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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

    Works council introductions in Germany: do they reflect workers' voice? (2019)

    Oberfichtner, Michael ;

    Zitatform

    Oberfichtner, Michael (2019): Works council introductions in Germany. Do they reflect workers' voice? In: Economic and Industrial Democracy, Jg. 40, H. 2, S. 301-325., 2016-03-17. DOI:10.1177/0143831X16645199

    Abstract

    "Mit einem umfangreichen kombinierten Betriebs-Beschäftigten-Datensatz für Deutschland betrachtet diese Arbeit die Entscheidung, einen Betriebsrat zu gründen, als ein Abwägen von Exit und Voice. Damit untersucht sie mögliche Voice-Aspekte von Betriebsratsgründungen, während sich frühere Arbeiten auf Monopolaspekte konzentrieren. Bei Berücksichtigung unbeobachteter Heterogenität sind Betriebsratsgründungen wahrscheinlicher, wenn die Beschäftigten über hohes betriebsspezifisches Humankapital verfügen oder das Lohnniveau im Betrieb hoch ist. Es zeigt sich jedoch kein Zusammenhang mit der Arbeitsmarktsituation. Die Ergebnisse zu Löhnen und Humankapital sind sowohl mit einem Abwägen von Exit und Voice vereinbar als auch mit dem Versuch der Beschäftigten, eine bestehende Verteilung von Renten abzusichern. Bei einer getrennten Analyse für Betriebe, in denen es für Beschäftigte weniger relevant ist, sich gegen Entscheidungen der Unternehmensführung zu schützen, werden ähnliche Ergebnisse gefunden, was die Voice-Interpretation stützt." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Oberfichtner, Michael ;
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  • Literaturhinweis

    Peer effects in parental leave decisions (2019)

    Welteke, Clara; Wrohlich, Katharina ;

    Zitatform

    Welteke, Clara & Katharina Wrohlich (2019): Peer effects in parental leave decisions. In: Labour economics, Jg. 57, H. April, S. 146-163. DOI:10.1016/j.labeco.2019.02.008

    Abstract

    "We analyze whether mothers' parental leave decisions depend on their coworkers' decisions. The identification of peer effects bears various challenges due to correlated characteristics within social groups. We therefore exploit quasi-random variation in the costs of parental leave induced by a policy reform in Germany. The reform encourages mothers to remain at home during the first year following childbirth. Administrative linked employer- employee data enable us to assign a peer group to individuals who work in the same establishment and occupation. Our results suggest that parental leave decisions are significantly influenced by coworkers' decisions." (Author's abstract, © 2019 Elsevier) ((en))

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  • Literaturhinweis

    Sickness absence and works councils: evidence from German individual and linked employer-employee data (2018)

    Arnold, Daniel; Goerke, Laszlo ; Brändle, Tobias ;

    Zitatform

    Arnold, Daniel, Tobias Brändle & Laszlo Goerke (2018): Sickness absence and works councils. Evidence from German individual and linked employer-employee data. In: Industrial relations, Jg. 57, H. 2, S. 260-295. DOI:10.1111/irel.12204

    Abstract

    "Using both household and linked employer - employee data for Germany, we assess the effects of nonunion representation in the form of works councils on (1) individual sickness absence rates and (2) a subjective measure of personnel problems due to sickness absence as perceived by a firm's management. We find that the existence of a works council is positively correlated with the incidence and the annual duration of absence. Further, personnel problems due to absence are more likely to occur in plants with a works council." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    The one constant: A causal effect of collective bargaining on employment growth? (2018)

    Brändle, Tobias ; Goerke, Laszlo ;

    Zitatform

    Brändle, Tobias & Laszlo Goerke (2018): The one constant: A causal effect of collective bargaining on employment growth? (IZA discussion paper 11518), Bonn, 35 S.

