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
Reduced form wage equations in the credible bargaining model (2018)
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Boitier, Vincent & Antoine Lepetit (2018): Reduced form wage equations in the credible bargaining model. In: Labour economics, Jg. 50, H. March, S. 92-96. DOI:10.1016/j.labeco.2016.04.003
Abstract
"We derive an explicit solution for the wage from an alternating-offer wage bargaining game à la Hall and Milgrom (2008) under a plausible parameter restriction. This solution is simple, micro-founded and permits a transparent analysis of the driving forces of wages. When it is used in a stationary steady-state search and matching model, the value of all endogenous variables can be expressed as a function of the parameters of the model and the exogenous variables. In a dynamic setup, the solution is much simpler to implement than the one found in the original paper of Hall and Milgrom (2008)." (Author's abstract, © 2016 Elsevier) ((en))
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Literaturhinweis
Shifting the Beveridge curve: what affects labor market matching? (2018)
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Bova, Elva, João Tovar Jalles & Christina Kolerus (2018): Shifting the Beveridge curve. What affects labor market matching? In: International Labour Review, Jg. 157, H. 2, S. 267-306. DOI:10.1111/ilr.12046
Abstract
"This paper explores conditions and policies that could affect the matching between labor demand and supply. We identify shifts in the Beveridge curves for 12 OECD countries between 2000Q1 and 2013Q4 using three complementary methodologies and analyze the short-run determinants of these shifts by means of limited-dependent variable models. We find that labor force growth as well as employment protection legislation reduce the likelihood of an outward shift in the Beveridge curve,. Our findings also show that the matching process is more difficult the higher the share of employees with intermediate levels of education in the labor force and when long-term unemployment is more pronounced. Policies which could facilitate labor market matching include active labor market policies, such as incentives for start-up and job sharing programs. Passive labor market policies, such as unemployment benefits, as well as labor taxation render matching significantly more difficult." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Endogenous separations, wage rigidities and unemployment volatility (2018)
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Carlsson, Mikael & Andreas Westermark (2018): Endogenous separations, wage rigidities and unemployment volatility. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2018,05), Uppsala, 33 S.
Abstract
"We show that in microdata, as well as in a search and matching model with flexible wages for new hires, wage rigidities of incumbent workers have substantial effects on separations and unemployment volatility. Allowing for an empirically relevant degree of wage rigidities for incumbent workers drives unemployment volatility, as well as the volatility of vacancies and tightness to that in the data. Thus, the degree of wage rigidity for newly hired workers is not a sufficient statistic for determining the effect of wage rigidities on macroeconomic outcomes. This finding affects the interpretation of a large empirical literature on wage rigidities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Crowding-out effect and sorting in competitive labour markets with motivated workers (2018)
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Cunyat, Antoni (2018): Crowding-out effect and sorting in competitive labour markets with motivated workers. In: Applied Economics Letters, Jg. 26, H. 4, S. 326-330. DOI:10.1080/13504851.2018.1468550
Abstract
"This article makes a contribution to the economics literature by inducing proper self-selection into contracts based on workers' motivation. The novelty of our results is that it points out the alternative potential role of the crowding-out effect to separate workers based on their motivation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupations as labour market institutions: Occupational regulation and its effects on job matching and occupational closure (2018)
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Damelang, Andreas, Michael Stops & Martin Abraham (2018): Occupations as labour market institutions. Occupational regulation and its effects on job matching and occupational closure. In: Soziale Welt, Jg. 69, H. 4, S. 406-426., 2018-11-02. DOI:10.5771/0038-6073-2018-4-406
Abstract
"Wir definieren Berufe als Institutionen, die das Bildungssystem mit dem Arbeitsmarkt koppeln und argumentieren, dass Berufe idealtypische Anforderungsprofile von Stellenangeboten darstellen. Auf dieser theoretischen Grundlage erarbeiten wir unterschiedliche Mechanismen, wie berufliche Institutionen und deren Regulierung berufliche Qualifikationen definieren und den Zugang zu Berufen und gleichzeitig Mobilität zwischen Berufen strukturieren. Das Ausmaß der beruflichen Regulierung variiert erheblich zwischen den Berufen. Darauf aufbauend analysieren wir die Auswirkungen der beruflichen Regulierung. Wir zeigen, dass die Regulierung zweiteilige Effekte hat. Erstens erhöht die berufliche Regulierung den Informationsstand sowohl für Arbeitgeber als auch für Arbeitssuchende und verringert somit die Unsicherheit im Matching-Prozess. Zweitens produziert berufliche Regulierung 'closed shops', indem der Zugang zu Berufen eingeschränkt wird. Studien, die sowohl die positiven als auch die negativen Auswirkungen beruflicher Regulierungen berücksichtigen, sind bisher selten. Wir schließen diese Lücke, indem wir zwei zentrale Arbeitsmarktprozesse untersuchen: Job Matching und berufliche Schließung. Um berufliche Regulierung empirisch abzubilden, verwenden wir einen innovativen Indikator und testen unsere Hypothesen mit deutschen Daten. Die Ergebnisse zeigen, dass je stärker die berufliche Regulierung bei sonst gleichen Bedingungen ist, desto weniger aufwändig gestaltet sich der Matching-Prozess für die Vertragspartner. Im Gegensatz dazu wird der Wechsel in eine neue Beschäftigung umso unwahrscheinlicher, je stärker ein Beruf reguliert ist." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Matching in cities (2018)
