matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
Die Modellierung adjustierter Suchdauern als Indikator für die Fachkräftesituation im Beruf (2023)
Zitatform
Maier, Tobias, Stefanie Steeg & Gerd Zika (2023): Die Modellierung adjustierter Suchdauern als Indikator für die Fachkräftesituation im Beruf. In: G. Zika, M. Hummel, T. Maier & M. I. Wolter (Hrsg.) (2023): Das QuBe-Projekt: Modelle, Module, Methoden, S. 176-209.
Abstract
"Zur Identifikation beruflicher Passungsprobleme auf dem Arbeitsmarkt bedarf es eines Indikators, welcher unter Berücksichtigung möglicher Anpassungsprozesse beider Marktseiten einfach zu interpretieren ist. Das QuBe-Projekt modelliert dafür anhand der IAB-Stellenerhebung sogenannte adjustierte Suchdauern. Diese geben für Fachkraft-, Spezialisten- oder Expertentätigkeiten die mittlere Anzahl an Tagen an, die es benötigt, um für die Besetzung einer ausgeschriebenen Stelle eine geeignete Person zu finden. Sie lassen sich anhand der im QuBe-Instrumentarium verankerten berufsspezifischen Arbeitsmarktindikatoren fortschreiben und können nach Berufen, Anforderungsniveaus und Regionen Auskunft über die jetzige und künftig mögliche Fachkräftesituation geben." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Zika, Gerd; -
Literaturhinweis
Public Employment Agency Reform, Matching Efficiency, and German Unemployment (2023)
Zitatform
Merkl, Christian & Timo Sauerbier (2023): Public Employment Agency Reform, Matching Efficiency, and German Unemployment. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1185), Nürnberg, 51 S.
Abstract
"Our paper analyzes the role of public employment agencies in job matching, in particular the effects of the restructuring of the Federal Employment Agency in Germany (Hartz III labor market reform) for aggregate matching and unemployment. Based on two microeconomic datasets, we show that the market share of the Federal Employment Agency as job intermediary declined after the Hartz reforms. We propose a macroeconomic model of the labor market with a private and a public search channel and fit the model to various dimensions of the data. We show that direct intermediation activities of the Federal Employment Agency did not contribute to the decline in unemployment in Germany. By contrast, improved activation of unemployed workers reduced unemployed by 0.8 percentage points. Through the lens of an aggregate matching function, more activation is associated with a larger matching efficiency." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Making the invisible hand visible: Managers and the allocation of workers to jobs (2023)
Minni, Virginia;Zitatform
Minni, Virginia (2023): Making the invisible hand visible: Managers and the allocation of workers to jobs. (CEP discussion paper / Centre for Economic Performance 1948), London, 80 S.
Abstract
"Why do managers matter for firm performance? This paper provides evidence of the critical role of managers in matching workers to jobs within the firm using the universe of personnel records from a large multinational firm. The data covers 200,000 white-collar workers and 30,000 managers over 10 years in 100 countries. I identify good managers as the top 30% by their speed of promotion and leverage exogenous variation induced by the rotation of managers across teams. I find that good managers cause workers to reallocate within the firm through lateral and vertical transfers. This leads to large and persistent gains in workers' career progression and productivity. Seven years after the manager transition, workers earn 30% more and perform better on objective performance measures. In terms of aggregate firm productivity, doubling the share of good managers would increase output per worker by 61% at the establishment level. My results imply that the visible hands of managers match workers' specific skills to specialized jobs, leading to an improvement in the productivity of existing workers that outlasts the managers' time at the firm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why Personal Ties (Still) Matter: Referrals and Congestion (2023)
Mylius, F.;Zitatform
Mylius, F. (2023): Why Personal Ties (Still) Matter: Referrals and Congestion. (Cambridge working papers in economics 2356), Cambridge, 21 S.