    Abstract

    "A large number of articles have analysed 'the one constant' in the economic effects of trade unions, namely that collective bargaining reduces employment growth by two to four percentage points per year. Evidence is, however, mostly related to Anglo-Saxon countries. We investigate whether a different institutional setting might lead to a different outcome, making the constant a variable entity. Using linked-employer-employee data for Germany, we find a negative correlation between being covered by a sector-wide bargaining agreement or firm-level contract and employment growth of about one percentage point per annum. However, the correlation between employment growth and collective bargaining is not robust to the use of panel methods. We conclude that the results of the literature using cross-section data might be driven by selection." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Betriebliche Angebote zur Vereinbarkeit von Familie und Beruf: Mütter kehren schneller zu familienfreundlichen Arbeitgebern zurück (2018)

    Frodermann, Corinna; Grunow, Daniela; Bächmann, Ann-Christin ; Müller, Dana; Hagen, Marina;

    Zitatform

    Frodermann, Corinna, Ann-Christin Bächmann, Marina Hagen, Daniela Grunow & Dana Müller (2018): Betriebliche Angebote zur Vereinbarkeit von Familie und Beruf: Mütter kehren schneller zu familienfreundlichen Arbeitgebern zurück. (IAB-Kurzbericht 18/2018), Nürnberg, 7 S.

    Abstract

    "Betriebe in Deutschland bieten immer häufiger Maßnahmen zur Verbesserung der Vereinbarkeit von Familie und Beruf an. Große Betriebe sind hier Vorreiter, aber die kleinen und mittleren Betriebe ziehen nach. Das zeigen IAB-Analysen auf Basis von Linked-Employer-Employee-Daten. Deutlich wird außerdem, dass das Angebot familienfreundlicher Maßnahmen mit kürzeren familienbedingten Erwerbsunterbrechungsdauern bei Müttern einhergeht." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Frodermann, Corinna; Bächmann, Ann-Christin ; Müller, Dana;
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  • Literaturhinweis

    Do higher corporate taxes reduce wages?: micro evidence from Germany (2018)

    Fuest, Clemens; Siegloch, Sebastian; Peichl, Andreas ;

    Zitatform

    Fuest, Clemens, Andreas Peichl & Sebastian Siegloch (2018): Do higher corporate taxes reduce wages? Micro evidence from Germany. In: The American economic review, Jg. 108, H. 2, S. 393-418. DOI:10.1257/aer.20130570

    Abstract

    "This paper estimates the incidence of corporate taxes on wages using a 20-year panel of German municipalities exploiting 6,800 tax changes for identification. Using event study designs and difference-in-differences models, we find that workers bear about one-half of the total tax burden. Administrative linked employer-employee data allow us to estimate heterogeneous firm and worker effects. Our findings highlight the importance of labor market institutions and profit-shifting opportunities for the incidence of corporate taxes on wages. Moreover, we show that low-skilled, young, and female employees bear a larger share of the tax burden. This has important distributive implications." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Regional mobility and spatial inequality: determinants of spatial labor market behavior considering firm- and region-specific factors (2018)

    Ganesch, Franziska;

    Zitatform

    Ganesch, Franziska (2018): Regional mobility and spatial inequality. Determinants of spatial labor market behavior considering firm- and region-specific factors. In: Raumforschung und Raumordnung, Jg. 76, H. 6, S. 497-514. DOI:10.1007/s13147-018-0551-2