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Dauth, Wolfgang, Sebastian Findeisen, Enrico Moretti & Jens Südekum (2018): Matching in cities. (NBER working paper 25227), Cambrige, 65 S. DOI:10.3386/w25227
Abstract
"In most countries, average wages tend to be higher in larger cities. In this paper, we focus on the role played by the matching of workers to firms in explaining geographical wage differences. Using rich administrative German data for 1985-2014, we show that wages in large cities are higher not only because large cities attract more high-quality workers, but also because highquality workers are significantly more likely to be matched to high-quality plants. In particular, we find that assortative matching - measured by the correlation of worker fixed effects and plant fixed effects - is significantly stronger in large cities. The elasticity of assortative matching with respect to population has increased by around 75%in the last 30 years. We estimate that in a hypothetical scenario in which we keep the quality and location of German workers and plants unchanged, and equalize within-city assortative matching geographical wage inequality in Germany would decrease significantly. Overall, assortative matching magnifies wage differences caused by worker sorting and is a key factor in explaining the growth of wage disparities between communities over the last three decades.
If high-quality workers and firms are complements in production, moreover, increased assortative matching will increase aggregate earnings. We estimate that the increase in within-city assortative matching observed between 1985 and 2014 increased aggregate labor earnings in Germany by 2.1%, or 31.32 billion euros. We conclude that assortative matching increases earnings inequality across communities, but it also generates important efficiency gains for the German economy as a whole." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Discrimination as favoritism: the private benefits and social costs of in-group favoritism in an experimental labor market (2018)
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Dickinson, David L., David Masclet & Emmanuel Peterle (2018): Discrimination as favoritism. The private benefits and social costs of in-group favoritism in an experimental labor market. In: European Economic Review, Jg. 104, H. May, S. 220-236. DOI:10.1016/j.euroecorev.2018.03.004
Abstract
"We examine both the private benefits and spillover costs of labor market favoritism in a unique laboratory experiment design. Our data show that both employment preference and wage offers favor in-group members. Workers positively reciprocate towards in-group employers by choosing higher effort in a gift-exchange game. Thus, favoritism can be privately rational for employers. However, unemployed subjects are allowed to burn resources (at a cost to themselves), and we document significantly increased resource destruction when unemployment can be attributed to favoritism towards others. This highlights a significant spillover and often ignored cost of favoritism, and it points to one possible micro-foundation of some antisocial behavior." (Author's abstract, © 2018 Elsevier) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 10599 -
Literaturhinweis
Assortative matching with large firms (2018)
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Eeckhout, Jan & Philipp Kircher (2018): Assortative matching with large firms. In: Econometrica, Jg. 86, H. 1, S. 85-132. DOI:10.3982/ECTA14450
Abstract
"Two cornerstones of empirical and policy analysis of firms, in macro, labor and industrial organization, are the determinants of the firm size distribution and the determinants of sorting between workers and firms. We propose a unifying theory of production where management resolves a tradeoff between hiring more versus better workers. The span of control or size is therefore intimately intertwined with the sorting pattern. We provide a condition for sorting that captures this tradeoff between the quantity and quality of workers and that generalizes Becker's sorting condition. A system of differential equations determines the equilibrium allocation, the firm size, and wages, and allows us to characterize the allocation of the quality and quantity of labor to firms of different productivity. We show that our model nests a large number of widely used existing models. We also augment the model to incorporate labor market frictions in the presence of sorting with large firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dynamics and endogeneity of firms' recruitment behaviour (2018)
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Ehrenfried, Felix & Christian Holzner (2018): Dynamics and endogeneity of firms' recruitment behaviour. (CESifo working paper 7283), München, 51 S.
