Suchprofil: berufliche_Mobilität
Durchsuchter Fertigstellungsmonat: 05/20
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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@Article{Dauth:2020:ITL,
Journal= {Regional science and urban economics},
Volume= {83},
Author= {Wolfgang Dauth and Peter Haller},
Title= {Is there loss aversion in the trade-off between wages and commuting distances?},
Year= {2020},
Annote= {URL: https://doi.org/10.1016/j.regsciurbeco.2020.103527},
Annote= {Schlagwörter: Arbeitsweg; Lohnhöhe; Entscheidungsfindung; abhängig Beschäftigte; Arbeitsplatzwahl; Arbeitsplatzwechsel; Arbeitsuche; IAB-Beschäftigtenhistorik; Einkommenserwartung; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2000-2014},
Annote= {JEL-Klassifikation: D90 ; J31 ; J64 ; R12 ; R40},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 1057},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k190430307},
}
@Article{Fernandez-Lozano:2020:HCF,
Journal= {European Sociological Review},
Volume= {36},
Number= {2},
Author= {Irina Fernandez-Lozano and M. José González and Teresa Jurado-Guerrero and Juan-Ignacio Martínez-Pastor},
Title= {The Hidden Cost of Flexibility: A Factorial Survey Experiment on Job Promotion},
Year= {2020},
Pages= {265-283},
Annote= {URL: https://doi.org/10.1093/esr/jcz059},
Annote= {URL: https://doi.org/10.1093/esr/jcz059},
Abstract= {"This article analyses the role of gender, parenthood, and work flexibility measures and the mediating role of stereotypes on the likelihood of achieving an internal promotion in Spain. We hypothesize that employers favour fathers over mothers and disfavour flexible workers (flexibility stigma) because they are perceived, respectively, as less competent and less committed. We also hypothesize that employers reflect their gender values in the selection process. These hypotheses are tested using data from a survey experiment in which 71 supervisors from private companies evaluate 426 short vignettes describing six different candidates for promotion into positions that require decision-making and team supervision skills. Several candidate characteristics are experimentally manipulated, while others such as skills and experience in the company are kept constant to minimize the risk of statistical discrimination. Contrary to our expectations, fathers are not preferred in promotion, as they are not perceived as being more competent than mothers. However, we find that flexibility leads to lower promotion scores, partly due to its association with a lack of commitment. Although the statutory right to reduce working hours for care reasons seems a major social achievement, this experiment shows that mothers may be indirectly penalized, as they are the main users of this policy." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Beförderung; Determinanten; geschlechtsspezifische Faktoren; Elternschaft; Arbeitszeitflexibilität; Stereotyp; innerbetriebliche Mobilität; Väter; Mütter; Commitment; Stigmatisierung; Spanien; },
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 863},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200424BGE},
}
@Article{Muñoz-Comet:2020:TIP,
Journal= {Work, employment and society},
Number= {online first},
Author= {Jacobo Muñoz-Comet and Stephanie Steinmetz},
Title= {Trapped in Precariousness? Risks and Opportunities of Female Immigrants and Natives Transitioning from Part-Time Jobs in Spain},
Year= {2020},
Pages= {1-20},
Annote= {URL: https://doi.org/10.1177/0950017020902974},
Abstract= {"Using panel data from the Spanish Labour Force Survey (2008-2016), we explore the risks and opportunities of job transitions (to unemployment, inactivity, full-time work and promotion) of female immigrants and natives in part-time work. This is the first study examining the two possible functions of part-time employment (stepping stone or trap) for different types of women across different working time categories. It contributes to the ongoing discussion about the function of non-standard work by applying an intersectional lens. Our results confirm that the signalling of different types of part-time job works positively, although the signal is weaker for immigrant women, particularly for those working in marginal and substantial part-time employment. The main sociodemographic and structural drivers of labour transitions explain only partially the gross migrant?native differences. As female immigrants experience a stronger outsider position, additional determinants of signalling beyond human capital and labour market segmentation factors might be at work." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: prekäre Beschäftigung; Teilzeitarbeit; berufliche Mobilität; ausländische Frauen; Einwanderer; Inländer; Vollzeitarbeit; Arbeitslosigkeit; Nichterwerbstätigkeit; Beförderung; Teilzeitarbeitnehmer; Spanien; },
Annote= {Bezugszeitraum: 2008-2016},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 917},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200505BKO},
