Suchprofil: berufliche_Mobilität
Durchsuchter Fertigstellungsmonat: 11/19

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 Work, employment and society
%V 33
%N 6
%F Z 917
%A Bridges, Sarah
%A Mann, Samuel
%T Sexual orientation, legal partnerships and wages in Britain
%D 2019
%P S. 1020-1038
%G en
%# A 2010; E 2015
%@ ISSN 0950-0170
%R 10.1177/0950017019873265
%U http://dx.doi.org/10.1177/0950017019873265
%X "This article uses data from the Labour Force Survey to examine the effect sexual orientation has on wages in Britain. In doing so it provides the first empirical investigation of the effect being in a same-sex legal partnership has on wages. The results show that gay cohabitees and lesbians face a wage premium compared to their heterosexual counterparts. Decomposition results show that for gay cohabitees this arises due to differences in observable characteristics, while lesbians not only earn significantly more due to differences in their observable characteristics, but they also receive a higher return for these characteristics. In contrast, although no significant difference in earnings is observed for men in a legal partnership, decomposition results suggest that legally partnered gay males should earn more due to differences in their observable characteristics, while there is also evidence that they face barriers to advancement to senior positions, or a glass ceiling." (Author's abstract, IAB-Doku) ((en))
%K gleichgeschlechtliche Lebensgemeinschaft
%K Homosexualität - Auswirkungen
%K Einkommenseffekte
%K Männer
%K Frauen
%K beruflicher Aufstieg
%K Mobilitätsbarriere
%K Diskriminierung
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-20
%M k191106v09
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J The Scandinavian journal of economics
%N online first
%F Z 440
%A Michau, Jean-Baptiste
%T On the provision of insurance against search-induced wage fluctuations
%D 2019
%P 33 S.
%G en
%# A 1997; E 2007
%@ ISSN 0347-0520
%R 10.1111/sjoe.12401
%U http://dx.doi.org/10.1111/sjoe.12401
%X "Should workers be provided with insurance against search-induced wage fluctuations? To answer this question, I rely on numerical simulations of a model of on-the-job search and precautionary savings. The model is calibrated to low skilled workers in the U.S. The extent of insurance is determined by the degree of progressivity of a non-linear transfer schedule. The fundamental trade-off is that a more generous provision of insurance reduces incentives to search for better paying jobs, which increases the cost of providing insurance. I show that progressivity raises the search intensity of unemployed worker, which reduces the equilibrium rate of unemployment, but lowers the search intensity of employed job seekers, which reduces the output level. I also solve numerically for the optimal non-linear transfer schedule. The optimal policy is to provide little insurance up to a monthly income level of $1350, such as to preserve incentives to move up the wage ladder, and nearly full insurance above $1450. This policy reduces the standard deviation of labor income net of transfers by 34% and generates a consumption-equivalent welfare gain of 0.7%. The absence of private savings does not fundamentally change the shape of the optimal transfer function, but tilts the optimal policy towards more insurance, at the expense of a less efficient allocation of workers across jobs." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
%K Lohnversicherung
%K Arbeitsplatzwechsel
%K Niedrigqualifizierte
%K Arbeitsuche
%K Arbeitslose
%K Erwerbstätige
%K Arbeitsanreiz
%K friktionelle Arbeitslosigkeit
%K Einkommenseffekte
%K zwischenbetriebliche Mobilität
%K berufliche Reintegration
%K Geringverdiener
%K Sparen
%K USA
%K H21
%K J38
%K J68
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-06
%M k191024v18
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J American Economic Journal. Macroeconomics
%V 11
%N 4
%F Z 2024
%A Mukoyama, Toshihiko
%A Osotimehin, Sophie
%T Barriers to reallocation and economic growth : the effects of firing costs
%D 2019
%P S. 235-270
%G en
%# A 1977; E 2012
%@ ISSN 1945-7707
%R 10.1257/mac.20170170
%U http://dx.doi.org/10.1257/mac.20170170
%X "We study how factors that hinder the reallocation of inputs across firms influence aggregate productivity growth. We extend Hopenhayn and Rogerson's (1993) firm-dynamics model to allow for endogenous innovation. We evaluate the effects of firing taxes on reallocation, innovation, and productivity growth. We find firing taxes can have opposite effects on entrants' innovation and incumbents' innovation, and the overall outcome depends on the relative strengths of these forces. In the entrant-driven growth calibration, firing taxes reduce aggregate productivity growth, whereas aggregate productivity growth increases in the incumbent-driven growth calibration." (Author's abstract, IAB-Doku) ((en))
%K Arbeitskräftemobilität
%K zwischenbetriebliche Mobilität
%K labour turnover
%K institutionelle Faktoren
%K Kündigungsrecht
%K Kündigungsschutz
%K Mobilitätsbarriere
%K Produktivitätseffekte
%K Arbeitgeberkündigung
%K Kosten - Auswirkungen
%K Abfindung
%K Innovationsfähigkeit
%K USA
%K D24
%K E23
%K E24
%K J23
%K J24
%K J62
%K K31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-20
%M k191107v06
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Potter, Jesse
%T The ghost of the stable path: Stories of work-life change at the 'End of career'
%D 2019
%P 16 S.
