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FDZ-Literatur / FDZ Literature

Die FDZ-Literaturdatenbank umfasst neben Datensatzbeschreibungen und Methodenberichten die zahlreichen Forschungsarbeiten, die auf Basis der am FDZ angebotenen Daten entstanden sind. Hier finden Sie aktuell laufende Projekte von FDZ-Nutzenden.
Darüber hinaus stehen die Literaturdatenbank zum IAB-Betriebspanel sowie die Literaturdatenbank zum PASS zur Verfügung.

Apart from dataset descriptions and methodology reports, the FDZ literature database contains numerous research papers written on the basis of the data provided by the FDZ. Here you can find currently ungoing research projects of FDZ users.
In addition, literature databases on the IAB Establishment Panel and the Panel Study Labour Market and Social Security (PASS) are available for research.

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  • Literaturhinweis

    The Gender Pension Gap in Germany – Reasons and Remedies (2022)

    Niessen-Ruenzi, Alexandra ; Schneider, Christoph ;

    Zitatform

    Niessen-Ruenzi, Alexandra & Christoph Schneider (2022): The Gender Pension Gap in Germany – Reasons and Remedies. In: CESifo forum, Jg. 23, H. 2, S. 20-24.

    Abstract

    "In this article, we focus on the gender pension gap for statutory pensions, as statutory pension entitlements cover by far the largest fraction of employees (83%) and retired individuals (81%) in Germany (Bundesministerium für Arbeit und Soziales 2016). In addition, they account for most of the income of people over 65 in Germany, while private pensions and the company pension scheme are voluntary benefits and depend highly on an individual’s life situation. In this article, we first quantify the gender pension gap. Then, we discuss two of its major determinants: the “motherhood penalty” and the gender investment gap. We conclude with suggestions on how the gender pension gap can be closed." (Text excerpt, IAB-Doku) ((en))

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  • Literaturhinweis

    Can the Labor Demand Curve Explain Job Polarization? (2022)

    Peichl, Andreas ; Popp, Martin ;

    Zitatform

    Peichl, Andreas & Martin Popp (2022): Can the Labor Demand Curve Explain Job Polarization? (IAB-Discussion Paper 21/2022), Nürnberg, 75 S. DOI:10.48720/IAB.DP.2221

    Abstract

    "In den letzten Jahrzehnten waren viele Industrieländer durch eine Polarisierung von Arbeitsplätzen gekennzeichnet. Während Verschiebungen der Arbeitsnachfrage, nämlich eine vermehrte Ausübung von Routine-Tätigkeiten sowie die Verlagerung von Arbeitsplätzen ins Ausland, üblicherweise zur Erklärung von Job-Polarisierung herangezogen werden, gibt es nur wenig Evidenz dazu, ob Verschiebungen im Arbeitsangebot entlang der Arbeitsnachfragekurve ebenfalls zu einer Job-Polarisierung geführt haben. In dieser Studie untersuchen wir, inwieweit Verschiebungen des Arbeitsangebots das Phänomen der Job-Polarisierung in Deutschland erklären können. Zu diesem Zweck bestimmen wir unkonditionale Lohnelastizitäten der Arbeitsnachfrage, indem wir zum ersten Mal in der Literatur ein Gewinnmaximierungsmodell mit verknüpften Arbeitgeber-Arbeitnehmer-Daten schätzen. Anders als in bisherigen Studien berücksichtigen wir dabei explizit Produktionsschwankungen und stellen fest, dass negative Skaleneffekte eine große Rolle für Änderungen in der Arbeitsnachfrage spielen. Sowohl für eine Aufteilung der Belegschaft nach Qualifikationsniveaus als auch nach Tätigkeiten zeigen unsere Elastizitäten, dass Angebotsverschiebungen aufgrund von Zuwanderung und eines Rückgangs der Tarifdeckung die Beschäftigungsentwicklung in den 1990er Jahren erfolgreich erklären können." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Popp, Martin ;
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  • Literaturhinweis

    Migration and Wage Inequality: A Detailed Analysis for German Regions over Time (2022)

    Schmid, Ramona ;

    Zitatform

    Schmid, Ramona (2022): Migration and Wage Inequality: A Detailed Analysis for German Regions over Time. (Hohenheim discussion papers in business, economics and social sciences 04-2022), Stuttgart, 45 S.

    Abstract

    "This study presents new evidence on immigrant-native wage differentials estimated in consideration of regional differences regarding the presence of Non-German population in metropolitan and non-metropolitan areas between 2000 and 2019 in Germany. Using linked employer-employee-data, unconditional quantile regression models are estimated in order to assess the degree of labor market integration of foreign workers. Applying an extended version of the Oaxaca-Blinder decomposition method, the results provide evidence on driving factors behind wage gaps along the entire wage distribution. There are not only changes in the relative importance of explanatory factors over time, but also possible sources of wage differentials shift between different points of the wage distribution. Differentiating between various areas in Germany, on average, larger wage gaps are revealed in metropolitan areas with at the same time a higher presence of the foreign population. Regarding the size of overall estimated wage gaps, after 2012 a reversal in trend and particular increasing tendencies around median wages are identified." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Support on the way to the top? The effect of organisational equal opportunities measures on women's promotion prospects (2022)

    Wanger, Susanne ;

    Zitatform

    Wanger, Susanne (2022): Support on the way to the top? The effect of organisational equal opportunities measures on women's promotion prospects. (IAB-Discussion Paper 13/2022), Nürnberg, 62 S. DOI:10.48720/IAB.DP.2213

    Abstract

    "Auch wenn Frauen in den letzten Jahren ihren Anteil an Führungspositionen in geringem Maße erhöhen konnten, sind sie in Führungspositionen immer noch deutlich unterrepräsentiert. Organisatorische Maßnahmen zur Förderung der Gleichstellung der Geschlechter und der Vereinbarkeit von Beruf und Familie werden als eine Möglichkeit angesehen, die Ungleichheiten zwischen Männern und Frauen zu verringern. Allerdings gibt es nur relativ wenige Betriebe, die formalisiert organisatorische Gleichstellungspolitik betreiben. Vor diesem Hintergrund untersuche ich, ob organisatorische Maßnahmen die Karrierechancen von Frauen erhöhen oder die Übernahme von Führungspositionen in Teilzeit fördern können. Dies wird mit einem deutschen Linked-Employer-Employee-Datensatz (LIAB) von 2012 bis 2016 und logistischen Panelregressionsmodellen untersucht. Die Ergebnisse veranschaulichen, dass vor allem die gezielte Förderung von Frauen deren Aufstiegschancen verbessern. Dies zeigt sich allerdings nicht bei Müttern und deren Chancen auf eine Führungsposition in Teilzeit: diese sind niedriger, wenn Frauenförderung im Unternehmen praktiziert wird. Auch Maßnahmen zur Verbesserung der Vereinbarkeit, wie die betriebliche Unterstützung bei der Kinderbetreuung oder von Beschäftigten mit pflegebedürftigen Angehörigen haben einen positiven Effekt auf den Aufstieg in Führungspositionen. Die Wirkung familienfreundlicher Arbeitsbedingungen in einem Betrieb ist heterogen: Während Frauen in Betrieben mit solchen Maßnahmen zwar geringere Aufstiegschancen haben, sind ihre Chancen auf eine Führungsposition mit reduzierter Arbeitszeit höher. Die Mitgliedschaft eines Betriebes in einem familienfreundlichen Unternehmensnetzwerk wirkt sich dagegen negativ auf die Karriere- und Aufstiegschancen von Frauen aus." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Wanger, Susanne ;
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  • Literaturhinweis

    The Determinants of Displaced Workers' Wages: Sorting, Matching, Selection, and the Hartz Reforms (2022)

    Woodcock, Simon;

    Zitatform

    Woodcock, Simon (2022): The Determinants of Displaced Workers' Wages: Sorting, Matching, Selection, and the Hartz Reforms. (Discussion papers / Simon Fraser University, Department of Economics 2022,04), Burnaby, 90 S.

    Abstract

    "We present a simple new method to decompose the wage effects of displacement into components due to differences in the way that displaced and non-displaced workers are sorted across higher- and lower-paying employers (a sorting effect), differences in the quality of worker-employer matches they enter into (a matching effect), and differences in their unobservable characteristics (a selection effect). In an extended application, we apply our decomposition to understand how the determinants of displaced workers' wages in Germany changed following the 2003-2005 Hartz reforms. We find that the wages of displaced workers fell substantially after the reforms, and that over 80 percent of the decline was because they found re-employment at lower-paying employers. Sorting into worse matches explains a smaller 5-9 percent of the wage decline experienced by men, and 12-23.5 percent of the female wage decline. Collectively, the sorting and matching channels explain almost all of the post-reform decline in displaced workers' wages, and selection played little role." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Vom Helfer zur Fachkraft durch betriebliche Weiterbildung?: Berufliche Aufstiege und Lohnveränderungen von an- und ungelernten Beschäftigten in regulierten und unregulierten internen Arbeitsmärkten (2022)

    Wotschack, Philip ; Samtleben, Claire ;

    Zitatform

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

    Abstract

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

    Weiterführende Informationen

    Appendix zum Manuskript
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  • Literaturhinweis

    Managing the Gender Wage Gap - How Female Managers Influence the Gender Wage Gap among Workers (2022)

    Zimmermann, Florian ;

    Zitatform

    Zimmermann, Florian (2022): Managing the Gender Wage Gap - How Female Managers Influence the Gender Wage Gap among Workers. In: European Sociological Review, Jg. 38, H. 3, S. 355-370., 2021-09-05. DOI:10.1093/esr/jcab046

