Suchprofil: berufliche_Mobilität
Durchsuchter Fertigstellungsmonat: 03/20

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


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1. SSCI-JOURNALS
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%0 Journal Article
%J International Journal for Educational and Vocational Guidance
%V 19
%N 2
%F Z 1306
%A Baluku, Martin Mabunda
%A Schummer, Steffen Erik
%A Löser, Dorothee
%A Otto, Kathleen
%T The role of selection and socialization processes in career mobility : explaining expatriation and entrepreneurial intentions
%D 2019
%P S. 313-333
%G en
%R 10.1007/s10775-018-9382-5
%U http://dx.doi.org/10.1007/s10775-018-9382-5
%U https://doi.org/10.1007/s10775-018-9382-5
%X "Die 'traditionelle Karriere', das heißt, das gesamte Berufsleben in einem einzigen Beruf zu verbringen, wird immer unbedeutender; das aktuelle Karriereumfeld erfordert zunehmend Flexibilität und Mobilität. Die Forschung zeigt, dass es individuelle Unterschiede zwischen mobilen und nicht-mobilen Menschen gibt. Auf der Grundlage von Selektions- (Karriere- und Wettbewerbsorientierung) und Sozialisationsprozessen (Studiengang und Studiendauer) untersucht diese Studie die Absichten von Hochschulstudentinnen und -studenten, ins Ausland zu gehen oder sich selbstständig zu machen, als Alternativen zur traditionellen Beschäftigung. Die Ergebnisse zeigen, dass unternehmerische Absichten überwiegend eine Funktion von Selektionsprozessen sind, während Expatriierungsabsichten eine Funktion von gleichermaßen Selektions- und Sozialisationsprozessen sind." (Autorenreferat, IAB-Doku, © Springer-Verlag)
%X "The 'traditional career,' staying for the entirety of one's work life in a single occupation, is disappearing; the current career environment demands increasing flexibility and mobility. Research indicates that there are individual differences between mobile and non-mobile people. On the basis of selection (career orientation and competition orientation) and socialization (course and length of study) processes, this study examines the intentions of university students to expatriate or become self-employed as alternatives to traditional employment. The findings reveal that entrepreneurial intentions are predominantly a function of selection processes, while expatriation intentions are a function of both selection and socialization processes." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
%K berufliche Mobilität
%K Berufsverlauf
%K Auslandstätigkeit
%K berufliche Selbständigkeit
%K Unternehmensgründung
%K Studenten
%K Berufswegplanung
%K Auswanderung
%K Wanderungsmotivation
%K Sozialisationstheorie
%K berufliche Sozialisation
%K Persönlichkeitsmerkmale
%K Auswirkungen
%K Studienfachwahl
%K Studiendauer
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-24
%M K200312A0S
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Urban studies
%N online first
%F Z 1058
%A Burchell, Brendan
%A Reuschke, Darja
%A Zhang, Mary
%T Spatial and temporal segmenting of urban workplaces : The gendering of multi-locational working
%D 2020
%P S. 1-26
%G en
%# 2015-2015
%R 10.1177/0042098020903248
%U https://doi.org/10.1177/0042098020903248
%U https://doi.org/10.1177/0042098020903248
%X "Existing urban research has focused on gender differences in commuting patterns to and from homes, but has paid little attention to the gendered diversity in the spatiotemporal patterns of work. The increase in remote working and information and communications technology (ICT) work has been emphasised, but at the cost of exploring the full range of workplaces and multi-locational working observed in urban areas. This article develops a new classificatory system to analyse the spatiotemporal patterns of work in European cities using the 2015 6th European Working Conditions Survey. We identify 12 distinct spatiotemporal work patterns of full-time workers and investigate gender differences across these patterns against the backdrop of occupation, industrial sector, employment status, household composition and ICT use. Findings show that women are far more likely to be restricted to only working at the employer/business premises while men have more varied and complex spatiotemporal patterns of work. Multi-locational working rather than working at one workplace is a largely male phenomenon. Working exclusively at home is still a rarity, but combinations with employer premises and other workplaces are more common. We conclude that workplace research has been blinkered by narrow concerns of advances in mobile technologies and has been blind to the pervasive effects of spatiotemporal divisions in the working lives of men and women. The methodological and theoretical implications of this new perspective on workplaces for urban development and research are discussed." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktsegmentation
%K Stadt
%K geschlechtsspezifische Faktoren
%K mobiles Arbeiten
%K Telearbeit
%K Männer
%K Frauen
%K internationaler Vergleich
%K geschlechtsspezifischer Arbeitsmarkt
%K technischer Wandel
%K Auswirkungen
%K Arbeitsort
%K Europäische Union
%K regionaler Arbeitsmarkt
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-24
%M K200310AZI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Quantitative economics
%V 11
%N 1
%F Z 2079
%A Hoffman, Mitchell
%A Burks, Stephen V.
%T Worker overconfidence: Field evidence and implications for employee turnover and firm profits
%D 2020
%P S. 315-348
%G en
%# 2005-2007
%R 10.3982/QE834
%U https://doi.org/10.3982/QE834
%U https://doi.org/10.3982/QE834
%X "Combining weekly productivity data with weekly productivity beliefs for a large sample of truckers over 2 years, we show that workers tend to systematically and persistently overpredict their productivity. If workers are overconfident about their own productivity at the current firm relative to their outside option, they should be less likely to quit. Empirically, all else equal, having higher productivity beliefs is associated with an employee being less likely to quit. To study the implications of overconfidence for worker welfare and firm profits, we estimate a structural learning model with biased beliefs that accounts for many key features of the data. While worker overconfidence moderately decreases worker welfare, it also substantially increases firm profits." (Author's abstract, IAB-Doku) ((en))
%K Berufskraftfahrer
%K Selbsteinschätzung
%K Arbeitsproduktivität
%K Auswirkungen
%K Kündigungsabsicht
%K Arbeitsplatzwechsel
%K Gewinn
%K Unternehmen
%K Berufserwartungen
%K Prognosegenauigkeit
%K USA
%K D03
%K M53
%K J41
%K J24
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-24
%M K200311A0C
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J The review of economics and statistics
%V 102
%N 1
%F Z 061
%A Jaimovich, Nir
%A Siu, Henry E.