}
@Article{Taber:2020:ERD,
Journal= {Econometrica},
Volume= {88},
Number= {3},
Author= {Christopher Taber and Rune Vejlin},
Title= {Estimation of a Roy/search/compensating differential model of the labor market},
Year= {2020},
Pages= {1031-1069},
Annote= {URL: https://doi.org/10.3982/ECTA14441},
Annote= {URL: https://doi.org/10.3386/w22439},
Abstract= {"In this paper, we develop a model that captures key components of the Roy model, a search model, compensating differentials, and human capital accumulation on-the-job. We establish which components of the model can be non-parametrically identified and which ones cannot. We estimate the model and use it to assess the relative contribution of the different factors for overall wage inequality. We find that variation in premarket skills (the key feature of the Roy model) is the most important component to account for the majority of wage variation. We also demonstrate that there is substantial interaction between the other components, most notably, that the importance of the job match obtained by search frictions varies from around 4% to around 29%, depending on how we account for other components. Inequality due to preferences for non-pecuniary aspects of the job (which leads to compensating differentials) and search are both very important for explaining other features of the data. Search is important for turnover, but so are preferences for non-pecuniary aspects of jobs as one-third of all choices between two jobs would have resulted in a different outcome if the worker only cared about wages." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Arbeitsuche; labour turnover; berufliche Mobilität; Arbeitsplatzwechsel; Lohnunterschied; Heterogenität; friktionelle Arbeitslosigkeit; Humankapitalansatz; Arbeitsuchende; Sucharbeitslosigkeit; Arbeitsplatzsuchtheorie; Dänemark; },
Annote= {Bezugszeitraum: 1985-2003},
Annote= {JEL-Klassifikation: J30},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 018},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200513BOF},
}
@Article{Wiedner:2020:GPA,
Journal= {Work and occupations},
Volume= {47},
Number= {3},
Author= {Rene Wiedner and Amit Nigam and Jose Bento da Silva},
Title= {General Practitioners Are From Mars, Administrators Are From Venus: The Role of Misaligned Occupational Dispositions in Inhibiting Mandated Role Change},
Year= {2020},
Pages= {348-377},
Annote= {URL: https://doi.org/10.1177/0730888420918643},
Annote= {URL: https://doi.org/10.1177/0730888420918643},
Abstract= {"Research on mandated occupational role change focuses on jurisdictional conflict to explain change failure. The authors' study of the English National Health Service highlights the role of occupational dispositions in shaping how mandated role change is implemented by members of multiple occupational groups. The authors find that tension stemming from misaligned dispositions may emerge as members of different occupations interact during their role change implementation efforts. Depending on dispositional responses to tension, change may fail as members of the different occupations avoid interactions. This suggests that effective role change can be elusive even in the initial absence of conflicting occupational interests." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: öffentliches Gesundheitswesen; Organisationsänderung; Organisationsentwicklung; Berufsrolle; Rollenwandel; berufliche Autonomie; berufliche Identität; berufliche Mobilität; beruflicher Status; Rollenkonflikt; Gesundheitsberufe; Statusmobilität; Statusverteilung; Großbritannien; },
Annote= {Bezugszeitraum: 2010-2010},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 1346},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200505BKP},
}
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3. SONSTIGE ZEITSCHRIFTEN
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@Article{Haverkamp:2020:SUB,
Journal= {Zeitschrift f{\"u}r Wirtschaftspolitik},
Volume= {69},
Number= {1},
Author= {Katarzyna Haverkamp and Holger Seibert and Mirko Wesling},
Title= {Sektorale und berufsspezifische Ausbildungsstrategien und {\"U}bergangsmuster nach der dualen Ausbildung},
Year= {2020},
Pages= {44-68},
Annote= {URL: http://doi.org/10.1515/zfwp-2019-2020},
Abstract= {"Based on the Integrated Employment Biographies data (IEB) of the Institute for Employment Research, the study compares the transition patterns after completion of vocational training in craft trades and in other sectors of economic activity. According to Soskice (1994) and Steedman (1993), dual training in the craft sector exhibits some distinctive features that can be expected to increase the risk of non-smooth transitions and to inhibit labor market integration of its apprentices. The analysis shows that currently almost all apprentices manage to enter regular employment within one year after graduation. However, apprenticeship graduates from craft trades are more likely to be affected by temporary unemployment. Additionally, the wage disadvantages associated with a job change are significantly higher in craft trades than in other occupations. Further analysis reveals that these average effects mask large differences at the occupational level. We conclude, that future research should draw more attention to transition risks on occupational rather than on sectoral level." (Autorenreferat, © De Gruyter)},