%G en
%# A 2010; E 2013
%@ ISSN 0950-0170
%R 10.1177/0950017019870751
%U http://dx.doi.org/10.1177/0950017019870751
%X "Accounts of structural changes to the nature of work, employment, and the economy are numerous. Many of these accounts frame the transition from industrial to post-industrial regimes as destabilizing, bringing about a fundamental transformation to work, the economy, and labour markets. These changes are often juxtaposed against the backdrop of permanence. This article argues that while these accounts are romanticized and over-simplistic, 'traditional' notions of stability and linear progress remain the rhetorical benchmark for work and career. Drawing on narrative interviews with individuals who have undergone significant career change, the article examines the subjective, intimate, and interpersonal aspects of careers that are unstable, or in transition. These insights highlight how emphasis on structural changes to work and career can overshadow the discursive prevalence of more traditional or linear notions; that the expectation of progress, promotion, and linearity - often associated with 'traditional' work, or organizational/industrial career trajectories - remains hegemonic." (Author's abstract, IAB-Doku) ((en))
%K Berufsverlauf
%K berufliche Identität
%K Beruf und Familie
%K Lebenslauf
%K Work-Life-Balance
%K Normalarbeitsverhältnis
%K atypische Beschäftigung
%K Arbeitsplatzwechsel
%K Berufswechsel
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-20
%M k191106v08
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Sustainability
%V 11
%N 11
%F Z 2263
%A Santos, Georgina
%A Phu, Stéphanie Dang Van
%T Gender and academic rank in the UK
%D 2019
%P Art. 3171, 46 S.
%G en
%# A 2013; E 2013
%@ ISSN 2071-1050
%R 10.3390/su11113171
%U http://dx.doi.org/10.3390/su11113171
%X "This paper fills in a research gap in what concerns gender and academic rank at UK universities, where women are not far from reaching the 50% share of all academic and research staff, but not even close to reaching such a share at (full) professorial level. Using an ordered logit model and the results of a survey conducted in 2013 with 2270 responses from academics from all fields of knowledge at the 24 Russell Group universities, we find three consistent results. First, being a woman has a negative and significant association with academic rank, except for the case when parenthood is timed with career considerations in mind. Second, the percentage of time spent on teaching and teaching-related activities has a negative and statistically significant association with academic rank. This association is more pronounced in the case of women, who spend a higher percentage of their working time on teaching and teaching-related activities than men, as do those in lower academic ranks. Since women tend to be in lower ranks, the percentage of time spent on teaching and teaching-related activities may be considered both a cause and a result of the gender gap. Third, we find a positive and significant association between the number of children under the age of 18 years and the academic rank of both men and women, as long as babies were timed with career considerations in mind, and a non-significant association when they were not. A possible explanation for this is unlikely to be that children have a positive impact on academic rank, but rather that they arrived after a certain rank had been secured. We conclude with some policy recommendations to help reduce the gender gap." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K beruflicher Status
%K Stellung im Beruf
%K Hochschullehrer
%K Universität
%K Mütter
%K Kinderzahl
%K beruflicher Aufstieg
%K geschlechtsspezifische Faktoren
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-08
%M k191028v13
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Jahrbücher für Nationalökonomie und Statistik
%N online first
%F Z 488
%A Stijepic, Damir
%T Job mobility and sorting : theory and evidence
%D 2019
%P 31 S.
