Suchprofil: Arbeitsmarktflexibilität
Durchsuchter Fertigstellungsmonat: 10/22

Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN


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1. SSCI-JOURNALS
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%0 Journal Article
%J The Quarterly Journal of Economics
%V 137
%N 3
%F Z 057
%A Bick, Alexander
%A Blandin, Adam
%A Rogerson, Richard
%T Hours and Wages*
%D 2022
%P S. 1901-1962
%G en
%# 1995-2007
%R 10.1093/qje/qjac005
%U http://dx.doi.org/10.1093/qje/qjac005
%U https://doi.org/10.1093/qje/qjac005
%X "We document two robust features of the cross-sectional distribution of usual weekly hours and hourly wages. First, usual weekly hours are heavily concentrated around 40 hours, while at the same time a substantial share of total hours come from individuals who work more than 50 hours. Second, mean hourly wages are nonmonotonic across the usual hours distribution, with a peak at 50 hours. We develop and estimate a model of labor supply to account for these features. The novel feature of our model is that earnings are nonlinear in hours, with the extent of nonlinearity varying over the hours distribution. Our estimates imply significant wage penalties for people who deviate from 40 hours in either direction, leading to a large mass of people who work 40 hours and are not very responsive to shocks. This has important implications for the role of labor supply as a mechanism for self-insurance in a standard heterogeneous-agent incomplete-markets model and for empirical strategies designed to estimate labor supply parameters." (Author's abstract, IAB-Doku) ((en))
%K Wochenarbeitszeit
%K Normalarbeitszeit
%K Arbeitszeitverteilung
%K Überstunden
%K Lohnhöhe
%K Arbeitskräfteangebot
%K Lohnentwicklung
%K Arbeitszeitentwicklung
%K Einkommenseffekte
%K Vollzeitarbeit
%K altersspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K erwerbstätige Männer
%K Lohnelastizität
%K USA
%K E24
%K J31
%K H31
%K J22
%K D31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-11
%M K220921UKM
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J International labour review
%V 161
%N 3
%F Z 037
%A Howson, Kelle
%A Ustek-Spilda, Funda
%A Bertolini, Alessio
%A Heeks, Richard
%A Ferrari, Fabian
%A Katta, Srujana
%A Cole, Matthew
%A Reneses, Pablo Aguera
%A Salem, Nancy
%A Sutcliffe, David
%A Steward, Shelly
%A Graham, Mark
%T Stripping back the mask: Working conditions on digital labour platforms during the COVID-19 pandemic
%D 2022
%P S. 413-440
%G en
%# 2020-2021
%R 10.1111/ilr.12222
%U https://doi.org/10.1111/ilr.12222
%U https://doi.org/10.1111/ilr.12222
%X "Digital labour platforms have been widely promoted as a solution to the unemployment crisis sparked by the COVID-19 pandemic. However, the pandemic has also highlighted the vulnerability of gig workers when cast as essential workers. This article examines the COVID-19 policies of 191 platforms in 43 countries to understand how the crisis has shifted the conventions of the gig economy. Using a typology of 'fair platform work', the authors identify areas of progress in worker protection but also significant shortfalls, including the entrenchment of precarious work as platforms leverage the opportunities arising from the crisis." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Plattformökonomie
%K Telearbeit
%K Pandemie
%K Auswirkungen
%K Arbeitsbedingungen
%K Arbeitslosigkeit
%K Arbeitszeitflexibilität
%K Arbeitsrecht
%K altersspezifische Faktoren
%K Soziale Sicherheit
%K internationaler Vergleich
%K Lohnsenkung
%K Gesundheitsschutz
%K Streik
%K soziale Verantwortung
%K Unternehmer
%K Arbeitsmarktprognose
%K Berufskraftfahrer
%K prekäre Beschäftigung
%K Zukunft der Arbeit
%K Krisenmanagement
%K Welt
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-21
%M K221004USC
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J New Technology, Work and Employment
%N online first
%F X 467
%A Lott, Yvonne
%A Abendroth, Anja-Kristin
%T Affective commitment, home-based working and the blurring of work-home boundaries: Evidence from Germany
%D 2022
%P S. 1-21
%G en
%# 2014-2015
%R 10.1111/ntwe.12255
%U https://doi.org/10.1111/ntwe.12255
%U https://doi.org/10.1111/ntwe.12255
%X "Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home-based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home-based working involves the blurring of work-home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home-based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home-based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust." (Author's abstract, IAB-Doku) ((en))