Abstract
"The internet has reduced search costs significantly, making it much easier to apply for a large number of jobs. In spite of that, the share of jobs found through personal contacts has remained stable over the past decades. My theoretical framework explores a new channel that makes referred candidates favorable for firms: a higher likelihood to accept a job offer. This trait becomes particularly advantageous whenever firms face large uncertainty over whether their candidates would accept their job offer. As we see, if search barriers vanish and workers apply to more firms, a referred candidate expects to face more competitors. On the other hand, with more applications being sent out, workers are, on average, less interested in each firm they apply to, which makes referred candidates stand out more. This means the chances of getting a job offer through a referral can increase if competing workers send out more applications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
More Than a Match: “Fit” as a Tool in Hiring Decisions (2023)
Zitatform
Nichols, Bethany J., David S. Pedulla & Jeff T. Sheng (2023): More Than a Match: “Fit” as a Tool in Hiring Decisions. In: Work and occupations online erschienen am 17.12.2023, S. 1-29. DOI:10.1177/07308884231214279
Abstract
"The concept of “fit” has become important for understanding hiring decisions and labor market outcomes. While social scientists have explored how fit functions as a legitimized evaluative criterion to match candidates to jobs in the hiring process, less is known about how fit functions as a hiring tool to aid in decision-making when hiring decisions cannot—or should not—be justified. Drawing on in-depth interviews with 53 hiring professionals, we develop a theoretical argument that hiring professionals can use fit as a tool to circumvent legitimized hiring criteria and justify their hiring goals. Specifically, we show how hiring professionals use fit as a tool to explain their hiring decisions when these decisions cannot or should not be justified and we outline two mechanisms through which this process occurs: (1) fit as a tool for circumventing human capital concerns, and (2) fit as a tool to circumvent hiring policies based upon social characteristics. We argue that fit is more than an evaluative criterion for matching individuals to jobs. Hiring professionals deploy fit as a tool to justify their decisions amid uncertainty and constraint. Fit, then, becomes a placeholder when these hiring decisions are not able to be justified through legitimized means. Our findings reveal some of the potential negative consequences of using fit during the hiring process and contribute important theoretical insights about the role of fit in scholarship on inequality and labor markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market tightness and matching efficiency in different labour market segments – do differences in education and occupation matter? (2023)
Obadić, Alka; Viljevac, Viktor;Zitatform
Obadić, Alka & Viktor Viljevac (2023): Labour market tightness and matching efficiency in different labour market segments – do differences in education and occupation matter? (EFZG working paper series 2303), Zagreb, 47 S.
Abstract
"This paper analyses the existing educational and occupational structures of several EU member countries and their alignment with the needs of the labour market. Such a situation may indicate a structural mismatch in labour market in which the mismatch between the skills taught in schools and universities and the skills needed in the workplace appears. To evaluate this mismatch, the paper investigates the matching needs of employers and unemployed job seekers by disaggregating the registered employment office data by education and occupation groups in selected EU countries separately. More educated workers, as well as workers in more complex and better-paid occupations, might fare better when it comes to the aggregate labour market trends. For example, economic downturns and increases in unemployment might be felt more heavily by workers with lower education and those who work in professions requiring fewer skills. In this paper, we analyse the data for a selected group of countries (Austria, Croatia, Estonia, Slovenia, and Spain) from 2010 till 2022, using the Beveridge curves and estimate the labour market tightness and matching efficiency for different education and occupation groups. Our results show that differences in education levels and occupation result in relatively small deviations from aggregate trends in the labour market. Aggregate labour market trends therefore strongly impact all groups in the labour market, whether the market is segmented by education levels or by occupation. In other words, both the improvements in the labour market conditions and the worsening of labour market conditions have similar effects across different labour market segments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Skills Shortage and Innovation Openness (2023)
Zitatform
Paolo, Carioli & Dirk Czarnitzki (2023): Skills Shortage and Innovation Openness. (ZEW discussion paper 23-031), Mannheim, 35 S.