    Abstract

    "Räumliche Disparitäten bestehen sowohl zwischen Staaten als auch innerhalb von Ländern. In der Bundesrepublik Deutschland finden sich in Folge der Wiedervereinigung immer noch erhebliche regionale Unterschiede hinsichtlich der ökonomischen Bedingungen. Diese regionalen Kontextbedingungen beeinflussen die individuellen Beschäftigungschancen und können ein Motiv für Wanderung sein. Ausgehend von rational-ökonomisch argumentierenden Ansätzen untersucht der Beitrag das räumliche Arbeitsmarktverhalten von sozialversicherungspflichtigen Vollzeitbeschäftigten unter Berücksichtigung von individuellen, betriebsspezifischen und regionalen Merkmalen. Betrachtet wird die Arbeitsortmobilität zwischen deutschen Großregionen Nord-, Süd- und Ostdeutschlands. Dazu wird auf einen integrierten Betriebs- und Personendatensatz (LIAB) des Instituts für Arbeitsmarkt- und Berufsforschung zurückgegriffen, der um regionale Strukturindikatoren (INKAR) auf der Ebene der Raumordnungsregionen ergänzt wurde. Die Analysen mittels binärer logistischer Regressionsmodelle zeigen, dass die Arbeitsortmobilität zwischen Großregionen vor allem von den individuellen Charakteristika - dem Lebensalter und der beruflichen Qualifikation - abhängt. Bezüglich regionaler Faktoren zeigt sich, dass sich mit dem lokalen Arbeitslosigkeitsniveau die Abwanderungsneigung von jüngeren Beschäftigten erhöht. Insgesamt sprechen die Ergebnisse nicht für eine (einseitig gerichtete) Abwanderung von Fachkräften aus strukturschwachen Regionen. Dennoch sind altersselektive Abwanderungsmuster für diese Regionen problematisch. Der Verlust junger Beschäftigter schwächt potenzialarme Regionen unmittelbar und dauerhaft." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Firm wage premia, industrial relations, and rent sharing in Germany (2018)

    Hirsch, Boris ; Müller, Steffen;

    Zitatform

    Hirsch, Boris & Steffen Müller (2018): Firm wage premia, industrial relations, and rent sharing in Germany. (IWH-Diskussionspapiere 2018,02), Halle, 40 S.

    Abstract

    "This paper investigates the influence of industrial relations on firm wage premia in Germany. OLS regressions for the firm effects from a two-way fixed effects decomposition of workers' wages by Card, Heining, and Kline (2013) document that average premia are larger in firms bound by collective agreements and in firms with a works council, holding constant firm performance. RIF regressions show that premia are less dispersed among covered firms but more dispersed among firms with a works council. Hence, deunionisation is the only among the suspects investigated that contributes to explaining the marked rise in the premia dispersion over time." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Die Beschäftigungs- und Einkommenssituation von Young Women MINT Professionals im Mittelstand (2018)

    Kay, Rosemarie ; Nielen, Sebastian;

    Zitatform

    Kay, Rosemarie & Sebastian Nielen (2018): Die Beschäftigungs- und Einkommenssituation von Young Women MINT Professionals im Mittelstand. (Daten und Fakten / Institut für Mittelstandsforschung Bonn 22), Bonn, 43 S.

    Abstract

    "Die vorliegende Untersuchung analysiert die Beschäftigungs- und Einkommenssituation von Young Women MINT Professionals (YWMP) im Mittelstand. Es zeigt sich, dass YWMP stark unterrepräsentiert sind, in Kleinst- und Großbetrieben etwas weniger als in den Klein- und Mittelbetrieben. Wie stark sie vertreten sind, hängt auch von der Branchenzugehörigkeit der Betriebe, dem ausgeübten Beruf und dem geforderten Qualifikationsniveau ab. Günstig sind die Beschäftigungschancen von YWMP, wenn Frauen einen hohen Anteil an der Belegschaft haben, Frauen in der Geschäftsführung vertreten sind und der Betrieb Gleichstellungsmaß-nahmen durchführt. YWMP verdienen weniger als ihre männlichen Pendants. Der Gender-Pay-Gap ist allerdings geringer als in der Privatwirtschaft insgesamt und in den kleineren Betrieben nicht stärker ausgeprägt als in den größeren." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Decomposing the German East-West wage gap (2018)

    Kluge, Jan ; Weber, Michael;