%G en
%# A 1996; E 2000
%@ ISSN 0021-4027
%R 10.1515/jbnst-2018-0047
%U http://dx.doi.org/10.1515/jbnst-2018-0047
%X "Motivated by the canonical (random) on-the-job search model, I measure a person's ability to sort into higher ranked jobs by the risk ratio of job-to-job transitions to transitions into unemployment. I show that this measure possesses various desirable features. Making use of the Survey of Income and Program Participation (SIPP), I study the relation between human capital and the risk ratio of job-to-job transitions to transitions into unemployment. Formal education tends to be positively associated with this risk ratio. General experience and occupational tenure have a pronounced negative correlation with both job-to-job transitions and transitions into unemployment, leaving the risk ratio, however, mostly unaffected. In contrast, the estimates suggest that human-capital concepts that take into account the multidimensionality of skills, e.g. versatility, play a prominent role." (Author's abstract, © De Gruyter) ((en))
%K berufliche Mobilität
%K Arbeitsplatzwechsel
%K Arbeitsplatzwahl
%K beruflicher Status
%K Statusmobilität
%K beruflicher Aufstieg
%K Arbeitsmarktrisiko
%K qualifikationsspezifische Faktoren
%K Arbeitslosigkeit
%K matching - Qualität
%K Humankapital
%K USA
%K J60
%K J63
%K J24
%K I24
%K I26
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-20
%M k191107v16
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
************************************

%0 Journal Article
%J Schmalenbach business review
%V 71
%N 3
%F Z 973
%A Bozhinov, Viktor
%A Koch, Christopher
%A Schank, Thorsten
%T The second glass ceiling: Women's role in supervisory boards of German firms
%D 2019
%P S. 385-411
%G en
%# A 2009; E 2016
%@ ISSN 1439-2917
%R 10.1007/s41464-018-0063-1
%U http://dx.doi.org/10.1007/s41464-018-0063-1
%X "This study analyzes the role of women on supervisory boards of German companies. In particular, we investigate the likelihood of women to hold senior positions such as (vice) chair of the board and their membership in standing committees. Based on the logic of the lack of fit model, we argue that once women overcome the first glass ceiling and become board members, they still face a second glass ceiling preventing them from gaining senior board positions. We test our hypotheses using a sample of 103 parity co-determined and publicly quoted companies from 2009 to 2016. We find that women directors are underrepresented in senior board positions. This gap is particularly large and even increasing for the position of the board chair. It is also present for the position of the vice chair and (in the case of shareholder representatives) for memberships in standing committees except for the nomination committee. These findings are consistent with the presence of a second glass ceiling. Our study contributes to the literature on the prevalence of women in senior board positions. In particular, we provide novel evidence on the progress of women on boards in a two-tier system with co-determination. One potential implication of our study is that women's influence on board decision-making might still be limited despite the recent increase of the number of women on boards." (Author's abstract, IAB-Doku) ((en))
%K Aufsichtsrat
%K Frauen
%K Geschlechterverteilung
%K beruflicher Aufstieg
%K Mobilitätsbarriere
%K Führungskräfte
%K Aktiengesellschaft
%K Hierarchie
%K Bundesrepublik Deutschland
%K G34
%K G38
%K J16
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2019-11-29
%M k191114v35
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J Japan labor issues
%V 3
%N 19
%F Z 291
%A Takahashi, Koji
%T Long-term employment as a social norm: An analysis of the JILPT "Survey on working life" (1999-2015)
%D 2019
%P S. 12-17
%G en
%# A 1999; E 2015
%@ ISSN 2433-3689
%U https://www.jil.go.jp/english/jli/documents/2019/019-03.pdf
%X This paper focuses on people's opinions of lifetime employment as one indicator to judge whether long-term employment has the aspect of a social norm. Following an outline of the attitude survey in the next section, it examines the growth in support for lifetime employment, the correlation between the evaluation of lifetime employment and career orientation (workers' preferred types of career path), the typical characteristics of employed persons who support (or are critical of) lifetime employment, and the shift in the opinions of young men. The final section discusses the potential future trends in people's opinions of long-term employment, and concludes that long-term employment has been established as a social norm in contemporary Japan." (Text excerpt, IAB-Doku)
%K soziale Normen
%K Berufsverlauf
%K Betriebszugehörigkeit
%K öffentliche Meinung
%K Wertwandel
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Japan
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2019-11-20
%M k191106v01
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 CESifo GmbH (Hrsg.)
%A Balsvik, Ragnhild
%A Haller, Stefanie A.
%T Worker-plant matching and ownership change
%D 2019
%P 34 S.