Abstract
"Models of random search, directed search, or stock-ow matching differ substantially in the way they assume that job seekers and firms behave during the recruitment process. In this paper we identify new patterns about the recruitment behaviour of firms using the entropy balancing technique and argue that stock-flow matching models - if suitably amended by a timeconsuming screening technology - are best able to explain why the vacancy-filling hazard is increasing during the planned search period and decreases thereafter, why most applicants arrive early in the recruitment process, and why the willingness to pay higher wages or to hire less qualified or experienced applicants increases for firms, which have been unlucky and unable to hire until the intended starting date." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Identifying asymmetric effects of labor market reforms (2018)
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Gehrke, Britta & Enzo Weber (2018): Identifying asymmetric effects of labor market reforms. In: European Economic Review, Jg. 110, H. November, S. 18-40., 2018-07-17. DOI:10.1016/j.euroecorev.2018.07.006
Abstract
"This paper proposes a novel approach to identify structural long-term driving forces of the labor market and their short-run state-dependent effects. Based on search and matching theory, our empirical model extracts these driving forces within an unobserved components approach. We relate changes in the labor market structures to reforms that enhance the flexibility of the labor market in expansion and recession. Results for Germany and Spain show that labor market reforms have substantially weaker beneficial effects in the short run when implemented in recessions. From a policy perspective, these results highlight the costs of introducing reforms in recessions." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
Wage dispersion and search behavior : The importance of nonwage job values (2018)
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Hall, Robert E. & Andreas I. Mueller (2018): Wage dispersion and search behavior : The importance of nonwage job values. In: Journal of Political Economy, Jg. 126, H. 4, S. 1594-1637. DOI:10.1086/697739
Abstract
"We use a rich new body of data on the experiences of unemployed job seekers to determine the sources of wage dispersion and to create a search model consistent with the acceptance decisions the job seekers made. We identify the distributions of four key variables: offered wages, offered nonwage job values, job seekers' nonwork alternatives, and job seekers' personal productivities. We find that, conditional on personal productivity, the standard deviation of offered log wages is moderate, at 0.24, whereas the dispersion of the offered nonwage component is substantially larger, at 0.34. The resulting dispersion of offered job values is 0.38." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Discretion in hiring (2018)
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Hoffman, Mitchell, Lisa B. Kahn & Danielle Li (2018): Discretion in hiring. In: The Quarterly Journal of Economics, Jg. 133, H. 2, S. 765-800. DOI:10.1093/qje/qjx042
Abstract
"Job-testing technologies enable firms to rely less on human judgment when making hiring decisions. Placing more weight on test scores may improve hiring decisions by reducing the influence of human bias or mistakes but may also lead firms to forgo the potentially valuable private information of their managers. We study the introduction of job testing across 15 firms employing low-skilled service sector workers. When faced with similar applicant pools, we find that managers who appear to hire against test recommendations end up with worse average hires. This suggests that managers often overrule test recommendations because they are biased or mistaken, not only because they have superior private information." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 21709 -
Literaturhinweis
The role of fit theories in job analysis (2018)
Korulczyk, Tomasz; Korulczyk, Natalia;Zitatform
Korulczyk, Tomasz & Natalia Korulczyk (2018): The role of fit theories in job analysis. In: A. Biela (Hrsg.) (2018): European Questionnaire for Job Analysis (EQJA) : Theoretical and methodological bases (Polish studies in economics, 12), S. 65-85.
