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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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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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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))

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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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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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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))

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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))

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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))

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Brändle, Tobias & Anne Zühlke (2019): Personalpolitische Maßnahmen in baden-württembergischen Betrieben. Eine empirische Analyse auf der Basis des IAB-Betriebspanels Baden-Württemberg sowie verknüpfter Linked-Employer-Employee Daten. (IAW-Kurzberichte 2019,05), Tübingen, 45 S.

Abstract

"Im vorliegenden Bericht wird zunächst für baden‐württembergische Betriebe der allgemeine Stellenwert der Anwendung spezifischer Personalpolitiken dargestellt. Diese Auswertungen erfolgen einerseits repräsentativ für die jeweiligen Wellen des IAB‐Betriebspanels sowie, wenn möglich, im Zeitablauf. Anschließend wird der Einfluss dieser personalpolitischen Maßnahmen auf verschiedene Zielgrößen im Zusammenhang mit der Existenz bzw. der Behebung des Fachkräftemangels untersucht." (Textauszug, IAB-Doku)

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Burns, Benjamin (2019): Changes in workplace heterogeneity and how they widen the gender wage gap. In: American Economic Journal. Applied Economics, Jg. 11, H. 2, S. 74-113. DOI:10.1257/app.20160664

Abstract

"Using linked employer-employee data for West Germany, I investigate the role of growing wage differentials between firms in the slowdown of gender wage convergence since the 1990s. The results show that two factors are at play: first, high-wage firms experience higher wage growth and employ disproportionately more men, and second, male firm premiums grow faster than female premiums in the same firms. These developments were catalyzed by a decline of union coverage, coupled with more firm-specific wage setting in collective bargaining agreements. Taken together, these conditions prevented the gender gap from narrowing by approximately 15 percent between the 1990s and 2000s." (Author's abstract, IAB-Doku) ((en))

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Dummert, Sandra, Ute Leber & Barbara Schwengler (2019): Unfilled training positions in Germany. Regional and establishment-specific determinants. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 239, H. 4, S. 661-701., 2018-11-19. DOI:10.1515/jbnst-2018-0014

Abstract

"The current situation in the German apprenticeship market is characterized by two contradictory developments. On the one hand, establishments are experiencing increasing problems filling the training positions they offer, and the number of vacant training positions is climbing. On the other hand, the transition into training is still difficult for many young people, and the number of unsuccessful vocational training applicants is rising. Hence, matching supply with demand is becoming increasingly difficult in the German job market for training positions. Using the Linked Employer-Employee dataset (LIAB) from the Institute for Employment Research (IAB), our paper provides a closer examination of the phenomenon of unfilled training positions. It presents an overview of the evolution of vacant training positions in eastern and western Germany and attempts to explain the number of vacancies by investigating the factors responsible for the establishments' inability to fill their training positions. We assume that training position vacancies are due not only to internal company reasons such as firm size or the wage offer for apprentices but also to external conditions such as general regional factors. Therefore, our analysis also considers the situation on the demand side of the labor market within a region. The results of our multilevel mixed-effects estimations show that in addition to characteristics on the enterprise level, regional determinants also affect the share of vacant apprenticeships. With respect to establishment-related factors, mainly characteristics that describe the attractiveness of the firm prove to be important. With regard to regional-specific factors, we find that the availability of school leavers in a region in addition to the level of regional-sectoral competition impacts the recruiting success of establishments. Our analysis also shows that there are remarkable differences between eastern and western Germany concerning both the quantitative importance of unfilled training positions and the factors affecting them." (Author's abstract, © De Gruyter) ((en))

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Dütsch, Matthias, Franziska Ganesch & Olaf Struck (2019): Employment trajectories in heterogeneous regions. Evidence from Germany. In: Advances in life course research, Jg. 40, H. March, S. 43-84. DOI:10.1016/j.alcr.2019.03.002

Abstract

"To what extent do regional characteristics influence employment trajectories? Do regional factors diversely affect the employment careers of different sociodemographic groups? By investigating these questions, we extend current life course research in two ways: First, from a conceptual perspective, we use approaches from regional economics in addition to established sociological labour market theories to gain insights into the effects of regional determinants on individual labour market outcomes. Second, from a methodological point of view, we conduct event history analyses based on a German dataset that contains information on individuals, firms and regions. Our results show that there are considerable regional heterogeneities regarding population density and the amount of human capital endowment, both of which influence working careers differently. Regional agglomeration predominantly offers opportunities in terms of employment trajectories, while regional human capital accumulation increases employment risks. Additionally, our findings indicate that group-specific inequalities with respect to employment careers can be weakened or even strengthened by regional frame conditions. Female and foreign employees benefit most from denser regions and from a higher human capital endowment. By contrast, the unemployment risks of workers who previously experienced unemployment periods during their working lives are increased by both of these regional characteristics. Findings regarding education level are mixed: Workers with occupational qualifications profit from regional agglomeration to a greater extent than do low or even generally qualified workers. However, a high local human capital endowment leads to skill segregation between vocationally trained and highly qualified employees." (Author's abstract, IAB-Doku) ((en))

