Suchprofil: berufliche_Mobilität
Durchsuchter Fertigstellungsmonat: 04/21
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{Bachmann:2021:LMP,
Journal= {The Journal of Human Resources},
Number= {online first},
Author= {Ronald Bachmann and G{\"o}kay Demir and Hanna Frings},
Title= {Labor Market Polarization, Job Tasks and Monopsony Power},
Year= {2021},
Pages= {1-62},
Annote= {URL: https://doi.org/10.3368/jhr.monopsony.0219-10011R1},
Annote= {URL: https://doi.org/10.3368/jhr.monopsony.0219-10011R1},
Annote= {URL: https://ideas.repec.org/p/zbw/rwirep/890.html},
Abstract= {"Using a semi-structural approach based on a dynamic monopsony model, we examine to what extent workers performing different job tasks are exposed to different degrees of monopsony power, and whether these differences in monopsony power have changed over the last 30 years. We find that workers performing mostly non-routine cognitive tasks are exposed to a higher degree of monopsony power than workers performing routine or non-routine manual tasks. Job-specific human capital and non-pecuniary job characteristics are the most likely explanations for this result. We find no evidence that labor market polarization has increased monopsony power over time." (Author's abstract, IAB-Doku, © the Board of Regents of the University of Wisconsin System) ((en))},
Annote= {Schlagwörter: Monopson; Auswirkungen; Arbeitskräftenachfrage; Tätigkeitsmerkmale; Routine; geistige Arbeit; manuelle Arbeit; Arbeitsmarktsegmentation; Macht; Lohnelastizität; Arbeitskräfteangebot; Arbeitsplatzwechsel; Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB); IAB-Betriebs-Historik-Panel; BIBB/IAB-Erhebung; BIBB/BAuA-Erhebung; Berufsgruppe; technischer Wandel; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 1985-2014},
Annote= {JEL-Klassifikation: J62 ; J42 ; J24},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 107},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210323IKD},
}
@Article{Bachmann:2021:LMT,
Journal= {Empirica},
Volume= {48},
Number= {2},
Author= {Ronald Bachmann and Rahel Felder},
Title= {Labour market transitions, shocks and institutions in turbulent times : a cross-country analysis},
Year= {2021},
Pages= {329-352},
Annote= {URL: https://doi.org/10.1007/s10663-019-09469-y},
Annote= {URL: http://hdl.handle.net/10419/180461},
Abstract= {"This paper analyses the impact of the business cycle on labour market dynamics in EU member states and the US during the first decade of the 21st century. Using unique measures of labour market flows constructed from worker-level micro data, we examine to what extent macro shocks were transmitted to national labour markets. We apply the approach by Blanchard and Wolfers (Econ J 110(462):1-33, 2000) to analyse the role of the interaction of macroeconomic shocks and labour market institutions for worker transitions in order to explain cross-country differences in labour market reactions in a period including the Great Recession. Our results suggest a significant influence of trade unions in channelling macroeconomic shocks. Specifically, union density moderates these impacts over the business cycle, i.e. countries with stronger trade unions experience weaker reactions of the unemployment rate and of worker transitions." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: internationaler Vergleich; Zu- und Abgänge; Arbeitsmarktentwicklung; Konjunkturabhängigkeit; Wirtschaftskrise; institutionelle Faktoren; Gewerkschaft; Arbeitslosigkeitsentwicklung; Arbeitslosenquote; labour turnover; Rezession; Arbeitslosigkeit; Arbeitsmarktpolitik; Kündigungsschutz; Bundesrepublik Deutschland; Schweden; Slowakei; Slowenien; Großbritannien; USA; Europa; Österreich; Belgien; Tschechische Republik; Dänemark; Estland; Spanien; Finnland; Frankreich; Griechenland; Ungarn; Italien; Luxemburg; Norwegen; Polen; Portugal; },
Annote= {Bezugszeitraum: 1999-2013},
Annote= {JEL-Klassifikation: E24 ; E32 ; J60},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 591},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210422I8V},
}
@Article{Hart:2021:TGM,
Journal= {American sociological review},
Volume= {86},
Number= {2},
Author= {Chloe Grace Hart},
Title= {Trajectory Guarding: Managing Unwanted, Ambiguously Sexual Interactions at Work},
Year= {2021},
Pages= {256-278},
Annote= {URL: https://doi.org/10.1177/0003122421993809},
Abstract= {"Sexual interactions often involve implicit, ambiguous behavior, yet research on unwanted sexual interactions in the workplace largely focuses on interactions that are explicitly sexual. Drawing on 84 interviews with tech industry workers, I show that unwanted, ambiguously sexual interactions are relatively commonplace in their workplaces. Ambiguously sexual interactions can take multiple interactional trajectories, but one possibility is that they will lead toward explicit sexual harassment. When interviewees worry that an ambiguously sexual interaction might veer into sexual harassment, they engage in what I term trajectory guarding, in which they carefully monitor and guide interactions in an attempt to avoid opportunities for harassment to crop up. Interviewees described trajectory guarding as labor-intensive and potentially detrimental to their careers. Because women tended to be most wary of sexual harassment, they disproportionately engaged in trajectory guarding and risked the possible costs of doing so. I focus on the case of trajectory guarding against ambiguously sexual interactions, but I suggest that trajectory guarding is a more general strategy used by marginalized people seeking to avoid potential mistreatment." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: sexuelle Belästigung; Konfliktmanagement; Interaktion; erwerbstätige Frauen; Sexualität; Freiwilligkeit; Wahrnehmung; erwerbstätige Männer; abweichendes Verhalten; Macht; beruflicher Aufstieg; Mobilitätsbarriere; USA; San Francisco; Kalifornien; },
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 104},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210407IUT},
}
@Article{Kingi:2017:WAI,
Journal= {The B.E. Journal of Theoretical Economics},
Volume= {17},
Number= {1},
Author= {Hautahi Kingi},
Title= {Welfare Analysis in an Extended Harris-Todaro Model: An Application of the Atkinson Theorem},
Year= {2017},
Pages= {Art. 20150132},
Annote= {URL: https://doi.org/10.1515/bejte-2015-0132},
Abstract= {"I analyze the welfare effects of a policy of modern sector enlargement (MSENL), and a policy of increasing the efficiency of on-the-job search from the urban informal sector (IEOS) in a generalized Harris-Todaro model. I show that MSENL causes a Lorenz worsening of the income distribution and IEOS causes a Lorenz improvement. In a rare direct application of the Atkinson theorem, I conclude that MSENL decreases social welfare and IEOS increases social welfare for all anonymous, increasing and Schur-concave social welfare functions." (Author's abstract, IAB-Doku, © De Gruyter) ((en))},