    Zitatform

    Kluge, Jan & Michael Weber (2018): Decomposing the German East-West wage gap. In: The economics of transition, Jg. 26, H. 1, S. 91-125. DOI:10.1111/ecot.12137

    Abstract

    "Wages in East Germany are persistently lower than in West Germany. We study the micro-level determinants of this spatial wage gap, using an Oaxaca - Blinder decomposition and rich linked employer - employee data. In total, up to one half of the aggregate wage differential can be attributed to structural differences in worker, establishment and regional characteristics. Regional price and establishment size differentials alone account for one quarter of the wage gap at the median. Price level differentials are even more relevant towards the top of the wage distribution. Towards the bottom, differences in union coverage become more important. Our findings are quite stable over the period from 1996 to 2010." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    When protection puts you in jeopardy: how removing small-business clauses affects employment duration (2018)

    Luecke, Christine;

    Zitatform

    Luecke, Christine (2018): When protection puts you in jeopardy. How removing small-business clauses affects employment duration. In: Labour, Jg. 32, H. 4, S. 213-236. DOI:10.1111/labr.12124

    Abstract

    "Dismissal protection has undergone many statutory changes in Germany. In a 2004 reform, small firms were exempted from dismissal protection. This paper estimates the effects of dismissal protection on the risk of leaving the establishment, taking advantage of the fact that workers employed before the amendment maintained their previous dismissal protection. Workers become eligible for dismissal protection after 6 months of tenure. These 6 months might work as an entry barrier to consequent employment. Utilizing administrative linked employer - employee data, the results hint at a higher risk during the first 6 months in a job and a lower risk thereafter, if dismissal protection is provided. The estimated survivor curves suggest that even after 5 years the protecting effect of dismissal protection did not compensate the initially adverse effect during the first 6 months of tenure. No evidence is found of a positive link between dismissal protection and matching quality." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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  • Literaturhinweis

    Essays in labor economics and corporate finance (2018)

    McKee, Graham James; Verner, Emil;

    Zitatform

    McKee, Graham James & Emil Verner (2018): Essays in labor economics and corporate finance. Princeton, 124 S.

    Abstract

    "This dissertation consists of three chapters in labor economics and corporate finance. The chapters are linked by their common focus on questions with macroeconomic implications.
    The first chapter, co-authored with Emil Verner, estimates the spending effects of Unemployment Insurance (UI) benefit extensions during macroeconomic downturns. Using variation across U.S. states in the extension of UI benefits following the Great Recession, we estimate that an additional week of UI increased consumption of households with an unemployed head by a statistically significant 1.68 percent, which translates into a marginal propensity to consume in the range of 0.58-0.90. This is substantially larger than existing estimates of the consumption response to other types of income transfers.
    The second chapter evaluates alternative explanations of a significant macroeconomic trend of the past 30 years: the rise in corporate payouts. In particular, I assess the role of corporate governance, borrowing costs, and market power, each of which has different implications for aggregate investment. My results favor the hypothesis that market power has driven the rise in payouts. I find that both profits and payouts grew dramatically in firms with high market power starting in the 1990s. I estimate that the change in the cross-sectional relationship between payouts and market power accounts for over 50% of the aggregate increase in payouts from the 1990s onwards. I do not find a close link between payouts and either corporate governance or borrowing.
    The third chapter assesses the relationship between unionization and wage rigidity, which plays a key role in many macroeconomic models, based on the German labor market experience in the 2000s. Decentralization of the wage setting process in Germany starting in the mid-1990s led to variation in unionization conditional on industry, geography, and firm size. Comparing the evolution of wages and employment for similar firms with different collective bargaining coverage in the 2000s, I find only small and statistically insignificant differences in both wage or employment cyclicality between covered and uncovered firms." (Author's abstract, IAB-Doku) ((en))
    Chapter 1: Graham James McKee and Emil Verner: The Consumption Response to Extended Unemployment Benefits in the Great Recession
    Chapter 2: Understanding the Rise in Corporate Payouts
    Chapter 3: Unionization and Wage Movements for New Hires and Incumbents over the Business Cycle: Evidence from Germany

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  • Literaturhinweis

    Specialization matters in the firm size-wage gap (2018)

    Molina-Domene, Maria;

    Zitatform

    Molina-Domene, Maria (2018): Specialization matters in the firm size-wage gap. (CEP discussion paper 1545), London, 45 S.

