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FDZ-Literatur / FDZ Literature

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

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

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  • Literaturhinweis

    Employer Screening and Optimal Unemployment Insurance (2025)

    Meier, Mario; Obermeier, Tim;

    Zitatform

    Meier, Mario & Tim Obermeier (2025): Employer Screening and Optimal Unemployment Insurance. In: The Economic Journal, Jg. 135, H. 667, S. 671-711. DOI:10.1093/ej/ueae095

    Abstract

    "Field experiments show that employers are less likely to consider long-term unemployed job-seekers for interviews. We study the implications for optimal unemployment insurance (UI). Based on a structural model of job search and recruitment, estimated with German data, we analyze the optimal two-tier unemployment system. We find that screening makes the optimal initial benefit level four percentage points higher and the potential benefit duration seven months longer. Using an extended Baily-Chetty formula, we study the mechanisms through which screening affects the consumption smoothing gain and moral hazard cost of providing UI and highlight the role of the externality from endogenous firm behavior." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Long-Run Career Outcomes of Multiple Job Holding (2025)

    Muffert, Johanna; Riphahn, Regina T. ;

    Zitatform

    Muffert, Johanna & Regina T. Riphahn (2025): Long-Run Career Outcomes of Multiple Job Holding. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17605), Bonn, 57 S.

    Abstract

    "Multiple job holding (MJH) is increasingly frequent in industrialized countries. Individuals holding a secondary job add to their experience, skills, and networks. We study the long-run labor market outcomes after MJH and investigate whether career effects can be validated. We employ high-quality administrative data from Germany. Our doubly robust estimation method combines entropy balancing with fixed effects difference-in-differences regressions. We find that income from primary employment declines after MJH spells and overall annual earnings from all jobs increase briefly. Job mobility increases after MJH spells. Interestingly, the beneficial long-term effects of MJH are largest for disadvantaged groups in the labor market such as females, those with low earnings, and low education. Overall, we find only limited benefits of MJH." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Occupational reallocation within and across firms: Implications for labor market polarization (2025)

    Mukoyama, Toshihiko; Takayama, Naoki ; Tanaka, Satoshi ;

    Zitatform

    Mukoyama, Toshihiko, Naoki Takayama & Satoshi Tanaka (2025): Occupational reallocation within and across firms: Implications for labor market polarization. In: Journal of monetary economics. DOI:10.1016/j.jmoneco.2024.103701

    Abstract

    "This study analyzes how labor market frictions interact with firms’ decisions to reallocate workers across different occupations during labor market polarization. We compare the patterns of occupational reallocation within and across firms in the US and Germany in recent years. We find within-firm reallocation contributes significantly to the decline in employment in routine occupations in Germany, but much less so in the US. We construct a general equilibrium model of firm dynamics and find the model with different firing taxes can replicate the difference in firm-level adjustment patterns across these countries. We conduct two counterfactual experiments for each country, highlighting the different roles played by the within-firm cost of reorganizing the occupational mix and across-firm frictions created by firing taxes. The results suggest the latter plays a more significant role in labor market polarization. Higher firing costs would lead to greater and faster polarization in the US." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

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  • Literaturhinweis

    Weiterbildungsungleichheit und technologischer Wandel: Nach IT-Investitionen steigt vor allem die Weiterbildungsquote der Höherqualifizierten (2025)

    Müller, Christoph ;

    Zitatform

    Müller, Christoph (2025): Weiterbildungsungleichheit und technologischer Wandel: Nach IT-Investitionen steigt vor allem die Weiterbildungsquote der Höherqualifizierten. (IAB-Kurzbericht 06/2025), Nürnberg: IAB, 8 S. DOI:10.48720/IAB.KB.2506

    Abstract

    "Betriebliche Weiterbildung soll dazu beitragen, die Fähigkeiten der Beschäftigten an neue Anforderungen anzupassen. Gerade im Zuge der digitalen Transformation der Arbeitswelt sind solche Anpassungen dringend erforderlich. Die vorliegende Analyse des Zusammenhangs zwischen Investitionen in digitale Technologien und innerbetrieblicher Weiterbildung zeigt: In Betrieben mit IT-Investitionen steigen die Weiterbildungsquoten der Beschäftigten mit qualifizierten Tätigkeiten; bei denjenigen mit einfachen Tätigkeiten ist dies im Mittel hingegen nicht der Fall." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Müller, Christoph ;
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  • Literaturhinweis