Abstract
"Skills shortage has become a key policy issue in highly developed and innovation-oriented economies, with non-negligible consequences on firms’ innovation activities. We investigate the effect of skills shortage on firms’ innovation openness, which is considered to be one of the key drivers of innovation performance. We hypothesize that scarcity of personnel causes firms to cooperate more broadly with external partners. Using cross-sectional data from the German contribution to the Community Innovation Survey (CIS), and exploiting detailed information on the extent to which firms could fill their job vacancies, we find that, on average, a one standard deviation increase in skills shortage more than doubles a firm’s cooperation breadth. We contribute to the literature on human capital in relation to open innovation by characterizing the necessity of openness as a way to mitigate the scarcity of skills." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Population size and the job matching of college graduates (2023)
Zitatform
Pominova, Mariya & Todd Gabe (2023): Population size and the job matching of college graduates. In: Applied Economics Letters, Jg. 30, H. 20, S. 2994-2997. DOI:10.1080/13504851.2022.2117774
Abstract
"This paper examines the relationship between a region’s population size and the match of college-educated workers to jobs that require a degree. Results show a positive relationship between degree match and county population size in the United States, with a 100,000-person increase in population associated with a 1.3-percentage point increase in the likelihood of a match. The analysis uses a person’s grade point average in college to account for the potential sorting of higher-skilled workers into larger urban areas and the dataset has individuals across a wide range of regions from small rural areas to big cities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Measuring skill gaps in firms: the PIAAC Employer Module (2023)
Quintini, Glenda; Marcolin, Luca;Zitatform
Quintini, Glenda & Luca Marcolin (2023): Measuring skill gaps in firms: the PIAAC Employer Module. (OECD social, employment and migration working papers 292), Paris, 42 S.
Abstract
"This paper introduces the Employer Module of the OECD Survey of Adult Skills (PIAAC), a new OECD survey designed to measure the imbalance between the supply of and demand for the skills needed in the workplace (skill gaps), and how this relates to companies' business strategy and hiring, training and human resource practices. The document first describes the added value of collecting such data, and the different streams of economic research it can contribute to. It then shows how the Module can complement worker-level information on skill imbalances collected in the OECD Survey of Adult Skills. Lastly, it presents the key technical features of the survey, including the questionnaire's conceptual development, the units of observation and coverage, the mode of administration, and the requirements for data cleaning and validation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Applications of maximum matching by using bipolar fuzzy incidence graphs (2023)
Zitatform
Rehman, Fahad Ur, Tabasam Rashid & Muhammad Tanveer Hussain (2023): Applications of maximum matching by using bipolar fuzzy incidence graphs. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0285603
Abstract
"The extension of bipolar fuzzy graph is bipolar fuzzy incidence graph (BFIG) which gives the information regarding the effect of vertices on the edges. In this paper, the concept of matching in bipartite BFIG and also for BFIG is introduced. Some results and theorems of fuzzy graphs are also extended in BFIGs. The number of operations in BFIGs such as augmenting paths, matching principal numbers, relation between these principal numbers and maximum matching principal numbers are being investigated which are helpful in the selection of maximum most allied applicants for the job and also to get the maximum outcome with minimum loss (due to any controversial issues among the employees of a company). Some characteristics of maximum matching principal numbers in BFIG are explained which are helpful for solving the vertex and incidence pair fuzzy maximization problems. Lastly, obtained maximum matching principal numbers by using the matching concept to prove its applicability and effectiveness for the applications in bipartite BFIG and also for the BFIG." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage-Specific Search Intensity (2023)
Rendon, Silvio;Zitatform
Rendon, Silvio (2023): Wage-Specific Search Intensity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15971), Bonn, 32 S.
Abstract
"I propose a model in which agents decide on job search intensity for each possible wage, unlike the usual setup of constant search intensity over wage draws. The proposed framework entails efficiency gains in that agents do not waste effort to searching for low paying unacceptable jobs or less offered high paying jobs. The proposed framework generates accepted wages distributions that differ substantially from the truncated distributions stemming from the usual setup. These different empirical implications are exploited for building two nonparametric tests, which reject constant search intensity over wages, using NLSY97 data. I further estimate the identifiable structural parameters of the two models resulting in better fit for the wage-specific setup. I quantify the increased effectiveness of wage-specific search in more total search intensity, faster transitions to the upper tail of the wage distribution, and higher wages, in particular, more than 25% increase in accepted wages after unemployment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bidding for Talent: A Test of Conduct in a High-Wage Labor Market (2023)
Roussille, Nina; Scuderi, Benjamin;Zitatform
Roussille, Nina & Benjamin Scuderi (2023): Bidding for Talent: A Test of Conduct in a High-Wage Labor Market. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16352), Bonn, 69 S.