Annote= {Schlagwörter: betriebliche Berufsausbildung; Ausbildungsabsolventen; zweite Schwelle; Berufswechsel; Handwerk; Integrierte Erwerbsbiografien; Handwerksberufe; berufliche Mobilität; Arbeitslosigkeit; Einkommenseffekte; Einkommenserwartung; Übernahmequote; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2013-2016},
Annote= {JEL-Klassifikation: I21 ; J24 ; J31 ; J44 ; J62 ; J64},
Annote= {Sprache: de},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k200512301},
}
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4. ARBEITSPAPIERE/DISCUSSION PAPER
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@Book{Archanskaia:2020:CAI,
Institution={Institut f{\"u}r Weltwirtschaft (Hrsg.)},
Author= {Liza Archanskaia and Johannes van Biesebroeck and Gerald Willmann},
Title= {Comparative advantage in (non-)routine production},
Year= {2020},
Pages= {60},
Address= {Kiel},
Series= {Kiel working paper},
Number= {2154},
Annote= {URL: http://hdl.handle.net/10419/215893},
Annote= {URL: http://hdl.handle.net/10419/215893},
Abstract= {"We illustrate a new source of comparative advantage that is generated by countries' different ability to adjust to technological change. Our model introduces substitution of workers in codifiable (routine) tasks with more efficient machines, a process extensively documented in the labor literature, into a canonical 2 x 2 x 2 Heckscher-Ohlin model. Our key hypothesis is that labor reallocation across tasks is subject to frictions, the importance of which varies by country. The arrival of capital-augmenting innovations triggers the movement of workers out of routine tasks, and countries with low labor market frictions become relatively abundant in non-routine labor. In the new equilibrium, more flexible countries specialize in producing goods that use non-routine labor more intensively. We document empirically that the ranking of countries with respect to the routine intensity of their exports is strongly related to labor market institutions and to cultural norms that influence adjustment to technological change, such as risk aversion or long-term orientation. The explanatory power of this mechanism for trade flows is especially strong for intra-EU trade." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: internationaler Wettbewerb; Wettbewerbsfähigkeit; technischer Wandel; Auswirkungen; Substitutionseffekte; Routine; Tätigkeitsmerkmale; Automatisierung; internationaler Vergleich; Export; institutionelle Faktoren; kulturelle Faktoren; Europäische Union; Kündigungsschutz; berufliche Flexibilität; Welt; },
Annote= {Bezugszeitraum: 1995-2015},
Annote= {JEL-Klassifikation: F14 ; F11 ; F15},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200514BOM},
}
@Book{Boersch-Supan:2020:EDE,
Institution={Munich Center for the Economics of Aging (Hrsg.)},
Author= {Axel B{\"o}rsch-Supan and Irene Ferrari and Nicolas Goll},
Title= {Die Entwicklung des Eintrittsalters in eine sozialversicherungspflichtige Besch{\"a}ftigung},
Year= {2020},
Pages= {5},
Address= {M{\"u}nchen},
Series= {MEA discussion papers},
Number= {2020,07},
Annote= {URL: https://www.mpisoc.mpg.de/fileadmin/user_upload/MEA_DP_07-2020_final.pdf},
Abstract= {"Dieses kurze Papier verwendet das sozio-oekonomische Panel (SOEP) um den Zeitpunkt des Einstiegs in das Erwerbsleben zu ermitteln. Das Alter bei erster sozialversicherungspflichtiger Erwerbstätigkeit nach höheren Bildungsabschlüssen ist für jüngere Geburtsjahrgänge wieder gesunken, sodass sich die Berufsanfangsjahre verschiedener Bildungsgruppen im Mittel über die Bildungsabschlüsse tendenziell angeglichen haben. Nach wie vor gibt es einen substantiellen Anteil von Beschäftigten, die bereits im Alter von 15 Jahren eine rentenversicherungspflichtige Erwerbstätigkeit aufgenommen haben." (Autorenreferat, IAB-Doku)},
Abstract= {"This short paper uses the German Socio-Economic Panel (GSOEP) to determine when German employees have started their working history. The age at first employment after a higher education has decreased for younger birth cohorts, so that the age at career start has converged across different educational groups. There is still a substantial proportion of employees who started gainful employment at the age of 15." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Berufseinmündung; Entwicklung; Lebensalter; altersspezifische Faktoren; Sozialversicherungspflicht; geschlechtsspezifische Faktoren; qualifikationsspezifische Faktoren; Bildungsabschluss; Auswirkungen; zweite Schwelle; Bundesrepublik Deutschland; Westdeutschland; },