    Wie Roboter die betriebliche Beschäftigungsstruktur verändern (2025)

    Müller, Steffen ; Plümpe, Verena;

    Zitatform

    Müller, Steffen & Verena Plümpe (2025): Wie Roboter die betriebliche Beschäftigungsstruktur verändern. In: Wirtschaft im Wandel, Jg. 31, H. 1, S. 10-13. DOI:10.18717/wwfyns-ep75

    Abstract

    "Der Einsatz von Robotern verändert die Arbeitswelt grundlegend – doch welche spezifischen Effekte hat dies auf die Beschäftigungsstruktur? Unsere Analyse untersucht die Folgen des Robotereinsatzes anhand neuartiger Mikrodaten aus deutschen Industriebetrieben. Diese Daten verknüpfen Informationen zum Robotereinsatz mit Sozialversicherungsdaten und detaillierten Angaben zu Arbeitsaufgaben. Auf Basis eines theoretischen Modells leiten wir insbesondere positive Beschäftigungseffekte für Berufe mit wenig repetitiven, programmierbaren Aufgaben ab, sowie für jüngere Arbeitskräfte, weil diese sich besser an technologische Veränderungen anpassen können. Die empirische, mikroökonomische Analyse des Robotereinsatzes auf Betriebsebene bestätigt diese Vorhersagen: Die Beschäftigung steigt für Techniker, Ingenieure und Manager und junge Beschäftigte, während sie bei geringqualifizierten Routineberufen sowie bei Älteren stagniert. Zudem steigt die Fluktuation bei geringqualifizierten Arbeitskräften signifikant an. Unsere Ergebnisse verdeutlichen, dass der Verdrängungseffekt von Robotern berufsabhängig ist, während junge Arbeitskräfte neue Tätigkeiten übernehmen." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Essays on deliberate errors in surveys (2025)

    Olbrich, Lukas ;

    Zitatform

    Olbrich, Lukas (2025): Essays on deliberate errors in surveys. München, 259 S. DOI:10.5282/edoc.34655