    Abstract

    "Previous research shows that female managers narrow the gender wage gap (GWG) among workers but does not disentangle two general underlying mechanisms. First, female managers might use their organizational power to change organizational practices and make organizations more gender-equal. Second, female workers might benefit from interacting with a female manager, e.g. through homophily and mentoring. To disentangle these two mechanisms, I distinguish between female managers at the first management level, which is responsible mainly for organizational practices, and at the second management level, which mainly interacts with workers. Additionally, I consider practices enhancing gender equality, such as work-life balance practices. Using German linked employer– employee panel data and a firm fixed-effects regression, I find that female first-level managers slightly narrow the GWG. This influence is not affected by the consideration of organizational practices. Hence, female first-level managers do not affect workers’ by changing organizational practices. In contrast, female second-level managers considerably narrow the GWG among workers. In summary, female managers substantially reduce the GWG among workers, and this effect works via the manager–worker interaction mechanism. Hence, increasing the share of female second-level managers might close the GWG." (Author's abstract, ) ((en))

    Beteiligte aus dem IAB

    Zimmermann, Florian ;
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  • Literaturhinweis

    Structural change revisited: The rise of manufacturing jobs in the service sector (2021)

    Boddin, Dominik ; Kroeger, Thilo ;

    Zitatform

    Boddin, Dominik & Thilo Kroeger (2021): Structural change revisited: The rise of manufacturing jobs in the service sector. (Discussion paper / Deutsche Bundesbank 2021,38), Frankfurt am Main, 55 S.

    Abstract

    "This paper reconsiders the labor market consequences of structural change over the past 43 years. Taking two different ways of defining manufacturing and service employment as point of departure - according to the industry classification of firms or establishments and according to the occupation and hence the tasks of the workers - we show that structural change is far less pronounced than generally perceived. Manufacturing and service employment numbers based on the occupations of workers deviate markedly from the employment numbers based on the industry classification of employers. The decline in manufacturing jobs in Germany is far lower if the measurement of employment is based on the occupation of the worker. About 52% of manufacturing jobs that were lost in manufacturing industries between 1975 and 2017 are offset by new manufacturing jobs in service industries. This also has important implications for empirical applications. By way of example, we reestimate the effect of international trade on manufacturing employment based on the occupation of the worker. Contrary to previously identified negative effects, we cannot identify significant effects of import exposure on employment in manufacturing occupations. Using detailed, comprehensive German social security data, we show at the worker level that the service sector increasingly acts as a valuable alternative employment option for workers with manufacturing occupations. We estimate the causal effects of a switch to the service sector on employment outcomes by following workers over time after mass layoffs. The results reinforce our claim that structural change is less pronounced than perceived, as workers who retain their initial occupation and switch to employment in the service sector experience no significant differences in future employment trajectories compared to workers who manage to stay in the manufacturing sector." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Export, Female Comparative Advantage and the Gender Wage Gap (2021)

    Bonfiglioli, Alessandra ; De Pace, Federica;

    Zitatform

    Bonfiglioli, Alessandra & Federica De Pace (2021): Export, Female Comparative Advantage and the Gender Wage Gap. (CEPR discussion paper 15801), London, 52 S.

    Abstract

    "This paper studies the effect of firms' export activity on the gender wage gap among its workers. Using matched employer-employee data from Germany for the period between 1993 and 2007, we show that an increase in a firm's export widens the wage gap between male and female blue-collar workers, while it reduces it between male and female white collars. In particular, the former effect is stronger for workers in routine manual tasks, while the latter is driven by employees performing interactive tasks. This evidence is consistent with the hypothesis that serving foreign markets relies more on interpersonal skills, which reinforces female comparative advantage and reduces (widens) the gender wage gap in white-collar (blue-collar) occupations. Our results, identified out of the variation in wages within firm-worker pairs, are robust to controlling for a series of worker and firm characteristics, and a host of firm, sector, time and state fixed effects, and heterogeneous trends." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Distributional effects of macroeconomic shocks in real-time: A novel method applied to the COVID-19 crisis in Germany (2021)

    Bruckmeier, Kerstin ; Wollmershäuser, Timo; Peichl, Andreas ; Wiemers, Jürgen ; Popp, Martin ;

    Zitatform

    Bruckmeier, Kerstin, Andreas Peichl, Martin Popp, Jürgen Wiemers & Timo Wollmershäuser (2021): Distributional effects of macroeconomic shocks in real-time. A novel method applied to the COVID-19 crisis in Germany. In: Journal of Economic Inequality, Jg. 19, H. 3, S. 459-487., 2021-03-31. DOI:10.1007/s10888-021-09489-4

    Abstract

    "Die hohe Dynamik der COVID-19-Krise stellt die politischen Entscheidungsträger in aller Welt vor die beispiellose Herausforderung, geeignete Maßnahmen zur Einkommensstabilisierung zu ergreifen. Um solche Maßnahmen angemessen auszugestalten, ist es wichtig, ihre Auswirkungen in Echtzeit zu quantifizieren. Die hierfür benötigten Daten sind jedoch in der Regel nur mit erheblichen Zeitverzögerungen verfügbar. In diesem Papier entwickeln wir einen neuen Ansatz, um die Verteilungswirkungen von makroökonomischen Schocks und der daraus folgenden Politikmaßnahmen in Echtzeit zu analysieren. Unser Ansatz kombiniert verschiedene ökonomische Modelle, die auf Unternehmens- und Haushaltsdaten geschätzt werden: ein VAR-Modell für die Produktionserwartungen, ein strukturelles Arbeitsnachfragemodell sowie ein Mikrosimulationsmodell. Wir wenden unsere Methode im Kontext der COVID-19-Pandemie auf Deutschland an. Unsere Ergebnisse zeigen, dass die COVID-19-Krise sich in einer spürbaren Verringerung des Bruttoarbeitseinkommens über die gesamte Einkommensverteilung hinweg niederschlägt. Das Steuer-Transfer-System und diskretionäre Krisenmaßnahmen fungieren jedoch als Einkommensstabilisatoren und sorgen dafür, dass der Effekt auf die Verteilung der verfügbaren Haushaltseinkommen progressiv verläuft: Die unteren beiden Dezilgruppen gewinnen Einkommen, die mittleren Einkommensgruppen sind kaum betroffen und nur die oberen Dezile verlieren Einkommen." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Bruckmeier, Kerstin ; Wiemers, Jürgen ; Popp, Martin ;
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  • Literaturhinweis

    Employment prospects after completing vocational training in Germany from 2008-2014: A comprehensive analysis (2021)

    Dummert, Sandra ;

    Zitatform

    Dummert, Sandra (2021): Employment prospects after completing vocational training in Germany from 2008-2014. A comprehensive analysis. In: Journal of vocational education and training, Jg. 73, H. 3, S. 367-391., 2019-11-11. DOI:10.1080/13636820.2020.1715467

    Abstract

    "The transition from vocational education and training to regular employment is an important step in the occupational biography of apprenticeship graduates. In the last decade, the retention rate of apprenticeship completers has remained stable at a high level, and graduates face good job opportunities in Germany. Despite these positive circumstances, not all apprenticeship graduates succeed in the direct transition from vocational training to regular employment and are affected by unemployment. My paper offers deeper insights into training establishment-specific, individual and external regional characteristics that influence the transition process at this crucial point in the employment career. I consider the employment status of apprenticeship graduates by estimating multinomial logit models at three time points after the end of training, namely, one month and one and two years later. Using linked employer-employee data, I find evidence not only that sociodemographic characteristics and training establishment-specific determinants affect the transition at the second threshold but also that regional factors influence the probability of becoming unemployed or remaining with the training establishment after the end of the apprenticeship." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Dummert, Sandra ;
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  • Literaturhinweis

    Three Essays in Labor Economics (2021)

    Eckrote-Nordland, Marissa Dae; Piszczek, Matthew M. ; Ruhm, Christopher; Hamman, Mary; Berg, Peter ; Hochfellner, Daniela;

    Zitatform

    Eckrote-Nordland, Marissa Dae (2021): Three Essays in Labor Economics. Michigan, 86 S. DOI:10.25335/ks2e-de95