%T Job Polarization and Jobless Recoveries
%D 2020
%P S. 129-147
%G en
%# 1967-2017
%R 10.1162/rest_a_00875
%U http://dx.doi.org/10.1162/rest_a_00875
%U https://doi.org/10.1162/rest_a_00875
%X "Job polarization refers to the shrinking share of employment in middle-skill, routine occupations experienced over the past 35 years. Jobless recoveries refers to the slow rebound in aggregate employment following recent recessions despite recoveries in aggregate output. We show how these two phenomena are related. First, essentially all employment loss in routine occupations occurs in economic downturns. Second, jobless recoveries in the aggregate can be accounted for by jobless recoveries in the routine occupations that are disappearing." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
%K Arbeitsmarktsegmentation
%K Konjunkturaufschwung
%K Beschäftigungseffekte
%K Rezession
%K Arbeitsplatzverlust
%K qualifikationsspezifische Faktoren
%K Niedrigqualifizierte
%K mittlere Qualifikation
%K Hochqualifizierte
%K Routine
%K Berufsgruppe
%K Beschäftigungsentwicklung
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-17
%M K200305AX6
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Papers in regional science
%N online first
%F Z 967
%A Kosteas, Vasilios D.
%T Occupational concentration and outcomes for displaced workers
%D 2020
%P S. 1-21
%G en
%# 2006-2018
%R 10.1111/pirs.12507
%U https://doi.org/10.1111/pirs.12507
%U https://doi.org/10.1111/pirs.12507
%X "Displaced workers who end up changing occupations tend to suffer larger wage losses than those who do not. This paper examines the effect of the occupational concentration of employment in the local labour market (LLM) on the likelihood of being employed and (conditional on employment) having changed occupations for displaced workers. I find that workers who do not possess a postsecondary degree are less likely to be employed or to have changed occupations in more occupationally concentrated labour markets. By contrast occupational concentration does not affect these outcomes for more educated workers. These findings are consistent with a pattern where less educated workers focus job searches within their current LLM." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Arbeitslose
%K regionaler Arbeitsmarkt
%K Berufsstruktur
%K Auswirkungen
%K berufliche Reintegration
%K Berufswechsel
%K qualifikationsspezifische Faktoren
%K Beschäftigungseffekte
%K Einkommenseffekte
%K Arbeitsuche
%K regionale Mobilität
%K USA
%K J62
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-11
%M K200227AUF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J European Economic Review
%V 122
%F Z 252
%A Lagerlöf, Johan N. M.
%T Strategic gains from discrimination
%D 2020
%G en
%R 10.1016/j.euroecorev.2019.103354
%U http://dx.doi.org/10.1016/j.euroecorev.2019.103354
%U https://doi.org/10.1016/j.euroecorev.2019.103354
%X "According to a classical argument, an employer handicaps herself if basing hiring decisions on factors unrelated to productivity; therefore, discrimination is undermined by competition. This paper, in contrast, argues that being discriminatory can be a commitment device that helps an employer and its rivals to partially segment the labor market, which leads to lower wages and higher profits. Discrimination can thus be an endogenous response to competition. Indeed, the relationship between discrimination and competition can be non-monotone. Moreover, the logic suggests that a ban on wage discrimination may instead lead to discrimination in hiring." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K Beschäftigerverhalten
%K Diskriminierung
%K Auswirkungen
%K Gewinn
%K Wettbewerb
%K Arbeitsmarktsegmentation
%K Personalauswahl
%K Einkommenseffekte
%K Lohndiskriminierung
%K Lohnkosten
%K D43
%K J71
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-31
%M K200319A2Z
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Young. Nordic Journal of Youth Research
%V 28
%N 4
%F Z 1291
%A Lamberg, Emma
%T Staying in Place or Moving Forward? Young Women's Imagined Futures and Aspirations for Mobility in Care Work
%D 2020
%P S. 329-346
%G en
%R 10.1177/1103308819899190
%U http://dx.doi.org/10.1177/1103308819899190
%U https://doi.org/10.1177/1103308819899190
%X "This article analyses how the culturally widespread incitements to become aspirational and mobile are negotiated by young women in the vocational nursing education in Finland. Drawing on interviews with final year students, the article examines their imagined futures and asks how lived inequalities shape their aspirations and possibilities of navigating the neoliberalising care labour market that is marked by stark hierarchies and diminishing resources. The paper finds that the participants' aspirations were characterised by the considerations of whether to remain as a practical nurse or to move forward to higher education. Yet, while some women were able to adopt a strong ethos of moving forward, others were more likely to be seen as fixed in place in auxiliary care work. The article pushes forward the debate on youth aspirations and mobility by unpacking the lived contradictions that shape the aspirations of young women entering the lower end of the care labour market." (Author's abstract, IAB-Doku) ((en))
%K junge Erwachsene
%K Frauen
%K Krankenschwester
%K Auszubildende
%K Berufswegplanung
%K beruflicher Aufstieg
%K Studium
%K Berufserwartungen
%K Gesundheitswesen
%K innerbetriebliche Hierarchie
%K Arbeitszufriedenheit
%K Zukunftsperspektive
%K Finnland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-20
%M K200309AZA
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Monthly labor review
%V June
%F Z 136
%A O'Bar, Andrew
%T What's behind occupational separations?