%C München
%G en
%# A 1996; E 2007
%B CESifo working paper : 7906
%@ ISSN 2364-1428
%U http://doku.iab.de/externe/2019/k191031v24.pdf
%X "Is ownership change an opportunity for new owners to make systematic changes in the workforce of the acquired plant? We document changes to the workforce along observable and unobservable dimensions of worker quality around ownership change using matched employeremployee data. We observe above average separations of workers around domestic acquisitions. This is associated with a decline in unobserved worker quality in the plant. Foreign acquisitions are not associated with above average worker turnover, instead new foreign owners share rents with the high skilled workers that are already in the plant before the acquisition." (Author's abstract, IAB-Doku) ((en))
%K Unternehmensübernahme - Auswirkungen
%K Beschäftigungseffekte
%K interner Arbeitsmarkt
%K Beschäftigtenstruktur
%K Kündigung - Quote
%K labour turnover
%K Gewinnbeteiligung
%K Hochqualifizierte
%K ausländische Arbeitgeber
%K multinationale Unternehmen
%K Betriebstreue
%K Personaleinstellung
%K Norwegen
%K F660
%K F230
%K J200
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-18
%M k191031v24
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Bratsberg, Bernt
%A Raaum, Oddbjørn
%A Røed, Knut
%T Excess churn in integrated labor markets
%D 2019
%P 37 S.
%C Bonn
%G en
%# A 2006; E 2016
%B IZA discussion paper : 12697
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k191028v07.pdf
%X "The common European labor market encourages worker mobility that enhances allocative efficiency, but certain institutional features may trigger inefficient migration. As a job in one of Europe's high-income countries typically also entails coverage in a generous welfare and social insurance system, migrants' reservation wages may lie below their opportunity cost of labor. This represents an externality because employers and migrant workers can pass some of their remuneration costs onto the welfare state. Once welfare benefit entitlement is secured, the reservation wage of the migrant worker is expected to rise, giving the firm an incentive to replace the worker with a new migrant willing to accept lower pay. This leads to excess churn - the reallocation of labor within firms simultaneously involving the flow of employees to unemployment insurance and the hiring of similar workers. Based on Norwegian data, we present evidence of high excess churn rates in firms with many workers from the new EU member states." (Author's abstract, IAB-Doku) ((en))
%K Einwanderung - Auswirkungen
%K Verdrängungseffekte
%K Inländer
%K Beschäftigungseffekte
%K Einkommenseffekte
%K europäische Integration
%K internationale Migration
%K EU-Bürger
%K institutionelle Faktoren
%K Sozialversicherung
%K Wohlfahrtsstaat
%K Einkommenserwartung
%K Einwanderer
%K ausländische Arbeitnehmer
%K Sozialleistungen
%K Leistungsanspruch
%K labour turnover
%K Norwegen
%K F22
%K D62
%K E24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-08
%M k191028v07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Colantone, Italo
%A Matano, Alessia
%A Naticchioni, Paolo
%T New imported inputs, wages and worker mobility
%D 2019
%P 61 S.
%C Bonn
%G en
%# A 1995; E 2007
%B IZA discussion paper : 12715
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k191115v07.pdf
%X "We study how firms and industries adjust to increasing international trade in intermediate inputs. In particular, we provide a comprehensive assessment of the effects of new imported inputs on wage dynamics, on the skill-composition of the labor force, on worker mobility, and on assortative matching between firms and workers. We employ matched employeremployee data for Italy, over 1995-2007. We complement these data with information on the arrival of new import-ed inputs at the industry level. We find new imported inputs to have a positive effect on average wage growth at the firm level. This effect is driven by two factors: (1) an increase in the white-collar/blue-collar ratio; and (2) an increase in the average wage growth of blue-collar workers, while the wage growth of white collars is not significantly affected. The individual-level analysis reveals that the increase in the average wage of blue collars is driven by the displacement of the lowest paid workers, while continuously employed individuals are not affected. We estimate the unobserved skills of workers following Abowd et al. (1999). We find evidence that new imported inputs lead to a positive selection of higher-skilled workers, and to an increase in the degree of positive assortative matching between firms and workers." (Author's abstract, IAB-Doku) ((en))
%K Außenhandel
%K Import - Auswirkungen
%K Einkommenseffekte
%K Beschäftigungseffekte
%K Beschäftigtenstruktur
%K Qualifikationsstruktur
%K Arbeitskräftemobilität
%K matching
%K Italien
%K J01
%K J31
%K F14
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-29
%M k191115v07
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 International Monetary Fund (Hrsg.)
%A Dabla-Norris, Era
%A Pizzinelli, Carlo
%A Rappaport, Jay
%T Job polarization and the declining fortunes of the young : evidence from the United Kingdom
%D 2019
%P 55 S.