    Abstract

    "Surveys sind anfällig für absichtliche Fehler der beteiligten Akteure (zum Beispiel der Interviewenden oder der Befragten), die zu verzerrten Schätzungen und fehlerhaften Inferenzen führen und das generelle Vertrauen in Survey-Daten verringern können. Diese Dissertation behandelt Strategien und Methoden zur Prävention und Identifikation solcher Fehler. Die ersten vier Artikel befassen sich mit absichtlichen Fehlern von Face-to-Face-Interviewenden. Der fünfte Artikel beschäftigt sich mit Befragten in Web-Surveys, wobei insbesondere “Inattentive Responding” behandelt wird. Der erste Artikel untersucht den Effekt von Interviewmitschnitten auf das Interviewendenverhalten in Face-to-Face-Befragungen. Hierbei werden mit dem Einverständnis der Befragten – unter anderem zur späteren Kontrolle der Interviewenden – Tonspuren der Interviews aufgezeichnet. Ohne diese Mitschnitte ist das Verhalten der Interviewenden während des Interviews nicht beobachtbar. Anhand detaillierter Zeitstempeldaten und unterschiedlicher Analyseansätze zeigen wir, dass Interviewmitschnitte (vermutlich absichtliche) Interviewendenfehler erheblich reduzieren. Der zweite Artikel veranschaulicht, wie Multilevel-Modelle zur Identifikation von Interviewendenfälschungen genutzt werden können. Das Modell konzentriert sich auf das Verhalten der fälschenden Interviewenden über den Feldverlauf hinweg. Wir testen die Methode mit Survey-Daten mit verifizierte Fälschungen, die wir identifizieren können, und finden in einem weiteren Datensatz mehrere verdächtige Interviewende. Im dritten Artikel wird ein weiterer Ansatz zur Identifikation fehleranfälliger Interviewender entwickelt. Unter der Annahme, dass sich die Körpergröße von Erwachsenen in kurzen Zeitabständen nicht verändern sollte, klassifizieren wir Interviewende als fehleranfällig, wenn 1) die angegebene Größe ihrer Befragten häufig und erheblich von der gemessenen Größe abweicht oder 2) sich die angegebene Größe ihrer Befragten häufig und erheblich zwischen Panelwellen verändert. Wir verwenden dafür Multilevel-Modelle und identifizieren mehrere fehleranfällige Interviewende in vier Datensätzen. Im vierten Artikel wird ein multivariater Ansatz zur Analyse von Interviewendenfehlern entwickelt. Wir verwenden Daten aus zehn Jahren einer jährlichen Querschnittsbefragung, die in zehn Ländern durchgeführt wurde (insgesamt 100 Länder-Jahre), und wenden mehrere Indikatoren für Interviewendenfehler auf Interviewenden- und Länder-Jahr-Ebene an. Um auffällige Länder-Jahre und Interviewende zu identifizieren, verwenden wir Isolation Forests und zeigen, dass mehrere Länder in bestimmten Jahren besonders auffällige Indikatorwerte aufweisen. Die Ergebnisse führten zum Ausschluss mehrerer Länder-Jahre aus den veröffentlichten Daten und veranschaulichen die Bedeutung des Erhebunsinstituts für die Analyse von Interviewendenfehlern. Der fünfte Artikel befasst sich mit der Prävention und Identifikation von Inattentive Responding (Befragte, die ohne Rücksicht auf den Inhalt der Frage antworten) in Web-Surveys. Als Präventionsansatz untersuchen wir den Effekt von “Commitment Pledges”, bei denen sich die Befragten zu Beginn des Interviews verpflichten, bestmögliche Antworten zu geben. Wir finden keinen Effekt der Präventionsmaßnahme auf mehrere Indikatoren für Inattentive Responding. Zur Identifikation führen wir ein Experiment zu “Attention Checks” durch und zeigen, dass ein großer Anteil der Befragten solche Checks wahrscheinlich zufällig besteht. Als Alternative entwickeln und testen wir einen zeitstempelbasierten Clustering-Ansatz, mit dem Cluster, die zu großen Teilen aus Inattentive Respondents bestehen, identifiziert werden können. Die Artikel über Maßnahmen zur Prävention von absichtlichen Fehlern können bei der Entwicklung von Strategien zur Qualitätssicherung von Surveys unterstützen. Die entwickelten und getesteten Identifikationsmethoden können in der Praxis und angewandten Forschung zur Bewertung der Qualität von Survey-Daten angewandt werden. Insgesamt trägt diese Dissertation dazu bei, die Häufigkeit und die nachteiligen Folgen von absichtlichen Fehlern in Surveys zu verringern." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Olbrich, Lukas ;
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  • Literaturhinweis

    Mental health in Germany before, during and after the COVID-19 pandemic (2025)

    Patzina, Alexander ; Collischon, Matthias ; Obrizan, Maksym; Hoffmann, Rasmus ;

    Zitatform

    Patzina, Alexander, Matthias Collischon, Rasmus Hoffmann & Maksym Obrizan (2025): Mental health in Germany before, during and after the COVID-19 pandemic. In: PLoS ONE, Jg. 20, 2024-10-25. DOI:10.1371/journal.pone.0313689

    Abstract

    "Based on nationally representative panel data (N person-years = 40,020; N persons = 18,704; Panel Labour Market and Social Security; PASS) from 2018 to 2022, we investigate how mental health changed during and after the COVID-19 pandemic. We employ time-distributed fixed effects regressions to show that mental health (Mental Health Component Summary Score of the SF-12) decreased from the first COVID-19 wave in 2020 onward, leading to the most pronounced mental health decreases during the Delta wave, which began in August 2021. In the summer of 2022, mental health had not returned to baseline levels. An analysis of the subdomains of the mental health measure indicates that long-term negative mental health changes are mainly driven by declines in psychological well-being and calmness. Furthermore, our results indicate no clear patterns of heterogeneity between age groups, sex, income, education, migrant status, childcare responsibilities or pre-COVID-19 health status. Thus, the COVID-19 pandemic appears to have had a uniform effect on mental health in the German adult population and did not lead to a widening of health inequalities in the long run." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Patzina, Alexander ; Collischon, Matthias ;
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  • Literaturhinweis

    Performance evaluations and employee turnover intentions: Empirical evidence from linked employer-employee data (2025)

    Pohlan, Laura ; Steffes, Susanne;

    Zitatform

    Pohlan, Laura & Susanne Steffes (2025): Performance evaluations and employee turnover intentions: Empirical evidence from linked employer-employee data. In: Industrial Relations, Jg. 64, H. 3, S. 395-433., 2024-09-03. DOI:10.1111/irel.12379