    Abstract

    "This dissertation is comprised of three chapters analyzing how establishments react to increases in pensionable age. Chapter 1: Understanding the Impact of Postponed Retirements on the Hiring Decisions of Firms The solvency of public pension systems in countries with pay-as-you-go pension schemes have led many of these countries to adopt changes in the age of eligibility for full-benefits. One such country is Germany who implemented a change in their pensionable age in a major reform enacted in 1992. There have been multiple studies that have looked at the effectiveness of this reform in terms of older workers delaying their retirements. However, less is known about how firms have reacted to these changes and if these changes in policy have caused firms to change their hiring behavior. Using administrative linked employer-employee data I exploit pre-policy variation in worker age distributions to serve as a source of identification for studying how employers reacted in-terms-of hiring behavior. I find that firms that had a higher share of older workers, and thus were impacted more by the change in pensionable age, decreased their hiring. For a one percentage-point increase in the share of workers who are predicted to have retired under the old pension system the share of workers that are new hires decreases by 0.324 percentage points. This is a 2.16% decrease at the mean. When smaller age bins are studied, I find that this negative impact is found for those aged under 25 and those age 25-34. In contrast there is a positive impact on individuals age 45-54, 55-64, and over 65. When looking at contract types there is an over 7% decrease in the hires of trainees and an over 10% increase in the hires of workers on partial retirement contracts. Chapter 2: Effect of Postponed Retirements on Wage Growth of Younger Workers (with Peter Berg, Mary Hamman, Daniela Hochfellner, Matthew M. Piszczek and Christopher Ruhm) This paper uses linked-employer-employee data to examine the effects of postponed retirements on the wage progression of younger workers within establishments. A German pension reform is the source of identification. We find no evidence of slower wage growth. Instead we find faster wage growth, especially among workers aged 41 to 57. We cannot rule out separations as a mechanism, but patterns in estimates by age and tenure are not consistent with layoffs. Instead, we find evidence of less frequent promotions and we interpret the wage findings as consistent with compensating wage differentials for postponed promotions Chapter 3: Pension Reforms and their Implications for Establishment Downsizing (with Peter Berg, Mary Hamman, Daniela Hochfellner, Matthew M. Piszczek and Christopher Ruhm) While the empirical literature on the effects of pension reform on workers is broad, less is known about the impact on employers. Yet reforms that create incentives to postpone retirement may have extensive effects on employer labor demand and labor costs, especially in settings where there are strict legal protections against age discrimination in employment. Although public pension system reforms generally are structured to treat all workers within the same birth cohort similarly, the impact on employers may vary substantially due to differences in the age composition of their employees. Using this variation as a source of identification, we examine whether the differential impact of pension reform leads to differences in the incidence of workforce downsizing, a sign of possible financial distress. To ensure estimates are not biased due to attrition, we also model associations between the impact of pension reform and establishment closures and find no association. Results for downsizing consistently show establishments with a higher share of older workers are more likely to experience downsizing. When we segment workers within establishments by age, the absolute changes in downsizing probabilities are highest for younger workers. Preliminary results indicate works councils may increase the risk of downsizing for older workers and protect employment for young and prime workers." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Labor Demand Response to Labor Supply Incentives: Lessons from the German Mini-Job Reform (2021)

    Galassi, Gabriela ;

    Zitatform

    Galassi, Gabriela (2021): Labor Demand Response to Labor Supply Incentives: Lessons from the German Mini-Job Reform. (Staff working paper / Bank of Canada 2021,15), Ottawa, 92 S.

    Abstract

    "This paper analyzes how firms respond to changes in tax benefits for low-earning workers and how, through equilibrium effects, such policies also affect non-targeted, high-earning workers. I explore establishment-level outcomes around Germany's 2003 Mini-Job Reform, which entailed a significant expansion of tax benefits for low-earning workers. Firms' responses are decomposed in terms of the scale effects that arise from lower labor costs and the substitution effects that are due to changes in the relative prices of low- and high-earning employment post-reform. Using a differences-in-differences approach, I document that highly exposed establishments—those with a high proportion of low-earning workers pre-reform—expand their number of employees relative to non-exposed establishments–those with a low proportion of such workers. Importantly, this relative expansion is tilted towards high-earning workers, a group that is not the target of the tax benefits. In addition, non-exposed establishments substitute employment towards low-earning workers without expanding at the same pace. My findings are consistent with a model of the labor market that features tax sharing between workers and firms and simultaneous shifts in labor supply and demand after changes in tax benefits for low-earning workers. In this setting I illustrate that the employment growth the policy intended is accompanied by a reallocation of employment and production between highly exposed firms and non-exposed firms, and this may result in an efficiency loss." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Essays in Quantitative Macroeconomics: Income, Inequality, Income Risk and Optimal Redistribution (2021)

    Grübener, Philipp ; Sachs, Dominik ; Bacher, Annika; Nord, Lukas; Rozsypal, Filip; Ferriere, Axelle; Navarro, Gaston; Vardishvili, Oliko;

    Zitatform

    Grübener, Philipp (2021): Essays in Quantitative Macroeconomics: Income, Inequality, Income Risk and Optimal Redistribution. Florenz, 191 S.

    Abstract

    "This thesis contains four independent essays in heterogeneous agent macroeconomics. They explore the sources of income inequality and income risk and study the optimal design of public redistribution and insurance. The first chapter, joint with Filip Rozsypal, studies the origins of idiosyncratic earnings risk in frictional labor markets, with a particular focus on the role of firms for worker earnings risk. First, using administrative matched employer-employee data from Denmark, we document key properties of the worker earnings growth distribution, the firm revenue growth distribution, and their joint distribution. The worker earnings and firm revenue growth distributions exhibit strong deviations from normality, in particular excess kurtosis, with many workers and firms experiencing very small changes to their earnings/revenues, but a significant minority experiencing very large changes. Large earnings losses are more likely for workers in firms with negative revenue growth, driven both by separations to unemployment and earnings losses on the job. Second, we develop a model framework consistent with the data, with four key features: i) frictional labor markets and on the job search to capture unemployment risk and wage growth through a job ladder, ii) multi-worker firms to capture gross and net worker flows, iii) risk averse workers such that earnings risk matters, and iv) contracting with two-sided limited commitment because earnings of job stayers are changing infrequently in the data. Third, we use the model to explore policies designed to mitigate earnings fluctuations. The second chapter, joint with Annika Bacher and Lukas Nord, studies one particular private insurance margin against individual income risk only available to couples, which is the so called added worker effect. Specifically, we study how this intra-household insurance against individual job loss through increased spousal labor market participation varies over the life cycle. We show in U.S. data that the added worker effect is much stronger for young than for old households. A stochastic life cycle model of two-member households with job search in a frictional labor market is capable of replicating this finding. The model suggests that a lower added worker effect for the old is driven primarily by better insurance through asset holdings. Human capital differences between employed young and old contribute to the difference but are quantitatively less important, while differences in job arrival rates play a limited role. In the third chapter, joint with Axelle Ferriere, Gaston Navarro, and Oliko Vardishvili, we study optimal redistribution, taking into account not just the large income and wealth inequality in the data, but also the distribution of income risk that is key in the first two chapters. The U.S. fiscal system redistributes through a rich set of taxes and transfers, the latter accounting for a large part of the income of the poor. Motivated by this, we study the optimal joint design of transfers and income taxes. Within a simple heterogeneous-household framework, we derive analytical results on the optimal relationship between transfers and tax progressivity. Higher transfers are associated with lower optimal income tax progressivity. Redistribution is achieved with generous transfers while efficiency is preserved via a lower progressivity of income taxes. As such, the optimal tax-and-transfer system features larger progressivity of average than of marginal tax rates. We then quantify the optimal tax-and-transfer system in a rich incomplete-market model with realistic distributions of income, wealth, and income risk. The model features a novel flexible functional form for progressive income taxes and means-tested transfers. Relative to the current U.S. fiscal system, the optimal policy consists of more generous means-tested transfers, which phase-out at a slower rate. These larger transfers are financed with higher tax rates, but the taxes are not more progressive than the current system. The fourth chapter, joint with Axelle Ferriere and Dominik Sachs, also studies optimal redistribution, but instead of considering a stationary environment it analyzes the dynamics of the equity-efficiency trade-off along the growth path. To do so, we incorporate the optimal income taxation problem into a state-of-the-art multi-sector structural change general equilibrium model with non-homothetic preferences. We identify two key opposing forces. First, long-run productivity growth allows households to shift their consumption expenditures away from necessities. This implies a reduction in the dispersion of marginal utilities, and therefore calls for a welfare state that declines along the growth path. Yet, economic growth is also systematically associated with an increase in the skill premium, which raises inequality and the desire to redistribute. We quantitatively analyze these opposing forces for two countries: the U.S. from 1950 to 2010, and China from 1989 to 2009. Optimal redistribution decreases at early stages of development, as the role of non-homotheticities prevails. At later stages of development the rising income inequality dominates and the welfare state should become more generous." (Author's abstract, IAB-Doku) ((en))

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    Learning From Coworkers (2021)

    Jarosch, Gregor; Rossi-Hansberg, Esteban; Oberfield, Ezra ;

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    Jarosch, Gregor, Ezra Oberfield & Esteban Rossi-Hansberg (2021): Learning From Coworkers. In: Econometrica, Jg. 89, H. 2, S. 647-676. DOI:10.3982/ECTA16915

    Abstract

    "We investigate learning at the workplace. To do so, we use German administrative data that contain information on the entire workforce of a sample of establishments. We document that having more‐highly‐paid coworkers is strongly associated with future wage growth, particularly if those workers earn more. Motivated by this fact, we propose a dynamic theory of a competitive labor market where firms produce using teams of heterogeneous workers that learn from each other. We develop a methodology to structurally estimate knowledge flows using the full‐richness of the German employer‐employee matched data. The methodology builds on the observation that a competitive labor market prices coworker learning. Our quantitative approach imposes minimal restrictions on firms' production functions, can be implemented on a very short panel, and allows for potentially rich and flexible coworker learning functions. In line with our reduced‐form results, learning from coworkers is significant, particularly from more knowledgeable coworkers. We show that between 4 and 9% of total worker compensation is in the form of learning and that inequality in total compensation is significantly lower than inequality in wages." (Author's abstract, IAB-Doku) ((en))

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    Firm productivity, wages, and sorting (2021)

    Lochner, Benjamin ; Schulz, Bastian ;

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    Lochner, Benjamin & Bastian Schulz (2021): Firm productivity, wages, and sorting. (University Aarhus. Economics working paper 2021-04), Aarhus, 58 S.