Abstract
"We develop a procedure for adjudicating between models of firm wage-setting conduct. Using data on workers' choice sets and decisions over real jobs from a U.S. job search platform, we first estimate workers' rankings over firms' non-wage amenities. We document three key findings: 1) On average, workers are willing to accept 12.3% lower salaries for a 1-S.D. improvement in amenities. 2) Between-worker preference dispersion is equally large, indicating that preferences are not well-described by a single ranking. 3) High-paying firms have better amenities. Following the modern IO literature, we use these estimates to formulate a test of conduct based on exclusion restrictions. Oligopsonistic models incorporating strategic interactions between firms and tailoring of wage offers to workers' outside options are rejected in favor of simpler monopsonistic models featuring near-uniform markdowns. Misspecification has meaningful consequences: while our preferred model predicts average markdowns of 19.5%, others predict average markdowns as large as 26.6%." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nachweise für berufliche Qualifikationen oder doch nur ein Motivationssignal? Zur Wirkung non-formaler Weiterbildungszertifikate in der Personalauswahl (2023)
Zitatform
Schimke, Benjamin (2023): Nachweise für berufliche Qualifikationen oder doch nur ein Motivationssignal? Zur Wirkung non-formaler Weiterbildungszertifikate in der Personalauswahl. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 75, H. 4, S. 451-475. DOI:10.1007/s11577-023-00932-0
Abstract
"Der vorliegende Beitrag widmet sich der Frage, ob Nachweise non-formaler Weiterbildungskurse zum Erfolg in Bewerbungssituationen beitragen und damit den Hinweisen zu beruflichen Aufstiegsperspektiven in der nationalen Weiterbildungsstrategie und den subjektiv-individuellen Nutzenerwartungen der Teilnehmenden gerecht werden. Hierbei wird erstmals systematisch untersucht, ob nichtmonetäre Erträge lebenslangen Lernens auf die in Kursen erworbenen Fertigkeiten zurückgeführt werden können oder auf bislang unbeobachtete Heterogenität hinsichtlich motivationaler Faktoren. Die Untersuchung basiert auf Experimentaldaten einer Vignettenstudie, die mit Rekrutierenden aus 15 Berufen durchgeführt wurde. Die Ergebnisse zeigen, dass Nachweise non-formaler Weiterbildung die Erfolgschance in Einstellungsverfahren erhöht. Dabei ist dieser Einfluss zu einem größeren Teil durch berufliche Qualifikationssignale erklärbar und geht zu geringeren Anteilen auf motivationale Einflüsse zurück. Außerdem kann gezeigt werden, dass der Weiterbildungsertrag in Abhängigkeit des Berufs variiert. Je größer das qualifikatorische Anforderungsniveau der Tätigkeit, desto wichtiger sind die Nachweise für die Personalauswahl. Entlang dieses Gradienten sind auch die anteiligen Einflüsse verteilt. Weiterbildungsnachweise signalisieren bei hohem formalem Qualifikationsniveau verstärkt berufliche Fertigkeiten und weniger stark Motivation." (Autorenreferat, IAB-Doku, © Springer-Verlag)
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Literaturhinweis
Labor Market News and Expectations about Jobs & Earnings (2023)
Zitatform
Schmidpeter, Bernhard (2023): Labor Market News and Expectations about Jobs & Earnings. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2023-14), Linz, 30 S.
Abstract
"Little is known about how workers update expectations about job search and earnings when exposed to labor market news. To identify the impact of news on expectations, I exploit Foxconn's unexpected announcement to build a manufacturing plant in Racine County. Exposure to positive news leads to an increase in expected salary growth at the current firm. Individuals also revise their expectations about outside offers upward, anchoring their beliefs to Foxconn's announced wages. They act on their updated beliefs with a small increase in current consumption. Negative news from a scaled-down plan leads to a revision of expectations back toward baseline." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Market Dynamics with Sorting (2023)
Zitatform
Schulz, Bastian (2023): Labor Market Dynamics with Sorting. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16467), Bonn, S. 37.