    Abstract

    "In this article, we study whether performance evaluations can serve as an instrument for firms to increase employee retention. Feedback on one's own performance may affect individual turnover intentions differently depending on the relative wage rank of workers among their peers. In line with these considerations, empirical evidence based on panel employer–employee data shows that relatively low-paid employees decrease their turnover intentions after the implementation of a performance evaluation system at the establishment level. We find no effect for relatively high-paid employees." (Author's abstract, IAB-Doku, © Wiley) ((en))

    Beteiligte aus dem IAB

    Pohlan, Laura ;
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  • Literaturhinweis

    Reciprocity and job mobility: The effect of effort-reward imbalance in the employer-employee relationship on turnover intentions and actual job changes (2025)

    Prechsl, Sebastian ;

    Zitatform

    Prechsl, Sebastian (2025): Reciprocity and job mobility: The effect of effort-reward imbalance in the employer-employee relationship on turnover intentions and actual job changes. In: Social science research, Jg. 127, 2024-12-13. DOI:10.1016/j.ssresearch.2024.103133

    Abstract

    "Numerous studies illustrate that a lack of reciprocity between effort and reward in the employer-employee relationship produces negative effects on employees' health and well-being. This might motivate employees to change jobs as a consequence. Based on German panel data with 16,243 observations from 4,641 employees, I analyze the effect of effort-reward imbalance (ERI) on turnover intentions and actual job changes and whether health-threatening ERI exposure affects the realization of job changes. The results indicate more frequent doctor visits, lower job satisfaction, higher turnover intentions, and higher job change probabilities when employees’ efforts in relation to rewards increase. The ERI effects on turnover intentions and job changes are both mediated through job satisfaction. Finally, I find no evidence that ERI exposure moderates the relationship between turnover intentions and actual job changes." (Author's abstract, IAB-Doku, © 2024 The Author. Published by Elsevier Inc.) ((en))

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    Prechsl, Sebastian ;
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  • Literaturhinweis

    Estimating the gains from trade in frictional local labor markets (2025)

    Pupato, Germán; Sand, Ben; Tschopp, Jeanne ;

    Zitatform

    Pupato, Germán, Ben Sand & Jeanne Tschopp (2025): Estimating the gains from trade in frictional local labor markets. In: The Scandinavian Journal of Economics, S. 1-49. DOI:10.1111/sjoe.12592

    Abstract

    "We develop a theory and an empirical strategy to estimate the welfare gains from trade in economies with frictional local labor markets. Our welfare formula nests standard market structures and adds an adjustment margin via the employment rate. To identify two key parameters – the trade elasticity and the elasticity of substitution in consumption – we use a theoretically consistent identification strategy that exploits variation in industrial composition across local labor markets. Examining Germany's recent trade integration with China and Eastern Europe, we find that under monopolistic competition with free entry and firm heterogeneity, the welfare gains are 5.5 percent higher than in frictionless settings." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    Mind the gap: effects of the national minimum wage on the gender wage gap of full-time workers in Germany (2025)

    Schmid, Ramona ;

    Zitatform

    Schmid, Ramona (2025): Mind the gap: effects of the national minimum wage on the gender wage gap of full-time workers in Germany. In: Journal of Economic Inequality, S. 1-30. DOI:10.1007/s10888-025-09669-6

    Abstract

    "Since 2015, the national minimum wage aims to benefit primarily low-wage workers in Germany. I examine how the minimum wage influences gender wage gaps of full-time workers within the lower half of the wage distribution on a regional level. Using administrative data, distinct regional differences in the extent of gender wage gaps and responses to the minimum wage become clear. Overall, wage gaps between men and women at the 10th percentile decrease by 2.46 and 6.34 percentage points in the West and East of Germany after 2015. Applying counterfactual wage distributions, I show that introducing the minimum wage explains decreases in gender wage gaps by 60% to 95%. Group-specific analyses demonstrate various responses based on age, educational level and occupational activity. Counterfactual aggregate Oaxaca-Blinder decompositions indicate that discriminatory remuneration structures decrease in the West of Germany after introducing the minimum wage." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975-2023 (2025)

    Schmidtlein, Lisa; Vom Berge, Philipp ; Schmucker, Alexandra;

