careers are affected by economic downturns and whether formal skills, acquired early on, can shield workers from the effect of recessions. Using detailed administrative data for Germany for numerous birth cohorts across different regions, we follow workers from labor market entry onwards and estimate a dynamic life-cycle model of vocational training choice, labor supply, and wage progression. Most particularly, our model allows for labor market frictions that vary by skill group and over the business cycle. We find that sources of wage growth differ: learning-by-doing is an important component for unskilled workers early on in their careers, while job mobility is important for workers who acquire skills in an apprenticeship scheme before labor market entry. Likewise, economic downturns affect skill groups through very different channels: unskilled workers lose out from a decline in productivity and human capital, whereas skilled individuals suffer mainly from a lack of mobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Better workers move to better firms: a simple test to identify sorting (2013)
Zitatform
Bartolucci, Cristian & Francesco Devicienti (2013): Better workers move to better firms. A simple test to identify sorting. (Carlo Alberto notebooks 332), Turin, 51 S.
Abstract
"We propose a simple test that uses information on workers' mobility, wages and firms' profits to identify the sign and strength of assortative matching. The basic intuition underlying our empirical strategy is that, in the presence of positive (negative) assortative matching, good workers are more (less) likely to move to better firms than bad workers. Assuming that agents' payoffs are increasing in their own types, our test exploits within-firm variation on wages to rank workers by their types and firm profits to rank firms. We use a panel data set that combines social security earnings records for workers in the Veneto region of Italy with detailed balance-sheet data for firms. We find robust evidence that positive assortative matching is pervasive in the labor market. This result is in contrast with what we find from correlating the worker and firm fixed effects in standard Mincerian wage equations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational change and status mobility: the detrimental effects of unemployment and the loss of occupation specific human capital (2013)
Zitatform
Bethmann, Arne (2013): Occupational change and status mobility. The detrimental effects of unemployment and the loss of occupation specific human capital. In: Journal for labour market research, Jg. 46, H. 4, S. 307-319., 2013-09-06. DOI:10.1007/s12651-013-0147-9
Abstract
"Der Einfluss von Wechseln des Berufsfeldes auf den sozioökonomischen Status nach Ende der Arbeitslosigkeit wurde in der Literatur bisher wenig berücksichtigt. Wegen des möglichen Verlustes von berufsspezifischem Humankapital wird vermutet, dass dieser Effekt negativ ist. Dies erscheint besonders wahrscheinlich, wenn das betroffene Individuum über spezifisches Humankapital in Form von Berufsbildung verfügt. Mit Hilfe des Panels 'Arbeitsmarkt und Soziale Sicherung' (PASS) wurden die Berufswechsel von arbeitslosen Individuen beim Wiedereinstieg in den Arbeitsmarkt untersucht. Im Vergleich mit Berufswechseln aus Erwerbstätigkeit haben Wechsel in der Arbeitslosengruppe einen stärkeren, negativen Effekt auf die Differenz im sozioökonomischen Status zwischen dem letzten und dem aktuellen Job. Der International Socio-Economic Index (ISEI) wurde dabei als Statusmaß verwendet. Für Arbeitslose ohne berufliche Bildung wurden keine signifikanten Effekte gefunden, wohingegen solche mit Berufsbildung deutliche Statusverluste hinnehmen mussten. Zusammenfassend scheint sich der Verlust von berufsspezifischem Humankapital durch den Wechsel des Berufes negativ auf die sozioökonomische Situation von arbeitslosen Personen nach der Wiederbeschäftigung auszuwirken. Dies sollte berücksichtigt werden, wenn im Rahmen von arbeitsmarktpolitischen Maßnahmen ein erhöhter Druck auf die Arbeitslosen ausgeübt wird ihren Beruf zu wechseln, um schneller wieder in Arbeit zu kommen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Income inequality, equality of opportunity, and intergenerational mobility (2013)
Corak, Miles;Zitatform
Corak, Miles (2013): Income inequality, equality of opportunity, and intergenerational mobility. (IZA discussion paper 7520), Bonn, 28 S.
Abstract
"Families, labor markets, and public policies all structure a child's opportunities and determine the extent to which adult earnings are related to family background. Cross-country comparisons and the underlying trends suggest that these drivers will most likely lower the degree of intergenerational earnings mobility for the next generation of Americans coming of age in a more polarized labor market, while the substantial rise in the income shares of the top 1 percent, their access to sources of high-quality human capital investment for their children, and the intergenerational transmission of employers and wealth will imply a much higher rate of transmission of economic advantage at the very top." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen in: The Journal of Economic Perspectives, -
Literaturhinweis
Lohnt sich ein Auslandsaufenthalt während des Studiums?: Ergebnisse der Evaluierung eines Förderprogrammes (2013)
Zitatform
Euler, Hanns Peter, Ursula Rami, Evelyne Glaser, Gerhard Reber & Johann Bacher (2013): Lohnt sich ein Auslandsaufenthalt während des Studiums? Ergebnisse der Evaluierung eines Förderprogrammes. In: Die Betriebswirtschaft, Jg. 73, H. 5, S. 425-447.
