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Diskutiert werden sollen Fragen wie: Ist Kurzarbeit, so wie sie derzeit geregelt ist, für langanhaltende und volatile Krisen mit vielen betroffenen Betrieben und Beschäftigten das richtige Instrument zur Stabilisierung der Beschäftigung? Bedarf es ergänzender Regelungen für eine vereinfachte Anwendung und Abrechnung im Fall einer massenhaften Nutzung wie bei der Covid-19-Pandemie mit zeitweilig rund sechs Millionen Kurzarbeitenden? Was können wir aus den Regelungen in anderen Ländern lernen?

Mit dem Teilhabechancengesetz wurden zum Jahresbeginn 2019 mit den § 16i und e SGB II neue Möglichkeiten zur Förderung der sozialversicherungspflichtigen Beschäftigung von Langzeitarbeitslosen eingeführt. Insbesondere der § 16i fand aufgrund der Zuschusshöhe und der Fokussierung auf Menschen, die sehr lange arbeitslos waren, große Aufmerksamkeit. Dies galt umso mehr, als die Soziale Teilhabe explizit als Ziel neben der Vermittlung in Arbeit genannt wurde und vergleichbare Regelinstrumente über Jahre nicht verfügbar waren. Einige Beobachter sprachen bereits von der Schaffung eines „Sozialen Arbeitsmarktes“ oder gar einem „Paradigmenwechsel“ im SGB II.
Das IAB evaluiert die Einführung des §16i. Die Zwischenergebnisse werden im Rahmen der Tagung vorgestellt, kritisch diskutiert und um die Perspektiven der gesellschaftlichen, administrativen und politischen Praxis ergänzt. Besondere Aufmerksamkeit finden dabei die Fragen:

  • Welche Rolle haben die beiden Zielsetzungen Soziale Teilhabe und Arbeitsmarktintegration in der Praxis?
  • Inwiefern wurden die Zielsetzungen erreicht?
  • Wie wurden Coaching und Weiterbildung umgesetzt und ggf. künftig weiter verbessert?
  • In welchem Maße haben Frauen und Männer von dem Instrument profitiert – und warum?
  • Wie wird das Verhältnis beider Instrumente zu anderen Instrumenten im SGB II bestimmt?
  • Wie kann gegebenenfalls die künftige Finanzierung des Instrumentes sichergestellt werden und wie können hierfür die aus ihm resultierenden Einsparungen bei den Leistungen zur Sicherung des Lebensunterhaltes genutzt werden?
  • Ist das Förderinstrumentarium des SGB II ausreichend, um Langzeitarbeitslosigkeit erfolgreich zu begegnen?

Sie sind herzlich eingeladen, sich an der Diskussion dieser Fragen zu beteiligen.

We evaluate two policies that provide financial incentives for re-employment of job seekers at risk of long-term unemployment: (i) a re-employment voucher that incentivizes a specialized third party to match the job seeker with an employer; and (ii) a re-employment bonus that incentivizes the job seeker directly. We combine administrative records and data generated by an experimental implementation of these policies in northern Italy during 2017-2018 and involving more than 10,000 job seekers. Each policy is no less effective than conventional job search assistance. We argue that a dual voucher-bonus system based on self-selection would be cost effective.

Fachkräftemangel – und in vielen Bereichen auch genereller Arbeitskräftemangel – prägt zunehmend die OECD-Arbeitsmärkte. Doch das verschafft nicht allen Erwerbstätigen eine gute Beschäftigung. Die Pandemie könnte sich gerade für Jüngere, Frauen und Eingewanderte nachteilig ausgewirkt haben und die Ungleichheit am Arbeitsmarkt verstärken. Was sind die Ursachen und welche Lösungen gibt es? Der jüngst erschienene OECD-Beschäftigungsausblick verweist auf die Marktmacht einiger Arbeitgeber, wachsende Unterschiede im Hinblick auf Produktivität und Lohnniveaus von Unternehmen und ein Auseinanderfallen zwischen individuellen Kompetenzen und Arbeitsmarkterfordernissen. Er zeigt aber auch auf, dass gut konzipierte Arbeitszeitverkürzungen bei vollem Lohnausgleich dem Wohlergehen und der Beschäftigung dienen können. Die Runde diskutiert, welche politischen Maßnahmen dazu beitragen, gute Arbeit für alle zu schaffen. 

We characterize work hour constraints in the labor market and quantify welfare gains to workers
from moving from their current hours to their optimal hours. There is a firm component
to work hours that explains approximately 27% of the overall variability in hours. Contrary to
predictions from established models of work hours determination, there is virtually no correlation
between worker preference for hours and employer hour requirements. Instead, high-wage
workers are more likely to sort to firms offering more hours even though they have a preference
for fewer hours. Using a revealed preference approach, we find that workers are off their labor
supply curve, on average. The typical worker has an inelastic labor supply and prefers firms
that offer more hours. Workers are willing to trade off 25% of earnings on average to move
from their current employer to an employer that offers the ideal hours, at a given wage level.