Annote= {Bezugszeitraum: 1984-2020},
Annote= {JEL-Klassifikation: J21 ; J22},
Annote= {Sprache: de},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200514BOS},
}
@Book{Cahuc:2020:AAY,
Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)},
Author= {Pierre Cahuc and Jeremy Hervelin},
Title= {Apprenticeship and Youth Unemployment},
Year= {2020},
Pages= {63},
Address= {Bonn},
Series= {IZA discussion paper},
Number= {13154},
Annote= {URL: http://hdl.handle.net/10419/216466},
Annote= {URL: http://hdl.handle.net/10419/216466},
Abstract= {""In France, two years after school completion and getting the same diploma, the employment rate of apprentices is about 15 percentage points higher than that of vocational students. Despite this difference, this paper shows that there is almost no difference between the probability of getting a callback from employers for unemployed youth formerly either apprentices or vocational students. This result indicates that the higher employment rate of apprentices does not rely, in the French context, on better job access of those who do not remain in their training firms. The estimation of a job search and matching model shows that the expansion of apprenticeship has very limited effects on youth unemployment if this is not accompanied by an increase in the retention of apprentices in their training firm." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Auszubildende; Berufsausbildung; Ausbildungsberufe; betriebliche Berufsausbildung; schulische Berufsausbildung; zweite Schwelle; erste Schwelle; Koch; Maurer; Niedrigqualifizierte; Ausbildungsabsolventen; Arbeitsmarktchancen; Erwerbsquote; Frankreich; },
Annote= {Bezugszeitraum: 2018-2018},
Annote= {JEL-Klassifikation: J24 ; M51 ; M53},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200506BLB},
}
@Book{Carrillo-Tudela:2020:UAE,
Institution={CESifo GmbH, M{\"u}nchen (Hrsg.)},
Author= {Carlos Carrillo-Tudela and Ludo Visschers},
Title= {Unemployment and endogenous reallocation over the business cycle},
Year= {2020},
Pages= {103},
Address= {M{\"u}nchen},
Series= {CESifo working paper},
Number= {8288},
Annote= {URL: https://ideas.repec.org/p/ces/ceswps/_8288.html},
Annote= {URL: https://ideas.repec.org/p/ces/ceswps/_8288.html},
Annote= {URL: http://doku.iab.de/externe/2013/k131011r08.pdf},
Annote= {URL: http://doku.iab.de/externe/2013/k130123r05.pdf},
Abstract= {"This paper studies the extent to which the cyclicality of gross and net occupational mobility shapes that of aggregate unemployment and its duration distribution. Using the SIPP, we document the relation between workers' (gross and net) occupational mobility and unemployment duration over the long run and business cycle. To interpret this evidence, we develop an analytically and computationally tractable stochastic equilibrium model with heterogenous agents and occupations as well as aggregate uncertainty. The model is quantitatively consistent with several important features of the US labor market: procyclical gross and countercyclical net occupational mobility, the large volatility of unemployment and the cyclical properties of the unemployment duration distribution, among others. Our analysis shows that 'excess' occupational mobility due to workers' changing career prospects interacts with aggregate conditions to drive fluctuations of aggregate unemployment and its duration distribution." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: konjunkturelle Arbeitslosigkeit; Arbeitslosigkeitsentwicklung; Konjunkturabhängigkeit; Arbeitslose; Arbeitskräfte; Allokation; Mobilitätsbereitschaft; Berufswechsel; Sucharbeitslosigkeit; friktionelle Arbeitslosigkeit; Berufsgruppe; strukturelle Arbeitslosigkeit; Beveridgekurve; berufliche Mobilität; USA; },
Annote= {Bezugszeitraum: 1986-2008},
Annote= {JEL-Klassifikation: E24 ; E30 ; J62 ; J63 ; J64},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200519BP1},
}
@Book{Davis:2020:LMP,
Institution={National Bureau of Economic Research, Cambridge (Hrsg.)},
Author= {Donald R. Davis and Eric Mengus and Tomasz K. Michalski},
Title= {Labor Market Polarization and the Great Divergence: Theory and Evidence},
Year= {2020},
Pages= {57},
Address= {Cambridge, Mass.},
Series= {NBER working paper},
Number= {26955},
Annote= {URL: https://doi.org/10.3386/w26955},