Annote= {Schlagwörter: Lorenzkurve; Arbeitsmarktsegmentation; soziale Ungleichheit; Arbeitsmarktpolitik; Auswirkungen; Wohlfahrt; informeller Sektor; dualer Arbeitsmarkt; Arbeitsuche; abhängig Beschäftigte; Effizienz; Einkommensverteilung; Wohlfahrtsökonomie; },
Annote= {JEL-Klassifikation: J60 ; O20 ; D60 ; D30},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 2090},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210414I1A},
}
@Article{Kuhn:2021:HCI,
Journal= {Journal of labor economics},
Volume= {39},
Number= {2},
Author= {Peter J. Kuhn and Lizi Yu},
Title= {How costly is turnover? : Evidence from retail},
Year= {2021},
Pages= {461-496},
Annote= {URL: https://doi.org/10.1086/710359},
Annote= {URL: https://doi.org/10.3386/w26179},
Abstract= {"We estimate turnover costs in small retail sales teams using daily sales data and an advance notice requirement to address endogeneity concerns. In addition to short-staffing and onboarding costs, we identify two less familiar sources of turnover costs: incumbent workers? recruitment activities and reductions in team morale after a departure is announced. Our estimates of total turnover costs are relatively modest, however: 10% higher turnover is about as costly as a 0.6% wage increase. We attribute these low costs to a set of complementary personnel policies that ensure that only 25% of departures result in a short-staffing spell." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Einzelhandel; zwischenbetriebliche Mobilität; labour turnover; Kosten; Arbeitgeberkündigung; Produktivitätseffekte; Stellenbesetzungsprobleme; Kündigungsabsicht; Einarbeitungskosten; China; },
Annote= {Bezugszeitraum: 2015-2016},
Annote= {JEL-Klassifikation: J31 ; J63 ; J64},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 797},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210420I5S},
}
@Article{Meardi:2021:TUA,
Journal= {European journal of industrial relations},
Volume= {27},
Number= {1},
Author= {Guglielmo Meardi and Melanie Simms and Duncan Adam},
Title= {Trade unions and precariat in Europe: Representative claims},
Year= {2021},
Pages= {41-58},
Annote= {URL: https://doi.org/10.1177/0959680119863585},
Abstract= {"Trade unions have been charged with neglecting labour market 'outsiders', while alternative actors have emerged to represent these. In response, unions have stepped up their claim to be representative of all workers, without distinction. We review the theoretical and policy debates on this issue, and argue that representation as such has been under-theorized. We draw on Saward's concept of 'representative claims' to analyse the different grounds for competing assertions of representativeness. We identify four main forms of claims, and illustrate these with empirical examples. We conclude that these different claims are mutually reinforcing in stimulating attention to the outsiders, and in their interaction with institutional settings, they have a performative effect in defining new social actors." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Prekariat; Gewerkschaftspolitik; Interessenvertretung; Insider-Outsider-Theorie; prekäre Beschäftigung; institutionelle Faktoren; internationaler Vergleich; Arbeitsmarktsegmentation; dualer Arbeitsmarkt; Bundesrepublik Deutschland; Europa; Großbritannien; Italien; },
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 1178},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210325IMU},
}
@Article{VanWinkle:2021:CEA,
Journal= {Demographic Research},
Volume= {44},
Author= {Zachary Van Winkle and Anette Fasang},
Title= {The complexity of employment and family life courses across 20th century Europe: More evidence for larger cross-national differences but little change across 1916-1966 birth cohorts},
Year= {2021},
Pages= {Art. 32, 775-810},
Annote= {URL: https://doi.org/10.4054/DemRes.2021.44.32},
Annote= {URL: https://doi.org/10.4054/DemRes.2021.44.32},
Abstract= {"Background: There has been much debate whether work and family lives became more complex in past decades, that is, exhibiting more frequent transitions and more uncertainty. Van Winkle and Fasang (2017) and Van Winkle (2018) first benchmarked change in employment and family complexity over time against cross-national differences in 14 European countries. Compared to sizeable and stable cross-national differences, the increase in employment and family complexity was small across cohorts. However, these studies could not include cohorts born past the late 1950s assumed to be most affected by the structural changes driving life course complexity and were limited to a relatively small set of West European countries. Objective: We replicate and extend these studies by adding over 15 additional countries in Eastern Europe and a decade of younger birth cohorts. Methods: The 3rd and 7th waves of the Survey of Health, Ageing, and Retirement in Europe, sequence complexity metrics, and cross-classified modelling are used to simultaneously quantify the proportions of variance attributable to cohort and country differences in work and family lives between ages 18 to 50. Results: The updated findings still support a negligible increase in family complexity and a moderate increase in employment complexity that pale in comparison to large and stable cross-national differences for individuals born between 1916 and 1966 for work and family lives experienced from 1934 to 2016 in 30 European countries. Specifically, 15 and 10% of employment and family complexity is nested across countries, compared to 5.5 and 2% across birth cohorts. However, the analyses also indicate a polarization in Europe between most Eastern and Southern European countries with stable and low family complexity compared to Nordic and some Western European countries with high and increasing family complexity. In contrast, moderately increasing employment complexity is a Europe-wide trend. Conclusions: This study both replicates the original studies' findings that cross-cohort change is minor compared to large cross-national differences, and is a substantive extension by addressing a large deficit of description on family and employment life course change in the Balkan and Baltic regions. Contribution: Cross-national comparisons are particularly promising for understanding the institutional drivers of employment and family instability." (Author's abstract, IAB-Doku, © Max-Planck-Institut für demographische Forschung) ((en))},