Research on earnings inequalities in heterosexual couples has shown that women tend to earn substantially less than their male partners (e.g.Bianci et al. 1999; Estevez-Abe 2008; Dotti-Sani 2015) and also that these inequalities have been quite consistent over time and resistant to institutional change (Dieckhoff et al. 2020). These inequalities are problematic as they impact women’s future labour market outcomes. We know from existing work that women who earn less than their partner are more likely to drop out of the labour market (Shafer 2011); switch from full-time to part-time (Dieckhoff et al. 2016) and less like to advance their careers (Bröckel et al. 2015). Earnings inequalities in couples are hence not only the result of inequalities in the labour market, they can also further enhance them. It is thus important to understand these inequalities and how these evolve over the life-course. In this effort, we investigate using the German Socio-economic Panel (SOEP) 1992-2018 how earnings inequalities evolve with duration of couple’s cohabiting relationships based on German panel data. We also examine whether different patterns can be observed for different cohorts.

In our analysis we define the partner income gap (PIG) as the difference in monthly earnings between cohabiting partners (including zero earnings) and differentiate three types of couples: (1) those who start cohabiting childless and then become parents; (2) those who already have a child from the start of their cohabitation; and (3) those who remain childless.

We observe that there is an income gap (to the female partner’s disadvantage) in all 3 couple “types” at the outset of the cohabitation phase of their relationship. The results show that for those who stay childless and those who started cohabitation with a child, the partner pay gap does not increase or decrease over time – the persistence of the PIG over time in these groups is notable. For those couples who started childless and then became parents, women’s disadvantage grows with relationship duration. Comparing the findings in East and West, we find not only that the income gaps are substantially less pronounced in the East, but also that the growth of the gap in couples who become parents during the observation time is hardly growing over time.

In a second step, following on from Brüderl et al. (2019) the paper also provides an analysis of the effect of having children as a ‘causal pathway’ on Y. We do this through the application of a fixed-effects regressions with a dummy impact function of the effect of having a child on the partner income gap.  The findings of these analyses again confirm the strong effects of having a child on the income gap. We also observe that cost of a child, in terms of partner income gap, varies by cohort, and it is declining in younger cohorts.

​The IAB’s Graduate School (GradAB) invites young researchers to its 14th interdisciplinary Ph.D. workshop “Perspectives on (Un-)Employment”. The workshop provides an opportunity for graduate students to present their ongoing work in the field of theoretical and empirical labor market research and receive feedback from leading scholars in the discipline. We seek papers that cover any one of the following topics:

  • Labor supply, labor demand and unemployment
  • Evaluation of labor market institutions and policies
  • Education, qualification and job tasks
  • Inequality, poverty and discrimination
  • Gender and family
  • Migration and international labor markets
  • Health and job satisfaction
  • Technological change and digitization
  • The impact of climate change on the labor market
  • Applications of machine learning and big data in labor market research
  • Survey methodology (in labor market research)
  • Data quality (in labor market research)
  • Innovative data collection methods

Call for Papers

Submission

We invite Ph.D. students to submit an extended abstract (maximum of 500 words) or a full (preliminary) paper in pdf format to IAB.PHD-WORKSHOP@iab.de.

  • The submission should include your contact information and CV
  • Please use the format lastname_firstname_paper.pdf
  • Please name up to five keywords (or JEL classification) at the beginning of your submission to categorize your research

Deadline

The deadline for submission is 14 October 2022. We will notify you about whether your paper has been accepted by 8 November 2022.

Travel costs

For presenters without funding, a limited number of travel grants are available. Please indicate along with your submission whether you would like to apply for a travel grant. We will provide more information about the application with the notifications of acceptance.

Job adverts include detailed descriptions of skills, knowledge and behaviours relevant to carry out occupational and professional roles in firms. In addition, they (occasionally) show earnings information, provide firm characteristics and contextualise to local labour markets. Such data, validly extracted from job adverts, are an invaluable resource to inform education and labour market policy about crucial aspects of matching job seekers and vacancies and, together with further data sources, likely returns from skills investment and potential skills shortages affecting different sectors or localities in the economy.

With improving information technologies, online job search engines grew since the 1980s. Since then they created huge amounts of data, which can be used to provide systematic descriptions of job skills at a granular level and to understand changes affecting occupational roles. However, the use of such sources for research in economics, business and education only emerged recently with better availability of off-the-shelves packages for text analytics allowing individual researchers to navigate the complexities of unstructured “big” data and to derive high-quality structured information from millions of vacancies. And finally, the analytical work for descriptions and econometric modelling offers new opportunities and challenges as with many “Big Data” applications.

Our workshop aims at interested researchers working with such data, with a focus on the analysis of knowledge, skills and behaviours relevant to jobs. A non-exhaustive list of topics includes:

  • Understanding broader or specific aspects of skills from vacancy data, for example specific to tasks, jobs, sectors or localities
  • Longitudinal studies on changes in occupational profiles and skills requirements
  • Topical research about skills changes, e.g. resulting from decarbonisation or increasing digitalisation of job roles
  • Understanding skills relevant to making transitions into the labour market, for example data used in vocational education institutions and universities from placements
  • Methodological innovations in the work with large data from online vacancies