    Abstract

    "We study the link between firms’ productivity and the wages firms pay. Guided by labor market sorting theory, we infer firm productivity from estimating firm-level production functions, taking into account that worker ability and firm productivity may interact at the match level. Using German data, we find that high wages are not necessarily a reflection of high firm productivity. Observed worker transitions towards higher wages are sometimes directed downwards on the firm-productivity ladder. Worker sorting into high-productivity firms is thus less pronounced than sorting into high-wage firms. Consequently, an implication of increasing wage sorting could be decreasing allocative efficiency." (Author's abstract, IAB-Doku) ((en))

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    Outside Options Drive Wage Inequalities in Continuing Jobs: Evidence From a Natural Experiment (2021)

    Lukesch, Veronika; Zwick, Thomas ;

    Zitatform

    Lukesch, Veronika & Thomas Zwick (2021): Outside Options Drive Wage Inequalities in Continuing Jobs: Evidence From a Natural Experiment. (ZEW discussion paper 21-003), Mannheim, 47 S.

    Abstract

    "The literature on wage bargaining so far mainly argues that unemployment benefits are relevant outside options for employees. This paper demonstrates that also a change in outside wage options drives wages in continuing jobs. We use the natural experiment of a crafts reform that reduces outside wage options for a clearly defined treatment group of employees in deregulated crafts occupations in comparison to employees in crafts occupations that have not been reformed. Five years after the reform, the wages of employees in deregulated crafts increased by five per cent less than wages of employees in the other group. Reform effects are concentrated in employers with high increases in their median wage level after the reform. Wage differences therefore seem to be the result of wage renegotiations initiated by employees, rather than renegotiations initiated by employers. Works councils or collective bargaining, firm size, firm profits or regional unemployment have no impact on wage differentiation after taking wage increases into account. We show for the first time that changes in outside options induce wage differentiation at the employer level even in the tightly regulated German labour market. We use entropy matching on the basis of a large representative administrative linked employer-employee panel data set to guarantee homogeneous treatment and control groups before the reform. We isolate the outside wage option effect from other wage determinants by restricting our sample to employers not affected by the crafts reform." (Author's abstract, IAB-Doku) ((en))

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    Worker participation in decision-making, worker sorting, and firm performance (2021)

    Müller, Steffen ; Neuschäffer, Georg;

    Zitatform

    Müller, Steffen & Georg Neuschäffer (2021): Worker participation in decision-making, worker sorting, and firm performance. In: Industrial Relations, Jg. 60, H. 4, S. 436-478. DOI:10.1111/irel.12288

    Abstract

    "Worker participation in decision-making is often associated with high-wage and high-productivity firm strategies. Using linked employer–employee data for Germany and worker fixed effects from a two-way fixed-effects model of wages capturing observed and unobserved worker quality, we find that plants with formal worker participation via works councils indeed employ higher quality workers. We show that worker quality is already higher in plants before council introduction and further increases after the introduction. Importantly, we corroborate previous studies by showing positive productivity and profitability effects even after taking into account worker sorting." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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    Labor Demand in Frictional Markets (2021)

    Popp, Martin ;

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    Popp, Martin (2021): Labor Demand in Frictional Markets. Erlangen, 281 S.

    Abstract

    "Die Eigenlohnelastizität der Arbeitsnachfrage beschreibt den Effekt höherer Löhne auf die Nachfrage nach Arbeit und beeinflusst u.a. die Auswirkungen von Angebotsschocks, Mindestlöhnen oder Tarifabschlüssen am Arbeitsmarkt. Theoretische und empirische Studien zeigen, dass eine Erhöhung des Lohnsatzes Betriebe dazu veranlasst, ihre Arbeitsnachfrage zu reduzieren. Die vorliegende Dissertation umfasst drei wissenschaftliche Aufsätze, die neue empirische Evidenz zur Eigenlohnelastizität der Arbeitsnachfrage enthalten. Die Analyse bezieht sich auf den deutschen Arbeitsmarkt und setzt sich schwerpunktmäßig mit der Wechselwirkung von Arbeitsnachfrage und Friktionen, d.h. Koordinations- oder Transaktionshemmnissen, die den Marktmechanismus beeinträchtigen, auseinander. Neben der Analyse der Arbeitsnachfrage tragen die geschätzten Modelle und Elastizitäten zum Verständnis des deutschen Arbeitsmarktes bei, nämlich im Hinblick auf Job-Polarisierung, Mindestlöhne und Arbeitskräftemangel." (Autorenreferat, IAB-Doku)

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    Linked Employer-Employee Data from the IAB: LIAB Cross-Sectional Model 2 (LIAB QM2) 1993-2019 (2021)

    Ruf, Kevin; Seth, Stefan; Schmidtlein, Lisa; Stüber, Heiko ; Umkehrer, Matthias;

    Zitatform

    Ruf, Kevin, Lisa Schmidtlein, Stefan Seth, Heiko Stüber & Matthias Umkehrer (2021): Linked Employer-Employee Data from the IAB: LIAB Cross-Sectional Model 2 (LIAB QM2) 1993-2019. (FDZ-Datenreport 03/2021 (en)), Nürnberg, 81 S. DOI:10.5164/IAB.FDZD.2103.en.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Querschnittmodell 2 1993– 2019 (LIAB QM2 9319)." (Autorenreferat, IAB-Doku)

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    Ruf, Kevin; Schmidtlein, Lisa; Umkehrer, Matthias;

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    Linked-Employer-Employee-Daten des IAB: LIAB-Querschnittmodell 2 (LIAB QM2) 1993-2019 (2021)

    Ruf, Kevin; Seth, Stefan; Stüber, Heiko ; Schmidtlein, Lisa; Umkehrer, Matthias;

    Zitatform

    Ruf, Kevin, Lisa Schmidtlein, Stefan Seth, Heiko Stüber & Matthias Umkehrer (2021): Linked-Employer-Employee-Daten des IAB: LIAB-Querschnittmodell 2 (LIAB QM2) 1993-2019. (FDZ-Datenreport 03/2021 (de)), Nürnberg, 81 S. DOI:10.5164/IAB.FDZD.2103.de.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Querschnittmodell 2 1993– 2019 (LIAB QM2 9319)." (Autorenreferat, IAB-Doku)

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    Ruf, Kevin; Schmidtlein, Lisa; Umkehrer, Matthias;

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    Linked-Employer-Employee-Daten des IAB: LIAB-Längsschnittmodell (LIAB LM) 1975-2019 (2021)

    Ruf, Kevin; Seth, Stefan; Stüber, Heiko ; Schmidtlein, Lisa; Umkehrer, Matthias;

    Zitatform

    Ruf, Kevin, Lisa Schmidtlein, Stefan Seth, Heiko Stüber & Matthias Umkehrer (2021): Linked-Employer-Employee-Daten des IAB: LIAB-Längsschnittmodell (LIAB LM) 1975-2019. (FDZ-Datenreport 06/2021 (de)), Nürnberg, 67 S. DOI:10.5164/IAB.FDZD.2106.de.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Längsschnittmodell 1975– 2019 (LIAB LM 7519)." (Autorenreferat, IAB-Doku)

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    Ruf, Kevin; Schmidtlein, Lisa; Umkehrer, Matthias;

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    Linked Employer-Employee Data from the IAB: LIAB Longitudinal Model (LIAB LM) 1975-2019 (2021)

    Ruf, Kevin; Seth, Stefan; Stüber, Heiko ; Schmidtlein, Lisa; Umkehrer, Matthias;

    Zitatform

    Ruf, Kevin, Lisa Schmidtlein, Stefan Seth, Heiko Stüber & Matthias Umkehrer (2021): Linked Employer-Employee Data from the IAB: LIAB Longitudinal Model (LIAB LM) 1975-2019. (FDZ-Datenreport 06/2021 (en)), Nürnberg, 68 S. DOI:10.5164/IAB.FDZD.2106.en.v1

    Abstract

    "Dieser Datenreport beschreibt das LIAB-Längsschnittmodell 1975– 2019 (LIAB LM 7519)." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Ruf, Kevin; Schmidtlein, Lisa; Umkehrer, Matthias;

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    Empirische Untersuchung über den Einfluss des technischen Fortschritts auf die Verteilung der Löhne in Deutschland unter Berücksichtigung der Tarifbindung: eine Analyse der Lohnungleichheit in Deutschland zwischen 1996 und 2017 (2021)

    Spies, Sabrina Monika;

    Zitatform

    Spies, Sabrina Monika (2021): Empirische Untersuchung über den Einfluss des technischen Fortschritts auf die Verteilung der Löhne in Deutschland unter Berücksichtigung der Tarifbindung. Eine Analyse der Lohnungleichheit in Deutschland zwischen 1996 und 2017. (Sozialökonomische Schriften 56), Berlin: Peter Lang GmbH, 213 S. DOI:10.3726/b18079

    Abstract

    "Die Publikation zeigt, welchen Einfluss der technische Fortschritt auf die Verteilung der Löhne unter Berücksichtigung der Tarifbindung hat. Es findet eine Analyse der Lohnungleichheit in Deutschland statt. Methodisch wird auf Fixed-Effects-Modelle zurückgegriffen. Generell zeigt die empirische Analyse, dass sowohl der technische Fortschritt als auch die Tarifbindung die Verteilung der Löhne beeinflussen. Da der technische Fortschritt die Löhne von Hochqualifizierten erhöht, aber nur einen kleinen Einfluss auf die Lohnhöhe von Mittel- und Geringqualifizierten hat, erhöht dieser die Lohnungleichheit. Im Gegensatz dazu führt der starke positive Effekt der Tarifbindung auf die Lohnhöhe von Mittelqualifizierten dazu, dass sich die Lohnungleichheit reduziert." (Autorenreferat, IAB-Doku)