Annote= {Schlagwörter: Berufsverlauf; Lebenslauf; internationaler Vergleich; Entwicklung; Kohortenanalyse; Beruf und Familie; Familie; sozialer Wandel; Flexibilität; berufliche Mobilität; Familienstand; Eheschließung; Partnerschaft; Kinderzahl; Elternschaft; Europa; },
Annote= {Bezugszeitraum: 1934-2016},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 1997},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210409IYF},
}
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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
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@Article{Borghouts-van:2021:UPR,
Journal= {European Journal of Social Security},
Number= {online first},
Author= {Irmgard Borghouts-van de Pas and Mark Bosmans and Charissa Freese},
Title= {Unemployment prevention: The role of Human Resource Management in job-to-job transitions in the event of redundancy},
Year= {2021},
Pages= {1-17},
Annote= {URL: https://doi.org/10.1177/1388262721995209},
Annote= {URL: https://doi.org/10.1177/1388262721995209},
Abstract= {"In downsizing organisations, redundant workers suffer from insecurities about work and income. Social security provides income security to the unemployed in the event of job loss. The role played by employers in unemployment prevention for redundant workers, and the effects on unemployment spells and transitions on the labour market, are neglected in both the social policy and HRM literatures. This article addresses the following question: Which factors play a role in the decision to offer job-to-job support and in determining its effect? This article provides the context for the theoretical assumptions regarding why employers initiate job-to-job measures for redundant employees and distinguishes the different types of measures based on a literature review. Secondly, this article contributes to empirical knowledge in the field of unemployment prevention among employers and the effects of job-to-job activities facilitated by employers on redundant workers' unemployment spells. A two-wave study was conducted on a sample of 2,258 Dutch redundant workers. The study shows that age, breadwinner status and gender are important predictors of unemployment duration after involuntary dismissal. The findings show that investing in the human capital of redundant workers by providing training and education and individual coaching, for example, are associated with a reduced unemployment spell. In our model, in which we controlled for other variables, we found that when one received training, education or individual coaching shortly before or after the dismissal, one was unemployed for an average of almost three months less." (Author's abstract, IAB-Doku, © Intersentia, Ltd.) ((en))},
Annote= {Schlagwörter: Entlassungen; Arbeitsplatzabbau; human resource management; Auswirkungen; Arbeitslosigkeitsdauer; altersspezifische Faktoren; sozioökonomische Faktoren; geschlechtsspezifische Faktoren; Coaching; Arbeitsuche; zwischenbetriebliche Mobilität; Mobilitätsförderung; Personalabbau; Sozialplan; Niederlande; },
Annote= {Bezugszeitraum: 2014-2017},
Annote= {Sprache: en},
Annote= {IAB-Sign.: X 028},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210409IYC},
}
@Article{Strebel:2021:CAI,
Journal= {Journal of vocational education and training},
Number= {online first},
Author= {Alexandra Strebel},
Title= {Creating Apprenticeships in Switzerland: the case of the cableway mechanics},
Year= {2021},
Pages= {1-21},
Annote= {URL: https://doi.org/10.1080/13636820.2021.1899270},
Abstract= {"Collective skill formation systems thrive if employers' skill needs are reflected in apprenticeship training programmes and firms offer apprenticeship positions. Occupation-level adaptation processes underpin these systems, which offer upper-secondary level vocational education leading to hundreds of occupations. Yet, it is considered challenging to introduce new apprenticeships in sectors without training tradition. Based on the case of the newly created cableway mechanic occupation, this paper suggests that the institutional context in combination with effortful institutional work allowed a business association to introduce a small new occupation in the Swiss vocational education and training system. The cableway association mobilised firms, legitimised the new occupation towards public authorities, lobbied for more financial support, and fought to gain apprentices. Ten years after the introduction, finally, financial difficulties were overcome, and the apprenticeship institutionalised in the educational landscape." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Ausbildungsplatzförderung; Mechaniker; betriebliche Berufsausbildung; institutionelle Faktoren; neue Berufe; Berufsbildungssystem; Ausbildungsförderung; Arbeitgeberverband; Professionalisierung; berufliche Spezialisierung; Fremdenverkehrsgebiet; Personenverkehr; Tourismus; Schweiz; },
Annote= {Bezugszeitraum: 2003-2018},
Annote= {Sprache: en},
Annote= {IAB-Sign.: X 855},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210412IYZ},
}
@Article{Zilian:2021:LMP,
Journal= {Journal for Labour Market Research},
Volume= {55},
Author= {Laura S. Zilian and Stella S. Zilian and Georg J{\"a}ger},
Title= {Labour market polarisation revisited: evidence from Austrian vacancy data},
Year= {2021},
Pages= {Art. 7},
Annote= {URL: https://doi.org/10.1186/s12651-021-00290-4},
Annote= {URL: https://doi.org/10.1186/s12651-021-00290-4},
Abstract= {"Recent research suggests that new technologies are important drivers of empirically observed labour market polarisation. Many analyses in the field of economics are conducted to evaluate the changing share of employment in low-skill, medium-skill and high-skill occupations over time. This occupation-based approach, however, may neglect the relevance of specific skills and skill bundles, which potentially can be used to explain the observable patterns of labour market polarisation. This paper adds to the literature in two ways: First, we present the results of an analysis of data on job vacancies rather than the currently employed and, second, we derive occupation-defining skills using network analysis tools. The analysis and tool usage allowed us to investigate polarisation patterns in Austrian vacancy data from 2007 to 2017 and identify changes in the skills demanded in job vacancies in Austria. In contrast to most previous research, we find no evidence for polarisation, but rather a trend towards upskilling." (Author's abstract, © 2021 Springer Nature) ((en))},
Annote= {Schlagwörter: Arbeitsmarktsegmentation; qualifikationsspezifische Faktoren; Stellenangebot; offene Stellen; Qualifikationsanforderungen; Entwicklung; Höherqualifizierung; Arbeitskräftenachfrage; technischer Wandel; Auswirkungen; Berufsgruppe; Österreich; },
