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
How wage announcements affect job search: a field experiment (2022)
Zitatform
Belot, Michèle, Philipp Kircher & Paul Muller (2022): How wage announcements affect job search. A field experiment. In: American Economic Journal. Macroeconomics, Jg. 14, H. 4, S. 1-67. DOI:10.1257/mac.20200116
Abstract
"In a field experiment, we study how job seekers respond to posted wages by assigning wages randomly to pairs of otherwise similar vacancies in a large number of professions. Higher wages attract significantly more interest. Still, a nontrivial number of applicants only reveal an interest in the low-wage vacancy. With a complementary survey, we show that external raters perceive higher-wage jobs as more competitive. These findings qualitatively support core predictions of theories of directed/competitive search, though in the simplest calibrated model, applications react too strongly to the wage. We discuss extensions such as on-the-job search that rectify this." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Worker-Firm Screening and the Business Cycle (2022)
Zitatform
Bradley, Jake (2022): Worker-Firm Screening and the Business Cycle. (IZA discussion paper 15017), Bonn, 50 S.
Abstract
"There has been a substantial body of work modeling the co-movement of employment, vacancies, and output over the business cycle. This paper builds on this literature, and informed by empirical investigation, models worker and firm search and hiring behavior in a manner consistent with recent micro-evidence. Consistent with empirical findings, for a given vacancy, a firm receives many applicants, and chooses their preferred candidate amongst the set. Similarly, workers in both unemployment and employment, can evaluate many open vacancies simultaneously and choose to which they make an application. Business cycles are propagated through turbulence in the economy. Structural parameters of the model are estimated on U.S. data, targeting aggregate time series. The model can generate large volatility in unemployment, vacancies, and worker flows across jobs and employment state. Further, it provides a theoretical mechanism for the shift in the Beveridge curve after the 2008 recession - a phenomenon often referred to as the jobless recovery. That is, persistently low employment after the recession, despite output per worker and vacancies having returned to pre-crisis levels." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Who Set Your Wage? (2022)
Zitatform
Card, David (2022): Who Set Your Wage? (NBER working paper 29683), Cambridge, Mass, 30 S. DOI:10.3386/w29683
Abstract
"I discuss the recent literature that has led to new interest in the idea of monopsonistic wage setting. Building on advances in search theory and in models of differentiated products, researchers have used a number of different strategies to identify the elasticity of firm-specific labor supply. A growing consensus is that firms have some wage-setting power, though many questions remain about the sources of that power." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
JAQ of All Trades: Job Mismatch, Firm Productivity and Managerial Quality (2022)
Zitatform
Coraggio, Luca, Marco Pagano, Annalisa Scognamiglio & Joacim Tåg (2022): JAQ of All Trades: Job Mismatch, Firm Productivity and Managerial Quality. (IFN working paper / Research Institute of Industrial Economic 1427), Stockholm, 37 S.