%D 2019
%P S. 1-11
%G en
%# 2016-2026
%R 10.21916/mlr.2019.13
%U https://doi.org/10.21916/mlr.2019.13
%U https://doi.org/10.21916/mlr.2019.13
%X "Using the latest models of occupational separations from the U.S. Bureau of Labor Statistics, this article examines how the demographic characteristics of workers affect their probabilities of leaving the labor force or changing occupations. The article demonstrates that two factors'age and educational attainment'have the greatest impact on separations." (Author's abstract, IAB-Doku) ((en))
%K Kündigung
%K Ursache
%K Arbeitsplatzwechsel
%K Berufsausstieg
%K Berufsgruppe
%K zwischenbetriebliche Mobilität
%K Kündigungsabsicht
%K demografische Faktoren
%K altersspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Arbeitsmarktprognose
%K Berufswechsel
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-24
%M K200312A0P
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Social policy and administration
%N online first
%F Z 2257
%A Theobald, Hildegard
%A Chon, Yongho
%T Home care development in Korea and Germany: The interplay of long-term care and professionalization policies
%D 2020
%G en
%# 1992-2015
%R 10.1111/spol.12553
%U http://dx.doi.org/10.1111/spol.12553
%U https://doi.org/10.1111/spol.12553
%X "The aim of the study was to compare the effects of long-term care and professionalization policies on the development of home care infrastructure and the care workforce in reference to long-term care insurance systems adopted in Germany and Korea. A comparative analysis of the effects of the two policy systems allowed us to examine distinct forms of marketized home care service expansion. In both countries, the opening-up of care markets has brought about a significant expansion of home care services through the active participation of mainly for-profit providers. However, a trade-off between the rate of expansion, the quality of care services, and the stability of care infrastructure has emerged. The market-based expansion of home care services has resulted in difficult employment and working conditions for care workers in both countries. The country-specific organization of home care and related professionalization approaches has led to the development of a well-trained care workforce with less precarious conditions in Germany but not in Korea. Despite this difference, less well-trained care workers experience precarious employment in both countries." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Altenpflege
%K häusliche Pflege
%K Infrastruktur
%K Entwicklung
%K internationaler Vergleich
%K Professionalisierung
%K Pflegeberufe
%K Pflegeversicherung
%K Pflegedienst
%K Angebotsentwicklung
%K Qualität
%K Arbeitsbedingungen
%K Altenpfleger
%K Altenpflegehelfer
%K prekäre Beschäftigung
%K Ökonomisierung
%K Bundesrepublik Deutschland
%K Südkorea
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-03-11
%M K200225SOA
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
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%0 Journal Article
%J Journal of vocational education and training
%N online first
%F X 855
%A Dummert, Sandra
%T Employment prospects after completing vocational training in Germany from 2008-2014 : A comprehensive analysis
%D 2020
%P S. 1-25
%G en
%# 2008-2014
%R 10.1080/13636820.2020.1715467
%U http://dx.doi.org/10.1080/13636820.2020.1715467
%U https://doi.org/10.1080/13636820.2020.1715467
%X "The transition from vocational education and training to regular employment is an important step in the occupational biography of apprenticeship graduates. In the last decade, the retention rate of apprenticeship completers has remained stable at a high level, and graduates face good job opportunities in Germany. Despite these positive circumstances, not all apprenticeship graduates succeed in the direct transition from vocational training to regular employment and are affected by unemployment. My paper offers deeper insights into training establishment-specific, individual and external regional characteristics that influence the transition process at this crucial point in the employment career. I consider the employment status of apprenticeship graduates by estimating multinomial logit models at three time points after the end of training, namely, one month and one and two years later. Using linked employer-employee data, I find evidence not only that sociodemographic characteristics and training establishment-specific determinants affect the transition at the second threshold but also that regional factors influence the probability of becoming unemployed or remaining with the training establishment after the end of the apprenticeship." (Author's abstract, IAB-Doku) ((en))
%K betriebliche Berufsausbildung
%K Ausbildungsabsolventen
%K zweite Schwelle
%K IAB-Linked-Employer-Employee-Datensatz
%K Integrierte Erwerbsbiografien
%K Übernahmequote
%K Arbeitslosenquote
%K Arbeitsmarktchancen
%K Bundesrepublik Deutschland
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2020-03-04
%M k191230305
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J American economic review. Insights
%V 2
%N 1
%F Z 002i
%A Mercan, Yusuf
%A Schoefer, Benjamin
%T Jobs and Matches: Quits, Replacement Hiring, and Vacancy Chains
%D 2020
%P S. 101-24
%G en
%# 1959-2015
%R 10.1257/aeri.20190023
%U http://dx.doi.org/10.1257/aeri.20190023
%U https://doi.org/10.1257/aeri.20190023