Annote= {Bezugszeitraum: 2007-2017},
Annote= {JEL-Klassifikation: J24 ; J63 ; O15 ; O33},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 259},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210322IJO},
}
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3. SONSTIGE ZEITSCHRIFTEN
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@Article{Bundesregierung:2021:EEG,
Journal= {Deutscher Bundestag. Drucksachen},
Volume= {Dr 19/26689 v 15 02 2021},
Institution={Bundesregierung},
Title= {Entwurf eines Gesetzes zur Erg{\"a}nzung und {\"A}nderung der Regelungen f{\"u}r die gleichberechtigte Teilhabe von Frauen an F{\"u}hrungspositionen in der Privatwirtschaft und im {\"o}ffentlichen Dienst : Gesetzentwurf der Bundesregierung},
Year= {2021},
Pages= {1-100},
Annote= {URL: http://dipbt.bundestag.de/dip21/btd/19/266/1926689.pdf},
Abstract= {Der Gesetzentwurf zur Ergänzung und Änderung der Regelungen für die gleichberechtigte Teilhabe von Frauen und Männern an Führungspositionen in der Privatwirtschaft und im öffentlichen Dienst (Zweites Führungspositionen-Gesetz - FüPoG II) entwickelt das 2015 in Kraft getretene Führungspositionen-Gesetz (FüPoG) weiter, verbessert seine Wirksamkeit und schließt Lücken. Eine zentrale Neuerung ist ein Mindestfrauenanteil für Vorstände mit mehr als drei Mitgliedern in großen deutschen Unternehmen. (IAB-Doku)},
Annote= {Schlagwörter: Gleichstellungspolitik; Gesetzentwurf; Frauenförderung; beruflicher Aufstieg; Aufstiegsförderung; erwerbstätige Frauen; Privatwirtschaft; öffentlicher Dienst; Führungskräfte; Vorstand; Aufsichtsrat; Quotierung; Quote; Geschlechterverteilung; Bundesrepublik Deutschland; },
Annote= {Sprache: de},
Annote= {IAB-Sign.: Z 198},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210325INB},
}
@Article{Kulich:2021:CTC,
Journal= {PLoS one},
Volume= {16},
Number= {3},
Author= {Clara Kulich and Leire Gartzia and Meera Komarraju and Cristina Aelenei},
Title= {Contextualizing the think crisis-think female stereotype in explaining the glass cliff: Gendered traits, gender, and type of crisis},
Year= {2021},
Pages= {Art. e0246576},
Annote= {URL: https://doi.org/10.1371/journal.pone.0246576},
Annote= {URL: https://doi.org/10.1371/journal.pone.0246576},
Abstract= {"The glass cliff suggests that women are more likely to access leadership positions when organizations are facing a crisis. Although this phenomenon is well established, it is still largely unknown how variations in types of crises influence the strength of the think crisis-think female association, and whether female leaders and leaders with communal gendered traits are both affected by this association. We hypothesized that selection of stereotypically feminine traits (communal leaders) is specific to a relational crisis because of a fit between leader traits and traits required by the situation. We further expected that the selection of women also extends to other crisis situations because other factors such as their signaling change potential may play a role. We investigated the associations that participants made with candidates who varied across gendered traits and gender and between two crisis situations involving problems with either stereotypically feminine (e.g., an internal disharmony) or masculine (e.g., a financial problem) components, and a no crisis situation control. Results from three experimental studies (Ns = 319, 384, 385) supported our hypotheses by showing that communal leaders were most strongly associated with a relational crisis and least with a financial crisis, with the no crisis context situated in-between. This pattern was explained by higher relevance ratings for communal leadership behavior in the relational crisis versus financial crisis context, with the no crisis context situated in-between. In contrast, female leaders were most strongly associated with the relational crisis and least with the no crisis context, with the financial crisis situated in-between. Specific explanatory mechanisms related to the female-crisis association are explored and discussed. Our findings suggest that implicit motivations for valuing feminine/communal leadership and atypical leaders in crisis situations need further research." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Unternehmen; Krisenmanagement; Auswirkungen; Frauen; Beförderung; beruflicher Aufstieg; geschlechtsspezifische Faktoren; Führungskräfte; Persönlichkeitsmerkmale; Führungskompetenz; Stereotyp; Finanzkrise; Führungsstil; sozialer Konflikt; Präferenz; Personalauswahl; soziale Qualifikation; Spanien; USA; },
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 2136},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210413I0I},
}
@Article{Tomaskovic-Devey:2020:OPE,
Journal= {PLoS one},
Volume= {15},
Number= {9},
Author= {Donald Tomaskovic-Devey and Silvia Maja Melzer},
Title= {The organizational production of earnings inequalities, Germany 1995-2010},
Year= {2020},
Pages= {Art. e0237970},
Annote= {URL: https://doi.org/10.1371/journal.pone.0237970},
Annote= {URL: https://doi.org/10.1371/journal.pone.0237970},
Abstract= {"Germany has experienced sharply rising earnings inequalities, both between and within workplaces. Working from prior literature on rising employment dualization and the fissuring of workplaces into high and low wage employers, we explore a set of organizational explanations for rising between and within workplace inequality focusing on the role of employment dualization, skill segregation/complexity, and firm fissuring. We describe and model these hypothesized processes with administrative data on a large random sample panel of German workplaces. We find that rising inequalities are associated with polarization in industrial wage rates and the birth of new low wage workplaces, as well as increased establishment skill specialization and the growth of part-time jobs in workplace divisions of labor. We conclude with recommendations for future research that directly examines more proximate mechanisms and their relative importance in different institutional contexts." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Lohnunterschied; Ursache; Lohnstruktur; Unternehmen; interner Arbeitsmarkt; dualer Arbeitsmarkt; Arbeitsmarktsegmentation; Segregation; berufliche Spezialisierung; Teilzeitarbeit; institutionelle Faktoren; Tarifbindung; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 1995-2010},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 2136},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210413I0Q},
}
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4. ARBEITSPAPIERE/DISCUSSION PAPER
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@Book{Bachmann:2020:LMP,
Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)},