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Ehrl, Philipp (2019): On the use of firm fixed effects as a productivity measure for analyzing labor market matching. In: Bulletin of Economic Research, Jg. 71, H. 2, S. 195-208. DOI:10.1111/boer.12173

Abstract

"The present note evaluates the performance of firm fixed effects as a productivity measure when identified from wage regressions with two-way fixed effects in matched employer-employee data. This setting is frequently applied to study the matching between workers and firms. Exploiting wage and production data from a large administrative German data set, I find that the correlation between firm fixed effects (FFE) and total factor productivity is close to zero. Once TFP is used, the matching pattern is positive assortative, whereas the two-way fixed effect technique yields the opposite result." (Author's abstract, IAB-Doku) ((en))

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Fackler, Daniel, Jens Stegmaier & Eva Weigt (2019): Does extended unemployment benefit duration ameliorate the negative employment effects of job loss? In: Labour economics, Jg. 59, H. August, S. 123-138., 2019-03-18. DOI:10.1016/j.labeco.2019.03.001

Abstract

"We study the effect of job displacement due to bankruptcies on earnings and employment prospects of displaced workers and analyse whether extended potential unemployment benefit duration (PBD) ameliorates the negative consequences of job loss. Using German administrative linked employer-employee data, we find that job loss has long-lasting negative effects on earnings and employment. Displaced workers also more often end up in irregular employment relationships (part-time, marginal part-time employment, and temporary agency work) than their non-displaced counterparts. Applying a regression discontinuity approach that exploits a three months PBD extension at the age threshold of 50 we find hardly any effects of longer PBD on labour market outcomes of displaced workers." (Author's abstract, © 2019 Elsevier) ((en))

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Ganesch, Franziska, Matthias Dütsch & Olaf Struck (2019): Betriebs- und raumstrukturelle Einflüsse der Beschäftigungsstabilität von Frauen. In: N. Burzan (Hrsg.) (2019): Komplexe Dynamiken globaler und lokaler Entwicklungen, Göttingen, S. 1-9.

Abstract

"Arbeitsmärkte sind nach betrieblicher Beschäftigungsstabilität und unterschiedlich hohen Löhnen segmentiert. Solche Segmentierungen lassen sich als betriebliche Beschäftigungssysteme analysieren. Zudem sind Beschäftigungsverhältnisse vor dem Hintergrund regionaler Gegebenheiten zu betrachten. Der vorliegende Beitrag geht der Frage nach, welche betriebs- und regionenspezifischen Merkmale die Beschäftigungsstabilität und die Erwerbschancen von Frauen beeinflussen. Die quantitativ-empirischen Analysen auf Basis von Linked-Employer-Employee Daten (LIAB), die um regionalen Strukturindikatoren auf der Ebene von Raumordnungsregionen erweitert wurden, verdeutlichen, dass die Verortung in betrieblichen Beschäftigungssystemen stark von individuellen arbeitsmarktrelevanten Merkmalen, wie dem Geschlecht und dem höchsten Bildungsabschluss, abhängt. So sind weibliche Erwerbsverläufe von einer geringeren Stabilität und einer geringeren Wahrscheinlichkeit für langfristige Beschäftigungen gekennzeichnet. Weder das Kinderbetreuungsangebot im Betrieb, noch die in der Region gemessene Kinderbetreuungsquote stabilisieren betriebliche Beschäftigungen von Frauen. Betriebliche Prosperitätsfaktoren gehen mit Stabilität einher, während unsichere und negative Zukunftserwartungen der Betriebe Beschäftigungen eher destabilisieren. Zudem ist festzustellen, dass Frauen seltener in Arbeitslosigkeit übergehen als Männer und dabei allerdings vergleichsweise häufiger Übergänge in Teilzeitarbeit und geringfügige Beschäftigungen vollziehen, um den Flexibilitätsanforderungen jeweils in und zwischen Beruf und Familie gerecht zu werden." (Autorenreferat, IAB-Doku)

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Ganesch, Franziska, Matthias Dütsch & Olaf Struck (2019): Regionale Mobilität am Arbeitsmarkt. Individuelle, betriebliche und wirtschaftsstrukturelle Determinanten von Mobilität und Einkommen. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 71, H. 2, S. 181-210. DOI:10.1007/s11577-019-00620-y