Abstract
"I study a dynamic search-matching model with two-sided heterogeneity, a production complementarity that induces labor market sorting, and aggregate shocks. In response to a positive productivity shock, incentives to sort increase disproportionately. Firms respond by posting additional vacancies, and the strength of the response is increasing in firm productivity. The distribution of unemployment worker types adjusts slowly, which amplifies job creation in the short run. In the long run, falling unemployment curtails the firms' vacancy posting. The model closely matches time-series moments from U.S. labor market data and produces realistic degrees of wage dispersion and labor market sorting." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Consumption Commitments and Unemployment Insurance (2023)
Segovia, Javier López;Zitatform
Segovia, Javier López (2023): Consumption Commitments and Unemployment Insurance. (CRC TR 224 discussion paper series 458), Bonn, 49 S.
Abstract
"Households allocate around 40% of their budget to goods and services that are difficult to adjust, such as rents, mortgages, or mobile plans, which are called “commitments”. Only about 11% of households adjust the consumption of these goods every quarter. Commitments imply monthly payments that are hard to avoid and make employment and income fluctuations more costly. This paper analyzes the role of unemployment insurance in the presence of commitments using a heterogeneous agents search model with incomplete markets and unemployment shocks. The model is calibrated to the US data and matches key features of the US labor market. Using this framework, we show that the existence of commitment goods amplifies the effects of unemployment insurance on search effort and unemployment duration. Commitments also induce households to build larger precautionary savings. Morover, we show that welfare gains from elimating UI increase from 3.4% to 4.2% when commitments are considered. The optimal replacement rate is 57% in the benchmark economy, higher than the current US policy (50%)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Können Online-Stellenanzeigen helfen, zukünftig relevante Kompetenzen zu identifizieren?: Machbarkeitsstudie zu Vorhersagen von Kompetenzentwicklungen (2023)
Zitatform
Stephany, Fabian & Eric Sobolewski (2023): Können Online-Stellenanzeigen helfen, zukünftig relevante Kompetenzen zu identifizieren? Machbarkeitsstudie zu Vorhersagen von Kompetenzentwicklungen. Gütersloh, 40 S. DOI:10.11586/2023060
Abstract
"Künstliche Intelligenz (KI) verändert die Arbeitswelt radikal. Zeitgleich steht die Wirtschaft vor einer nachhaltigen Erneuerung im Zuge der klimafreundlichen Transformation, die sich auch auf dem Arbeitsmarkt widerspiegelt. Beide Phänomene, oftmals als Zwillingstransformation (“Twin Transition”) bezeichnet, werfen die Frage auf, welche Kompetenzen in der Arbeitswelt von Morgen gefragt sein werden. Diese Frage steht auch im Fokus der vorliegenden Studie und wird durch die Analyse von Online-Stellenanzeigen („Online Job Advertisements“, kurz OJA) beleuchtet. Insbesondere wird erläutert, inwiefern sich aus der zurückliegenden Bewertung von Kompetenzen mittels Zeitreihenanalysen Aussagen über die zukünftigen Entwicklungen treffen lassen. Dabei werden OJA-Daten für mehrere Berufsgruppen aus unterschiedlichen Branchen anhand der Aspekte von Popularität, Relevanz und Preis ausgewertet. Die Ergebnisse werden anhand von einzelnen “green” (klimabezogenen) und “coding” (IT-) Kompetenzen erläutert. Am Beispiel der Programmiersprache „Python“ lässt sich dies eindeutig illustrieren: Wir beobachten für alle drei Metriken unserer Analyse – Popularität, Relevanz und Preis – eine klare Aufwärtsbewegung. Dieser klar erkennbare Trend lässt sich entsprechend sicher in der Zukunft fortschreiben, wie unsere Zeitreihenanalyse und Cross-Validation bestätigen. Weitergehend wird der wirtschaftliche Wandel hin zu „grünen“ Kompetenzen in unserer Analyse durch Aspekte wie „Bausanierung“ und „Solarthermie“ beleuchtet. Die Ergebnisse dieser Studie zeigen, dass kurzfristige Vorhersagen (von bis zu sechs Monaten) über die zukünftige Entwicklung von Kompetenzen möglich sind. Der Zeitraum und die Qualität dieser Vorhersagen werden mitunter stark durch mangelnde Datenverfügbarkeit limitiert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process (2023)
Zitatform
Tholen, Gerbrand (2023): Matching Candidates to Culture: How Assessments of Organisational Fit Shape the Hiring Process. In: Work, Employment and Society online erschienen am 27.02.2023, S. 1-18. DOI:10.1177/09500170231155294
Abstract