%X "In the canonical DMP model of job openings, all job openings stem from new job creation. Jobs denote worker-firm matches, which are destroyed following worker quits. Yet, employers classify 56 percent of vacancies as quit-driven replacement hiring into old jobs, which evidently outlived their previous matches. Accordingly, aggregate and firm-level hiring tightly track quits. We augment the DMP model with longer-lived jobs arising from sunk job creation costs and replacement hiring. Quits trigger vacancies, which beget vacancies through replacement hiring. This vacancy chain can raise total job openings and net employment. The procyclicality of quits can thereby amplify business cycles." (Author's abstract, IAB-Doku) ((en))
%K matching
%K Personaleinstellung
%K offene Stellen
%K Stellenbesetzung
%K Personalbeschaffung
%K Konjunkturabhängigkeit
%K Auswirkungen
%K Arbeitnehmerkündigung
%K Arbeitsmarktmodell
%K IAB-Stellenerhebung
%K labour turnover
%K Unternehmen
%K IAB-Linked-Employer-Employee-Datensatz
%K Bundesrepublik Deutschland
%K USA
%K J63
%K J31
%K J23
%K E32
%K E24
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2020-03-17
%M K200305AX9
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J Die Deutsche Schule
%V 112
%N 1
%F Z 1637
%A Dedering, Kathrin
%T Quer-/Seiteneinsteigende in den Lehrerberuf im Spiegel der empirischen Forschung : Themenbereiche, Befunde und Desiderata
%D 2020
%P S. 91-104
%G de
%R 10.31244/dds.2020.01.06
%U http://dx.doi.org/10.31244/dds.2020.01.06
%U https://doi.org/10.31244/dds.2020.01.06
%X "Empirische Befunde zu Quer-/Seiteneinsteigenden, die ohne Lehramtsstudium Zugang zum Lehrerberuf erhalten, liegen in Deutschland kaum vor. Der Beitrag stellt diesbezügliche Erkenntnisse aus Ländern zusammen, die bereits über längere Erfahrungen mit Quer-/Seiteneinsteigenden verfügen, und präsentiert Überlegungen zu thematischen Schwerpunkten zukünftiger Forschungsvorhaben in Deutschland, die im Professions-/Professionalisierungs- sowie Schulentwicklungsdiskurs verortet werden." (Autorenreferat, IAB-Doku)
%X "In Germany, there is hardly any empirical evidence on second-career teachers entering the field of teaching without having completed a regular teacher training program before. The article compiles findings from countries having a greater amount of experience in focusing on that group of persons. Moreover, implications are shown for the topics of future research projects in Germany which are to be situated within the discourses of professionalization and school development." (Author's abstract, IAB-Doku) ((en))
%K Lehrer
%K Seiteneinstieg
%K Berufswechsel
%K Professionalisierung
%K Zugangsvoraussetzung
%K Nachqualifizierung
%K Berufsmotivation
%K schulische Integration
%K Bundesrepublik Deutschland
%K USA
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2020-03-20
%M K200318A2I
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Andersen, Torben M.
%T The Danish labor market, 2000-2018 : Employment has increased since the recession dueto a cyclical upturn and structural reforms
%D 2019
%P 10 S.
%C Bonn
%G en
%# 2000-2018
%B IZA world of labor : 404
%R 10.15185/izawol.404.v2
%U https://doi.org/10.15185/izawol.404.v2
%U https://doi.org/10.15185/izawol.404.v2
%U https://wol.iza.org/uploads/articles/514/pdfs/the-danish-labor-market.one-pager.de.pdf?v=1
%X "Die dänische Wirtschaft wurde von der Großen Rezession stark getroffen und verzeichnete nach zuvor anhaltenden Beschäftigungszuwächsen große Arbeitsplatzverluste. Insgesamt hat das dänische Flexicurity-Modell die Krise aber erfolgreich bewältigen können. Dank der traditionell hohen Jobfluktuation war die verbreitet eintretende Arbeitslosigkeit meist nur von kurzer Dauer. Dies hat einen starken Anstieg der Langzeitarbeitslosigkeit verhindert und den Arbeitsmarktzugang für junge Menschen nicht erschwert. Die Lohnungleichheit nimmt weniger deutlich als in anderen Ländern zu, die Lohnstreuung ist nach wie vor eher gering." (Autorenreferat, IAB-Doku)
%X "Employment increased up to 2007-2008, then decreased sharply due to the financial crisis, and then increased again. The Danish economy was severely affected by the Great Recession, and the associated employment loss was large. Overall, the Danish 'flexicurity' model was able to cope with the crisis. Although many have been affected by unemployment, unemployment spells have been short due to high job turnoverrates. This has prevented a sharp increase in long-term unemployment and eased labor market entry for young people. Recent increases in employmenthave not induced large wage increases. Wage inequality is rising, but less than in other countries, and wage dispersion remains relatively low." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktentwicklung
%K Flexicurity
%K Arbeitsmarktpolitik
%K Beschäftigungsentwicklung
%K Arbeitslosigkeitsentwicklung
%K Jugendarbeitslosigkeit
%K Lohnentwicklung
%K Rezession
%K Beschäftigungseffekte
%K labour turnover
%K Einwanderer
%K Dänemark
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-11
%M K200226AT6
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National Bureau of Economic Research, Cambridge (Hrsg.)
%A Blair, Peter Q.
%A Castagnino, Tomas G.
%A Groshen, Erica L.
%A Debroy, Papia
%A Auguste, Byron
%A Ahmed, Shad
%A Diaz, Fernando Garcia
%A Bonavida, Cristian
%T Searching for STARs: Work Experience as a Job Market Signal for Workers without Bachelor's Degrees
%D 2020
%P 28 S.
%C Cambridge, Mass.