%C Washington, DC
%G en
%# A 2000; E 2018
%B IMF working paper : 2019,216
%U https://www.imf.org/~/media/Files/Publications/WP/2019/wpiea2019216-print-pdf.ashx
%X "This paper uses a life-cycle framework to document new stylized facts about the nexus between job polarization and earnings inequality. Using quarterly labor force data for the UK over the period 2000-2018, we find clear life-cycle profiles in the probability of being employed within each occupation type and wages earned therein. Cohort plots and econometric analysis suggest that labor market outcomes and prospects have gradually worsened for the young. These adverse trends are particularly significant for low-skill women: estimated cohort effects point to a fall in wages within each occupation as well as a lower propensity of being employed in abstract-task occupations. We also find evidence of general occupational downgrading in the UK, with more educated workers taking up fewer high-skill occupations than they did in the past. Our analysis informs the policy debate over appropriate measures needed to reduce skill mismatches and alleviate labor market transitions." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktchancen
%K Berufsaussichten
%K Intergenerationsmobilität
%K soziale Ungleichheit
%K junge Erwachsene
%K Jugendliche
%K Lohnhöhe
%K Einkommensmobilität
%K berufliche Mobilität
%K Überqualifikation
%K Unterbeschäftigung
%K Lohnentwicklung
%K mismatch
%K Arbeitsmarktsegmentation
%K Berufsgruppe
%K Großbritannien
%K J11
%K J24
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-22
%M k191108v27
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Javdani, Mohsen
%T Visible minorities and job mobility: Evidence from a workplace panel survey
%D 2019
%P 47 S.
%C Bonn
%G en
%# A 1999; E 2006
%B IZA discussion paper : 12736
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k191115v11.pdf
%X "In this study we use Canadian linked employer-employee data to examine whether visible minority Canadian-borns experience any differences in their inter-firm and intra-firm job mobility, as well as wage returns associated with them, compared to white Canadian-borns. We also examine the extent to which any differences in intra-firm mobility operates within firms versus between firms. Our results suggest that both male and female visible minority Canadian-borns experience substantial differences in probability of promotion, number of times promoted, and wage returns to promotions, compared to their white peers. For male visible minorities, these differences with their white peers mainly operate within firms. For female visible minorities however, almost half of the gap is driven by their crowding into firms with fewer promotion opportunities. In terms of inter-firm mobility, while male visible minorities are similarly likely to move between firms compared to their white peers, female visible minorities are less likely to change employer. Both groups however receive similar wage returns to their inter-firm mobility. This seems to suggest that differences in intra-firm mobility do not translate into visible minorities moving more frequently between firms, or receiving higher returns to their inter-firm mobility. We find no evidence that these differences could be driven by differences in hierarchical level, career path, or immigration background. Labour market discrimination however remains a potential contributor to these differences, which is also consistent with some of our findings. Our results also suggest that for female visible minorities, different family responsibilities driven potentially by different cultural norms or family dynamics could also contribute to these differences." (Author's abstract, IAB-Doku) ((en))
%K ethnische Gruppe
%K Minderheiten
%K berufliche Mobilität
%K Diskriminierung
%K zwischenbetriebliche Mobilität
%K Arbeitsplatzwechsel
%K innerbetriebliche Mobilität
%K Beförderung
%K Einkommenseffekte
%K Kanada
%K J15
%K J62
%K J71
%K M51
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-29
%M k191115v11
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 CESifo GmbH (Hrsg.)
%A Launov, Andrey
%T Working time accounts and turnover
%D 2019
%P 56 S.
%C München
%G en
%B CESifo working paper : 7933
%@ ISSN 2364-1428
%U http://doku.iab.de/externe/2019/k191115v14.pdf
%X "Working time account is an organization tool that allows firms to smooth their demand for hours employed. Descriptive literature suggests that working time accounts are likely to reduce layoffs and inhibit increases in unemployment during recessions. In a model of optimal labour demand I show that working time account does not necessarily guarantee less layoffs at the firm level. These may be reduced or increased depending on whether the firm meets economic downturn with surplus or deficit of hours and on how productive the firm is. In expected terms, however, working time account reduces net job destruction at almost any level of firm's productivity. Model predictions are consistent with dynamics of aggregate turnover in Germany during the Great Recession." (Author's abstract, IAB-Doku) ((en))
%K Arbeitszeitkonto - Auswirkungen
%K Personalanpassung
%K Arbeitszeitflexibilität
%K Rezession
%K Beschäftigungseffekte
%K Entlassungen
%K labour turnover
%K Bundesrepublik Deutschland
%K J230
%K J630
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-29
%M k191115v14
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 International Monetary Fund (Hrsg.)
%A Liu, Lucy Qian
%T Regional labor mobility in Spain
%D 2018
%P 30 S.