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    Technological Transitions with Skill Heterogeneity Across Generations (2020)

    Adão, Rodrigo; Beraja, Martin; Pandalai-Nayar, Nitya;

    Zitatform

    Adão, Rodrigo, Martin Beraja & Nitya Pandalai-Nayar (2020): Technological Transitions with Skill Heterogeneity Across Generations. (NBER working paper 26625), Cambridge, Mass., 72 S. DOI:10.3386/w26625

    Abstract

    "Why are some technological transitions particularly unequal and slow to play out? We develop a theory to study transitions after technological innovations driven by worker reallocation within a generation and changes in the skill distribution across generations. The economy’s transitional dynamics have a representation as a q-theory of skill investment. We exploit this in two ways. First, to show that technology-skill specificity and the cost of skill investment determine how unequal and slow transitions are by affecting the two adjustment margins in the theory. Second, to connect these determinants to measurable, short-horizon changes in labor market outcomes within and between generations. We then empirically analyze the adjustment to recent cognitive-biased innovations in developed economies. Strong responses of cognitive-intensive employment for young but not old generations suggest that cognitive-skill specificity is high and that the supply of cognitive skills is more elastic for younger generations. This evidence indicates that cognitive-biased transitions are slow and unequal because they are mainly driven by changes in the skill distribution across generations. Naively extrapolating from observed changes at short horizons leads to too pessimistic views about their welfare and distributional implications." (Author's abstract, IAB-Doku) ((en))

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    Automation, Robots and Wage Inequality in Germany: a decomposition Analysis (2020)

    Brall, Franziska ; Schmid, Ramona ;

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    Brall, Franziska & Ramona Schmid (2020): Automation, Robots and Wage Inequality in Germany. A decomposition Analysis. (Hohenheim discussion papers in business, economics and social sciences 14-2020), Stuttgart, 71 S.

    Abstract

    "We analyze how and through which channels wage inequality is affected by the rise in automation and robotization in the manufacturing sector in Germany from 1996 to 2017. Combining rich linked employer-employee data accounting for a variety of different individual, firm and industry characteristics with data on industrial robots and automation probabilities of occupations, we are able to disentangle different potential causes behind changes in wage inequality in Germany. We apply the recentered influence function (RIF) regression based Oaxaca-Blinder (OB) decomposition on several inequality indices and find evidence that besides personal characteristics like age and education the rise in automation and robotization contributes significantly to wage inequality in Germany. Structural shifts in the workforce composition towards occupations with lower or medium automation threat lead to higher wage inequality, which is observable over the whole considered time period. The effect of automation on the wage structure results in higher inequality in the 1990s and 2000s, while it has a significant decreasing inequality effect for the upper part of the wage distribution in the more recent time period." (Autorenreferat, IAB-Doku)

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    Does the firm make the difference?: The influence of organizational family-friendly arrangements on the duration of employment interruptions after childbirth (2020)

    Bächmann, Ann-Christin ; Müller, Dana ; Frodermann, Corinna ;

    Zitatform

    Bächmann, Ann-Christin, Corinna Frodermann & Dana Müller (2020): Does the firm make the difference? The influence of organizational family-friendly arrangements on the duration of employment interruptions after childbirth. In: European Sociological Review, Jg. 36, H. 5, S. 798-813., 2020-03-06. DOI:10.1093/esr/jcaa016

    Abstract

    "Despite the increase in dual-earner couples in Germany over recent decades, starting a family still often leads to a (re-)traditionalization of the division of labour in partnerships, with considerable gender differences in working hours and family obligations remaining. Consequently, after a child is born especially women face the challenge of reconciling career and family. Against this backdrop, a growing proportion of firms has started to create family-friendly working conditions to relieve the burden on their (female) employees. In the course of doing so, firms have also increasingly invested in organizational family-friendly arrangements in recent years. In this paper, we analyse the effects of these arrangements on employees' behaviour by using German linked employer-employee data. We ask how specific organizational family-friendly measures affect a crucial point in women's careers: the employment interruption after childbirth. Based on time-specific piecewise constant models, our results reveal that organizational family-friendly measures positively influence women's return to the labour market after childbirth and thus result in benefits for both firms and employees. Furthermore, we find that the effects of the measures are determined by the structural context and are not time constant but vary according to the age of the child." (Author's abstract, IAB-Doku) ((en))

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    Bächmann, Ann-Christin ; Müller, Dana ; Frodermann, Corinna ;
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    Family-friendly organizational arrangements - anything but "a fuss" (over nothing)! (2020)

    Bächmann, Ann-Christin ; Hagen, Marina; Grunow, Daniela ; Müller, Dana ; Frodermann, Corinna ;

    Zitatform

    Bächmann, Ann-Christin, Corinna Frodermann, Daniela Grunow, Marina Hagen & Dana Müller (2020): Family-friendly organizational arrangements - anything but "a fuss" (over nothing)! In: IAB-Forum H. 20-02-2020, o. Sz., 2020-02-17.

    Abstract

    "In Germany, more and more companies are offering measures to improve the reconciliation of family and work. This carries benefits for companies and employees alike, because family-friendly measures help women to return to their previous employer faster and more frequently." (Author's abstract, IAB-Doku) ((en))

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    Bächmann, Ann-Christin ; Müller, Dana ; Frodermann, Corinna ;
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    Warum Mütter wechseln, wenn sie bleiben könnten?: Der Einfluss betrieblicher Merkmale auf Arbeitgeberwechsel von Müttern nach der Geburt des ersten Kindes (2020)

    Bächmann, Ann-Christin ; Frodermann, Corinna ;

    Zitatform

    Bächmann, Ann-Christin & Corinna Frodermann (2020): Warum Mütter wechseln, wenn sie bleiben könnten? Der Einfluss betrieblicher Merkmale auf Arbeitgeberwechsel von Müttern nach der Geburt des ersten Kindes. In: Zeitschrift für Soziologie, Jg. 49, H. 2/3, S. 200-215., 2020-04-28. DOI:10.1515/zfsoz-2020-0018

    Abstract

    "Die Geburt eines Kindes stellt nach wie vor gerade für den Erwerbsverlauf von Frauen einen kritischen Punkt dar, da sie zumeist mit einer Erwerbsunterbrechung und damit verbunden negativen Karrierekonsequenzen einhergeht. Letztere können jedoch durch eine Fortsetzung des Erwerbsverhältnisses beim bisherigen Arbeitgeber abgemildert werden. Vor diesem Hintergrund untersuchen wir, welche betrieblichen Merkmale die Wahrscheinlichkeit für Betriebswechsel von Müttern nach familienbedingten Erwerbsunterbrechungen reduzieren. Basierend auf Rational Choice Überlegungen und sozialepidemiologischen Argumenten zur Vermeidung von Stress aufgrund antizipierter Rollenkonflikte leiten wir Hypothesen ab, die wir anhand verknüpfter Betriebs- und Beschäftigtendaten testen. Unsere Ergebnisse zeigen, dass insbesondere konkrete betriebliche familienfreundliche Maßnahmen, wie Unterstützung bei der Kinderbetreuung, die Wechselwahrscheinlichkeit von Müttern beeinflussen. Betriebliche Strukturmerkmale, wie die Betriebsgröße oder Beschäftigtenstruktur, spielen hingegen eine untergeordnete Rolle." (Autorenreferat, IAB-Doku, © De Gruyter)

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    Bächmann, Ann-Christin ; Frodermann, Corinna ;
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    Offshoring and firm overlap: Welfare effects with non-sharp selection into offshoring (2020)

    Capuano, Stella ; Koch, Michael ; Schmerer, Hans-Jörg; Egger, Hartmut ;

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    Capuano, Stella, Hartmut Egger, Michael Koch & Hans-Jörg Schmerer (2020): Offshoring and firm overlap: Welfare effects with non-sharp selection into offshoring. In: Review of International Economics, Jg. 28, H. 1, S. 138-167., 2019-08-19. DOI:10.1111/roie.12445

    Abstract

    "Using German establishment data, we provide evidence for selection of larger, more productive producers into offshoring. However, the selection is not sharp, and offshoring and nonoffshoring producers coexist over a wide range of the revenue distribution. To explain this overlap, we set up a model of offshoring, in which we decouple offshoring status from revenues through heterogeneity in two technology parameters. In an empirical analysis, we employ German establishment data to estimate key parameters of the model and show that disregarding the overlap has large quantitative effects. It lowers the estimated gains from offshoring by almost 50% and, at the same time, exaggerates the role of the extensive margin for explaining the evolution of German offshoring since the 1990s." (Author's abstract, IAB-Doku) ((en))

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    Schmerer, Hans-Jörg;
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    The Decline of the Labor Share: Markups, Markdowns or Technology? (2020)

    Dolfen, Paul;

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    Dolfen, Paul (2020): The Decline of the Labor Share: Markups, Markdowns or Technology? In: Dolfen, Paul (2020): The welfare Effects of macroeconomic trends in markdowns and technology, Stanford, S. 1-75.