%G en
%# 1979-2016
%B NBER working paper : 26844
%R 10.3386/w26844
%U http://dx.doi.org/10.3386/w26844
%U https://doi.org/10.3386/w26844
%X "The demand for a skilled workforce is increasing even faster than the supply of workers with college degrees - the result: rising wage inequality by education levels, and firms facing a skills gap. While it is often assumed that increasing the number of college graduates is required to fill this gap, this paper explores the extent to which workers without BA college degrees can help fill this gap. To find workers without BA degrees who are potentially skilled through alternative routes (STARs), we use data on the skill requirements of jobs to compute the 'skill distance' between a worker's current occupation and higher wage occupations with similar skill requirements in their local labor market. Based on our calculations, of the 16 million non-college educated workers with skills for high-wage work (> twice median earnings), 11 million whom we term 'Rising STARs' are currently employed in middle-to low-wage work. We propose a general taxonomy for STARs to identify potential job transitions to higher wage work within their current earnings category and across earnings categories." (Author's abstract, IAB-Doku, © the Board of Regents of the University of Wisconsin System) ((en))
%K Fachkräfte
%K Arbeitskräftemangel
%K Hochschulabsolventen
%K Bachelor
%K beruflicher Aufstieg
%K Berufserfahrung
%K Personalbeschaffung
%K Unterqualifikation
%K Beschäftigungsentwicklung
%K Lohnhöhe
%K Studienverzicht
%K Einkommenseffekte
%K USA
%K I24
%K J11
%K E24
%K J24
%K O15
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-27
%M K200313A1N
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%F Z 1160 141
%A Cart, Benoît
%A Léné, Alexandre
%A Toutin, Marie-Hélène
%T The evolution of the training-to-work transition for apprentices in France over the last twenty years
%D 2019
%P 3 S.
%C Marseille
%G en
%# 1992-2010
%B Training and Employment : 141
%U https://www.cereq.fr/sites/default/files/2019-10/Training141.pdf
%X "The evolution of the training-to-work transition for apprentices in France over the last twenty years Initial vocational training for young people in France is structured around two pathways: the school-based pathway, with training provided in vocational high schools, and the apprenticeship pathway, when young people enter into a dual vocational training contract that requires them to spend alternating periods of time in the workplace and in apprentice training centres. For a long time, the apprenticeship pathway attracted only a minority of young people. Over the last thirty years, however, numerous reforms, including the establishment of apprenticeship schemes in higher education, have led to a doubling of the number of apprentices. Céreq's Génération surveys enable us to examine these apprentices' training-to-work transition over a 20-year period and to confirm the advantages of apprenticeships depending on the level of training and the economic situation." (Author's abstract, IAB-Doku) ((en))
%K Auszubildende
%K Ausbildungsabsolventen
%K Berufseinmündung
%K zweite Schwelle
%K Entwicklung
%K Berufsbildungssystem
%K betriebliche Berufsausbildung
%K Übernahmequote
%K Frankreich
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-20
%M K200306AYO
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 CESifo GmbH (Hrsg.)
%A Christen, Elisabeth
%A Pfaffermayr, Michael
%A Wolfmayr, Yvonne
%T Trade costs in services : firm survival, firm growth and implied changes in employment
%D 2019
%P 46 S.
%C München
%G en
%# 2000-2014
%B CESifo working paper : 8008
%R RePEc:ces:ceswps:_8008
%U http://dx.doi.org/RePEc:ces:ceswps:_8008
%U https://EconPapers.repec.org/RePEc:ces:ceswps:_8008
%U https://www.wifo.ac.at/jart/prj3/wifo/resources/person_dokument/person_dokument.jart?publikationsid=62269&mime_type=application/pdf
%X "This paper provides new insight into the firm-level employment impacts of trade cost changes at the industry level in the Austrian services sector. We apply a two-part model of firm survival (exit) and firm growth. Separate regressions for firm entry rates at the industry-region level complete the picture of total trade-induced net job creation. We implement the trade cost measure introduced by Chen and Novy (2011) and base it on own estimates of industry specific substitution elasticities. Falling trade costs in the Austrian services sector over the period 2000 to 2014 resulted in net job creation of about 19,000 jobs accounting for 9.5 percent of overall job flows in the sector. The smallest and least productive firms contract while large and productive firms expand as predicted by theory. Most adjustments occur at the extensive margin due to changes in the probability of firm survival." (Author's abstract, IAB-Doku) ((en))
%K Außenhandel
%K Dienstleistungsbereich
%K Substitutionselastizität
%K Beschäftigungseffekte
%K Unternehmensentwicklung
%K Unternehmenserfolg
%K Betriebsstilllegung
%K Auswirkungen
%K Kostenentwicklung
%K job turnover
%K Österreich
%K C15
%K C21
%K C25
%K C23
%K C26
%K F14
%K F16
%K F66
%K J21
%K D21
%K L20
%K L80
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-17
%M K200302AWC
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Cowling, Michael Leith
%A Wooden, Mark
%T Does Solo Self-Employment Serve as a 'Stepping Stone' to Employership?
%D 2019
%P 30 S.
%C Bonn
%G en
%# 2001-2016
%B IZA discussion paper : 12841
%U http://hdl.handle.net/10419/215237
%U http://hdl.handle.net/10419/215237
%X "This paper examines the extent to which solo self-employment serves as a vehicle for job creation. Using panel data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey, a dynamic multinomial logit model of transitions between labour market states is estimated. The empirical strategy closely follows that used in a previous study employing household data from Germany by Lechmann and Wunder (2017). Estimates of true cross-state dependence between solo self-employment and employership are obtained that are relatively small. Further, our results imply that the probability of a male remaining an employer just two years after transitioning out of solo self-employment is only 2% (and among women, it is virtually zero). The extent of both true cross-state dependence and true state dependence in employership is, however, much greater among individuals who have demonstrated a preference for self-employment in the past. This implies that pro-entrepreneurial policies that target more 'entrepreneurial' individuals will have more pronounced and long-term effects in stimulating job creation." (Author's abstract, IAB-Doku) ((en))
%K Selbständige
%K Kleinstunternehmen
%K Arbeitskraftunternehmer
%K Berufsverlauf
%K Personaleinstellung
%K Statusmobilität
%K Unternehmer
%K Beschäftigtenzahl
%K berufliche Mobilität
%K Australien
%K L26
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-17
%M K200304AW8
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Giménez-Nadal, José Ignacio
%A Molina, José Alberto
%A Velilla, Jorge
%T Short- vs Long-Term Intergenerational Correlations of Employment and Self-Employment in Europe
%D 2020
%P 34 S.