Author= {Ronald Bachmann and G{\"o}kay Demir and Hanna Frings},
Title= {Labor Market Polarization, Job Tasks and Monopsony Power},
Year= {2020},
Pages= {40},
Address= {Bonn},
Series= {IZA discussion paper},
Number= {13989},
Annote= {URL: https://ideas.repec.org/p/zbw/rwirep/890.html},
Annote= {URL: https://ideas.repec.org/p/zbw/rwirep/890.html},
Annote= {URL: https://doi.org/10.3368/jhr.monopsony.0219-10011R1},
Abstract= {"Using a semi-structural approach based on a dynamic monopsony model, we examine to what extent workers performing different job tasks are exposed to different degrees of monopsony power, and whether these differences in monopsony power have changed over the last 30 years. We find that workers performing mostly non-routine cognitive tasks are exposed to a higher degree of monopsony power than workers performing routine or non-routine manual tasks. Job-specific human capital and non-pecuniary job characteristics are the most likely explanations for this result. We find no evidence that labour market polarisation has increased monopsony power over time." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: geistige Arbeit; Macht; Monopson; Auswirkungen; Arbeitsmarktsegmentation; Arbeitskräftenachfrage; Routine; manuelle Arbeit; technischer Wandel; Berufsgruppe; BIBB/BAuA-Erhebung; BIBB/IAB-Erhebung; IAB-Betriebs-Historik-Panel; Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB); Arbeitsplatzwechsel; Arbeitskräfteangebot; Lohnelastizität; Tätigkeitsmerkmale; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 1985-2014},
Annote= {JEL-Klassifikation: J62 ; J42 ; J24 ; J42 ; J62 ; J24},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210330IRE},
}
@Book{Basso:2021:RPW,
Institution={Banca d'Italia (Hrsg.)},
Author= {Gaetano Basso and Adele Grompone and Francesca Modena},
Title= {The (little) reallocation potential of workers most hit by the Covid-19 crisis},
Year= {2021},
Pages= {30},
Address= {Rom},
Series= {Questioni di economia e finanza (Occasional papers) / Banca d'Italia},
Number= {597},
Annote= {URL: https://ideas.repec.org/p/bdi/opques/qef_597_21.html},
Annote= {URL: https://ideas.repec.org/p/bdi/opques/qef_597_21.html},
Abstract= {"The accommodation and food services and entertainment and sport activities are the worst hit by the economic crisis that followed the COVID-19 pandemic. The possibility for these workers to find new jobs might be limited due to low competence and skill levels. We study the employment transitions of these workers before the COVID-19 crisis in Italy and find that, in the medium run, workers employed in accommodation and food service activities were as likely to be employed as those in other non-financial private services were. Entertainment sector employees instead had a higher probability of being non-employed compared with other non-financial private services; if they found a job, these workers moved more frequently to other sectors and occupations. To get insights into the potential for reallocation during the pandemic and post-pandemic periods, we perform a simple counterfactual exercise based on the similarity in skill demand: the evidence indicates there is little reallocation potential for these hard-hit workers, especially if service demand remains depressed for a long time." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Pandemie; Auswirkungen; Beschäftigungseffekte; sektorale Verteilung; Tourismus; Arbeitslose; Arbeitsmarktchancen; qualifikationsspezifische Faktoren; Hotel- und Gaststättenberufe; Gastgewerbe; berufliche Mobilität; Berufswechsel; Arbeitskräfte; Umverteilung; Italien; },
Annote= {Bezugszeitraum: 2014-2020},
Annote= {JEL-Klassifikation: J24 ; J23},
Annote= {Sprache: de},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210401IS7},
}
@Book{Bianchi:2021:CSI,
Institution={National Bureau of Economic Research (Hrsg.)},
Author= {Nicola Bianchi and Giulia Bovini and Jin Li and Matteo Paradisi and Michael L. Powell},
Title= {Career Spillovers in Internal Labor Markets},
Year= {2021},
Pages= {70},
Address= {Cambridge, MA},
Series= {NBER working paper},
Number= {28605},
Annote= {URL: https://doi.org/10.3386/w28605},
Abstract= {"This paper studies career spillovers across workers, which arise in firms with limited promotion opportunities. We exploit a 2011 Italian pension reform that unexpectedly tightened eligibility criteria for the public pension, leading to sudden, substantial, and heterogeneous retirement delays. Using administrative data on Italian private-sector workers, the analysis leverages cross-firm variation to isolate the effect of retirement delays among soon-to-retire workers on the wage growth and promotions of their colleagues. We find evidence of spillover patterns consistent with older workers blocking the careers of their younger colleagues, but only in firms with limited promotion opportunities." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Rentenreform; Auswirkungen; ältere Arbeitnehmer; Lebensarbeitszeit; Arbeitszeitverlängerung; interner Arbeitsmarkt; beruflicher Aufstieg; Beförderung; altersspezifische Faktoren; Mitarbeiter; mittleres Lebensalter; junge Erwachsene; Rentenalter; Einkommenseffekte; Italien; },
Annote= {Bezugszeitraum: 2009-2015},
Annote= {JEL-Klassifikation: M51 ; J21 ; J31 ; M52 ; J26},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210409IYO},
}
@Book{Borjas:2021:GSI,
Institution={National Bureau of Economic Research (Hrsg.)},
Author= {George J. Borjas and Anthony Edo},
Title= {Gender, Selection into Employment, and the Wage Impact of Immigration},
Year= {2021},
Pages= {67},
Address= {Cambridge, MA},
Series= {NBER working paper},
Number= {28682},
Annote= {URL: https://doi.org/10.3386/w28682},
Abstract= {"Immigrant supply shocks are typically expected to reduce the wage of comparable workers. Natives may respond to the lower wage by moving to markets that were not directly targeted by immigrants and where presumably the wage did not drop. This paper argues that the wage change observed in the targeted market depends not only on the size of the native response, but also on which natives choose to respond. A non-random response alters the composition of the sample of native workers, mechanically changing the average native wage in affected markets and biasing the estimated wage impact of immigration. We document the importance of this selection bias in the French labor market, where women accounted for a rapidly increasing share of the foreign-born workforce since 1976. The raw correlations suggest that the immigrant supply shock did not change the wage of French women, but led to a sizable decline in their employment rate. In contrast, immigration had little impact on the employment rate of men, but led to a sizable drop in the male wage. We show that the near-zero correlation between immigration and female wages arises partly because the native women who left the labor force had relatively low wages. Adjusting for the selection bias results in a similar wage elasticity for both French men and women (between -0.8 and -1.0)." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Einwanderung; Auswirkungen; Einkommenseffekte; Inländer; berufliche Mobilität; Arbeitsplatzwechsel; Lohnhöhe; Erwerbsbeteiligung; Frauen; Männer; Frankreich; },