Abstract= {"In recent decades, middle-paid jobs have declined, replaced by a mix of high and low-paid jobs. This is labor market polarization. At the same time, initially skilled and typically larger cities have become even more skilled relative to initially less skilled and typically smaller cities. This is the great divergence. We develop a theory that links these two phenomena. We draw on existing models of polarization and heterogeneous labor in spatial equilibrium, adding to these a sharper interaction of individual- and city-level comparative advantage. We then confront the predictions of the theory with detailed data on occupational growth for a sample of 117 French cities. We find, consistent with our theory, that middle-paid jobs decline most sharply in larger cities; that these lost jobs are replaced two-to-one by high-paid jobs in the largest cities and two-to-one by low-paid jobs in the smallest cities; and that the lost middle-paid jobs are concentrated in an upper tier in the large cities and a lower tier in the smaller cities." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Arbeitsmarktsegmentation; regionale Disparität; Ortsgröße; Stadt; regionaler Vergleich; Berufsgruppe; Lohnunterschied; Berufsstruktur; Lohnstruktur; Qualifikationsstruktur; Großstadt; Kleinstadt; Mittelstadt; Frankreich; },
Annote= {Bezugszeitraum: 1994-2015},
Annote= {JEL-Klassifikation: R13 ; R12 ; J21},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200421BES},
}
@Book{Ganguli:2020:GDI,
Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)},
Author= {Ina Ganguli and Ricardo Hausmann and Martina Viarengo},
Title= {Gender Differences in Professional Career Dynamics: New Evidence from a Global Law Firm},
Year= {2020},
Pages= {44},
Address= {Bonn},
Series= {IZA discussion paper},
Number= {13174},
Annote= {URL: http://hdl.handle.net/10419/216486},
Annote= {URL: http://hdl.handle.net/10419/216486},
Abstract= {"We examine gender gaps in career dynamics in the legal sector using rich panel data from one of the largest global law firms in the world. The law firm studied is representative of multinational law firms and operates in 23 countries. The sample includes countries at different stages of development. We document the cross-country variation in gender gaps and how these gaps have changed over time. We show that while there is gender parity at the entry level in most countries by the end of the period examined, there are persistent raw gender gaps at the top of the organization across all countries. We observe significant heterogeneity among countries in terms of gender gaps in promotions and wages, but the gaps that exist appear to be declining over the period studied. We also observe that women are more likely to report exiting the firm for family and work-life balance reasons, while men report leaving for career advancement. Finally, we show that various measures of national institutions and culture appear to play a role in the differential labor-market outcomes of men and women." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Anwalt; multinationale Unternehmen; geschlechtsspezifische Faktoren; geschlechtsspezifischer Arbeitsmarkt; Berufsverlauf; Berufswegplanung; Auslandsaufenthalt; Auslandstätigkeit; Beförderung; beruflicher Aufstieg; Humankapital; Standort; Frauen in Einzelberufen; Chancengleichheit; Arbeitsmarktchancen; Rechtsanwaltskanzlei; Bundesrepublik Deutschland; Belgien; Brasilien; Hongkong; Japan; Polen; Russland; Spanien; Schweden; Großbritannien; },
Annote= {Bezugszeitraum: 2003-2011},
Annote= {JEL-Klassifikation: M51 ; I26 ; Z10 ; J16 ; J62},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200506BLC},
}
@Book{Munguía:2020:MWI,
Author= {Luis F. Munguía Corella},
Title= {Minimum wages in monopsonistic labor markets},
Year= {2020},
Pages= {43},
Series= {SocArXiv Papers},
Annote= {URL: https://doi.org/10.31235/osf.io/abpj9},
Abstract= {"Over the last 30 years, researchers have disputed the mixed evidence of the effect of the minimum wage on teenage employment in the U.S. Whenever the minimum wage has positive or no effects on employment, they appeal to monopsony models to explain their results. However, none of these studies have empirically tested whether their results are due to monopsonistic characteristics in the labor markets. In this paper, I estimate the effects of the minimum wage under concentrated labor markets and low-mobility jobs (two variables that measure monopsony), identify heterogeneous effects among different scenarios derived from the monopsony model, and provide a plausible explanation of the mixed results about the minimum wage effects in the literature. My main findings indicate that minimum wages have an elasticity to teenage employment between -0.333 and -2.3 under perfect competition, which is, as expected, much higher than the usual results in the literature. If the monopsony variable is one standard deviation higher than the baseline, it implies a positive change in elasticity between 0.07 and 0.18. The minimum wage has a positive effect between 0.69 and 0.90 under full monopsonistic labor markets. The results are consistent among different specifications and controlling for possible endogeneity and external shocks to the HHI." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Mindestlohn; Auswirkungen; Beschäftigungseffekte; Monopson; Jugendliche; Arbeitsplatzdichte; zwischenbetriebliche Mobilität; Einkommenseffekte; USA; },
Annote= {Bezugszeitraum: 2000-2016},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200427BHL},
}
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