Abstract
"Does the matching between workers and jobs help explain productivity differentials across firms? To address this question we develop a job-worker allocation quality measure (JAQ) by combining employer-employee administrative data with machine learning techniques. The proposed measure is positively and significantly associated with labor earnings over workers' careers. At firm level, it features a robust positive correlation with firm productivity, and with managerial turnover leading to an improvement in the quality and experience of management. JAQ can be constructed for any employer-employee data including workers' occupations, and used to explore the effect of corporate restructuring on workers' allocation and careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg (2022)
Zitatform
Gutfleisch, Tamara & Robin Samuel (2022): Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg. In: Journal for labour market research, Jg. 56. DOI:10.1186/s12651-022-00327-2
Abstract
"Firms in border regions typically deal with heterogeneous applicant pools that include both (foreign) domestic workers and cross-border commuters. However, we know little about recruiters’ workforce needs and hiring practices in cross-border labour markets. Based on a survey of real recruiters in Luxembourg, this study presents experimental and qualitative findings on the role of country of residence in recruiters’ hiring intentions against foreigners. Luxembourg presents a rarely studied but highly relevant case for hiring practices owing to a combination of a strong economy, strict labour market regulations, and a transnational workforce. Drawing on data from a factorial survey experiment, we found no discrimination against Portuguese and French applicants living in Luxembourg. Yet, (highly skilled) cross-border workers from France and Germany faced disadvantages regarding recruiters’ hiring intentions. However, differences in effect sizes between foreigners and cross-border workers were small and not statistically significant. When further asked about the potential challenges of recruiting in Luxembourg’s cross-border labour market, respondents expressed concerns about flexibility, poor social fit, and cultural differences in hiring foreign and cross-border employees. Overall, our study provides further points of reference for studies on hiring intentions in cross-border labour markets across Europe." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Assortative labor matching, city size, and the education level of workers (2022)
Zitatform
Leknes, Stefan, Jørn Rattsø & Hildegunn E. Stokke (2022): Assortative labor matching, city size, and the education level of workers. In: Regional Science and Urban Economics, Jg. 96. DOI:10.1016/j.regsciurbeco.2022.103806
Abstract
"We investigate the heterogeneity of assortative labor matching with respect to geography, skills, and tasks. Our contribution is to separate plant quality by education level and occupation tasks using the AKM-model. We introduce a geology-related instrument to analyze the city effect and address limited mobility bias. Using rich administrative worker-plant dataset for Norway, we show that matching of the college educated have a strong city effect. The IV estimates indicate that a doubling of city size increases the correlation between worker and plant quality by 9 percentage points. A wage decomposition shows that matching accounts for 22% of the urban wage premium adjusted for sorting. In terms of occupations, better matching in cities is observed only for non-routine abstract tasks." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Methoden der Stellensuche und Stellensucherfolg: Arbeitsmarktstudie (2022)
Zitatform
Liechti, David, Mirjam Suri, Thomas Möhr, Patrick Arni & Michael Siegenthaler (2022): Methoden der Stellensuche und Stellensucherfolg. Arbeitsmarktstudie. (Grundlagen für die Wirtschaftspolitik / Staatssekretariat für Wirtschaft SECO 33), Bern, 104 S.
Abstract
"Die Studie setzt sich mit der Frage auseinander, wie beim RAV gemeldete Stellensuchende nach Stellen suchen und was eine erfolgreiche Suche ausmacht. Die Analyse wurde mittels Befragungen von Stellensuchenden (Anmeldungen 2019, bzw. wiederholte Befragung Anmeldungen Mai 2021) sowie Daten der Arbeitslosenstatistik durchgeführt. Im Durchschnitt setzen Stellensuchende wöchentlich etwa 19 Stunden für Bewerbungen ein, etwas weniger als die Hälfte (knapp neun Stunden) werden für die Identifikation von passenden Stellen aufgewendet, die weiteren knapp zehn Stunden werden in das Verfassen von Bewerbungen investiert. Über 95 Prozent der Stellensuchenden nutzen sowohl analoge als auch Online-Suchkanäle. Die Kanäle, welche am häufigsten genutzt werden, sind allgemeine Jobbörsen, Suchmaschinen im Internet, Webseiten von Arbeitgebern, das persönliche Netzwerk sowie Initiativ-bewerbungen. Rund 62 Prozent aller Befragten nutzen arbeit.swiss/Job-Room – die Jobplattform der öffentlichen Arbeitsvermittlung – mehrmals monatlich für die Stellensuche. Die Nutzung der Plattform ist bei Geringqualifizierten und Personen ohne Kenntnisse der Landessprachen bedeutend geringer. Generell