%C Washington, DC
%G en
%# A 1998; E 2016
%B IMF working paper : 2018,282
%U https://www.imf.org/~/media/Files/Publications/WP/2018/wp18282.ashx
%X "This paper studies the main factors that explain the low regional mobility in Spain, with a view to identifying policy options at the regional and central level to promote labor mobility. The empirical analysis finds that house prices, labor market conditions, and the pervasiveness of labor market duality at the regional level are the main determinants for Spain's regional mobility, while labor market institutions and policies play an important role at the national level. Policies that facilitate wage setting flexibility and reduce labor market duality could help enhance the functioning of the labor market, thereby promoting labor mobility. There may be also room for policies to incentivize people to move and provide support through targeted active labor market policies." (Author's abstract, IAB-Doku) ((en))
%K regionale Mobilität
%K Binnenwanderung
%K Mobilitätsbarriere
%K Mobilitätsbereitschaft - Determinanten
%K Mobilitätsförderung
%K ökonomische Faktoren
%K regionaler Arbeitsmarkt
%K Immobilienmarkt
%K Preisniveau
%K institutionelle Faktoren
%K dualer Arbeitsmarkt
%K regionale Faktoren
%K regionaler Vergleich
%K Arbeitsmarktindikatoren
%K Arbeitskräftemobilität
%K Spanien
%K J61
%K J64
%K R23
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-22
%M k191108v19
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Manchester, Colleen Flaherty
%T Retirement plan type and worker mobility : Selection and incentives in retirement plans affect job transitions
%D 2019
%P 8 S.
%C Bonn
%G en
%B IZA world of labor : 461
%R 10.15185/izawol.461
%U http://dx.doi.org/10.15185/izawol.461
%U https://wol.iza.org/uploads/articles/506/pdfs/retirement-plan-type-and-worker-mobility.one-pager.de.pdf?v=1
%X "Wird eine Umstellung von leistungs- auf beitragsorientierte Altersvorsorgepläne in Betracht gezogen, darf nicht unberück-sichtigt bleiben, wie verschiedene Beschäftigtengruppen die jeweiligen Aspekte der Altersvorsorge bewerten. Häufig haben Beschäftigte Probleme damit, den für sie optimalen Rentenplan zu wählen. Deshalb ist bei jeder Umstellung wichtig, die Wahlmöglichkeiten plausibel zu strukturieren und den richtigen Standard für den Fall zu setzen, dass keine aktive Auswahl getroffen wird. Eine unterschiedliche Standarddefinition nach Merkmalen wie Alter oder Betriebszugehörigkeit könnte auch dazu beitragen Arbeitsplatzwechsel aufgrund von (falschen) Vorsorgeerwägungen zu verringern." (Autorenreferat, IAB-Doku)
%X "Governments and employers considering a transition between defined benefit and defined contribution plans need to consider how different types of employees value the various features of the plans. Given that many employees may struggle to understand which retirement plan is right for them, a key consideration in any transition is how the choice is structured, including the default terms that specify the plan outcome if no active choice is made. Setting the default plan differently across employees based on characteristics - such as age or tenure - could offer better value to specific employees and help reduce retirement plan-related job mobility." (Author's abstract, IAB-Doku) ((en))
%K betriebliche Alterssicherung - Auswirkungen
%K berufliche Mobilität
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Arbeitsplatzwahl
%K Rentenanspruch
%K Rentenhöhe
%K Versicherungsbeitrag
%K Betriebsrente
%K USA
%K OECD
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-13
%M k191028v18
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 European Foundation for the Improvement of Living and Working Conditions (Hrsg.)
%A Mandl, Irene
%T Platform work: Maximising the potential while safeguarding standards? : Digital age
%D 2019
%P 20 S.
%C Dublin
%G en
%B Eurofound policy brief
%@ ISBN 78-92-897-1967-4
%@ ISSN 2599-8153
%R 10.2806/212968
%U http://dx.doi.org/10.2806/212968
%X "Platform work emerged onto European labour markets about a decade ago. While still small in scale, it is growing and evolving into a variety of forms. Different types of platform work have significantly different effects on the employment and working conditions of the affiliated workers. To be effective, policy responses aimed at ensuring decent conditions in platform work should take these differences into consideration, rather than applying a one-size-fits-all approach. This policy brief highlights the main opportunities and challenges of specific types of platform work and illustrates some of the first attempts at addressing them in the EU." (Author's abstract, IAB-Doku) ((en))
%K Plattformökonomie
%K Arbeitsbedingungen
%K prekäre Beschäftigung
%K Arbeitsmarktpolitik
%K Regulierung
%K Arbeitsrecht
%K Heterogenität
%K Beschäftigtenstruktur
%K Tätigkeitsfelder
%K Arbeitsmarktsegmentation
%K Arbeitsmarktchancen
%K soziale Sicherheit
%K Arbeitsschutz
%K Gesundheitsschutz
%K Arbeitsbeziehungen
%K Europäische Union
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-22
%M k191030r05
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Nederland, Centraal Planbureau (Hrsg.)