Abstract
"Der Nachweis der Wirkungen von geförderten studienbezogenen Auslandsaufenthalten hinsichtlich der angestrebten Ziele blieb international bisher aus. Am Beispiel des Kepler-Internationalisierungsprogrammes wurden zwei repräsentative Samples von Absolventen mit und ohne Auslandsaufenthalte (jeweils mit ca. n = 500) miteinander verglichen. Programmexterne Einflüsse konnten methodisch so gut wie ausgeschlossen werden. Das Ergebnis zeigt eindeutige Vorteile durch Auslandsaufenthalte sowohl hinsichtlich des Erwerbes von überfachlichen Kompetenzen als auch im späteren Berufsweg der Absolventen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Trends in sector switching: evidence from employer-employee data (2013)
Zitatform
Frederiksen, Anders & Jesper Rosenberg Hansen (2013): Trends in sector switching. Evidence from employer-employee data. (University Aarhus. Economics working paper 2013-11), Aarhus, 34 S.
Abstract
"Sector switching is new to the public administration literature and our knowledge about the prevalence and trends is limited. Yet, sector switching is an important phenomenon which casts light on public-private differences. We study sector switching in a modern economy using unique Danish register-based employer-employee data covering more than 25 years. We find that sector switching constitutes 18.5 percent of all job-to-job mobility and the trend is increasing both in general, for administrative professionals, for top managers and, in particular, for middle managers. These findings are robust to controlling for general trends in labour market mobility, unemployment and economic growth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Repeated job quits: stepping stones or learning about quality? (2013)
Zitatform
Gielen, Anne C. (2013): Repeated job quits. Stepping stones or learning about quality? In: IZA journal of European Labor Studies, Jg. 2, S. 1-22. DOI:10.1186/2193-9012-2-7
Abstract
"Increasing labor mobility is high on the political agenda because of its supposedly positive effects on labor market functioning. However, little attention has been paid to information imperfections, and to what extent they limit potential efficiency gains of labor mobility. When the quality of a new job offer is known ex ante, job quits serve as a stepping stone to better jobs. Yet, if job quality is only observed ex post, job quits may lead to worse matches. This paper argues that actual job quit behavior is characterized by a mixture of both, and investigates the relative empirical content of both extremes in quit decisions. A variance decomposition shows that for nearly 70% of job quits job quality was observed ex-ante; the remaining 30% was learned ex post. Hence, stimulating job mobility mostly improves labor market outcomes, though governments may aim to further reduce information imperfections in order to maximize the efficacy of labor policies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Statusinkonsistenz revisited! Prekarisierungsprozesse und soziale Positionierung (2013)
Grimm, Natalie;Zitatform
Grimm, Natalie (2013): Statusinkonsistenz revisited! Prekarisierungsprozesse und soziale Positionierung. In: WSI-Mitteilungen, Jg. 66, H. 2, S. 89-97. DOI:10.5771/0342-300X-2013-2-89
Abstract
"Der Beitrag geht aufgrund eigener empirischer Untersuchungen und zahlreicher Hinweise aus Forschungen zu prekärer Arbeit und sozialer Mobilität von der These aus, dass immer mehr Individuen unterschiedlicher sozialer Schichtungen mit Statusunsicherheiten, brüchigen Statuskombinationen und Statusverlustängsten umgehen müssen. Dennoch bleiben sowohl die Auswirkungen dieser Statusturbulenzen auf das subjektive Erleben von Individuen, deren Handlungsstrategien und Zukunftserwartungen als auch das Verhältnis von Prekarisierungsprozessen und sozialer Positionierung Leerstellen in der wissenschaftlichen Diskussion. Um diese Lücken zu schließen, wird vorgeschlagen, das lange Zeit in der Ungleichheitsdiskussion eher randständige Konzept der Statusinkonsistenz methodisch zu modifizieren und damit für die arbeitssoziologisch geprägte Prekarisierungsforschung nutzbar zu machen. Mit qualitativ-rekonstruktiven Forschungsansätzen ist es möglich, sozialbiografische Statusinkonsistenzen, die durch Veränderungen in der Arbeitswelt und die Einführung des SGB II entstehen, sichtbar zu machen sowie deren individuelle und gesellschaftliche Folgen zu untersuchen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Reference groups: a missing link in career studies (2013)
Zitatform
Grote, Gudela & Douglas T. Hall (2013): Reference groups. A missing link in career studies. In: Journal of vocational behavior, Jg. 83, H. 3, S. 265-279. DOI:10.1016/j.jvb.2013.05.001
Abstract
"Careers unfold within and are bound by multiple social contexts. Newer career concepts have postulated a growing need for personal agency in overcoming structural constraints, especially organizational and occupational boundaries. As a consequence, research has focused more on the individual than on contextual factors. In order to answer recent criticism of this unbalanced view we argue that the impact of reference groups needs to be better understood, both as social drivers of agentic behavior and as social constraints that, for instance, reduce the permeability of boundaries. Drawing on identity theories and social network literature we suggest a classification of reference groups in which social domains (e.g., organization, occupation, family, friends), types of groups (known people, abstract social categories), and functions (normative, comparative, supportive) are distinguished. The reference group classification is employed to discuss extant career research and to propose three directions for future research: a) Fuller consideration of different social domains beyond the employing organization for a more complete understanding of social influences in contemporary careers; b) exploration of the possibly growing relevance of abstract social categories as referents, especially for subjective career success; and c) systematic analysis of the interaction between normative, comparative, and supportive functions of individuals' social networks. Across these themes, possible negative influences of reference groups and effects of imposed rather than chosen referents are also to be considered. Implications of the suggested research for better understanding the interaction between structure and agency in shaping careers and career identity are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does the use of worker flows improve the analysis of establishment turnover?: evidence from German administrative data (2013)