selten werden beispielsweise Inserate in Zeitungen als Suchkanal genutzt. Rund drei Viertel der Stellensuchenden nutzen zwischen sieben und elf Kanäle parallel (von zwölf in dieser Studie differenzierten Suchkanälen). Am häufigsten kam der entscheidende Hinweis auf die Stelle, welche angetreten werden konnte, aus dem persönlichen Netzwerk oder die Stelle wurde auf einer allgemeinen Jobbörse identifiziert. Regelmässig werden die Stellensuchenden aber auch von Personalvermittlungsfirmen oder Arbeitgebern direkt kontaktiert und kommen so an eine neue Stelle. Es zeigen sich Auffälligkeiten nach Untergruppen: Stellensuchende ab 55 Jahren nutzen im Vergleich zu jüngeren Stellensuchenden etwas seltener Online-Kanäle, sichten dafür aber häufiger Zeitungsinserate. In Bezug auf den Erfolg von Suchkanälen weichen die älteren Stellensuchenden allerdings nicht vom Durchschnitt ab (die drei erfolgreichsten Kanäle entsprechen denjenigen des Durchschnitts). Weiter sind Personen, welche nicht mindestens eine Landessprache gut beherrschen, mit Jobbörsen im Internet kaum erfolgreich. Da diese Gruppe aber Jobbörsen nicht signifikant seltener nutzt, interpretieren wir dies nicht als Hürde bei der Nutzung, sondern als Hindernis beim Erstellen des Bewerbungsdossiers. Zudem gehen beispielsweise für Initiativbewerbungen bei Hilfsarbeitskräften eine hohe Nutzung und hohe Erfolgsraten einher. Die gewählten Strategien unterscheiden sich kaum zwischen Stellensuchenden, die eine Stelle gefunden haben und solchen, die keine gefunden haben. Die Suchstrategie wird über eine längere Suchdauer teilweise angepasst. Kurzfristig, bzw. in den ersten Monaten der Arbeitslosigkeit, ist die Veränderung allerdings sehr gering (bezüglich Suchintensität und auch Wahl der genutzten Kanäle). Generell scheint es, dass eher das Suchfeld verbreitert wird und keine Anpassungen bezüglich der Wahl der Suchkanäle stattfindet." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Matching Efficiency and Heterogeneous Workers in the UK (2022)
Lisauskaite, Elena;Zitatform
Lisauskaite, Elena (2022): Matching Efficiency and Heterogeneous Workers in the UK. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15610), Bonn, 40 S.
Abstract
"The matching efficiency of the standard matching function is known to follow a pro-cyclical pattern. An observed rightward shift in the UK's Beveridge Curve after the Great Recession, suggests a decrease in the matching efficiency between vacancies and unemployed workers. This paper studies the changes in the labour market's efficiency over the period between 2001 and 2015 in the UK, and decomposes various factors behind it, such as industrial labour market segmentation and characteristics of unemployed, using the standard aggregate matching function. Consistent with the findings for the US (Barnichon and Figura (2015), Hall and Schulhofer-Wohl (2018)), I find that the UK labour market experienced a decrease in the matching efficiency during the Great Recession. However, contrary to what Barnichon & Figura (2015) observed in the US, composition of the labour market did not account for much of this decrease, leaving labour market tightness as the main factor for the decline in efficiency in matching unemployed workers and available vacancies. Accounting for labour market segmentation and worker heterogeneity, can explain 24% of movements in the matching efficiency over the period between 2001Q3 and 2014Q3." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Market Transition and Network-Based Job Matching in China: The Referrer Perspective (2022)
Zitatform
Obukhova, Elena & Brian Rubineau (2022): Market Transition and Network-Based Job Matching in China: The Referrer Perspective. In: ILR review, Jg. 75, H. 1, S. 200-224. DOI:10.1177/0019793920937234
Abstract
"To better understand how network-based job matching responds to market development, the authors investigate network matching in China. They examine this question from the perspective of referrers, those who share information about job opportunities with potential job candidates. Using unique data from a population survey and leveraging interprovincial differences in market development, the authors show that market development has a negative association with individuals’ propensity to share job information. People who work at firms that offer a referral bonus and people who work at private firms, however, are more likely to share information and share it with more people, and the number of such employers increases with market transition. This increase can produce a positive association between market development and overall prevalence of job information-sharing. Results clarify the role employer-side processes play in job information-sharing and carry important implications for understanding network matching." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Task-Based Theory of Occupations with Multidimensional Heterogeneity (2022)
Ocampo, Sergio;Zitatform
Ocampo, Sergio (2022): A Task-Based Theory of Occupations with Multidimensional Heterogeneity. (Centre for Human Capital and Productivity (CHCP) working paper series 2022-02), London, Ontario, 64 S.