    Abstract

    "This study applies the O-ring theory to explain the firm-size wage premium. It focuses on the joint role of the division of labor and employee characteristics. Including the firm heterogeneity of occupations in a standard wage regression with individual fixed effect shrinks the size coefficient by a third. Labor productivity follows a similar pattern as wages. The intuition is that individuals who work for large firms focus on a limited number of tasks become more efficient and productive, and earn higher wages. Additional predictions originating from the labor specialization hypothesis receive support from the data." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Labor specialization as a source of market frictions (2018)

    Molina-Domene, Maria;

    Zitatform

    Molina-Domene, Maria (2018): Labor specialization as a source of market frictions. (CEP discussion paper 1580), London, 36 S.

    Abstract

    "This paper investigates why labor specialization brings additional frictions to the labor market. The intuition is that labor specialized firms rely on complementarity and firm-specific human capital, assigning high value to the worker-employer match. Consistent with employees' importance, the findings show that specialized firms preserve their workforce: these firms labor hoard and increase wages during slow-downs. Additionally, when specialized firms unexpectedly face a labor supply shock | albeit managing to decrease the wages of the remaining co-workers, they become less productive. Overall, the empirical evidence suggests that frictions introduce bilateral monopoly rents." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The relational nature of employment dualization: evidence from subcontracting establishments (2018)

    Ochsenfeld, Fabian;

    Zitatform

    Ochsenfeld, Fabian (2018): The relational nature of employment dualization. Evidence from subcontracting establishments. In: European Sociological Review, Jg. 34, H. 3, S. 304-318. DOI:10.1093/esr/jcy013

    Abstract

    "Scholars argue that the dual path to labour market flexibility protects the privileges of core workers at the expense of employees relegated to a peripheral employment sector. Yet whether core workers indeed benefit from workforce segmentation remains disputed. To scrutinize this question, I study how the wages of core workers with less than college education respond when their employer shifts employment out to subcontractors, using linked employer - employee panel data from Germany. Empirically, I find the effect of subcontracting on average to be either positive or neutral but not negative. The presence and strength of the positive effect depends (i) on whether the type of subcontracting affords core workers with co-determination rights, (ii) on whether core workers are represented by a works council to exercise these rights, and (iii) on whether these rights are exercised in a context that augments the bargaining position of core workers by rendering conflictual labour relations costly to the employer." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Mercantilist dualization: the introduction of the euro, redistribution of industry rents, and wage inequality in Germany, 1993 - 2008 (2018)

    Ochsenfeld, Fabian;

    Zitatform

    Ochsenfeld, Fabian (2018): Mercantilist dualization: the introduction of the euro, redistribution of industry rents, and wage inequality in Germany, 1993 - 2008. In: Socio-economic review, Jg. 16, H. 3, S. 499-522. DOI:10.1093/ser/mwx026

    Abstract

    "The current debate over distributional implications of the crisis-ridden Economic and Monetary Union (EMU) is heavily biased toward international accounts. Little attention is paid to who wins and who loses out intra-nationally. I argue that in Germany the EMU has reinforced dualization, the insider - outsider cleavage in the country's welfare state and production model. To scrutinize this argument, I analyze longitudinal linked employer - employee data (N?>?9.6 mio) and pursue a mechanistic three-step identification strategy: first, I illustrate how the introduction of the euro distorted real interest and exchange rates within the eurozone. Second, I demonstrate how these imbalances redistributed rents from the domestic sector, in particular from construction, to the core manufacturing industry. Third, I show how this shift in industry rents reverberated to the wage distribution and increased inequality. The study contributes to resolve the puzzle why wage inequality in Germany increased through a fanning out of the wage distribution whereas countries similarly exposed to technological change and globalization grew unequal through a polarization of their wage distribution." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Essays on the role of the firm in labor economics (2018)