Hethey-Maier, Tanja; Schmieder, Johannes F.;Zitatform
Hethey-Maier, Tanja & Johannes F. Schmieder (2013): Does the use of worker flows improve the analysis of establishment turnover? Evidence from German administrative data. (NBER working paper 19730), Cambridge, Mass., 42 S. DOI:10.3386/w19730
Abstract
"Administrative datasets provide an excellent source for detailed analysis of establishment entries and exits on a fine and disaggregate level. However, administrative datasets are not without problems: restructuring and relabeling of firms is often poorly measured and can create large biases. Information on worker flows between establishments can potentially alleviate these measurement issues, but it is typically hard to judge how well correction algorithms based on this methodology work. This paper evaluates the use of the worker flow methodology using a dataset from Germany, the Establishment History Panel. We first document the extent of misclassification that stems from relying solely on the first and last appearance of the establishment identifier (EID) to identify openings and closings: Only about 35 to 40 percent of new and disappearing EIDs with more than 3 employees are likely to correspond to real establishment entries and exits. We provide 3 pieces of evidence that using a classification system based on worker flows is superior to using EIDs only: First, establishment birth years generated using the worker flow methodology are much higher correlated with establishment birth years from an independent survey. Second, establishment entries and exits which are identified using the worker flow methodology move closely with the business cycle, while events which are identified as simple ID changes are not. Third, new establishment entries are small and show rapid growth, unlike new EIDs that correspond to ID changes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Diverging top and converging bottom: labour flexibilization and changes in career mobility in the USA (2013)
Kim, Young-Mi;Zitatform
Kim, Young-Mi (2013): Diverging top and converging bottom. Labour flexibilization and changes in career mobility in the USA. In: Work, employment and society, Jg. 27, H. 5, S. 860-879. DOI:10.1177/0950017012464418
Abstract
"The purpose of this study is to explore changes in career mobility in the US labour market during the late 1990s and early 2000s, a period in which career boundaries weakened and workers' employment options became increasingly flexible. Using multiple panel data of a nationally representative sample of US employees between 1990 and 2003, the pattern of workers' short-term movement across various types of boundaries in the labour market is analysed, as well as change over time and by skill group. The result shows that although the probability of switching firms increased for all workers, the career trajectories of lower-skilled groups showed increasingly opposite trends from those of higher-skilled groups. In particular, occupational immobility was reduced significantly for workers in lower-skilled occupations, yet their changes of occupation occurred mainly within their origin class, resulting in strengthening of class boundaries. Implications of this finding are discussed in light of recent debate on class stratification." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intergenerational occupational mobility in Great Britain and the United States since 1850 (2013)
Long, Jason; Ferrie, Joseph;Zitatform
Long, Jason & Joseph Ferrie (2013): Intergenerational occupational mobility in Great Britain and the United States since 1850. In: The American economic review, Jg. 103, H. 4, S. 1109-1137. DOI:10.1257/aer.103.4.1109
Abstract
"The US tolerates more inequality than Europe and believes its economic mobility is greater than Europe's, though they had roughly equal rates of intergenerational occupational mobility in the late twentieth century. We extend this comparison into the nineteenth century using 10,000 nationally-representative British and US fathers and sons. The US was more mobile than Britain through 1900, so in the experience of those who created the US welfare state in the 1930s, the US had indeed been 'exceptional'. The US mobility lead over Britain was erased by the 1950s, as US mobility fell from its nineteenth century levels." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Interpreting trends in intergenerational income mobility (2013)
Zitatform
Nybom, Martin & Jan Stuhler (2013): Interpreting trends in intergenerational income mobility. (IZA discussion paper 7514), Bonn, 39 S.
Abstract
"We examine how intergenerational income mobility responds to structural changes in a simple theoretical model of intergenerational transmission, deviating from the existing literature by explicitly analyzing the transition path between steady states. We find that mobility depends not only on current but also on past transmission mechanisms, such that changing policies, institutions or economic conditions may generate long-lasting trends. Variation in mobility levels across countries may thus be partly explained by differences in former institutions; current mobility trends may be caused by institutional changes in the past. We further find that transitions between steady states tend to be non-monotonic. Changes in the relative returns to different skills or a shift towards a less plutocratic and more meritocratic economy raise mobility initially, but also generate a negative trend over subsequent generations. Times of change thus tend to be times of high mobility, and declining mobility today may not reflect a recent deterioration of equality of opportunity but rather major improvements made in the past." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Chancengerechtigkeit durch Aufstiegsmobilität: Kurzstudie auf Basis des Sozio-oekonomischen Panels (SOEP). Gutachten (2013)
Schäfer, Holger; Schmidt, Jörg;Zitatform
Schäfer, Holger & Jörg Schmidt (2013): Chancengerechtigkeit durch Aufstiegsmobilität. Kurzstudie auf Basis des Sozio-oekonomischen Panels (SOEP). Gutachten. Köln, 31 S.