%K Mitarbeiterbindung
%K Telearbeit
%K Arbeitsplatzgestaltung
%K Auswirkungen
%K Vertrauen
%K Vorgesetzte
%K Telearbeitnehmer
%K Arbeitsorganisation
%K Beruf und Familie
%K Pandemie
%K Privatsphäre
%K Akzeptanz
%K Arbeitszeitflexibilität
%K Commitment
%K IAB-Datensatz Linked Personnel Panel
%K Entgrenzung
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-11
%M K220914UFH
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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3. SONSTIGE ZEITSCHRIFTEN
*************************

%0 Journal Article
%J Deutscher Bundestag. Drucksachen
%N Dr 20/3202 v 26 08 2022
%F Z 198
%A Bundesministerium für Arbeit und Soziales
%A Deutscher Bundestag. Fraktion Die Linke
%T Arbeitszeit und Überstunden in Deutschland : Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 20/2930)
%D 2022
%P S. 1-101
%G de
%# 2013-2021
%U https://dserver.bundestag.de/btd/20/032/2003202.pdf
%X Im Hinblick auf die im zweiten Halbjahr 2022 geplante Änderung des Arbeitszeitgesetzes wollen sich die Fragesteller der Fraktion DIE LINKE ein aktuelles Bild von der Arbeitszeit und den Überstunden abhängig Beschäftigter in Deutschland machen. In ihrer Antwort bezieht sich die Bundesregierung auf Daten aus dem Mikrozensus und der IAB-Arbeitszeitrechnung. Im Jahr 2021 leisteten Beschäftigte rund 59 Milliarden Arbeitsstunden, davon waren 0,8 Prozent unbezahlte und 0,5 Prozent bezahlte Überstunden. Im Tabellenanhang erfolgt eine Darstellung der Arbeitsstunden für die Jahre 2013 und 2021 im Vergleich für Ost- und Westdeutschland, für die einzelnen Bundesländer, für Männer und Frauen und nach der Beschäftigungsform. Außerdem erfolgt ein Überblick über die sektorale Verteilung der Arbeitsstunden und für einzelne Berufsgruppen. (IAB)
%K Arbeitszeitentwicklung
%K Überstunden
%K unbezahlte Überstunden
%K sektorale Verteilung
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Berufsgruppe
%K regionaler Vergleich
%K Bundesländer
%K IAB-Arbeitszeitrechnung
%K Bundesrepublik Deutschland
%K Ostdeutschland
%K Westdeutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-10-11
%M K220922ULX
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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4. ARBEITSPAPIERE/DISCUSSION PAPER
**********************************

%0 Book
%1 CESifo GmbH (Hrsg.)
%A Aksoy, Cevat Giray
%A Barrero, José María
%A Bloom, Nicholas
%A Davis, Steven J.
%A Dolls, Mathias
%A Zarate, Pablo
%T Working from Home around the World
%D 2022
%P 66 S.
%C München
%G en
%# 2021-2022
%B CESifo working paper : 9938
%U https://ideas.repec.org/p/ces/ceswps/_9938.html
%U https://ideas.repec.org/p/ces/ceswps/_9938.html
%X "The pandemic triggered a large, lasting shift to work from home (WFH). To study this shift, we survey full-time workers who finished primary school in 27 countries as of mid 2021 and early 2022. Our cross-country comparisons control for age, gender, education, and industry and treat the U.S. mean as the baseline. We find, first, that WFH averages 1.5 days per week in our sample, ranging widely across countries. Second, employers plan an average of 0.7 WFH days per week after the pandemic, but workers want 1.7 days. Third, employees value the option to WFH 2-3 days per week at 5 percent of pay, on average, with higher valuations for women, people with children and those with longer commutes. Fourth, most employees were favorably surprised by their WFH productivity during the pandemic. Fifth, looking across individuals, employer plans for WFH levels after the pandemic rise strongly with WFH productivity surprises during the pandemic. Sixth, looking across countries, planned WFH levels rise with the cumulative stringency of government-mandated lockdowns during the pandemic. We draw on these results to explain the big shift to WFH and to consider some implications for workers, organization, cities, and the pace of innovation." (Author's abstract, IAB-Doku) ((en))
%K Telearbeit
%K Pandemie
%K Auswirkungen
%K internationaler Vergleich
%K Arbeitsgestaltung
%K Arbeitsbedingungen
%K Produktivität
%K qualifikationsspezifische Faktoren
%K Schwellenländer
%K Industrieländer
%K Arbeitszeitverteilung
%K geschlechtsspezifische Faktoren
%K Zufriedenheit
%K Stadtentwicklung
%K Vollzeitarbeit
%K technischer Wandel
%K Lohn
%K Arbeitszeitflexibilität
%K Beruf und Familie
%K Innovationsprozess
%K Welt
%K D22
%K J20
%K L23
%K E24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-11
%M K220915UG3
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Brussels European and Global Economic Laboratory (Hrsg.)