    Smith, Benjamin Simpson;

    Zitatform

    Smith, Benjamin Simpson (2018): Essays on the role of the firm in labor economics. Los Angeles, 231 S.

    Abstract

    "The first chapter of this dissertation studies the causes of rising sorting between high-skill workers and high-paying firms. Despite accounting for a substantial share of rising wage inequality, little is known about how or why sorting is rising. To understand how, I develop a novel decomposition method to measure the relative importance of different worker flow channels. I find that labor market entry of young workers accounts for about half of the total rise in sorting.
    To understand why sorting is rising, I use exogenous variation induced by the fall of the Soviet Union to estimate the effect of trade liberalization on rising sorting within German local labor markets. I find that export exposure can account for 14% of the rise in sorting. I then apply the decomposition method to the export-induced changes in employment to confirm an important role for labor market entry in rising sorting. The second chapter studies the effect of temporary employment shocks on the future earnings of professional golfers. Although a large literature documents the persistent effects of temporary employment shocks on the earnings of wage-and-salary workers, we have little evidence on the effects on self-employed workers. I exploit entry rules of the PGA TOUR to estimate the long term effects of temporary employment shocks using a regression discontinuity design. Although, I find large earnings differences in first year after an employment shock, these differences quickly dissipate. Furthermore, I find no effects of employment shocks on performance. Golfers have less job stability than typical workers and these differences likely explain why the earnings losses of golfers are less persistent than of wage-and-salary workers.
    The third chapter studies the evolution of wages at large firms. Although large firms have paid significantly higher wages for over a century, we document that the large-firm wage premium has declined over the last thirty years. Decomposing pay into worker and firm fixed effects, we show that the decline is due to a reduction in firm effects at large firms, while worker composition has changed little. We also find that the majority of the change occurs within industries." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Fachkräftemangel: Reaktionen der Betriebe sowie Auswirkungen auf Investitionsentscheidungen und Wachstum: Studie im Auftrag des Bundesministeriums für Wirtschaft und Energie. Abschlussbericht (2017)

    Arnold, Daniel; Hillerich-Sigg, Annette; Nolte, André;

    Zitatform

    Arnold, Daniel, Annette Hillerich-Sigg & André Nolte (2017): Fachkräftemangel: Reaktionen der Betriebe sowie Auswirkungen auf Investitionsentscheidungen und Wachstum. Studie im Auftrag des Bundesministeriums für Wirtschaft und Energie. Abschlussbericht. Mannheim, 144 S.

    Abstract

    Diese Studie untersucht anhand repräsentativer Daten für Deutschland, wie Betriebe auf erwartete Fachkräfteengpässe reagieren. Ziel ist es, ein umfassendes Bild der betrieblichen Reaktionen zu zeichnen und die wirtschaftlichen Folgen von Fachkräfteengpässen abzuschätzen. Einerseits können Betriebe betriebliche Personalmaßnahmen ergreifen, die primär darauf ausgerichtet sind, ungenutzte interne Reserven zu mobilisieren oder für bestimmte Personengruppen als Arbeitgeber attraktiver zu werden. Entsprechend untersucht diese Studie das Weiterbildungsangebot, Maßnahmen zur Förderung von älteren Beschäftigten inklusive der Gesundheitsförderung sowie Maßnahmen zur Förderung der Chancengleichheit. Anderseits können Betriebe ihre Rekrutierungsstrategien anpassen. Dies reicht von der Nutzung sozialer Medien für die Mitarbeitergewinnung bis hin zur verstärkten betrieblichen Ausbildung. Betriebe können aber auch höhere Löhne zahlen oder niedrigere Qualifikationsanforderungen stellen, mit dem Ziel die Bewerberzahl zu erhöhen. Um das Rekrutierungsverhalten der Betriebe zu analysieren, werden neben dem Ausbildungsengagement die Struktur der Neueinstellungen sowie deren Entlohnung untersucht. Schließlich wird die wirtschaftliche Situation der Betriebe mit Fachkräfteengpässen in den Blick genommen. Dies umfasst die Beschäftigungsentwicklung und deren Struktur, die Ertragslage, die Produktivität sowie das Investitions- und Innovationsverhalten der Betriebe. (IAB)