Abstract
"Die verteilungspolitische Diskussion in Deutschland fokussiert sich stark auf den Vergleich von Querschnittsbetrachtungen: Wie sich die Armutsquote entwickelt hat, wie die Arbeitslosenquote usw. Kaum weniger bedeutsam ist jedoch die Längsschnittperspektive: Was ist aus denen geworden, die vor einigen Jahren arm oder arbeitslos waren? Diese Sichtweise hat eine eigenständige Bedeutung für die empfundene soziale Gerechtigkeit. Einkommensunterschiede werden eher akzeptiert, wenn jeder die Chance auf sozialen Aufstieg hat. Gleichsam würde Arbeitslosigkeit nicht als katastrophaler Einschnitt in das Leben erfahren, wenn Aussicht auf schnelle Wiedereingliederung ins Berufsleben besteht. Die vorliegende Studie trägt dazu bei, das bestehende empirische Defizit dieser Längsschnittperspektive zu verringern. Dazu werden zwei Perspektiven untersucht: Die Teilhabe am Arbeitsmarkt und die gesellschaftliche Partizipation gemessen an der relativen Einkommensposition. Möglich wird die Analyse durch Nutzung des Sozio-ökonomischen Panels, einer jährlichen Wiederholungsbefragung von ca. 20.000 Personen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Lohn- und Einkommensmobilität in Deutschland: Ursachen, Interdependenzen und empirische Befunde (2013)
Schäfer, Holger; Schröder, Christoph; Schmidt, Jörg;Zitatform
Schäfer, Holger, Jörg Schmidt & Christoph Schröder (2013): Lohn- und Einkommensmobilität in Deutschland. Ursachen, Interdependenzen und empirische Befunde. In: IW-Trends, Jg. 40, H. 1, S. 101-118. DOI:10.2373/1864-810X.13-01-07
Abstract
"Die Lohnmobilität ist in Deutschland langfristig konstant geblieben, während die Einkommensmobilität im Trend gesunken ist. Gleichwohl geht jeder dritte Einkommensaufstieg oder -abstieg mit dem Wechsel der Lohnposition einher. Die insgesamt sinkende Einkommensmobilität zeigt sich bei fast allen Haushaltstypen und auch weitgehend unabhängig vom Erwerbsstatus. Neu- oder Wiedereinsteiger auf dem Arbeitsmarkt haben den Trend fallender Mobilität in den letzten Jahren allerdings wieder umkehren können. Sowohl bei den Verdiensten als auch beim Äquivalenzeinkommen führt ein hohes Bildungsniveau zu einer erhöhten Aufstiegschance und zu einer verminderten Abstiegsgefahr. Die größte Erhöhung der Aufstiegschancen ergibt sich durch den Wechsel aus einer Phase der Nicht-Erwerbstätigkeit in Erwerbstätigkeit. Daran hat sich seit 2005 nichts Wesentliches geändert. Auch der Einfluss der Lohnmobilität auf die Einkommensmobilität ist seit Mitte der 2000er Jahre nicht markant schwächer geworden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Theory of worker turnover and knowledge transfer in high-technology industries (2013)
Zitatform
Shankar, Kameshwari & Suman Ghosh (2013): Theory of worker turnover and knowledge transfer in high-technology industries. In: Journal of Human Capital, Jg. 7, H. 2, S. 107-129. DOI:10.1086/671188
Abstract
"This paper builds a theoretical model to address evidence on labor mobility patterns in high-technology firms engaged in R&D. Worker turnover in these industries enables the efficient transfer of R&D knowledge across firms in a production environment characterized by volatile returns to R&D investment.We show that both the size and composition of labor turnover are affected by the extent to which R&D knowledge can be transferred and applied across the production processes of different firms. Our analysis also provides implications of such labor mobility for industry growth. We explain how labor turnover in the presence of knowledge transfer has contributed to the success of the high-technology cluster in Silicon Valley." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Inter- und intragenerationale soziale Mobilität: eine simultane Analyse unter Verwendung von Wachstumskurven (2013)
Zitatform
Stawarz, Nico (2013): Inter- und intragenerationale soziale Mobilität. Eine simultane Analyse unter Verwendung von Wachstumskurven. In: Zeitschrift für Soziologie, Jg. 42, H. 5, S. 385-404.