Abstract
"I develop an assignment model of occupations with multidimensional heterogeneity in production tasks and worker skills. Tasks are distributed continuously in the skill space, whereas workers have a discrete distribution with a finite number of types. Occupations arise endogenously as bundles of tasks optimally assigned to a type of worker. The model allows us to study how occupations respond to changes in the economic environment, making it useful for analyzing the implications of automation, skill-biased technical change, offshoring, and worker training. Using the model, I characterize how wages, the marginal product of workers, the substitutability between worker types, and the labor share depend on the assignment of tasks to workers. I introduce automation as the choice of the optimal size and location of a mass of identical robots in the task space. Automation displaces workers by replacing them in the performance of tasks, generating a cascading effect on other workers as the boundaries of occupations are redrawn." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: 2019 Meeting Papers, 477 -
Literaturhinweis
Occupational Matching and Cities (2022)
Zitatform
Papageorgiou, Theodore (2022): Occupational Matching and Cities. In: American Economic Journal. Macroeconomics, Jg. 14, H. 3, S. 82-132. DOI:10.1257/mac.20180122
Abstract
"In this paper, I document that workers in larger cities have significantly more occupational options than workers in smaller ones. They are able to form better occupational matches and earn higher wages. I also note differences in occupation reallocation patterns across cities. I develop a dynamic model of occupation choice that microfounds agglomeration economies and captures the empirical patterns. The calibration of the model suggests that better occupational match quality accounts for approximately 35 percent of the observed wage premium and one-third of the greater inequality in larger cities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Demand-side consequences of unemployment and horizontal skill mismatches across national contexts: An employer-based factorial survey experiment (2022)
Zitatform
Shi, Lulu P. & Senhu Wang (2022): Demand-side consequences of unemployment and horizontal skill mismatches across national contexts: An employer-based factorial survey experiment. In: Social science research, Jg. 104. DOI:10.1016/j.ssresearch.2021.102668
Abstract
"With growing flexibilization in the labour market, continuous and consistent career trajectories have become less the norm, and workers facing unemployment may need to look for employment opportunities outside the occupation they are trained in. But what are their employment chances? And what are the chances of returning to the occupation they were trained in after having worked in a different occupation? Despite much research on how employers evaluate job candidates with vertical skill mismatches (e.g. over-qualification and under-qualification) and unemployment, there is little research to investigate how employers view horizontal mismatch in comparison to unemployment, and whether a combination of both generates multiplicative negative effects. Using data gathered from an employer survey experiment in Switzerland and Greece, we find that in Switzerland both unemployment and horizontal mismatch significantly reduce employment chances, but the scarring effect of horizontal mismatch is much stronger. In contrast, in Greece horizontal mismatch significantly reduces employment chances but unemployment does not. Furthermore, we found that horizontal mismatch scarring is significantly stronger in Switzerland than in Greece. These findings suggest that the scarring effects of both unemployment and horizontal mismatch vary across contexts. Further analyses show that, rather than experiencing multiplicative scarring effects, unemployment does not add further disadvantages to mismatched candidates in either country, highlighting the importance of occupational specificity of skills in labour market matching. Overall, these findings facilitate a more nuanced understanding of demand-side labour market processes, highlighting the distinct interactive effects of unemployment and horizontal mismatch across national contexts." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Economic conditions, task shares, and overqualification (2022)
Zitatform
Summerfield, Fraser (2022): Economic conditions, task shares, and overqualification. In: Oxford economic papers, Jg. 74, H. 1, S. 40-61. DOI:10.1093/oep/gpab002
Abstract
"This article demonstrates that economic conditions affect job match quality by influencing the task shares of available jobs. Cognitive (reasoning/communication) and physical (sensory/coordination) task shares and education-based overqualification measures are generated from Canada’s Labour Force Survey, the Career Handbook, and the Occupational Information Network database. In unfavourable labour markets, cognitive task intensity decreases and physical task intensity rises. The task content of newly formed jobs is then shown to be an important empirical determinant of overqualification. A calibrated search model that accounts for these findings quantifies the costs of increased overqualification. Each percentage point increase in unemployment raises overqualification by 5.8 percentage points, partly due to changes in task shares. Economic output subsequently decreases by about 0.6%." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Search Intensity and Wage Rigidity in Business Cycles (2022)
Zitatform
Uemura, Yuki (2022): Job Search Intensity and Wage Rigidity in Business Cycles. (KIER discussion paper series 1078), Kyoto, 34 S.