    Abstract

    "I jointly quantify the impact of markups, markdowns, and technology on the decline of the German labor share. I find that markdowns have steepened significantly over the last two decades. The estimated markdown trend explains more than half of the observed decline of the German labor share. A downward trend in the production elasticity of labor, consistent with factor substitution away from labor, accounts for the remainder. I find that markups have remained stable over the last two decades. I assess the welfare consequences of the observed markdown trend using a heterogeneous firm general equilibrium model. I find that the growing markdown wedge has been associated with consumption equivalent welfare losses of 2.9%." (Author's abstract, IAB-Doku) ((en))

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    Reassessing the Foreign Ownership Wage Premium in Germany (2020)

    Egger, Hartmut ; Jahn, Elke ; Kornitzky, Stefan;

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    Egger, Hartmut, Elke Jahn & Stefan Kornitzky (2020): Reassessing the Foreign Ownership Wage Premium in Germany. In: The World Economy, Jg. 43, H. 2, S. 302-325., 2019-12-02. DOI:10.1111/twec.12910

    Abstract

    "This paper evaluates the effect of foreign takeover on wages of workers in German establishments, using rich linked employer‐employee data from 2003 to 2014. To identify a causal effect of foreign takeover, we combine propensityscore matching with a difference‐in‐difference estimator. We find that a takeover by a foreign investor leads to a wage premium of 4.0 log points in the year after ownership change, which further increases to 6.3 log points three years after acquisition. The wage premium is largest for high‐skilled workers, which is consistent with three theoretical arguments, namely rent appropriation by managers, technology protection, and training on new technology. We also show that the wage premium does not pick up an exporter effect due to a platform investment of the foreign owner, that it takes about four years before it fully develops, that it does not vanish after foreign divestment, and that the wage increase is specific to foreign acquisition instead of ownership change per se." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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    Jahn, Elke ;
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    The exporter wage premium when firms and workers are heterogeneous (2020)

    Egger, Hartmut ; Moser, Christoph; Kreickemeier, Udo ; Egger, Peter ;

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    Egger, Hartmut, Peter Egger, Udo Kreickemeier & Christoph Moser (2020): The exporter wage premium when firms and workers are heterogeneous. In: European Economic Review, Jg. 130. DOI:10.1016/j.euroecorev.2020.103599

    Abstract

    "In this paper, we develop a new model of international trade, in which workers featuring higher innate abilities match with firms featuring higher innate productivities. This model allows us to quantify the effect of trade on labor income inequality when workers have heterogeneous abilities within the broad groups of skilled and unskilled workers. Self- selection of the most productive firms into exporting generates an exporter wage premium, and our framework with skilled and unskilled workers allows us to decompose this pre- mium into its skill-specific components. We employ linked employer-employee data from Germany to structurally estimate the parameters of the model. These parameter estimates imply an average exporter wage premium of 6 percent, with exporting firms paying no wage premium at all to their unskilled workers, while the premium for skilled workers is 15 percent. Measured by the Theil index, moving the economy to autarky would reduce wage inequality within the group of skilled workers by 29 percent, and it would reduce overall labor income inequality by 8 percent." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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    Orientierung an einem Branchentarifvertrag und die Rolle des Betriebsrats bei der Entlohnung (2020)

    Ellguth, Peter; Kohaut, Susanne;

    Zitatform

    Ellguth, Peter & Susanne Kohaut (2020): Orientierung an einem Branchentarifvertrag und die Rolle des Betriebsrats bei der Entlohnung. In: Industrielle Beziehungen, Jg. 27, H. 4, S. 371-388., 2020-10-01.

    Abstract

    "Seit den 1990er Jahren ist die Reichweite von Branchentarifverträgen in Deutschland rückläufig. Im gleichen Zeitraum wächst die Zahl der Betriebe, die sich an einem Branchentarifvertrag orientieren. In der Diskussion über die Erosion des deutschen Tarifsystems werden die formale Tarifbindung und die Orientierung an einem Tarifvertrag häufig als gleichwertig angesehen und die Anteile dieser Betriebe einfach addiert. Offen ist aber, was die Orientierung an einem Branchentarifvertrag für die betrieblichen Arbeitsbedingungen bedeutet. Wie eine ganze Reihe von Studien belegt, beeinflusst die Existenz eines Betriebsrats das betriebliche Lohnniveau und zwar abhängig davon, ob der Betrieb tarifgebunden ist oder nicht. Wir erweitern den Blick auf Betriebe, die sich an einem Branchentarif orientieren. Für unsere OLS-Lohnschätzungen (ordinary least squares) verwenden wir einen Datensatz, der Betriebs- und Individualinformationen auf Personenebene verknüpft (LIAB). Die verschiedenen institutionellen Settings in ihrer Kombination mit dem Betriebsrat finden mit entsprechenden Interaktionstermen Berücksichtigung. Wie sich zeigt, bleibt das bereinigte Lohnniveau in Orientiererbetrieben deutlich hinter dem in branchentarifgebundenen zurück. Die Orientierung an einem Branchentarif ist somit kein Ersatz für eine formelle Bindung. Existiert in diesen Betrieben ein Betriebsrat, so sind auch dort signifikant höhere Löhne zu beobachten, wobei der Lohnzuschlag aber hinter dem bei Geltung eines Branchentarifvertrags zurückbleibt." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Kohaut, Susanne;
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    Arbeitsplatzmobilität zwischen Ost-, Nord- und ­Süddeutschland: Erfolgsfaktoren von Einkommenszuwächsen (2020)

    Ganesch, Franziska; Struck, Olaf ; Dütsch, Matthias ;

    Zitatform

    Ganesch, Franziska, Matthias Dütsch & Olaf Struck (2020): Arbeitsplatzmobilität zwischen Ost-, Nord- und ­Süddeutschland: Erfolgsfaktoren von Einkommenszuwächsen. In: Sozialer Fortschritt, Jg. 69, H. 6/7, S. 417-444. DOI:10.3790/sfo.69.6-7.417

    Abstract

    "In Deutschland beeinflussen regionale Disparitäten besonders auch zwischen Ost- und Westdeutschland individuelle Lebens- und Einkommenschancen. Individuen können versuchen, ihre Arbeitsbedingungen – etwa ihr Einkommen – durch räumliche Mobilität zu verbessern. Der vorliegende Beitrag untersucht Mobilität zwischen Ost-, Nord- und Süddeutschland und damit einhergehende Einkommensveränderungen. Basis ist ein Linked Employer-Employee Datensatz, der um regionale Strukturindikatoren ergänzt wurde. Die Ergebnisse zeigen: Jüngere und Hochqualifizierte wechseln häufiger und realisieren bei Betriebswechseln mit höherer Wahrscheinlichkeit Einkommenszuwächse. Anreize für Ost-Westmobilität bestehen fort, da bei Wechseln aus Ostdeutschland in Richtung Nord- oder Süddeutschland preisniveaubereinigt die Wahrscheinlichkeit von Einkommenszuwächsen höher ist als bei Wechseln innerhalb Ostdeutschlands. Wechsel nach Ostdeutschland können mit Einkommensverlusten, aber auch Einkommenszuwächsen einhergehen." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    When the Minimum Wage Really Bites Hard: Impact on Top Earners and Skill Supply (2020)

    Gregory, Terry ; Zierahn, Ulrich ;

    Zitatform

    Gregory, Terry & Ulrich Zierahn (2020): When the Minimum Wage Really Bites Hard. Impact on Top Earners and Skill Supply. (IZA discussion paper 13633), Bonn, 55 S.

    Abstract

    "We investigate minimum wage spillovers by exploiting the first-time introduction of a minimum wage within a quasi-experiment in a context with an extraordinary large bite: the German roofing industry. We find positive wage spillovers for medium-skilled workers with wages just above the minimum wage, but negative effects for high-skilled top earners in East Germany, where the bite was particularly pronounced. There, the minimum wage lowered both returns to skills and skill supply. We propose a theoretical model according to which negative spillovers occur whenever a negative scale effect dominates a positive substitution effect and provide empirical support for our theory." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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  • Literaturhinweis

    Firms as Learning Environments: Implications for Earnings Dynamics and Job Search (2020)

    Gregory, Victoria ;

    Zitatform

    Gregory, Victoria (2020): Firms as Learning Environments: Implications for Earnings Dynamics and Job Search. (Working paper / Federal Reserve Bank of St. Louis 2020,36), Saint Louis, MO, 79 S. DOI:10.20955/wp.2020.036

    Abstract

    "This paper demonstrates that heterogeneity in firms' promotion of human capital accumulation is an important determinant of life-cycle earnings inequality. I use administrative micro data from Germany to show that different establishments offer systematically different earnings growth rates for their workers. This observation suggests that that the increase in inequality over the life cycle reflects not only inherent worker variation, but also differences in the firms that workers happen to match with over their lifetimes. To quantify this channel, I develop a life-cycle search model with heterogeneous workers and firms. In the model, a worker's earnings can grow through both human capital accumulation and labor market competition channels. Human capital growth depends on both the worker's ability and the firm's learning environment. I find that heterogeneity in firm learning environments account for 40% of the increase in cross-sectional earnings variance over the life cycle, and that this mechanism is especially important for young workers. I then show that differences in labor market histories partially shape the worker-specific income profiles estimated by reduced-form statistical earnings processes. Finally, because young workers do not fully internalize the benefits of matching to high-growth firms, changes to the structure of unemployment insurance policies can incentivize these workers to search for better matches." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Wage Rigidities and Old-Age Unemployment (2020)

    Kerndler, Martin ; Reiter, Michael ;

    Zitatform

    Kerndler, Martin & Michael Reiter (2020): Wage Rigidities and Old-Age Unemployment. (EconPol policy brief 22), München, 12 S.