%C Bonn
%G en
%# 2003-2016
%B IZA discussion paper : 12933
%U http://hdl.handle.net/10419/215329
%U http://hdl.handle.net/10419/215329
%X "This paper analyzes the existence of short- and long-term intergenerational correlation of employment and self-employment in European countries, using data from the European Union Statistics on Income and Living Conditions. Using longitudinal data for the period 2003-2016, fixed effect estimates show a significant short-term correlation between the current employment status of parents and that of their children. However, shortterm correlation of self-employment seems to be driven only by father-son correlations. Conversely, using the special module on Intergenerational Transmissions for the year 2011, estimates show a strong and significant correlation between respondents' self-employment status, and that of their parents when respondents were 14 years old. This suggests that self-employment decisions are not related to short-term family labor supply decisions, but to long-term intergenerational transmission." (Author's abstract, IAB-Doku) ((en))
%K Intergenerationsmobilität
%K berufliche Selbständigkeit
%K beruflicher Status
%K Europäisches Haushaltspanel
%K Söhne
%K Töchter
%K Mütter
%K berufliche Mobilität
%K Selbständige
%K abhängig Beschäftigte
%K Väter
%K internationaler Vergleich
%K Europa
%K Österreich
%K Belgien
%K Dänemark
%K Griechenland
%K Spanien
%K Finnland
%K Frankreich
%K Italien
%K Luxemburg
%K Niederlande
%K Schweden
%K Großbritannien
%K E24
%K J62
%K D65
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-20
%M K200305AYC
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Henrekson, Magnus
%T How labor market institutions affect job creation and productivity growth : Key labor market institutions, and the policies that shape them, affect the restructuring that leads to economic growth
%D 2020
%P 10 S.
%C Bonn
%G en
%B IZA world of labor : 38
%R 10.15185/izawol.38.v2
%U https://doi.org/10.15185/izawol.38.v2
%U https://doi.org/10.15185/izawol.38.v2
%U https://wol.iza.org/uploads/articles/520/pdfs/how-labor-market-institutions-affect-job-creation-and-productivity-growth.one-pager.de.pdf?v=1
%X "Wirtschaftswachstum entsteht durch die Umverteilung von Produktionsfaktoren hin zu erfolgreicheren Unternehmen. Arbeitsmarktinstitutionen können diesen Strukturwandel vorantreiben oder behindern. Übermäßige Regulierung befördert ein System, in dem ein Großteil der wirtschaftlichen Aktivität in kleinen Unternehmen ohne Wachstumspotenzial stattfindet. Ein wachstumsfreundliches Umfeld erfordert dezentrale, individualisierte Lohnfindungsprozesse, aber auch ein Sozialversicherungssystem, dass die Übertragbarkeit von Ansprüchen gewährleistet sowie Mobilität und Risikobereitschaft auf dem Arbeitsmarkt fördert." (Autorenreferat, IAB-Doku, Published by arrangement with John Wiley & Sons)
%X "Economic growth arises as production shifts from less to more successful firms through the reallocation of factors of production. Labor market institutions can advance or impede this restructuring. Overly stringent regulations tend to create a system in which a large share of economic activity occurs in small firms without the ability to grow. Labor markets should be organized to promote (potential) high-growth firms, especially through decentralized and individualized wage-setting, portable job tenure rights, and insurance systems that encourage mobility and risk-taking in the labor market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Arbeitsmarktpolitik
%K Auswirkungen
%K Beschäftigungseffekte
%K Produktivitätsentwicklung
%K Produktivitätseffekte
%K Unternehmertum
%K Innovation
%K institutionelle Faktoren
%K Wirtschaftsstrukturwandel
%K Wirtschaftswachstum
%K Sozialversicherung
%K Deregulierung
%K Tarifverhandlungen
%K zwischenbetriebliche Mobilität
%K job turnover
%K OECD
%K labour turnover
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-12
%M K200302AVR
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 OECD, Economics Department (Hrsg.)
%A Hermansen, Mikkel
%T Occupational licensing and job mobility in the United States
%D 2019
%P 78 S.
%C Paris
%G en
%# 2012-2018
%B OECD Economics Department working papers : 1585
%R 10.1787/4cc19056-en
%U http://dx.doi.org/10.1787/4cc19056-en
%U https://doi.org/10.1787/4cc19056-en
%X "This paper studies the association between occupational licensing and job hire and job separation rates along with earnings of job stayers and job-to-job movers. In contrast to previous studies, it attempts to provide macro-level estimates by relying on a novel Job-to-Job Flows database from the U.S. Census Bureau, covering the near universe of job transitions. The empirical analysis exploits variation in licensing regulation across states and industries and constructs indicators for both the share of employment subject to licensing (the extensive margin) and the strictness of regulation (the intensive margin). Results show that more extensive and stricter licensing are both associated with lower job mobility. This holds for job-to-job mobility as well as for transitions in and out of nonemployment. The strictness indicator points to lower job-to-job mobility from entry restrictions and renewal requirements to licensing, while education and training requirements may increase job-to-job mobility. The analysis also finds a negative association between licensing restrictions for people with a criminal record and job hire from nonemployment. Further analysis shows that interstate job-to-job mobility tends to be lower towards states with more extensive and stricter licensing regulation. The results from the analysis of earnings are generally mixed and mostly insignificant. However, there is some evidence of lower earnings gains from job-to-job moves to states with more licensing within the same industry, which may reflect lower productivity growth because of weaker reallocation of labour resources and reduced competition." (Author's abstract, IAB-Doku) ((en))
%K Berufsrecht
%K Regulierung
%K Beruf
%K Zugangsvoraussetzung
%K zwischenbetriebliche Mobilität
%K Arbeitsplatzwechsel
%K Einkommenseffekte
%K labour turnover
%K Auswirkungen
%K regionaler Vergleich
%K Binnenwanderung
%K sektorale Verteilung
%K Lizenz
%K USA
%K E24
%K J30
%K J44
%K J61
%K K20
%K L51
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-04
%M K200218ARB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Jaimovich, Nir
%A Saporta-Eksten, Itay
%A Siu, Henry
%A Yedid-Levi, Yaniv
%T The macroeconomics of automation : Data, theory, and policy analysis
%D 2020
%P 69 S.