Annote= {Bezugszeitraum: 1982-2016},
Annote= {JEL-Klassifikation: E24 ; F22 ; J23 ; J21},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210419I4C},
}
@Book{Dustmann:2021:RER,
Institution={Centre for Research and Analysis of Migration, London (Hrsg.)},
Author= {Christian Dustmann and Hyejin Ku and Tanya Surovtseva},
Title= {Real Exchange Rates and the Earnings of Immigrants},
Year= {2021},
Pages= {59},
Address= {London},
Series= {CReAM discussion paper},
Number= {2021,10},
Annote= {URL: https://ideas.repec.org/p/crm/wpaper/2110.html},
Annote= {URL: https://ideas.repec.org/p/crm/wpaper/2110.html},
Abstract= {"Higher price levels in the destination relative to the origin increase the effective real wages of immigrants, thereby affecting immigrants' reservation and entry wages as well as their subsequent career trajectories. Based on micro-level longitudinal administrative data from Germany and exploiting within-country and across-cohort variations in the real exchange rate (RER) between Germany and countries that newly joined the European Union in the 2000s, we find that immigrants arriving with high RERs initially settle for lower paying jobs than comparable immigrants arriving with low RERs. In subsequent periods, however, wages of high RER arrivals catch up to that of their low RER counterparts, convergence achieved primarily through changes to better paying occupations and firms. Our findings thus point to the persistent regional price differences as one possible reason for Immigrants' downgrading, with implications for immigrant' career profiles and the assessment of labor market impacts of immigration." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Wechselkurs; Auswirkungen; Einkommenseffekte; Einwanderer; Reallohn; Lohnentwicklung; berufliche Mobilität; Preisniveau; Herkunftsland; unterwertige Beschäftigung; Überqualifikation; Einkommenserwartung; EU-Osterweiterung; Einwanderung; Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB); Bundesrepublik Deutschland; Osteuropa; Tschechische Republik; Estland; Ungarn; Lettland; Litauen; Polen; Slowakei; Slowenien; Malta; Zypern; USA; },
Annote= {Bezugszeitraum: 1970-2014},
Annote= {JEL-Klassifikation: O15 ; J24 ; J61 ; O24 ; J31},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210409IYH},
}
@Book{Liwinski:2021:IEA,
Institution={Global Labor Organization (Hrsg.)},
Author= {Jacek Liwinski},
Title= {Informal employment and wages in Poland},
Year= {2021},
Pages= {31},
Address= {Maastricht},
Series= {GLO discussion paper},
Number= {804},
Annote= {URL: http://hdl.handle.net/10419/232257},
Annote= {URL: http://hdl.handle.net/10419/232257},
Abstract= {"Purpose: This paper tries to identify the wage gap between informal and formal workers and tests for the two-tier structure of the informal labour market in Poland. Design/methodology/approach: I employ the propensity score matching (PSM) technique and use data from the Polish Labour Force Survey (LFS) for the period 2009-2017 to estimate the wage gap between informal and formal workers, both at the means and along the wage distribution. I use two definitions of informal employment: a) employment without a written agreement and b) employment while officially registered as unemployed at a labour office. In order to reduce the bias resulting from the non-random selection of individuals into informal employment, I use a rich set of control variables representing several individual characteristics. Findings: After controlling for observed heterogeneity, I find that on average informal workers earn less than formal workers, both in terms of monthly earnings and hourly wage. This result is not sensitive to the definition of informal employment used and is stable over the analysed time period (2009-2017). However, the wage penalty to informal employment is substantially higher for individuals at the bottom of the wage distribution, which supports the hypothesis of the two-tier structure of the informal labour market in Poland. Originality/value: The main contribution of this study is that it identifies the two-tier structure of the informal labour market in Poland: informal workers in the first quartile of the wage distribution and those above the first quartile appear to be in two partially different segments of the labour market." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: informeller Sektor; Lohnunterschied; dualer Arbeitsmarkt; Arbeitsmarktsegmentation; Lohnhöhe; Geringverdiener; Lohndiskriminierung; Schwarzarbeit; Schattenwirtschaft; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2009-2017},
Annote= {JEL-Klassifikation: J31 ; J46 ; J24},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210413I0W},
}
@Book{Otto:2021:DGU,
Author= {Adeline Otto and Martin Lukac},
Title= {Do generous unemployment benefits facilitate transition into more-secure labour market positions? : Insights from a multilevel latent Markov model},
Year= {2021},
Pages= {27},
Series= {SocArXiv papers},
Annote= {URL: https://doi.org/10.31235/osf.io/2xuqf},
Annote= {URL: https://doi.org/10.31235/osf.io/2xuqf},
Abstract= {"A large body of research suggests that generous welfare provisions for jobseekers create a disincentive to work. Other scholars argue that generous benefits can reduce unemployment by serving as a job-search subsidy. One caveat in this literature is that, when testing the two hypotheses, many scholars conceive of labour markets as homogeneous entities or they theoretically assume a certain insider/outsider divide. In this article, we claim that the employment effect of generous benefits varies between labour market segments. Analysing EU-SILC panel data of 27 European countries, we find that more-generous unemployment cash benefits enhance the transition from unemployment into more-secure work while discouraging transition into less-secure work in terms of temporal, economic and organisational security. Contrary to existing research, welfare generosity is measured by aggregated information on individual benefit receipt. Labour market segments are identified by latent class analysis and transitions between segments are estimated by Multilevel Latent Markov Models." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Arbeitslosenunterstützung; Arbeitslosengeld; Leistungshöhe; Auswirkungen; berufliche Reintegration; Arbeitslose; Arbeitsplatzsicherheit; Arbeitsplatzqualität; Europäisches Haushaltspanel; Europäische Union; internationaler Vergleich; Arbeitsmarktsegmentation; Arbeitsanreiz; Arbeitslosigkeitsdauer; },