Abstract
"In diesem Beitrag wird soziale Mobilität auf der Basis von Daten des Sozio-oekonomischen Panels (SOEP) analysiert. Die Modellierung von Wachstumskurven als Mehrebenenansatz ermöglicht es, eine Reihe von Problemen der bisherigen Forschung anzugehen und eine simultane Analyse von inter- und intragenerationaler Mobilität durchzuführen. Die Befunde verdeutlichen, dass die soziale Mobilität nach dem Abschluss der Ausbildung deutlich nachlässt und vom weiteren Verlauf einer Berufskarriere relativ unberührt bleibt. Einen beträchtlichen Einfluss auf den ersten Beruf sowie auf den Karriereverlauf einer Person haben vor allem der Schulabschluss und die sozioökonomische Herkunft. Darüber hinaus determinieren differente Opportunitätsstrukturen das Berufsprestige zu Beginn der Karriere. Insgesamt erscheint die Modellierung von Wachstumskurven als vielversprechende Methode für die Integration und Fortentwicklung des Forschungsstandes zu sozialer Mobilität." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Money on the table?: firms' and workers' gains from productivity spillovers through worker mobility (2013)
Zitatform
Stoyanov, Andrey & Nikolay Zubanov (2013): Money on the table? Firms' and workers' gains from productivity spillovers through worker mobility. (IZA discussion paper 7702), Bonn, 54 S.
Abstract
"We estimate how much of the gains from productivity spillovers through worker mobility is retained by the hiring firms, by the workers who bring spillovers, and by the other workers. Using linked employer-employee data from Danish manufacturing for the period 1995-2007, we find that at least two-thirds of the total output gain of 0.11% per year is netted by the firms, while the workers who bring spillovers receive at most 6% of it as the wage premium. The large share retained by the firms implies that spillovers through worker mobility are mostly a positive externality to them." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does education expansion increase intergenerational mobility? (2013)
Zitatform
Zhong, Hai (2013): Does education expansion increase intergenerational mobility? In: Economica, Jg. 80, H. 320, S. 760-773. DOI:10.1111/ecca.12032
Abstract
"Education expansion may lead to 'over-education', where the social connections of parents may exert more significant influence on the return to education of children. With the assumption of a positive correlation between return on human capital and parental income in the presence of over-education, we show that: (i) the expansion of education may cause horizontal inequity in education opportunities and inefficiency in human capital accumulation; (ii) the positive correlation between return on human capital and parental income causes a more persistent intergenerational immobility; (iii) an expansion of education (especially higher education) leads to more persistent intergenerational immobility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational and locational substitution: measuring the effect of occupational and regional mobility (2012)
Zitatform
Aldashev, Alisher (2012): Occupational and locational substitution. Measuring the effect of occupational and regional mobility. In: Labour, Jg. 26, H. 1, S. 108-123. DOI:10.1111/j.1467-9914.2011.00542.x
Abstract
"The paper analyses the effects of occupational and regional mobility on the matching rate using monthly panel data disaggregated at the regional and occupational level. The main contribution of the paper is to measure the effect of substitutability between vacancies in different occupations, and vacancies in different regions on the matching rate. The estimates indicate higher regional mobility in West Germany but higher occupational mobility in East Germany. The results show that if occupations were perfect substitutes, then the number of matches could increase by 5-9 per cent. Perfect regional mobility would increase matchings by 5-15 per cent. It is also shown that partial aggregation causes a downward bias in substitutability estimates." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The firm as the locus of social comparisons: internal labor markets versus up-or-out (2012)
Zitatform
Auriol, Emmanuelle, Guido Friebel & Frauke Lammers (2012): The firm as the locus of social comparisons. Internal labor markets versus up-or-out. (IZA discussion paper 6343), Bonn, 44 S.
Abstract
"We suggest a parsimonious dynamic agency model in which workers have status concerns. A firm is a promotion hierarchy in which a worker's status depends on past performance. We investigate the optimality of two types of promotion hierarchies: (i) internal labor markets, in which agents have a job guarantee, and (ii) 'up-or-out', in which agents are fired when unsuccessful. We show that up-or-out is optimal if success is difficult to achieve. When success is less hard to achieve, an internal labor market is optimal provided the payoffs associated with success are moderate. Otherwise, up-or-out is, again, optimal. These results are in line with observations from academia, law firms, investment banks and top consulting firms. Here, up-or-out dominates, while internal labor markets dominate where work is less demanding or payoffs are more compressed, for instance, because the environment is less competitive. We present some supporting evidence from academia, comparing US with French economics departments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of career adaptabilities for mid-career changers (2012)
Zitatform
Brown, Alan, Jenny Bimrose, Sally-Anne Barnes & Deirdre Hughes (2012): The role of career adaptabilities for mid-career changers. In: Journal of vocational behavior, Jg. 80, H. 3, S. 754-761. DOI:10.1016/j.jvb.2012.01.003
Abstract
"Career adaptability is mediated by personality factors and socio-psychological processes, with learning playing an important role. Using a five-fold career adapt-abilities competency framework (defined here as control, curiosity, commitment, confidence and concern), which was developed from the international quantitative study that is the focus of this special edition, an explicitly qualitative study of the career biographies of mid-career changers from two European countries was undertaken. Data from 64 in-depth interviews with adults in contrasting labor markets from Norway and the UK were analysed deductively, using a career adapt-abilities framework. Results demonstrate the utility of the framework, as well as how adaptive adults used both formal and informal learning to develop career adapt-ability competencies, over time, across occupations and occupational sectors. A key conclusion relates to how this career adapt-abilities competency framework could be used to motivate adults in mid-career to adopt behaviors that help them effect positive career change." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
To be or not to be... a scientist? (2012)
Zitatform
Chevalier, Arnaud (2012): To be or not to be... a scientist? (IZA discussion paper 6353), Bonn, 26 S.