Abstract
"This paper examines the job search behavior of unemployed workers over the business cycle. The paper first constructs a standard search and matching model with endogenous search efforts, wage rigidity, and a generalized matching function. Contrary to the existing literature, the proposed model generates both procyclical and countercyclical search intensity, depending on the degree of wage rigidity and the elasticity parameter of the matching function. The paper then calibrates the model to the U.S. economy and provides various impulse response analyses. The numerical exercises show that the model successfully and simultaneously reproduces countercyclical search efforts and sizable labor market fluctuations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nine Mechanisms of Job-Searching and Job-Finding Through Contacts Among Young Adults (2022)
Zitatform
Vacchiano, Mattia (2022): Nine Mechanisms of Job-Searching and Job-Finding Through Contacts Among Young Adults. In: Sociological research online, Jg. 27, H. 2, S. 361-378. DOI:10.1177/13607804211009525
Abstract
"Since Granovetter’s seminal works, the influence of personal networks on the labour market has attracted widespread attention. This article analyses the role played by contacts in the context of the labour trajectories of young people in Spain, for whom the use of personal networks represents one of the most important job-searching methods. Using narrative data extracted from a life-history grid and ego-network generator, the analysis brings to light nine mechanisms in which personal contacts intervene in job-searching and job-finding in a sample of 90 young people living in the Barcelona Metropolitan Area. The article emphasizes that contacts play primarily three roles in these processes as informers, employers, or influencers. This distinction offers a renewed framework for the study of networks in the labour market, further complementing the debate on the strength of ties. Using this framework allows me to create a map of the mechanisms that shed light on personal networks as tools with which to deal with labour insecurity and unemployment among young people, thus providing resources that to a large extent reaffirm the objective character of class differences. The article offers innovative insights into how social capital operates in the labour market and helps understand how youth precarity, which is widespread in Spain, is experienced in a relational way." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Studying the UK job market during the COVID-19 crisis with online job ads (2021)
Zitatform
Arthur, Rudy (2021): Studying the UK job market during the COVID-19 crisis with online job ads. In: PLoS ONE, Jg. 16, H. 5. DOI:10.1371/journal.pone.0251431
Abstract
"The COVID-19 global pandemic and the lockdown policies enacted to mitigate it have had profound effects on the labour market. Understanding these effects requires us to obtain and analyse data in as close to real time as possible, especially as rules change rapidly and local lockdowns are enacted. This work studies the UK labour market by analysing data from the online job board Reed.co.uk, using topic modelling and geo-inference methods to break down the data by sector and geography. I also study how the salary, contract type, and mode of work have changed since the COVID-19 crisis hit the UK in March. Overall, vacancies were down by 60 to 70% in the first weeks of lockdown. By the end of the year numbers had recovered somewhat, but the total job ad deficit is measured to be over 40%. Broken down by sector, vacancies for hospitality and graduate jobs are greatly reduced, while there were more care work and nursing vacancies during lockdown. Differences by geography are less significant than between sectors, though there is some indication that local lockdowns stall recovery and less badly hit areas may have experienced a smaller reduction in vacancies. There are also small but significant changes in the salary distribution and number of full time and permanent jobs. As well as the analysis, this work presents an open methodology that enables a rapid and detailed survey of the job market in unsettled conditions and describes a web application jobtrender.com that allows others to query this data set." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vacancies, Employment Outcomes and Firm Growth: Evidence from Denmark (2021)
Zitatform
Bagger, Jesper, Francois Fontaine, Manolis Galenianos & Ija Trapeznikova (2021): Vacancies, Employment Outcomes and Firm Growth: Evidence from Denmark. (IZA discussion paper 14436), Bonn, 31 S.