%A Berg, Janine
%A Green, Francis
%A Nurski, Laura
%A Spencer, David
%T Risks to job quality from digital technologies : are industrial relations in Europe ready for the challenge?
%D 2022
%P 31 S.
%C Brussels
%G en
%# 2010-2015
%B Working paper / Bruegel : 2022,16
%U https://www.bruegel.org/sites/default/files/2022-09/WP%2016_0.pdf
%X "We examine the job quality effects of new digital technologies in Europe, using the framework of seven job quality 'domains': pay, working time quality, prospects, skills and discretion, work intensity, social environment and physical environment. The theoretical effects from new technology are ambivalent for all domains. Data on robot shocks matched to the European Working Conditions Surveys for 2010 and 2015 is used to generate empirical estimates, which show significant aggregate negative effects in three domains, and a positive effect in one. Some negative effects are enhanced where there is below-median collective bargaining. In light of these analyses, and in order to think through the challenge of regulating the development and implementation of all forms of digital technologies, we review regulations in several European countries. Drawing on the principles of human-centred design, we advance the general hypothesis that worker participation is important for securing good job quality outcomes, at both the innovation and adoption stages. We also consider the application to the regulation of job quality of national and supra-national data protection legislation. In these ways, the paper extends the debate about the future of work beyond employment and pay, to a consideration of job quality more broadly." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsbedingungen
%K Auswirkungen
%K Lohnhöhe
%K Industrieroboter
%K Anwendung
%K internationaler Vergleich
%K Arbeitsplatzqualität
%K technischer Wandel
%K Kontrolle
%K Arbeitszeitflexibilität
%K Qualifikationsanforderungen
%K Arbeitnehmer
%K Arbeitsintensität
%K Automatisierung
%K Europa
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-28
%M K221017UYZ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Global Labor Organization (Hrsg.)
%A Marcén, Miriam
%A Morales, Marina
%T The effect of gender norms on gender-based sorting across occupations
%D 2022
%P 41 S.
%C Essen
%G en
%# 2006-2019
%B GLO discussion paper : 1160
%U http://hdl.handle.net/10419/264143
%U http://hdl.handle.net/10419/264143
%X "Despite the notable progress that has been made in bridging the gap between women and men in the world of work, women are still underrepresented in several occupations. In this article, the effect of gender norms on whether women enter male-dominated occupations is analysed using differences in gender equality among early-arrival migrants. The variations in gender norms according to the cultural backgrounds of those migrants by country of origin are exploited to identify their impact on occupational choices. Using data from the American Community Survey, it is found that greater gender equality in the country of origin reduces the gender gap in maledominated occupations. Suggestive evidence is further shown on the roles of job flexibility and women's relative preferences for family-friendly jobs in shaping gender-based sorting across occupations." (Author's abstract, IAB-Doku) ((en))
%K geschlechtsspezifische Faktoren
%K Berufswahl
%K geschlechtsspezifische Sozialisation
%K Auswirkungen
%K Geschlechterrolle
%K kulturelle Faktoren
%K Einwanderer
%K Telearbeit
%K Chancengleichheit
%K Gleichstellung
%K Herkunftsland
%K Arbeitsbedingungen
%K Beruf und Familie
%K Arbeitszeitflexibilität
%K USA
%K J24
%K Z13
%K J16
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-14
%M K220921UJ9
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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