Annote= {Bezugszeitraum: 2009-2014},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210323IJ4},
}
@Book{Pichler:2021:BTD,
Institution={Wiener Institut f{\"u}r Internationale Wirtschaftsvergleiche (Hrsg.)},
Author= {David Pichler and Robert Stehrer},
Title= {Breaking Through the Digital Ceiling: ICT Skills and Labour Market Opportunities},
Year= {2021},
Pages= {41},
Address= {Wien},
Series= {WIIW working paper},
Number= {193},
Annote= {URL: https://ideas.repec.org/p/wii/wpaper/193.html},
Annote= {URL: https://ideas.repec.org/p/wii/wpaper/193.html},
Abstract= {"This paper analyses the impact of ICT-skills on individuals' labour market mobility patterns, in particular job-to-job, employment- to-unemployment and unemployment-to-employment transitions. Based on the OECD's Programme for the International Assessment of Adult Competencies (PIAAC) and longitudinal EU-SILC data, individuals' labour market outcomes are examined over the period 2011-2017 in nine EU countries and the UK. Our results indicate that individuals with strong ICT skills have better opportunities and are therefore not only more likely to change jobs more frequently but are also less likely to face unemployment. Furthermore, ICT skills support unemployment exit towards medium and high digital occupations. A certain minimum level of ICT skills also supports unemployment exit towards low digital occupations but seems to make employment in such occupations less likely once this threshold is crossed. Overall, ICT skills have less predictive power for transition towards medium digital occupations. Thus, while ICT skills appear to improve labour market opportunities significantly, it seems that there are still jobs that require relatively few ICT skills." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Arbeitsmarktchancen; informationstechnische Bildung; Qualifikation; Qualifikationsmerkmale; qualifikationsspezifische Faktoren; Informationstechnik; informationstechnische Berufe; berufliche Reintegration; Arbeitsmarktrisiko; Berufsanforderungen; internationaler Vergleich; Auswirkungen; Europäisches Haushaltspanel; berufliche Mobilität; EDV-Kenntnisse; Großbritannien; Belgien; Tschechische Republik; Schweden; Estland; Litauen; Polen; Slowakei; Dänemark; Griechenland; Slowenien; },
Annote= {Bezugszeitraum: 2011-2017},
Annote= {JEL-Klassifikation: C25 ; J23},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210329IOY},
}
@Book{Rueda:2021:CPW,
Institution={W. E. Upjohn Institute for Employment Research, Kalamazoo (Hrsg.)},
Author= {Valeria Rueda and Guillaume Wilemme},
Title= {Career Paths with a Two-Body Problem: Occupational Specialization and Geographic Mobility},
Year= {2021},
Pages= {25},
Address= {Kalamazoo, Mich.},
Series= {Upjohn Institute working paper},
Number= {346},
Annote= {URL: https://doi.org/10.17848/wp21-346},
Annote= {URL: https://doi.org/10.17848/wp21-346},
Abstract= {"We develop a model of joint job search and occupational choice in which job opportunities can be incompatible inside the couple. Typically, incompatibilities may arise because jobs are not in the same location. We show that the existence of incompatible jobs pushes some couples to sacrifice the career of one partner. The model predicts occupational switches throughout the career and at the time of couple formation. Gendered equilibria, whereby all women (or men) choose the accommodating occupation, may arise. Any element of ex-ante unfavorable gender gaps - for instance, due to discrimination or norms - is amplified and can generate large systemic differences in gender composition between occupations." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: dual career couples; Berufsverlauf; berufliche Spezialisierung; regionale Mobilität; Arbeitsuche; Arbeitsplatzwahl; Ehepartner; Ehefrauen; Ehemänner; Eheschließung; Auswirkungen; berufliche Mobilität; Arbeitsplatzwechsel; Berufswechsel; Geschlechterverteilung; Berufsgruppe; Benachteiligung; Mobilitätsbarriere; Entscheidungsfindung; },
Annote= {JEL-Klassifikation: C78 ; D13 ; D83},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210413I0S},
}
@Book{Schnabel:2021:LEA,
Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)},
Author= {Claus Schnabel},
Title= {Low-wage employment : Are low-paid jobs stepping stones to higher-paid jobs, do they become persistent, or do they lead to recurring unemployment?},
Year= {2021},
Pages= {10},
Address= {Bonn},
Series= {IZA world of labor},
Number= {276},
Annote= {URL: https://doi.org/10.15185/izawol.276.v2},
Annote= {URL: https://doi.org/10.15185/izawol.276.v2},
Abstract= {"Ungeachtet geringer Aufwärtsmobilität können Niedriglohnjobs für manche Arbeitnehmergruppen ein Sprungbrett zu besser bezahlten Arbeitsplätzen bilden. Dieser Befund kann 'Work first'-Strategien wohlfahrtsstaatlicher Reformen unterstützen. Allerdings ist Niedriglohnbeschäftigung kein selbstkorrigierendes System, sondern kann Narben hinterlassen. Um Aufstiegschancen zu vergrößern, ist ein ganzheitlicher Politikansatz notwendig: er sollte Strategien der aktiven Arbeitsmarktpolitik ebenso umfassen wie eine Philosophie des lebenslangen Lernens und die Unterstützung von Unternehmen, die stärker in die Qualifizierung ihrer Beschäftigten investieren und ihnen bessere Perspektiven außerhalb des Niedriglohnsegments verschaffen." (Autorenreferat, IAB-Doku)},
Abstract= {"Although upward mobility is limited, low-wage jobs can act as stepping stones to better-paid jobs for certain groups of workers. This provides some support for the 'work-first' strategy that forms the basis for welfare reforms in many countries. However, as low-wage employment is not a self-correcting problem and can induce scarring effects, a comprehensive policy approach is needed. This should include active labor market policies and a philosophy of lifelong learning that increase workers' chances to move up to better jobs, as well as a strategy of promoting 'good firms' that invest more in training and provide better opportunities for workers to acquire higher-paid jobs." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Niedriglohn; internationaler Vergleich; OECD; Berufsverlauf; berufliche Mobilität; Persistenz; Geringverdiener; Auswirkungen; Arbeitslosigkeit; Europäische Union; Europäisches Haushaltspanel; Beschäftigtenstruktur; beruflicher Aufstieg; },
Annote= {Bezugszeitraum: 2008-2018},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210401ITI},
}
@Book{Stohr:2021:HSA,