    Beteiligte aus dem IAB

    Nolte, André;
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  • Literaturhinweis

    Monopsonistic competition, low-wage labour markets, and minimum wages: an empirical analysis (2017)

    Bachmann, Ronald ; Frings, Hanna ;

    Zitatform

    Bachmann, Ronald & Hanna Frings (2017): Monopsonistic competition, low-wage labour markets, and minimum wages. An empirical analysis. In: Applied Economics, Jg. 49, H. 51, S. 5268-5286. DOI:10.1080/00036846.2017.1302069

    Abstract

    "Vor dem Hintergrund der Einführung des einheitlichen Mindestlohns im Januar 2015 untersuchen wir den Grad der Monopsonmacht deutscher Arbeitgeber. Im Gegensatz zu einer Situation des vollkommenen Wettbewerbs, führt ein bindender Mindestlohn in einem monopsonistischen Arbeitsmarkt nicht zwangsläufig zu Beschäftigungsverlusten. Wir verwenden einen semi-strukturellen Schätzansatz, der auf einem dynamischen Modell des monopsonistischen Wettbewerbs basiert. Die empirischen Analysen werden mit Hilfe von integrierten Betriebs- und Personendaten durchgeführt. Dies ermöglicht sowohl für individuelle als auch für betriebliche Heterogenität zu kontrollieren. Die Ergebnisse zeigen, dass deutliche Unterschiede im Grad des monopsonistischen Wettbewerbs zwischen verschiedenen Niedriglohnbranchen existieren: Während der Einzelhandel und das Hotel- und Gastgewerbe durch monopsonistische Arbeitsmärkte gekennzeichnet sind, ist dies in der Landwirtschaft, im Bergbau und bei privaten und unternehmensbezogenen Dienstleistungen nicht der Fall. Aus einer wirtschaftspolitischen Perspektive sind folglich voneinander abweichende Beschäftigungseffekte in Branchen mit einer ähnlichen Lohnstruktur zu erwarten." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    We want them all covered! Collective bargaining and firm heterogeneity: theory and evidence from Germany (2017)

    Baumann, Florian; Brändle, Tobias ;

    Zitatform

    Baumann, Florian & Tobias Brändle (2017): We want them all covered! Collective bargaining and firm heterogeneity. Theory and evidence from Germany. In: BJIR, Jg. 55, H. 3, S. 463-499. DOI:10.1111/bjir.12239

    Abstract

    "This paper establishes a link between the extent of collective bargaining and the degree of productivity dispersion within an industry. In a unionised oligopoly model we show that for only small differences in productivity levels. a sector-union can design a collective wage contract that covers a wide range of heterogeneous firms. In sectors with higher productivity dispersion, an industry union has an incentive to demand firm-level wage contracts with the most productive firms, so that they can prevent low-productivity firms from leaving collective coverage. However, such firm-level contracts may not prevent firms at the lower end of the productivity distribution from avoiding collective coverage in sectors with high productivity dispersion. We test the predictions of the model using German linked employer-employee data between 1996 and 2010 and find support for our theoretical results." (Author's abstract, IAB-Doku) ((en))

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