    Abstract

    "Wage smoothing is beneficial for firms and workers, but wage rigidities can lead to bilaterally inefficient separations. By comparing the impact of four policy measures regarding their impact on welfare, output and government expenditures, Martin Kerndler (TU Wien) and Michael Reiter (IHS Vienna, NYU Abu Dhabi, EconPol Europe) have identified a reasonable policy mix to counter the negative employment effects of wage rigidities." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Hessischer Lohnatlas: Aktualisierung 2020 - Bezugsjahr 2018 (2020)

    Larsen, Christa; Funke, Philipp; Börner-Krekel, Julia;

    Zitatform

    Larsen, Christa, Julia Börner-Krekel & Philipp Funke (2020): Hessischer Lohnatlas. Aktualisierung 2020 - Bezugsjahr 2018. Wiesbaden, 499 S.

    Abstract

    "Um die Entgeltgleichheit zwischen Frauen und Männern gezielt und nachhaltig zu fördern, bedarf es einer hohen Transparenz, so dass passgenau Aktivitäten initiiert werden können. Die Neuauflage des Hessischen Lohnatlas knüpft an die Analysen von Entgeltdaten der Wohnbevölkerung zum Stand 2015 an (erstmals im Jahr 2017 vorgestellt) und zeigt transparent auf, wie sich die Lohnlücken bis zum Jahr 2018 verändert haben. Bei diesen Analysen finden ausschließlich sozialversicherungspflichtige Vollzeitbeschäftigte Berücksichtigung. Die Teilzeitbeschäftigten können in den Analysen nicht einbezogen werden, da keine Informationen zum Stundenumfang ihrer Teilzeitbeschäftigung vorliegen und damit nicht erfasst werden kann, in welchem Maße Entgeltunterschiede auch durch unterschiedliche Stundenzahlen zustande kommen. Zum Erfassen der Bruttomonatsentgelte wird auf öffentliche Daten (vor allem Stichtagsdaten 31.12.) zurückgegriffen, die vom Statistikservice Südwest der Regionaldirektion Hessen der Bundesagentur für Arbeit und dem Hessischen Statistischen Landesamt stammen. Bei diesen Daten handelt es sich um sogenannte Populationsdaten. Dies bedeutet, dass alle Einwohner*innen der Kreise und kreisfreien Städte in Hessen, zu denen entsprechende Entgeltdaten vorliegen, in den Analysen einbezogen werden. Die Analysen werden für Hessen sowie für jeden Kreis und jede kreisfreie Stadt durchgeführt. Damit können auf allen Ebenen noch bestehende Entgeltunterschiede zwischen Frauen und Männern in der jeweiligen Wohnbevölkerung erfasst werden. Die damit geschaffene Transparenz schafft eine wichtige Grundlage zum Diskurs über Ansätze, die die Förderung der Entgeltgleichheit im Land, aber auch vor Ort in den Regionen begünstigen können. Mit der Neuauflage des Hessischen Lohnatlas wird darüber hinaus erstmals die Entgeltlage von Frauen und Männern in den Betrieben vor Ort, also in den Kreisen und kreisfreien Städten, erfasst. Damit werden Aussagen zur Lage der Entgeltgleichheit in der lokalen Wirtschaft möglich. Mit dem Fokus auf die Betriebe vor Ort, sind auch jene Beschäftigte einbezogen, die täglich in den Kreis oder die kreisfreie Stadt zur Erwerbsarbeit einpendeln. Berücksichtigung findet hier, wie bereits oben ausgeführt, ausschließlich die Entgeltlage der in den Betrieben in sozialversicherungspflichtiger Vollzeit Beschäftigten. Basis der Analysen bilden Daten zu den durchschnittlichen Tagesbruttoentgelten im Jahr 2017 aus verschiedenen Stichproben, die durch das Institut für Arbeitsmarkt- und Berufsforschung (IAB) zur Verfügung gestellt wurden. Anders als bei den obigen Populationsdaten können die Befunde aus der Analyse der Stichproben nicht einfach verallgemeinert werden. Die Ergebnisse sind als Trends zu interpretieren. Von besonderem Interesse ist bei diesen Analysen, in welchem Maße sich Merkmale wie beispielsweise die Betriebsgröße, die Geschlechterzusammensetzung der sozialversicherungspflichtig Beschäftigten in den Betrieben oder die Branchenzugehörigkeit der Betriebe auf die Entgeltlücken zwischen Frauen und Männern auswirken können. Die mit diesen Analysen erzeugte Transparenz kann insbesondere den Akteuren der Wirtschaft deutlich machen, wo noch Handlungsbedarfe liegen, um die Entgeltgleichheit von Frauen und Männern in den Betrieben des Landes zu verbessern. Im Folgenden erfolgt zunächst die Darstellung aller Befunde auf der Ebene des Landes Hessen. Im Anschluss wird für jeden Kreis und jede kreisfreie Stadt ein Dossier vorgelegt. Damit lassen sich Unterschiede und Gemeinsamkeiten zwischen den Kreisen und den kreisfreien Städten sowohl hinsichtlich der Entgeltlage der Wohnbevölkerung als auch in Bezug auf die Entgeltlage in den Betrieben vor Ort erfassen." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Does tertiary vocational education beat academic education? A matching analysis of young men's earnings developments (2020)

    Lukesch, Veronika; Zwick, Thomas ;

    Zitatform

    Lukesch, Veronika & Thomas Zwick (2020): Does tertiary vocational education beat academic education? A matching analysis of young men's earnings developments. In: Empirical Research in Vocational Education and Training, Jg. 12. DOI:10.1186/s40461-020-00104-w

    Abstract

    "This paper shows that young men who completed an apprenticeship education plus a tertiary vocational education have considerably higher earnings during the first half of their career than those who obtained an academic education in addition to their apprenticeship education. We match employees with a tertiary vocational and an academic education based on their labour market experience and their individual and employer characteristics during their formative apprenticeship training years in which they presumably decided on their further education track. Then we compare the earnings developments in both groups of the matched sample during their tertiary education phase and after its completion for maximally 16 years after apprenticeship completion. We use linked employer-employee data of the IAB (LIAB9310)." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Was ist wichtig? Die Corona-Pandemie als Impuls zur Neubewertung systemrelevanter Sektoren (2020)

    Lübker, Malte; Zucco, Aline;

    Zitatform

    Lübker, Malte & Aline Zucco (2020): Was ist wichtig? Die Corona-Pandemie als Impuls zur Neubewertung systemrelevanter Sektoren. In: WSI-Mitteilungen, Jg. 73, H. 6, S. 472-484. DOI:10.5771/0342-300X-2020-6-472

    Abstract

    "Um den weiteren Ausbruch des Corona-Virus in Deutschland zu verhindern, wurde im März 2020 das soziale und wirtschaftliche Leben erheblich eingeschränkt. Lediglich Beschäftigte in den systemrelevanten Sektoren waren dazu angehalten, ihrer Erwerbstätigkeit weiter nachzugehen, da sie den Erhalt der kritischen In­frastruktur sicherten. In diesem Beitrag gehen die Autoren der Beschäftigung und insbesondere der Entlohnung in diesen Sektoren nach. Sie stützen ihre Analyse auf einen Linked-Employer-Employee-Datensatz (LIAB) des IAB. Mittels deskriptiver Statistiken und Regressionen zeigen sie zunächst, dass die Beschäftigten in diesen Sektoren sich deutlich von sonst hoch angesehenen Beschäftigtengruppen unterscheiden, denn dort sind vor allem teilzeitbeschäftigte Frauen und Personen mit fachlichen Tätigkeiten beschäftigt. Weiterhin zeigt sich, dass die Entlohnung in diesen Sektoren durchaus heterogen ist: Denn während in einigen systemrelevanten Branchen weit überdurchschnittlich entlohnt wird, liegen die Löhne anderer systemrelevanter Sektoren weiter unter dem Schnitt. Dieses Resultat ist stabil, wenn für Humankapital-Variablen kontrolliert wird. Die angesichts der Krisensituation offenbarte Relevanz dieser Tätigkeiten verdeutlicht die Notwendigkeit einer Neubewertung dieser Sektoren." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Jobs and Matches: Quits, Replacement Hiring, and Vacancy Chains (2020)

    Mercan, Yusuf ; Schoefer, Benjamin;

    Zitatform

    Mercan, Yusuf & Benjamin Schoefer (2020): Jobs and Matches: Quits, Replacement Hiring, and Vacancy Chains. In: The American economic review. Insights, Jg. 2, H. 1, S. 101-124. DOI:10.1257/aeri.20190023

    Abstract

    "In the canonical DMP model of job openings, all job openings stem from new job creation. Jobs denote worker-firm matches, which are destroyed following worker quits. Yet, employers classify 56 percent of vacancies as quit-driven replacement hiring into old jobs, which evidently outlived their previous matches. Accordingly, aggregate and firm-level hiring tightly track quits. We augment the DMP model with longer-lived jobs arising from sunk job creation costs and replacement hiring. Quits trigger vacancies, which beget vacancies through replacement hiring. This vacancy chain can raise total job openings and net employment. The procyclicality of quits can thereby amplify business cycles." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Institute for Employment Research, Germany: Access to Administrative Labor Market Data for International Researchers (2020)

    Müller, Dana ; Vom Berge, Philipp ;

    Zitatform

    Müller, Dana & Philipp Vom Berge (2020): Institute for Employment Research, Germany: Access to Administrative Labor Market Data for International Researchers. In: S. Cole, I. Dhaliwal, A. Sautmann & L. Vilhuber (eds.) (2020): Handbook on Using Administrative Data for Research and Evidence-based Policy, getr. Sz., 2020-07-30.