    Zitatform

    Schmidtlein, Lisa, Alexandra Schmucker & Philipp Vom Berge (2025): Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975-2023. (FDZ-Datenreport 04/2025 (de)), 55 S. DOI:10.5164/IAB.FDZD.2504.de.v1

    Abstract

    "Dieser Datenreport beschreibt die Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975 - 2023." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Schmidtlein, Lisa; Vom Berge, Philipp ; Schmucker, Alexandra;

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  • Literaturhinweis

    Sample of Integrated Employer-Employee Data (SIEED) 1975-2023 (2025)

    Schmidtlein, Lisa; Vom Berge, Philipp ; Schmucker, Alexandra;

    Zitatform

    Schmidtlein, Lisa, Alexandra Schmucker & Philipp Vom Berge (2025): Sample of Integrated Employer-Employee Data (SIEED) 1975-2023. (FDZ-Datenreport 04/2025 (en)), 54 S. DOI:10.5164/IAB.FDZD.2504.en.v1

    Abstract

    "Dieser Datenreport beschreibt die Stichprobe Integrierter Employer-Employee Daten (SIEED) 1975 - 2023." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Schmidtlein, Lisa; Vom Berge, Philipp ; Schmucker, Alexandra;
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  • Literaturhinweis

    Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB) 1975-2023 (2025)

    Schmucker, Alexandra; Vom Berge, Philipp ;

    Zitatform

    Schmucker, Alexandra & Philipp Vom Berge (2025): Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB) 1975-2023. (FDZ-Datenreport 02/2025 (de)), Nürnberg, 78 S. DOI:10.5164/IAB.FDZD.2502.de.v1

    Abstract

    "Dieser Datenreport beschreibt die Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB) 1975 - 2023." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Schmucker, Alexandra; Vom Berge, Philipp ;

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  • Literaturhinweis

    Sample of Integrated Labour Market Biographies (SIAB) 1975-2023 (2025)

    Schmucker, Alexandra; Vom Berge, Philipp ;

    Zitatform

    Schmucker, Alexandra & Philipp Vom Berge (2025): Sample of Integrated Labour Market Biographies (SIAB) 1975-2023. (FDZ-Datenreport 02/2025 (en)), Nürnberg, 77 S. DOI:10.5164/IAB.FDZD.2502.en.v1

    Abstract

    "Dieser Datenreport beschreibt die Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB) 1975 - 2023." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Schmucker, Alexandra; Vom Berge, Philipp ;
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  • Literaturhinweis

    Unions and employers' associations in Germany: a survey of their membership, density and bargaining coverage (2025)

    Schnabel, Claus ;

    Zitatform

    Schnabel, Claus (2025): Unions and employers' associations in Germany: a survey of their membership, density and bargaining coverage. In: Journal for labour market research, Jg. 59. DOI:10.1186/s12651-025-00393-2

    Abstract

    "Trade unions and employers' associations play an important role in Germany not only in wage setting, but also in social policy and labor market regulation. While the majority of companies are organized in employers' associations, less than one fifth of employees are still members of a trade union. Union density has declined substantially over the last decades whereas on the employers’ side density has fallen to a lesser extent as most employers’ associations have introduced the option of bargaining-free membership. At the same time, the collective bargaining coverage of companies and employees has been reduced drastically. Nowadays, less than half of employees in Germany are formally covered by collective agreements. Nevertheless, collective agreements are still directly or indirectly relevant for three out of four employees, and they are an important anchor for wage setting in the entire economy. The erosion of (multi-employer) bargaining coverage has manifold reasons and has been associated with an increased heterogeneity in wage setting over the last decades. The ongoing falls in both bargaining coverage and union density have prompted a controversial discussion of how to stabilise the system of industrial relations in Germany." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Unions and Employers' Associations in Germany: A Survey of Their Membership, Density and Bargaining Coverage (2025)

    Schnabel, Claus ;

    Zitatform

    Schnabel, Claus (2025): Unions and Employers' Associations in Germany: A Survey of Their Membership, Density and Bargaining Coverage. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17615), Bonn, 40 S.