%A Terzidis, Nikolaos
%A van Maarseveen, Raoul
%A Ortega-Argilés, Raquel
%T Employment polarization in local labor markets: The Dutch case
%D 2017
%P 45 S.
%C Den Haag
%G en
%# A 1999; E 2012
%B CPB discussion paper : 358
%U https://www.cpb.nl/sites/default/files/omnidownload/CPB-Discussion-Paper-358-Employment-polarization%20in-local-labor-markets-the-Dutch-case.pdf
%X "Recent literature documents the pervasiveness of job polarization in the labor markets of the developed world. However, relatively little is known about polarization on a sub-national level. We exploit extensive data on both genders from Statistics Netherlands to confirm polarization as an important trend in the Dutch national labor market between 1999 and 2012. Furthermore, our sub-national analysis reveals considerable spatial heterogeneity among local labor markets. The degree of urbanization plays an important role; regions that are initially more urbanized are more likely to exhibit polarization. Finally, using a skill-based approach we report evidence supporting the routinization hypothesis as an important source of polarization." (Author's abstract, IAB-Doku) ((en))
%K regionaler Arbeitsmarkt
%K Arbeitsmarktentwicklung
%K Beschäftigtenstruktur
%K Tätigkeitsmerkmale
%K Berufsstruktur
%K manuelle Arbeit
%K Einfacharbeit
%K Einkommensverteilung
%K Lohnstruktur
%K regionale Disparität
%K Arbeitsmarktregion
%K Arbeitsmarktsegmentation
%K Qualifikationsniveau
%K Fachkräfte
%K Arbeitsintensität
%K Hochqualifizierte
%K Niedrigqualifizierte
%K Niedrigeinkommen
%K Niederlande
%K J21
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-27
%M k191113v08
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




***************************
5. MONOGRAPHISCHE LITERATUR
***************************

%0 Edited Book
%A Arnold, Rolf
%A Lipsmeier, Antonius
%A Rohs, Matthias
%T Handbuch Berufsbildung
%D 2019
%P getr. Sz.
%7 3., völlig neu bearb. Aufl.
%C Wiesbaden
%I Springer VS
%G de
%S Springer Reference Sozialwissenschaften
%@ ISBN 978-3-658-19372-0
%@ ISSN 2569-8729
%R 10.1007/978-3-658-19312-6
%U http://dx.doi.org/10.1007/978-3-658-19312-6
%X "Das aktualisierte Handbuch der Berufsbildung gibt einen umfassenden Überblick über den aktuellen Erkenntnisstand in der Berufsbildung. Expertinnen und Experten der beruflichen Aus- und Weiterbildung stellen dabei die Entwicklung und Struktur, die Zielgruppen, Didaktik, Professionalisierung, Rahmenbedingungen und Forschungsansätze in diesem pädagogischen Handlungsfeld dar. Das Handbuch Berufsbildung bietet somit eine grundlegende Orientierung für Studierende und Interessierte sowie die Möglichkeit zur Vertiefung für erfahrene Expertinnen und Experten im Feld der beruflichen Bildung." (Verlagsangaben, IAB-Doku)
%K Berufsbildung
%K Professionalisierung
%K Berufsausbildung
%K Weiterbildung
%K Lerninhalt
%K Lernziel
%K Didaktik
%K Lernmethode
%K Lernort
%K Lernortkooperation
%K Forschungsansatz
%K Berufsbildungsforschung
%K Durchlässigkeit im Bildungssystem
%K Bildungsgeschichte
%K Teilnehmerstruktur
%K Inklusion
%K Bildungsberatung
%K Kompetenzentwicklung
%K Kompetenzbewertung
%K Persönlichkeitsentwicklung
%K Curriculum
%K schulische Berufsausbildung
%K betriebliche Berufsausbildung
%K E-Learning
%K Bildungspersonal
%K Ausbilder
%K Berufsschullehrer
%K Berufsbildungspolitik
%K Weiterbildungsfinanzierung
%K Bildungsfinanzierung
%K Bundesrepublik Deutschland
%Z Typ: 5. monographische Literatur
%Z fertig: 2019-11-27
%M k191029m01
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungs- und Beratungsstelle Arbeitswelt (Hrsg.)