%C Bonn
%G en
%# 1984-2017
%B IZA discussion paper : 12913
%U http://hdl.handle.net/10419/215309
%U http://hdl.handle.net/10419/215309
%X "The U.S. economy has experienced a significant drop in the fraction of the population employed in middle wage, 'routine task-intensive' occupations. Applying machine learning techniques, we identify characteristics of those who used to be employed in such occupations and show they are now less likely to work in routine occupations. Instead, they are either non-participants in the labor force or working at occupations that tend to occupy the bottom of the wage distribution. We then develop a quantitative, heterogeneous agent, general equilibrium model of labor force participation, occupational choice, and capital investment. This allows us to quantify the role of advancement in automation technology in accounting for these labor market changes. We then use this framework as a laboratory to evaluate various public policies aimed at addressing the disappearance of routine employment and its consequent impacts on inequality." (Author's abstract, IAB-Doku) ((en))
%K Automatisierung
%K Auswirkungen
%K Routine
%K Beschäftigungseffekte
%K soziale Ungleichheit
%K Arbeitsmarktpolitik
%K Erwerbsbeteiligung
%K Berufswahl
%K Mittelschicht
%K Berufswechsel
%K Weiterbildungsförderung
%K Umschulung
%K Niedrigqualifizierte
%K Verteilungspolitik
%K Arbeitslosenversicherung
%K Reformpolitik
%K Bedingungsloses Grundeinkommen
%K USA
%K E24
%K E22
%K J23
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-06
%M K200220ASF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Mohrenweiser, Jens
%A Pfeifer, Christian
%T Firms' wage structures, workers' fairness perceptions, job satisfaction and turnover intentions : Evidence from linked employer-employee data
%D 2019
%P 33 S.
%C Bonn
%G en
%# 2012-2014
%B IZA discussion paper : 12821
%U http://hdl.handle.net/10419/215217
%U http://hdl.handle.net/10419/215217
%X "The paper uses novel data for Germany linking worker and establishment surveys with administrative social security data for all workers in the surveyed establishments. From these data, four variables are generated that describe a firm's wage structure and the positions of workers within it: (a) workers' own absolute wages, (b) workers' conditional internal reference wages within firms, (c) the conditional wage dispersion in firms, and (d) workers' conditional external reference wages across firms. Three empirical contributions are made: (1) the impact of firms' wage structures on workers' perceived wage fairness as an important organizational justice variable, (2) the impact of firms' wage structures on workers' job satisfaction and turnover intentions, and (3) the contribution of the fairness considerations on the overall effects of the wage structure variables on workers' job satisfaction and turnover intentions. The findings suggest that equity and social status considerations as well as altruistic preferences towards co-workers and inequality aversion are important, whereas the evidence for signal considerations is limited." (Author's abstract, IAB-Doku) ((en))
%K Lohnstruktur
%K Betrieb
%K Wahrnehmung
%K Gerechtigkeit
%K Arbeitszufriedenheit
%K Kündigungsabsicht
%K Arbeitsplatzwechsel
%K abhängig Beschäftigte
%K zwischenbetriebliche Mobilität
%K IAB-Datensatz Linked Personnel Panel
%K Lohnhöhe
%K Auswirkungen
%K Bundesrepublik Deutschland
%K J28
%K J31
%K J63
%K M52
%K D63
%K I31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-04
%M K200220ART
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National Bureau of Economic Research, Cambridge (Hrsg.)
%A Molloy, Raven
%A Smith, Christopher
%A Wozniak, Abigail K.
%T Changing Stability in U.S. Employment Relationships : A Tale of Two Tails
%D 2020
%P 52 S.
%C Cambridge, Mass.
%G en
%# 1983-2018
%B NBER working paper : 26694
%R 10.3386/w26694
%U http://dx.doi.org/10.3386/w26694
%U https://doi.org/10.3386/w26694
%X "We confront two seemingly-contradictory observations about the US labor market: the rate at which workers change employers has declined since the 1980s, yet there is a commonly expressed view that long-term employment relationships are more difficult to attain. We reconcile these observations by examining how the distribution of employment tenure has changed in aggregate and for various demographic groups. We show that the fraction of workers with short tenure (less than a year) has been falling since the 1980s, consistent with the decline in job changing. Meanwhile, the fraction of workers with long tenure (20 years or more) has been rising modestly owing to an increase in long tenure for women and the ageing of the population. Long tenure has declined markedly among older men; this trend may have spurred popular perceptions that long-term employment is less common than in the past. The decline in long-tenure for men appears due to an increase in mid-career separations that reduce the likelihood of reaching long-tenure, rather than an increase in late-career separations. Nevertheless, survey evidence indicates that these changes in employment relationships are not associated with heightened concerns about job insecurity or decreases in job satisfaction as reported by workers. The decline in short-tenure is widespread, associated with fewer workers cycling among briefly-held jobs, and coincides with an increase in perceived job security among short tenure workers." (Author's abstract, IAB-Doku) ((en))
%K Beschäftigungsdauer
%K Entwicklung
%K Betriebszugehörigkeit
%K Männer
%K Frauen
%K ältere Arbeitnehmer
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K kurzfristige Beschäftigung
%K Beschäftigungsentwicklung
%K Berufsverlauf
%K Betriebstreue
%K USA
%K J60
%K J11
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-11
%M K200226ATJ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Pacheco, Gail
%A Plum, Alexander T.