Abstract
"We use comprehensive data from Denmark that combine online job advertisements with a matched employer-employee dataset and a firm-level dataset with information on revenues and value added to study the relationship between vacancy-posting and various firm outcomes. Posting a vacancy is associated with a 4.5 percentage point increase in a firm's hiring rate and two-thirds of the additional hiring occurs within two months. The response of hiring from employment is twice as large as the response of hiring from non-employment. Firms that are smaller, low-wage and fast-growing are associated with larger hiring responses and that response materializes faster at larger firms, low-wage firms and fast-growing firms. We also find that separations are associated with subsequent vacancy posting and this effect is stronger for separations to employment, consistent with replacement hiring and the presence of vacancy chains. Growth in revenue and value added strongly predict vacancy-posting, with negative shocks having a stronger effect than positive shocks and larger shocks having less-than-proportional responses." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Search during a Pandemic Recession: Survey Evidence from the Netherlands (2021)
Zitatform
Balgová, Mária, Simon Trenkle, Christian Zimpelmann & Nico Pestel (2021): Job Search during a Pandemic Recession: Survey Evidence from the Netherlands. (IZA discussion paper 14180), Bonn, 36 S.
Abstract
"This paper studies job search behavior in the midst of a pandemic recession. We use long-running panel data from the Netherlands (LISS) and complement the core survey with our own COVID-specific module, conducted in June 2020, surveying job search effort of employed as well as unemployed respondents. We estimate an empirical model of job search over the business cycle over the period 2008-2019 to explore the gap between predicted and actual job search behavior in 2020. We find that job search during the pandemic recession differs strongly from previous downturns. The unemployed search significantly less than what we would normally observe during a recession of this size, while the employed search mildly more. Expectations about the duration of the pandemic seem to play a key role in explaining job search effort for the unemployed in 2020. Furthermore, employed subjects affected by changes in employment status due to COVID-19 are more likely to search for a job. Conversely, beliefs about infection risk do not seem to be related to job search in a systematic way." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nonlinear Search and Matching Explained (2021)
Bernstein, Joshua; Throckmorton, Nathaniel; Richter, Alexander W.;Zitatform
Bernstein, Joshua, Alexander W. Richter & Nathaniel Throckmorton (2021): Nonlinear Search and Matching Explained. (Working paper / Federal Reserve Bank of Dallas, Research Department 2106), Dallas, TX, 28 S. DOI:10.24149/wp2106
Abstract
"Competing explanations for the sources of nonlinearity in search and matching models indicate that they are not fully understood. This paper derives an analytical solution to a textbook model that highlights the mechanisms that generate nonlinearity and quantifies their contributions. Procyclical variation in the matching elasticity creates nonlinearity in the job finding rate, which interacts with the law of motion for unemployment. These results show the matching function choice is not innocuous. Quantitatively, the Den Haan et al. (2000) matching function more than doubles the skewness of unemployment and welfare cost of business cycles, compared to the Cobb-Douglas specification." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search intensity of unemployed Workers and the business cycle (2021)
Zitatform
Bransch, Felix (2021): Job search intensity of unemployed Workers and the business cycle. In: Economics Letters, Jg. 205, S. 1-4. DOI:10.1016/j.econlet.2021.109927
Abstract
"This paper provides empirical evidence for the cyclicality in the job search intensity of unemployed workers using data on job search behavior from the Dutch National Bank Household Survey (DHS), an annual panel survey, for the years 1993 until 2018. I find that job search intensity is counter-cyclical, adding to the mixed results of prior studies that mainly rely on data from the US. This finding is robust to using different measures of search intensity and business cycle indicators. The counter-cyclical pattern seems to be driven by changes in the composition of searchers." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))