    Abstract

    "This chapter describes the Research-Data-Center in Research-Data-Center RDC-in-RDC approach, which is a project that implemented decentralized data access to confidential German labor market data provided by the Research Data Center at the Institute for Employment Research RDC-IAB in Nuremberg, Germany via data access points at collaborating research data centers (RDC), research institutes, and universities. RDC-in-RDC improves data access for researchers who want to work with confidential data but are unable to come to Nuremberg to work with the data on-site. The project started in 2010 and was funded by the German Federal Ministry of Education and Research (BMBF). The chapter covers the challenges involved in developing standardized procedures in an international context in order to ensure user-friendly and sustainable data access in compliance with legal requirements." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Müller, Dana ; Vom Berge, Philipp ;
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  • Literaturhinweis

    Worker participation in decision-making, worker sorting, and firm performance (2020)

    Müller, Steffen ; Neuschäffer, Georg;

    Zitatform

    Müller, Steffen & Georg Neuschäffer (2020): Worker participation in decision-making, worker sorting, and firm performance. (IWH-Diskussionspapiere 2020,11), Halle, 39 S.

    Abstract

    "Worker participation in decision-making is often associated with high-wage and high-productivity firm strategies. Using linked-employer-employee data for Germany and worker fixed effects from a two-way fixed effects model of wages capturing observed and unobserved worker quality, we find that establishments with formal worker participation via works councils indeed employ higher-quality workers. We show that worker quality is already higher in plants before council introduction and further increases after the introduction. Importantly, we corroborate previous studies by showing positive productivity and profitability effects even after taking into account worker sorting." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Do Unions and Works Councils Really Dampen the Gender Pay Gap?: Discordant Evidence from Germany (2020)

    Oberfichtner, Michael ; Töpfer, Marina ; Schnabel, Claus ;

    Zitatform

    Oberfichtner, Michael, Claus Schnabel & Marina Töpfer (2020): Do Unions and Works Councils Really Dampen the Gender Pay Gap? Discordant Evidence from Germany. In: Economics Letters, Jg. 196, 2020-08-28. DOI:10.1016/j.econlet.2020.109509

    Abstract

    "Using a large employer-employee dataset, we provide new evidence on the relationship between the gender pay gap and industrial relations from within German workplaces. Controlling for unobserved workplace heterogeneity, we find no evidence that introducing or abandoning collective agreements or works councils affects the gender pay gap. This result holds at the mean and along the distribution, challenging the stylized fact that unions and works councils dampen the gender pay gap." (Author's abstract, © 2020 Elsevier) ((en))

    Beteiligte aus dem IAB

    Oberfichtner, Michael ;
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  • Literaturhinweis

    Exporters, Multinationals and Residual Wage Inequality: Evidence and Theory (2020)

    Schroeder, Sarah ;

    Zitatform

    Schroeder, Sarah (2020): Exporters, Multinationals and Residual Wage Inequality: Evidence and Theory. (CESifo working paper 8701), München, 73 S.

    Abstract

    "This paper studies the implications for wage inequality of two distinct forms of globalisation, namely trade and foreign direct investment. I use German linked employer-employee data to (1) jointly estimate the exporter and the multinational wage premium and (2) to further distinguish between wage premia of multinational firms that are foreign owned (inward FDI) and domestically owned (outward FDI). My findings exhibit a clear hierarchy of firms' international activities with regard to wage premia and workforce ability. I interpret these patterns using a theoretical framework, which incorporates ex-ante homogeneous workers, heterogeneous firms and search and matching frictions into a multi-region model of trade and FDI with monopolistic competition. The model allows me to account for the observed empirical patterns, and delivers novel insights about the interplay between trade, FDI and labour market institutions." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The Effect of the Hartz Labor Market Reforms on Post-unemployment Wages, Sorting, and Matching (2020)

    Woodcock, Simon D. ;

    Zitatform

    Woodcock, Simon D. (2020): The Effect of the Hartz Labor Market Reforms on Post-unemployment Wages, Sorting, and Matching. (IZA discussion paper 13300), 66 S.

    Abstract

    "We use linked longitudinal data on employers and employees to estimate how the 2003-2005 Hartz reforms affected the wages of displaced German workers after they returned to work. We also present a simple new method to decompose the wage effects into components attributable to selection on unobservables, and to changes in the way that displaced workers are sorted across firms and worker-firm matches upon re-employment. We find that the Hartz reforms substantially reduced the wages of displaced workers after their return to work. Women experienced smaller wage losses than men. For both sexes, over 80 percent of the increased wage loss was because displaced workers found re-employment in lower-wage firms after the reforms. A disproportionate share of these low-wage firms offer temporary employment services to other firms, and we document a large increase in post-displacement employment in the temporary work sector after the reforms. Sorting into worse matches with employers explains a smaller 5-9 percent of the wage loss experienced by men, and 12.5-23 percent of the female wage loss. Collectively, the sorting and matching channels explain almost all of the Hartz reforms' effect on post-displacement wages." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Dissonant works councils and establishment survivability (2019)

    Addison, John T. ; Grunau, Philipp ; Bellmann, Lutz ; Teixeira, Paulino ;

    Zitatform

    Addison, John T., Paulino Teixeira, Philipp Grunau & Lutz Bellmann (2019): Dissonant works councils and establishment survivability. (CESifo working paper 7722), München, 28 S.

    Abstract

    "Using subjective information provided by manager respondents on the stance taken by the works council in company decision making, this paper investigates the association between a measure of works council dissonance or disaffection and plant closings in Germany, 2006-2015. The potential effects of worker representation on plant survivability have been little examined in the firm performance literature because of inadequate information on plant closings on the one hand and having to assume homogeneity of what are undoubtedly heterogeneous worker representation agencies on the other. Our use of two datasets serves to identify failed establishments, while the critical issue of heterogeneity is tackled via manager perceptions of works council disaffection or otherwise. The heterogeneity issue is also addressed by considering the wider collective bargaining framework within which works councils are embedded, and also by allowing for works council learning. It is reported that works council dissonance is positively associated with plant closings, although this association is not found for establishments that are covered by sectoral agreements. Taken in conjunction, both findings are consistent with the literature on the mitigation of rent seeking behavior. Less consistent with the recent empirical literature, however, is the association between plant closings and dissonance over time, that is, from the point at which works council dissonance is first observed. Although the coefficient estimate for dissonance is declining with the length of the observation window, it remains stubbornly positive and highly statistically significant. Finally, there is evidence that establishments with dissonant works councils are associated with a much higher probability of transitioning from no collective bargaining to sectoral bargaining coverage over the sample period than their counterparts with more consensual works councils." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Grunau, Philipp ; Bellmann, Lutz ;
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  • Literaturhinweis

    Dissonant works councils and establishment survivability (2019)

    Addison, John T. ; Bellmann, Lutz ; Teixeira, Paulino ; Grunau, Philipp ;

    Zitatform

    Addison, John T., Paulino Teixeira, Philipp Grunau & Lutz Bellmann (2019): Dissonant works councils and establishment survivability. (IZA discussion paper 12438), Bonn, 29 S.

    Abstract

    "Using subjective information provided by manager respondents on the stance taken by the works council in company decision making, this paper investigates the association between a measure of works council dissonance or disaffection and plant closings in Germany, 2006-2015. The potential effects of worker representation on plant survivability have been little examined in the firm performance literature because of inadequate information on plant closings on the one hand and having to assume homogeneity of what are undoubtedly heterogeneous worker representation agencies on the other. Our use of two datasets serves to identify failed establishments, while the critical issue of heterogeneity is tackled via manager perceptions of works council disaffection or otherwise. The heterogeneity issue is also addressed by considering the wider collective bargaining framework within which works councils are embedded, and also by allowing for works council learning. It is reported that works council dissonance is positively associated with plant closings, although this association is not found for establishments that are covered by sectoral agreements. Taken in conjunction, both findings are consistent with the literature on the mitigation of rent seeking behavior. Less consistent with the recent empirical literature, however, is the association between plant closings and dissonance over time, that is, from the point at which works council dissonance is first observed. Although the coefficient estimate for dissonance is declining with the length of the observation window, it remains stubbornly positive and highly statistically significant. Finally, there is evidence that establishments with dissonant works councils are associated with a much higher probability of transitioning from no collective bargaining to sectoral bargaining coverage over the sample period than their counterparts with more consensual works councils." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Bellmann, Lutz ; Grunau, Philipp ;
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  • Literaturhinweis

    The rise in orientation at collective bargaining without a formal contract (2019)

    Bossler, Mario ;

    Zitatform

    Bossler, Mario (2019): The rise in orientation at collective bargaining without a formal contract. In: Industrial relations, Jg. 58, H. 1, S. 17-45., 2018-08-24. DOI:10.1111/irel.12226

    Abstract

    "While firm participation in collective bargaining between unions and employers' associations has been decreasing in Germany over the last two decades, orientation at collectively bargained wages has increased in popularity. Orientation implies that employers claim to set wages according to collective agreements but they are not formally bound by the respective bargaining contract, and in fact, I observe that they pay significantly lower wages than firms that are formally covered. Dynamic nonlinear panel estimation applied to establishment-level data shows that this orientation is a stepping stone into formal participation. However, the decline in formal participation and the opposing rise in orientation are mostly due to a changing establishment composition rather than to behavioral transitions." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

    Beteiligte aus dem IAB

    Bossler, Mario ;
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