%A Astleithner, Franz
%A Eichmann, Hubert
%A Mairhuber, Ingrid
%T Arbeitslosigkeit im Gesundheits- und Sozialwesen in Österreich und Gründe für den Anstieg 2008-2016
%D 2017
%P XI, III, 180 S.
%C Wien
%G de
%# A 2008; E 2016
%B FORBA-Forschungsbericht : 2017,10
%U https://www.forba.at/wp-content/uploads/2018/11/1319-FB_10_2017.pdf
%X "In dieser Studie werden Strukturen der Beschäftigung und Arbeitslosigkeit im ÖNACE-Wirtschaftsabschnitt Gesundheits- und Sozialwesen dargestellt und dabei insbesondere Einflussfaktoren für den Anstieg der Arbeitslosigkeit analysiert. Wie lässt sich erklären, dass im Gesundheits- und Sozialwesen, in dem die Anzahl der unselbständig Beschäftigten im Zeitraum von 2008 bis 2016 mit rund +20% stärker zugenommen hat als in der Gesamtwirtschaft (+6%), zugleich die Arbeitslosigkeit mit +127% markant stärker gestiegen ist; mit einer Zunahme des Jahresdurchschnittsbestandes von ca. 12.000 Arbeitslosen 2008 auf 27.300 im Jahr 2016?" (Autorenreferat, IAB-Doku)
%K Arbeitslosigkeitsentwicklung
%K Gesundheitswesen
%K Sozialwesen
%K Beschäftigungsentwicklung
%K Beschäftigungsdauer
%K labour turnover
%K atypische Beschäftigung
%K berufliche Selbständigkeit
%K abhängig Beschäftigte
%K Berufsgruppe
%K Gesundheitsberufe
%K Sozialberufe
%K Arzthelfer
%K Zahnarzthelfer
%K Altenpflege
%K Arbeitsbedingungen
%K Arbeitsbelastung
%K Österreich
%Z Typ: 5. monographische Literatur
%Z fertig: 2019-11-29
%M k191115r02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg (Hrsg.)
%A Kohaut, Susanne
%A Möller, Iris
%T Frauen in leitenden Positionen: Leider nichts Neues auf den Führungsetagen
%D 2019
%P 8 S.
%C Nürnberg
%G de
%# A 2004; E 2018;
%B IAB-Kurzbericht : 23/2019
%@ ISSN 0942-167X
%U http://doku.iab.de/kurzber/2019/kb2319.pdf
%X "Auf den Führungsetagen der Betriebe in Deutschland sind Frauen immer noch unterrepräsentiert. Daran hat sich in den vergangenen Jahren nichts geändert. Der Anteil von Frauen an der Spitze privatwirtschaftlicher Betriebe lag 2018 bei 26 Prozent. Auch auf der zweiten Führungsebene in der Privatwirtschaft, wo es bis 2014 einen leichten Anstieg gab, konnten sie ihren Anteil nicht weiter ausbauen, dieser stagniert bei 40 Prozent. Im öffentlichen Sektor sind die Frauen in Führungspositionen nicht besser vertreten als in der Privatwirtschaft, obwohl dort seit Längerem umfassende gleichstellungsrechtliche Regelungen gelten. Das zeigen Ergebnisse des IAB-Betriebspanels, einer repräsentativen Arbeitgeberbefragung in Deutschland, mit der das IAB seit mittlerweile 14 Jahren den Anteil und die Repräsentanz von Frauen in Führungspositionen untersucht." (Autorenreferat, IAB-Doku)
%X "Only 26 percent of women reach top management positions in private sector firms in Germany. Nothing much has changed in the 14 years during which the development has been monitored by the IAB Establishment Panel. The only exception is a notable increase in the proportion of women in middle management. In East Germany, the proportion of women in management positions is higher than in the West. On the second management level women in East Germany are represented according to their share of the workforce. In the public sector more management positions are occupied by women. However, in proportion to their share of the work force, female representation in management is much lower." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Berufsverlauf
%K beruflicher Aufstieg
%K Betriebsgröße
%K Wirtschaftszweige
%K Beruf und Familie
%K IAB-Betriebspanel
%K Führungskräfte
%K leitende Angestellte
%K mittlere Führungskräfte
%K Management
%K Unternehmer
%K Geschäftsführer
%K Privatwirtschaft
%K Geschlechterverteilung
%K Teilzeitarbeit
%K öffentlicher Dienst
%K Bundesrepublik Deutschland
%K Ostdeutschland
%K Westdeutschland
%Z Typ: 5. monographische Literatur
%Z fertig: 2019-11-20
%M k191115303
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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