Abstract
"Policy makers generally advocate that to remain competitive countries need to train more scientists. Employers regularly complain of qualified scientist shortages blaming the higher wages in other occupations for luring graduates out of scientific occupations. Using a survey of recent British graduates from Higher Education we report that fewer than 50% of science graduates work in a scientific occupation three years after graduation. The wage premium observed for science graduates stems from occupational choice rather than a science degree. Accounting for selection into subject and occupation, the returns to working in a scientific occupation reaches 18% and there is no return to a science degree outside scientific occupations. Finally, scientists working in a scientific occupation are more satisfied with their educational and career choices, which suggests that those not working in these occupations have been pushed out of careers in science." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The healthy fright of losing a good one for a bad one (2012)
Zitatform
Cristini, Annalisa, Federica Origo & Sara Pinoli (2012): The healthy fright of losing a good one for a bad one. (IZA discussion paper 6348), Bonn, 18 S.
Abstract
"In this paper we study the effect of different degrees of employment protection on absenteeism, paying attention to differences between workers moving from protected jobs to insecure jobs, on the one hand, and workers moving from insecure to secure jobs, on the other hand. Using a large representative sample of Italian workers, we show that workers' reaction in terms of sickness leave is not symmetric: losing protection (bad news) is more effective than gaining it (good news). We claim that this asymmetry is consistent with the behavior of financial markets responding to good and bad news. In our case, workers react in a more prudential way to improvements in their employment status ('wait and see' strategy), while they do immediately adjust to worsening job security by showing off healthy behavior." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitsmarkterfordernis berufliche Mobilität: Geschlechtergleichheit in der Krise? (2012)
Dauber, Andrea S.;Zitatform
Dauber, Andrea S. (2012): Arbeitsmarkterfordernis berufliche Mobilität: Geschlechtergleichheit in der Krise? Opladen: Budrich, 375 S.
Abstract
"Mit Hilfe des ersten repräsentativen Datensatzes zur beruflich induzierten räumlichen Mobilität in ausgewählten Ländern Europas untersucht die Autorin in einer geschlechterdifferenzierenden Perspektive für Deutschland, welche Auswirkungen berufliche Mobilität in Paarbeziehungen auf die Aspekte Erwerbsumfang, häusliche Arbeitsteilung und Kinderbetreuung hat. Vor dem Hintergrund der theoretischen und empirischen Debatte zur geschlechtsspezifischen sozialen Ungleichheit sind weitere wichtige Dimensionen der Übergang zur Elternschaft sowie Partnerschaftsgründungen mobiler Männer und Frauen per se. Dabei kann ein allgemeiner und übergreifender negativer Effekt beruflicher Mobilität auf die diskutierten Aspekte mit den vorhandenen Daten nicht ohne Weiteres konstatiert werden. In jeweils spezifischen Paarkonstellationen ist ein negativer Effekt beruflicher Mobilität jedoch statistisch nachweisbar. Dies gilt insbesondere für den Bereich Elternschaft." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The mover's advantage: scientific performance of mobile academics (2012)
Zitatform
Franzoni, Chiara, Giuseppe Scellato & Paula Stephan (2012): The mover's advantage. Scientific performance of mobile academics. (NBER working paper 18577), Cambridge, Mass., 45 S. DOI:10.3386/w18577
Abstract
"We investigate performance differentials associated with mobility for research active scientists residing in a broad spectrum of countries and working in a broad spectrum of fields using data from the GlobSci survey. We distinguish between two categories of mobile scientists: (1) those studying or working in a country other than that of origin and (2) those who have returned to their native country after a spell of study or work abroad. We compare the performance of these mobile scientists to natives who have never experienced a spell of mobility and are studying or working in their country of origin. We find evidence that mobile scientists perform better than those who have not experienced mobility. Among the mobile, we find some evidence that those who return perform better than the foreign born save in the United States, suggesting that positive selection is not at work in determining who remains outside the country. This is supported by the finding that for most countries the performance of returnees is no different than that of compatriots who remain abroad after controlling for other effects." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
To move or not to move to find a new job: spatial duration time model with dynamic covariate effects (2012)
Zitatform
Kauermann, Göran & Nina Westerheide (2012): To move or not to move to find a new job. Spatial duration time model with dynamic covariate effects. In: Journal of applied statistics, Jg. 39, H. 5, S. 995-1009. DOI:10.1080/02664763.2011.634394
Abstract
"The aim of this paper is to show the flexibility and capacity of penalized spline smoothing as estimation routine for modelling duration time data. We analyse the unemployment behaviour in Germany between 2000 and 2004 using a massive database from the German Federal Employment Agency. To investigate dynamic covariate effects and differences between competing job markets depending on the distance between former and recent working place, a functional duration time model with competing risks is used. It is build upon a competing hazard function where some of the smooth covariate effects are allowed to vary with unemployment duration. The focus of our analysis is on contrasting the spatial, economic and individual covariate effects of the competing job markets and on analysing their general influence on the unemployed's re-employment probabilities. As a result of our analyses, we reveal differences concerning gender, age and education. We also discover an effect between the newly formed and the old West German states. Moreover, the spatial pattern between the considered job markets differs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Berufliche Mobilität in Deutschland: Wechsel konzentrieren sich auf wenige Berufe (2012)