Abstract
"The following work frames fit theory for job analysis. It presents various theoretical backgrounds of the fit theory, definitions, and types of fit along their coherent classification and the dynamic nature of the concepts. Finally, the text considers the use of EQIA in determining the level of various types of fit." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Long-term effects of job-search assistance: experimental evidence using administrative tax data (2018)
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Manoli, Dayanand S., Marios Michaelides & Ankur Patel (2018): Long-term effects of job-search assistance. Experimental evidence using administrative tax data. (NBER working paper 24422), Cambrige, Mass., 49 S. DOI:10.3386/w24422
Abstract
"This paper uses administrative tax data to examine the long-term effects of an experimental job-search assistance program operating in Nevada in 2009. The program required randomly-selected unemployed workers who had just started collecting unemployment insurance (UI) benefits to undergo an eligibility review and receive personalized job-counseling services. The program led to substantial short-term reductions in UI receipt, and to persistent, long-term increases in employment and earnings. The program also affected participants' family outcomes, including total income, tax filing, tax liability, and home ownership. These findings show that job-search assistance programs may produce substantial long-term effects for participants and their families." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mismatch unemployment and the geography of job search (2018)
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Marinescu, Ioana & Roland Rathelot (2018): Mismatch unemployment and the geography of job search. In: American Economic Journal. Macroeconomics, Jg. 10, H. 3, S. 42-70. DOI:10.1257/mac.20160312
Abstract
"Could we significantly reduce US unemployment by helping job seekers move closer to jobs? Using data from the leading employment board CareerBuilder.com, we show that, indeed, workers dislike applying to distant jobs: job seekers are 35 percent less likely to apply to a job 10 miles (mi.) away from their zip code of residence. However, because job seekers are close enough to vacancies on average, this distaste for distance is fairly inconsequential: our search and matching model predicts that relocating job seekers to minimize unemployment would decrease unemployment by only 5.3 percent. Geographic mismatch is thus a minor driver of aggregate unemployment." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 22672 -
Literaturhinweis
Labor mismatches: Effects on wages and on job satisfaction in 17 OECD countries (2018)
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Mateos-Romero, Lucía & María del Mar Salinas-Jiménez (2018): Labor mismatches: Effects on wages and on job satisfaction in 17 OECD countries. In: Social indicators research, Jg. 140, H. 1, S. 369-391. DOI:10.1007/s11205-017-1830-y
Abstract
"This study analyzes the effects of labor mismatches on wages and on job satisfaction in seventeen OECD countries by distinguishing between educational mismatch and skills mismatch. Using data from PIAAC, the results suggest that whereas educational mismatch shows greater effects on wages, the effects of labor mismatch on job satisfaction are generally better explained by skills mismatches. Both phenomena appear to be relevant for understanding the economic effects of labor mismatch and suggest that educational mismatch is not an accurate proxy for skills mismatch, mainly when the non-monetary effects of labor mismatch are addressed." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Education outcomes and the labor market (2018)
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Obiols-Homs, F. & V. Sánchez-Marcos (2018): Education outcomes and the labor market. In: Labour economics, Jg. 54, H. October, S. 14-28. DOI:10.1016/j.labeco.2018.06.001
Abstract
"The quality of education appears to be negatively correlated with both the overeducation of workers at the tasks they perform and the unemployment rate across EU-15 countries, and positively correlated with the wage premium associated to tertiary education. We develop a model of the labor market with frictions to quantitatively investigate the impact of the education outcomes on the labor market. We show that both the ability of educated and non educated workers have sizable effects on the incentives of firms regarding the type of vacancies they open and also regarding the incentives of educated workers as of where to search for a job. Therefore education outcomes are relevant to understand the overeducation phenomena observed in the labor market. According to our quantitative analysis had the quality of education observed in Spain been similar to the European average then the overeducation rate would have been between 5 and 10 percentage points lower and the unemployment rate of the two types of workers would be reduced by 40%, but the tertiary education wage premium would be slightly smaller than in the benchmark economy." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
Essays on unemployment, job search behavior and policy interventions (2018)
Pohlan, Laura ; Nolte, André; Blömer, Maximilian ; Gürtzgen, Nicole ; Bergemann, Annette; Berg, Gerard J. van den ; Stichnoth, Holger; Uhlendorff, Arne ;Zitatform
Pohlan, Laura (2018): Essays on unemployment, job search behavior and policy interventions. Mannheim, XIV, 235 S.