    Abstract

    "Trade unions and employers' associations play an important role in Germany not only in wage setting, but also in social policy and labor market regulation. While the majority of companies are organized in employers' associations, less than one fifth of employees are still members of a trade union. Union density has declined substantially over the last decades whereas on the employers' side density has fallen to a lesser extent as most employers' associations have introduced the option of bargaining-free membership. At the same time, the collective bargaining coverage of companies and employees has been reduced drastically. Nowadays, less than half of employees in Germany are formally covered by collective agreements. Nevertheless, collective agreements are still directly or indirectly relevant for three out of four employees, and they are an important anchor for wage setting in the entire economy. The erosion of (multi-employer) bargaining coverage has manifold reasons and has been associated with an increased heterogeneity in wage setting over the last decades. The ongoing falls in both bargaining coverage and union density have prompted a controversial discussion of how to stabilize the system of industrial relations in Germany." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Exporters, multinationals and residual wage inequality: Evidence and theory (2025)

    Schroeder, Sarah ;

    Zitatform

    Schroeder, Sarah (2025): Exporters, multinationals and residual wage inequality: Evidence and theory. In: European Economic Review, Jg. 173. DOI:10.1016/j.euroecorev.2025.104980

    Abstract

    "A growing empirical literature underscores the pivotal role of ”global firms” in shaping labor market outcomes, including inequality. These are firms that participate in the international economy across multiple dimensions, including both trade and foreign direct investment (FDI). This prompts an important question: Is wage inequality among workers with similar characteristics primarily influenced by firms engaged solely in exporting, those involved solely in FDI, or by multinational enterprises (MNEs) that do both? Using linked employer –employee panel data for Germany, this paper unveils nuanced Patterns in wage premia among various internationalizing establishments, where I identify sorting between workers and establishments as a key driver. I interpret these patterns using a theoretical model that incorporates trade and FDI with monopolistic competition, wherein heterogeneous firms operate within frictional labor markets as they search for workers. My model gives rise to a novel channel for the MNE wage premium, stemming from their ability to transfer their human resource practices to their plant abroad." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V.) ((en))

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  • Literaturhinweis

    Vocational Pathways to Higher Education: Real or False Chances? (2025)

    Schuchart, Claudia ; Schimke, Benjamin ;

    Zitatform

    Schuchart, Claudia & Benjamin Schimke (2025): Vocational Pathways to Higher Education: Real or False Chances? In: Social Inclusion, Jg. 13. DOI:10.17645/si.9783

    Abstract

    "In this study, we examine whether vocational pathways to a higher education entrance certificate (HEEC) via upper secondary vocational schools lead to wages in the first five years of the occupational career that are comparable to the wages achieved after following the “royal roads” in general education, which lead directly to HEEC. We derive hypotheses on wage differences and the reasons for these differences from classical labor market theories such as human capital theory and labor queue theory, which we test using the German NEPS-SC6-ADIAB study with 1,256 male and 1,197 female employees. Applying multilevel regression analyszs and Kitagawa-Blinder-Oaxaca decomposition analyses, we find that graduates from direct pathways earn between 12% (men) and 18% (women) higher wages than graduates from vocational pathways to HEEC. For both men and women, these lower wage levels for the members of the latter group are first of all due to the lower level of their further educational attainments (vocational training/university [of applied science ] degree) and school-related competencies. Furthermore, female graduates from vocational pathways are more likely to be overqualified for their jobs and have less access to better-paying “closed” occupations than graduates from direct pathways. We conclude that vocational pathways to HEEC cannot fully compensate for disadvantages in labor market opportunities that arise due to an early stratified educational system, and the extent to which they can be compensated is not the same for men and women." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The Effects of Expanding Higher Education on Wages and Establishments’ Labor Demand (2025)

    Schuss, Eric ;

    Zitatform

    Schuss, Eric (2025): The Effects of Expanding Higher Education on Wages and Establishments’ Labor Demand. (Working paper / Swiss Leading House 239), Zürich, 50 S.

    Abstract

    "This study examines the impact of increased access to higher education on labor demand, wages, and labor market structure. I focus on the quasi-experimental increase in the number of universities and universities of applied sciences in Bavaria since the 1970s and establishment of such higher education institutes under the “Future of Bavaria Offensive” program in the 1990s. I use administrative establishment-level data and find a positive but statistically insignificant e↵ect on median wages resulting from expansion of higher education. While there is a negative but insignificant impact on wages of highly skilled workers, those without academic or vocational degree experience an increase in wages. I also find that training activities decline immediately after establishment of a new higher education institution. Further empirical analyses indicate that this decline is driven by changes in educational choices of school graduates rather than by labor demand of establishments." (Author's abstract, IAB-Doku) ((en))

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