Kropp, Per; Schmillen, Achim;Zitatform
Kropp, Per & Achim Schmillen (2012): Berufliche Mobilität in Deutschland: Wechsel konzentrieren sich auf wenige Berufe. In: IAB-Forum H. 2, S. 52-59., 2012-11-15. DOI:10.3278/IFO1202W052
Abstract
"Das duale Ausbildungssystem ist flexibler als sein Ruf. Immerhin ein Drittel der Ausbildungsabsolventen ist drei Jahre später in einem anderen als dem gelernten Beruf tätig. Allerdings ist die berufliche Stabilität je nach Ausbildungsberuf sehr unterschiedlich. Idealtypisch lassen sich 13 Gruppen von Berufen identifizieren, innerhalb derer das Gros der Berufswechsel stattfindet. Dies könnte für Berufsberater ein nützliches Instrument sein, um potenziellen Berufswechslern realistische Alternativen aufzuzeigen." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Kropp, Per; -
Literaturhinweis
Trends in occupational mobility in France: 1982-2009 (2012)
Zitatform
Lalé, Etienne (2012): Trends in occupational mobility in France: 1982-2009. In: Labour economics, Jg. 19, H. 3, S. 373-387. DOI:10.1016/j.labeco.2012.03.005
Abstract
"Are labor markets more turbulent now than thirty years ago? Most job and worker flows imply that the answer is 'no', with one exception: occupational mobility, which increased substantially in the United States. This paper remedies the lack of comparable evidence by focusing on France for the years 1982 to 2009. After correcting for various statistical biases and discrepancies that affect the measurement of occupational mobility, it documents this reallocation process overall and in different subgroups. The data reveal that, over the period considered, the fraction of workers switching occupation exhibits no trend in the aggregate because changing demographics mask increases in mobility within several age and education groups. After taking these composition effects into account, occupational mobility increased sharply in France as well." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The relationship between external job mobility and salary attainment across career stages (2012)
Zitatform
Lam, Simon S. K., Thomas W. H. Ng & Daniel C. Feldman (2012): The relationship between external job mobility and salary attainment across career stages. In: Journal of vocational behavior, Jg. 80, H. 1, S. 129-136. DOI:10.1016/j.jvb.2011.05.002
Abstract
"The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary benefits for employees in mid- and late career stages. Data collected from multiple industries in Hong Kong and the United States consistently show that, as expected, highly mobile early-career employees earn significantly greater salaries than their less mobile peers do. The positive effects of external job mobility on salary were stronger for early-career workers than for mid-and late-career workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Integrating turnover reasons and shocks with turnover decision processes (2012)
Zitatform
Maertz, Carl P. & Kayla R. Kmitta (2012): Integrating turnover reasons and shocks with turnover decision processes. In: Journal of vocational behavior, Jg. 81, H. 1, S. 26-38. DOI:10.1016/j.jvb.2012.04.002
Abstract
"We interviewed and classified 186 quitters from many jobs and organizations via a theoretically based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. 'Impulsive-type quitters,' with neither a job offer in hand nor turnover plan when they quit, reported poor management, work stress, and family demands as frequent turnover reasons, with manager conflicts and family events as frequent shocks. 'Comparison quitters,' who had a job offer in hand and no plan, reported pay and advancement opportunities as top reasons with information about an alternative job being the most frequent shock. 'Preplanned quitters,' who had a definite plan to quit well in advance, reported relocation and life/career changes as frequent reasons, with increasing family demand, relocation, and school starting as frequent shocks. 'Satisficing quitters,' who made a plan conditional on getting an acceptable job offer, reported pay, poor management, work responsibilities, and work schedules as frequent reasons. Implications of these and other findings are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A theory of occupational choice with endogenous fertility (2012)
Zitatform
Mookherjee, Dilip, Silvia Prina & Debraj Ray (2012): A theory of occupational choice with endogenous fertility. In: American Economic Journal. Microeconomics, Jg. 4, H. 4, S. 1-34. DOI:10.1257/mic.4.4.1
Abstract
"Theories based on partial equilibrium reasoning alone cannot explain the widespread negative cross-sectional correlation between parental wages and fertility, without restrictive assumptions on preferences and childcare costs. We argue that incorporating a dynamic general equilibrium analysis of returns to human capital can help explain observed empirical patterns. Other by-products of this theory include explanations for intergenerational mobility without stochastic shocks, connections between mobility and fertility patterns, and locally determinate steady states. Comparative statics exercises on steady states shed light on the effects of education, childcare subsidies, child labor regulations, and income redistribution policy on long run living standards." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lohnentwicklung 1994 bis 2008: Berufswechsler in Deutschland und Großbritannien (2012)
Zitatform
Nisic, Natascha & Parvati Trübswetter (2012): Lohnentwicklung 1994 bis 2008: Berufswechsler in Deutschland und Großbritannien. (IAB-Kurzbericht 01/2012), Nürnberg, 8 S.