"Organisational fit represents a crucial criterion in the hiring process. This article aims to understand how employers and external recruitment consultants define and apply organisational fit in professional labour markets, such as engineering, marketing and finance. It also investigates how the use of organisational fit in hiring can lead to social bias within these labour markets. It relies on semi-structured interviews with 47 external recruitment consultants who assist employers in these sectors. The article draws on Relational Inequality Theory to demonstrate how hiring managers and consultants use organisational fit to create and justify boundaries between acceptable and unacceptable candidates. Claim-making supports the rationalisation and legitimisation in the exclusion of groups of candidates. The article critically informs human resource management, business and psychology literature that perceive organisational fit as a largely benign criterion for recruitment. It also extends sociological and critical management literature by delineating three main exclusionary mechanisms in matching candidates for organisational fit." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vertical and Horizontal Mismatch in the UK: Are Graduates' Skills a Good Fit for Their Jobs? (2023)
Vecchi, Michela; Savic, Maja; Robinson, Catherine; Romiti, Marina;Zitatform
Vecchi, Michela, Catherine Robinson, Maja Savic & Marina Romiti (2023): Vertical and Horizontal Mismatch in the UK: Are Graduates' Skills a Good Fit for Their Jobs? (NIESR discussion paper 548), London, 39 S.
Abstract
"Understanding the skill mismatch among graduates, its causes and consequences is crucial for an economy as it reveals an inefficient allocation of resources that can lead to a decline in workers' wages and in a country's overall productivity performance. This study contributes to the skill mismatch debate by examining graduates' vertical and horizontal mismatch in the UK. Using the 2017 Annual Population Survey, we introduce a new, objective measure of horizontal mismatch (fit index) and account for skills beyond education. Performance of the fit index is compared with a standard measure of vertical mismatch, that typically refers to graduates employed in non-graduate jobs. We find that approximately 30% of graduates in the UK are employed in non-graduate jobs, while nearly 33% work in fields unrelated to their degree subject. Using information on the skill classification of occupations (SOC2010), we adjust these overall figures controlling for unobservable skills. This allows us to derive six skill groups, each capturing the distance between graduates' skills and those required on the job. At the top of skill distribution, we find graduates who are matched in terms of qualification and skills (44%), followed by those who are only horizontally mismatched, that is those who are employed in an occupation requiring a university degree but whose field of study does not match the requirements of the job (23%). At the bottom of the skill distribution, we find graduates who are overqualified on paper but whose skills are likely to be very close to those required on the job (16%). These graduates are particularly penalized in terms of wages. In fact, our estimates show that they earn approximately 40% less compared to those with a perfect job match. This wage penalty, on the other hand, is substantially lower for graduates who are only horizontally mismatched (approximately 2%). However, although for individuals a pure horizontal mismatch does not impose a strong downward p" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pre-existing company contacts and premature termination of apprenticeship training in Germany (2023)
Weißmann, Markus; Roth, Tobias;Zitatform
Weißmann, Markus & Tobias Roth (2023): Pre-existing company contacts and premature termination of apprenticeship training in Germany. In: Research in Social Stratification and Mobility, Jg. 87. DOI:10.1016/j.rssm.2023.100839
Abstract
"Using longitudinal data from Starting Cohort 4 of the German National Educational Panel Study (NEPS), we examined whether pre-existing strong ties and weak ties in the training company are associated with the risk of premature termination of apprenticeship training in Germany. This is highly relevant for the literature on social capital in the labor market since so far little is known about the role of social contacts for the turnover propensity of labor market entrants. By examining a potentially important factor for a successful labor market integration, our research also adds to both the school-to-work and the social stratification literature. Our empirical results are only partly consistent with our theoretically derived expectations. While contrary to our expectations, we found no association between strong ties and termination probability, weak ties were, as expected, associated with a lower probability of premature training termination among those apprentices who were trained in their desired occupation. Our main results, combined with several robustness checks, let us assume that this is due to better matched training situations." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))