Abstract
"This dissertation explores through which channels unemployment leads to exclusion from society and how policy interventions and technological innovations affect individual job search behavior and are able to bring unemployed persons back into the labor market. All four chapters contained in this dissertation are based on large individual-level data sets from Germany and aim at identifying causal relationships by employing different empirical methods. This thesis starts in the first chapter with an analysis of how job loss impacts different dimensions of social exclusion and shows that unemployment has detrimental economic and social effects. In the second chapter, which is co-authored by Annette Bergemann and Arne Uhlendorff, we study employment effects of participation in job creation schemes in the years after German reunification. We find that participation in job creation programs is beneficial for high skilled women in times of economic instability. In the third chapter, my co-authors Maximilian Blömer, Nicole Gürtzgen, Holger Stichnoth, Gerard van den Berg and I estimate an equilibrium job search model and simulate the introduction of different minimum wage levels. The results indicate that minimum wage effects on unemployment are non-linear and highly dependent on the labor market structure. In the last chapter, which is co-authored by Nicole Gürtzgen, André Nolte and Gerard van den Berg, we find that high-speed internet leads to higher reemployment probabilities with a certain time delay. This effect is particularly pronounced for unemployed males." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Active labour market policies in Germany: do regional labour markets benefit? (2018)
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Wapler, Rüdiger, Daniel Werner & Katja Wolf (2018): Active labour market policies in Germany. Do regional labour markets benefit? In: Applied Economics, Jg. 50, H. 51, S. 5561-5578., 2018-05-01. DOI:10.1080/00036846.2018.1487526
Abstract
"This article examines on a regional level whether active labour market policies (ALMP) improve the matching process. To take the fact of heterogeneous search effectiveness during programme participation into account, we distinguish between current and former programme participants. Our findings based on a regional augmented matching function show that higher search effectiveness due to ALMP is not outweighed by indirect effects on nonparticipants. The total number of matches in a region increases with a higher share of former programme participants among the jobseekers. However, these effects largely differ between programme types." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
On the optimal diversification of social networks in frictional labour markets with occupational mismatch (2018)
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Zaharieva, Anna (2018): On the optimal diversification of social networks in frictional labour markets with occupational mismatch. In: Labour economics, Jg. 50, H. March, S. 112-127. DOI:10.1016/j.labeco.2017.04.002
Abstract
"This paper incorporates social networks into a frictional labour market framework. There are two worker types and two occupations, which are subject to correlated fluctuations in output. The equilibrium is characterized by occupational mismatch which is associated with a wage penalty. Every worker has a fixed number of social contacts in the network. The fraction of contacts of the same occupational type defines homophily of the social network, so this paper investigates the optimal level of network homophily. Workers are risk-neutral and take aggregate variables as given, so their optimal individual choice is full homophily. This is different from the social planner's perspective. The planner internalizes external effects of workers' network choices on aggregate variables, so there exists a unique interior value of network homophily maximizing the present value of income. On the one hand, higher homophily is associated with lower occupational mismatch. But on the other hand, higher homophily separates the two groups of workers, prevents exchange of information about open vacancies, and leads to more unemployment, especially in recessions. So it is the trade-off between these two effects and not the desire to reduce income volatility, as in standard portfolio theory, which gives rise to network diversification. Comparative statics shows that optimal network homophily is lower and diversification is stronger with a lower wage penalty from mismatch, lower unemployment benefit and negative correlation in output fluctuations." (Author's abstract, © 2017 Elsevier) ((en))