Abstract
"Das Ausmaß beruflicher Mobilität wird häufig als Indikator für die Flexibilität von Arbeitsmärkten gesehen. Aus gesamtwirtschaftlicher Perspektive steht dabei die Anpassungsfähigkeit an den Strukturwandel im Vordergrund. Aus Sicht der einzelnen Arbeitnehmer eröffnen berufliche Veränderungen die Möglichkeit, in attraktivere Berufe zu wechseln. Hier werden die kurz- und langfristigen Effekte eines Berufswechsels auf die Löhne von abhängig Beschäftigten in Deutschland und Großbritannien untersucht. Dabei zeigt sich die Bedeutung institutioneller Rahmenbedingungen, die zum Teil sehr unterschiedliche Erwerbs- und Arbeitsmarktchancen für Arbeitnehmer erzeugen." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Trübswetter, Parvati; -
Literaturhinweis
Perceived career challenges and response strategies of women in the advanced technology sector (2012)
Orser, Barbara; Stanley, Joanne; Riding, Allan;Zitatform
Orser, Barbara, Allan Riding & Joanne Stanley (2012): Perceived career challenges and response strategies of women in the advanced technology sector. In: Entrepreneurship and Regional Development, Jg. 24, H. 1/2, S. 73-93.
Abstract
"The objective of this study is to gain a better understanding of the perceived barriers to career advancement specific to women in the advanced technology sectors. Strategies employed in response to perceived barriers are also examined. Empirical results are based on analysis of qualitative data from a sample of 115 women members of Canadian Women in Technology. Personal-, firm- and industry-level barriers to career advancement were documented. The respondents attributed a high proportion of the challenges they encountered to gender. Respondents were most likely to resolve challenges through personal, or 'do-it-yourself', solutions. Few cited firm- or industry-related support structures. While mentoring was identified as a frequently used response strategy through which women address career challenges, the majority of firms in the advanced technology sector lack sufficient numbers of suitable women mentors. The lack of mentorship opportunities is particularly acute for women entrepreneurs. The findings are discussed from the context of contradictions between an industry need to attract and retain entrepreneurial talent and respondents' perceived career barriers. Industry-level remedial strategies are advanced in the form of: a women's mentoring programme; case studies about successful women entrepreneurs and a website to inform women about career advancement strategies. The programmes were designed by the research team to respond to the challenges cited by women and were implemented in cooperation with the trade association as a critical component of an on-going applied research programme." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Non-linear effects of comparison income in quit decisions: status versus signal! (2012)
Zitatform
Pfeifer, Christian & Stefan Schneck (2012): Non-linear effects of comparison income in quit decisions. Status versus signal! In: Labour, Jg. 26, H. 3, S. 356-368. DOI:10.1111/j.1467-9914.2012.00549.x
Abstract
"This research note utilizes German matched employer-employee data to investigate the relationship between mobility and relative wage positions within establishments for workers without university degrees. The main innovation involves the examination of non-linear effects, because previous literature mainly analyses mean linear effects. Our random-effects probit estimates of mobility suggest a non-linear U-shaped effect with respect to relative standing. This is plausible because workers in low relative wage positions might quit because of their low status and those in high relative wage positions because of their low career advancement opportunities. Consideration of non-linearities, thus, is a major improvement for the analysis of the effects of relative wage positions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unemployment insurance and job turnover in Spain (2012)
Rebollo-Sanz, Yolanda;Zitatform
Rebollo-Sanz, Yolanda (2012): Unemployment insurance and job turnover in Spain. In: Labour economics, Jg. 19, H. 3, S. 403-426. DOI:10.1016/j.labeco.2012.02.008
Abstract
"The aim of this paper is to shed some light on the potential relationships between the unemployment insurance system and labour market turnover. This study assumes the incentives embedded in the unemployment insurance system have a heterogeneous impact, depending on the type of labour market transition (quits versus layoffs and recalls versus new job entrances) and on a worker's attachment to the labour market (gender and type of contract). The layoff hazard rate increases as workers qualify for unemployment benefits, whilst the quit hazard rate remains stable. Similarly, employment inflow increases sharply after the exhaustion of unemployment benefits. The timing and importance of the exit differ between recalls and new job entry and depend on a worker's attachment to the labour market. The results show that unemployment benefits appear to favour job turnover and both firms' and workers' decisions seem to matter" (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
- Ergebnisse aus dem IAB
- Theoretische Konzepte und Methoden
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Berufliche Mobilität in Deutschland
- Institutionelle und sozioökonomische Determinanten beruflicher Mobilität
- Berufliche Mobilität bei Einzelberufen/Berufsgruppen/Fachrichtungen
- Berufliche Mobilität bei besonderen Personengruppen
- Berufliche Mobilität und Qualifikation
- Berufliche Mobilität und Einkommen
- Berufliche Mobilität und Auf-/Abstiegsprozesse
- Berufliche Mobilitätsverläufe
- Berufliche Mobilität in anderen Ländern