Institution={Hans-B{\"o}ckler-Stiftung (Hrsg.)},
Author= {Daniel Stohr and Benedikt Runschke and Sabrina Spies and Patrick Beule and Andrea Laukhuf and Sandra Hofmann},
Title= {Horizontale Segregation auf dem Arbeitsmarkt: Unterschiedliche Anforderungen an Frauen und M{\"a}nner? : Eine Analyse auf Grundlage von Stellenanzeigen},
Year= {2021},
Pages= {56},
Address= {D{\"u}sseldorf},
Series= {Hans-B{\"o}ckler-Stiftung. Working paper Forschungsf{\"o}rderung},
Number= {211},
Annote= {URL: https://ideas.repec.org/p/zbw/hbsfof/211.html},
Annote= {URL: https://ideas.repec.org/p/zbw/hbsfof/211.html},
Abstract= {"Faire Anforderungsverteilung am Arbeitsmarkt oder horizontale Segregation? Welche Tätigkeiten werden typischerweise von Frauen gefordert, welche Fachkompetenzen von Männern verlangt? Sechs verschiedene Dimensionen beruflicher Anforderungen haben die Autoren auf Basis von über 100.000 Stellenanzeigen analysiert und auf horizontale Segregation untersucht. Die Auswertung legt verkrustete Verhältnisse offen, macht aber auch Mut: Bei den zukünftig besonders relevanten Schlüsselkompetenzen wurde eine vergleichsweise geringe Ungleichheit zwischen Frauen und Männern festgestellt." (Autorenreferat, IAB-Doku)},
Annote= {Schlagwörter: Arbeitsmarktsegmentation; Segregation; Stellenanzeige; Berufsanforderungen; Anforderungsprofil; geschlechtsspezifische Faktoren; Schlüsselqualifikation; Fachkenntnisse; EDV-Kenntnisse; Berufserfahrung; berufliche Qualifikation; Tätigkeitsmerkmale; Frauenberufe; Männerberufe; Mischberufe; Qualifikationsanforderungen; geschlechtsspezifischer Arbeitsmarkt; Berufsbeschreibung; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2019-2020},
Annote= {Sprache: de},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210412IY7},
}
***************************
5. MONOGRAPHISCHE LITERATUR
***************************
@Book{Friese:2021:CWD,
Editor= {Marianne Friese},
Title= {Care Work 4.0 : Digitalisierung in der beruflichen & akademischen Bildung f{\"u}r personenbezogene Dienstleistungsberufe},
Year= {2021},
Pages= {271},
Address= {Bielefeld},
Publisher= {wbv},
Series= {Berufsbildung, Arbeit und Innovation},
Number= {58},
ISBN= {ISBN 978-3-7639-6626-4},
Annote= {URL: https://doi.org/10.3278/6004710w},
Annote= {URL: https://doi.org/10.3278/6004710w},
Abstract= {"Digitalisierung ist auch in den Humandienstleistungsberufen eine Kraft, die viel verändert. Der Sammelband zeichnet ein detailliertes Bild der Probleme und Aufgaben für die berufliche sowie akademische Aus- und Weiterbildung in den Care-Berufen. Die Beiträge des Bandes zeichnen ein facettenreiches Bild zum Status quo der Digitalisierung in der Aus- und Weiterbildung in den Berufsfeldern Gesundheit, Pflege, Altenpflege, Ernährung und Hauswirtschaft sowie Soziale Arbeit und Sozialpädagogik. Themen sind systematische, strukturelle und empirische Perspektiven auf die Berufsbildung in Care-Berufen, berufs- und hochschuldidaktische Analysen und die Professionalisierung des Bildungspersonals in Zusammenhang mit digitalen Entwicklungen und Möglichkeiten. Das interdisziplinäre Autorenteam aus der Arbeits-, Sozial- und Berufswissenschaft eröffnet differenzierte Einblicke in die Entwicklungen der Digitalisierung in der beruflichen Bildung und Berufspädagogik des Care-Sektors." (Verlagsangaben, IAB-Doku)},
Annote= {Schlagwörter: technischer Wandel; Auswirkungen; Berufsbildung; Gesundheitsberufe; Pflegeberufe; personenbezogene Dienstleistungen; Studiengang; Berufsschullehrer; EDV-Kenntnisse; informationstechnische Bildung; Personalentwicklung; Gesundheitswesen; Zukunft der Arbeit; E-Learning; Reformpolitik; Altenpflege; Berufsfeld Ernährung und Hauswirtschaft; Berufsfeld Gesundheit; Sozialarbeit; Sozialpädagogik; Sozialberufe; Didaktik; Sozialwesen; Curriculum; hauswirtschaftliche Berufe; Professionalisierung; Bildungspersonal; Berufspädagogik; Bundesrepublik Deutschland; },
Annote= {Sprache: de},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210414I12},
}
@Book{NewDirection:2020:A,
Institution={New Direction},
Title= {Automation},
Year= {2020},
Pages= {70},
Address= {Br{\"u}ssel},
Annote= {URL: https://newdirection.online/2018-publications-pdf/NDreportAutomation2020v2.pdf},
Abstract= {Report der Stiftung "New Direction", 2009 von Margret Thatcher als Think Tank europäischer Konservativer gegründet. Der Report enthält Beiträge u.a. zu den Themen Digitalisierung, Arbeitsmarkt, Digitalisierung, Roboter, Zukunft der Arbeit, Künstliche Intelligenz, Soziale Sicherung, Qualifikationsanforderungen, Plattformarbeit. (IAB)},
Annote= {Schlagwörter: Automatisierung; Auswirkungen; Beschäftigungseffekte; Roboter; künstliche Intelligenz; Industrieländer; Entwicklungsländer; Arbeitsplatzabbau; Arbeitsmarktprognose; Zukunft der Arbeit; job turnover; Plattformökonomie; Soziale Sicherheit; atypische Beschäftigung; Ethik; Qualifikationsanforderungen; Bundesrepublik Deutschland; Welt; Europa; },
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210326IN1},
}
***************************
6. BEITRÄGE ZU SAMMELWERKEN
***************************
@Incollection{Weber:2020:LMI,
Editor= {New Direction},
Booktitle= {Automation},
Author= {Enzo Weber},
Title= {Labour Markets in the Era of Digitalisation},
Year= {2020},
Pages= {10-17},
Address= {Br{\"u}ssel},
Annote= {URL: https://newdirection.online/2018-publications-pdf/NDreportAutomation2020v2.pdf},
Abstract= {"The advent of smart, interconnected digitalisation comes with great challenges. Notwithstanding, we will not have to adapt to an economy largely operating without jobs. Quite the contrary, the world is full of undone work. However, we will face the issue of economic adaptability to technological change. Thus, while we will not run out of jobs, structural unemployment may nonetheless build up if adjustment does not succeed. The institutions and policies are faced with enormous challenges. It is necessary to take measures in economic, educational, and labour market policy, which are fit to support and advance a digital economic and labour market model. The further development of vocational training, the design of a policy of comprehensive further training, and the organisation of social security and corporate flexibility are the most deciding factors in this endeavour." (Text excerpt, IAB-Doku) ((en))},
Annote= {Schlagwörter: technischer Wandel; Auswirkungen; Beschäftigungseffekte; Produktivitätseffekte; job turnover; Arbeitsplatzabbau; zusätzliche Arbeitsplätze; qualifikationsspezifische Faktoren; Roboter; Automatisierung; Plattformökonomie; Arbeitsbedingungen; Zukunft der Arbeit; Bundesrepublik Deutschland; Welt; },
Annote= {Bezugszeitraum: 2020-2035},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210326INZ},
}
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