Abstract

"Untersucht wird, welche individuellen, betrieblichen und regionalen wirtschafstrukturellen Merkmale eine erfolgreiche regionale Mobilität von Vollzeiterwerbstätigen unterstützen. Zu Einkommenseffekten im Rahmen von regionaler Mobilität besteht ebenso Forschungsbedarf wie hinsichtlich des Einflusses regionaler Strukturdaten. Analysiert wird ein integrierter Betriebs- und Personendatensatz (LIAB) des Instituts für Arbeitsmarkt- und Berufsforschung, der um regionale Strukturindikatoren (INKAR) ergänzt wurde. Die Ergebnisse der binären und multinominalen logistischen Regressionsmodelle zeigen unter anderem, dass überregionale Mobilität sowie auch damit einhergehende Einkommenserfolge besonders von Individualmerkmalen, wie dem Alter und der Qualifikation, bestimmt werden. Regionale Wirtschafts- und Strukturindikatoren erweisen sich als etwas weniger bedeutsam bei Entscheidungen für regionale Mobilität und deren Erfolge. Ländliche Regionen oder Regionen mit höherer Arbeitslosigkeit werden letztlich nicht häufiger verlassen. In wirtschaftsstrukturell entwickelten Regionen findet sich gleichwohl überregionale Mobilität. In ihnen zeigt sich wider Erwarten jedoch keine höhere Wahrscheinlichkeit von Aufstiegen. In Zielregionen mit einem hohen Anteil an hochqualifizierten Beschäftigten zeigt sich für Akademiker unmittelbar und bereinigt um das regionale Preisniveau eine höhere Wahrscheinlichkeit von Einkommensverlusten. Offen bleibt, wie sich Zielbetriebskontexte im weiteren Verlauf des Verbleibs im Zielraum auf die Einkommenschancen der verschiedenen Beschäftigtengruppen auswirken." (Autorenreferat, © Springer-Verlag)

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Hammermann, Andrea, Matthias Niendorf & Jörg Schmidt (2019): Age diversity and innovation: Do mixed teams of old and experienced and young and restless employees foster companies innovativeness? (IAB-Discussion Paper 04/2019), Nürnberg, 31 S.

Abstract

"Die Erwerbsbevölkerung in Deutschland altert rasant, gleichzeitig nimmt aber auch die Altersheterogenität in den Belegschaften zu. In der Literatur finden sich sowohl Hinweise auf einen positiven wie auch einen negativen Einfluss der Altersheterogenität auf den Teamerfolg. Die vorliegende Studie untersucht, inwieweit die Altersheterogenität die Wahrscheinlichkeit eines Betriebs beeinflusst, Produkt- oder Verfahrensinnovationen hervorzubringen. Auf Basis von Linked Employer-Employee-Daten des Instituts für Arbeitsmarkt- und Berufsforschung (IAB) der Jahre 2009 bis 2013 werden verschiedene Indikatoren zur Messung der Altersheterogenität in der Belegschaft verwendet (Varietät, Separation, Disparität). Im Ergebnis findet sich ein negativer Effekt des Durchschnittsalters auf die Innovationsfähigkeit, allerdings erhöhen die Standardabweichung des Alters und die durchschnittliche Alterslücke die Wahrscheinlichkeit eines Betriebs, Innovationen hervorzubringen. Eine Gleichverteilung der Altersstruktur zeigt hingegen keinen Zusammenhang zur betrieblichen Innovationsfähigkeit. Die unterschiedlichen Ergebnisse zur Heterogenität des Alters und der Betriebszugehörigkeitsdauer weisen zudem auf eine höhere Bedeutung des allgemeinen Humankapitals für kreative Prozesse hin - im Vergleich zum Humankapital, welches betriebsspezifisch erworben wird." (Autorenreferat, IAB-Doku)

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Jessen, Jonas, Robin Jessen & Jochen Kluve (2019): Punishing potential mothers? Evidence for statistical employer discrimination from a natural experiment. In: Labour economics, Jg. 59, H. August, S. 164-172. DOI:10.1016/j.labeco.2019.04.002

Abstract

"Before 2006, large firms in Germany were obliged to pay for the generous maternity protection of female employees, such that firms' expected costs depended on employees' gender and age. From 2006 onward, all firms paid for maternity protection by contributing to the statutory health insurance system, where the contribution depends only on the number of employees and their wages and is thus independent of gender and age. This had been the regulation for small firms already before the reform. Using data from linked employer-employee administrative records, we provide evidence that the reform was followed by an increase in female relative wages within large firms. This reform effect provides evidence for statistical employer discrimination in the pre-2006 setup." (Author's abstract, © 2019 Elsevier) ((en))

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Lübker, Martin & Thorsten Schulten (2019): Tarifbindung in den Bundesländern. Entwicklungslinien und Auswirkungen auf die Beschäftigten. (Elemente qualitativer Tarifpolitik 86), Düsseldorf, 39 S.

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Mohrenweiser, Jens, Thomas Zwick & Uschi Backes-Gellner (2019): Poaching and firm-sponsored training. In: BJIR, Jg. 57, H. 1, S. 143-181. DOI:10.1111/bjir.12305

Abstract

"A series of seminal papers argues that poaching hampers company-sponsored general training. Empirically, however, the existence and extent of poaching remain open questions. We provide a novel empirical strategy to identify poaching. We find that only few apprenticeship training firms in Germany are 'poaching victims' or 'poaching raiders'. Victims are more likely to be in a temporary downturn and raiders are more likely to be growing. Victims hardly change their training strategy after poaching and poaching seems be a transitory event. This is an important result for countries that intend to introduce apprenticeship-type training and need to convince firms to participate in training." (Author's abstract, IAB-Doku) ((en))