%A Sloane, Peter J.
%T Not much bounce in the springboard: On the mobility of low pay workers
%D 2020
%P 35 S.
%C Bonn
%G en
%# 2005-2015
%B IZA discussion paper : 12896
%U http://hdl.handle.net/10419/215292
%U http://hdl.handle.net/10419/215292
%X "Estimating economic earnings mobility is imperative for understanding the degree to which low pay employment is a temporary or long-term position. The current literature estimates transition probabilities between low and higher pay. This study extends the focus to identify the underlying pecuniary wage change via construction of an intermediate pay zone marginally above low pay. Utilising monthly administrative data we find that individuals with a strong attachment to the low pay sector have a very low probability of shifting into higher pay. Further, these individuals also have a substantially greater risk of experiencing a low pay-no pay cycle relative to those who are intermediate or higher paid. Notably, this finding is only uncovered using within year variation in wages to reveal intensity of labour market attachment." (Author's abstract, IAB-Doku) ((en))
%K Geringverdiener
%K berufliche Mobilität
%K Niedriglohnbereich
%K beruflicher Aufstieg
%K Intragenerationsmobilität
%K Einkommensmobilität
%K Lohnentwicklung
%K Berufsverlauf
%K erwerbstätige Männer
%K Neuseeland
%K J62
%K J31
%K C33
%K C55
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-04
%M K200220AR7
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Deutsches Institut für Wirtschaftsforschung (Hrsg.)
%A Schumann, Paul
%A Kuchinke, Lars
%T Do(n't) Worry, It's Temporary: The Effects of Fixed-Term Employment on Affective Well-Being
%D 2019
%P 30 S.
%C Berlin
%G en
%# 2007-2017
%B SOEPpapers on multidisciplinary panel data research at DIW Berlin : 1065
%U https://www.diw.de/documents/publikationen/73/diw_01.c.701437.de/diw_sp1065.pdf
%U https://doi.org/10.1007/s10902-019-00194-8
%X "This paper examines the impact of fixed-term employment on the affective and cognitive well-being of employees operationalized by the subjective frequency of the basic emotions of happiness, sadness, fear and anger as well as life satisfaction. Longitudinal effects were analysed across 10 waves of sampling from the Socio-Economic Panel (SOEP), an annual representative survey in Germany. Random effects within between model (REWB) analyses were applied to examine differences between fixed-term and permanent workers as well as within effects of a change of contract type. In addition, the impact of the direction of contract type change was evaluated by examining subsamples with changes from fixed-term to permanent and vice versa. The results suggest that fixed-term employees' affective well-being is lower, while cognitive well-being (or happiness) is hardly affected. A change from permanent to fixed-term contracts is associated with higher frequencies of self-reported fear and sadness experiences, while a change in the opposite direction results in lower frequencies. In addition, life satisfaction was only found to increase with the change from fixed-term to permanent employment. While the effect on fear is masked by job security, acting as a mediating factor, the effect on sadness remains significant when the model is controlled for job security. Thus, by treating cognitive and affective well-being as separate constructs this study provides new insights into the psychological costs of fixed-term contracts and reveals the strong impact of fixed-term employment on self-reported experiences of sadness." (Author's abstract, IAB-Doku) ((en))
%K befristeter Arbeitsvertrag
%K Auswirkungen
%K Lebenssituation
%K Zufriedenheit
%K psychische Faktoren
%K Zeitarbeitnehmer
%K Angst
%K Glück
%K berufliche Mobilität
%K unbefristeter Arbeitsvertrag
%K Bundesrepublik Deutschland
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-03-17
%M K200304AXQ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 European Foundation for the Improvement of Living and Working Conditions (Hrsg.)
%A Cruz, Irene
%A Molina, Oscar
%A Verd, Joan Miquel
%A Paulauskaite, Elma
%A Dumcius, Rimantas
%A Venckute, Milda
%A Patrini, Valentina
%A Vacas-Soriano, Carlos
%T Labour market segmentation: Piloting new empirical and policy analyses : labour market change
%D 2019
%P 88 S.
%C Dublin
%G en
%# 2001-2016
%B Eurofound research report
%@ ISBN 978-92-897-1988-9
%R 10.2806/751649
%U https://doi.org/10.2806/751649
%U https://doi.org/10.2806/751649
%X "This report sets out to describe what labour market segmentation is and why it is problematic for the labour market and society, as well as disadvantaged groups. It takes a broad view of the term to examine the situation that arises when the divergence in working conditions between different groups of workers is attributable to factors other than differentials in human capital levels. The report explores which policies or instruments are most effective in combating labour market segmentation, taking into account specific situational characteristics. The report offers a novel approach to the study of labour market segmentation that combines a quantitative empirical analysis with a policy analysis." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktsegmentation
%K Segmentationstheorie
%K internationaler Vergleich
%K Arbeitsmarktpolitik
%K atypische Beschäftigung
%K berufliche Mobilität
%K Normalarbeitsverhältnis
%K dualer Arbeitsmarkt
%K unbefristeter Arbeitsvertrag
%K labour turnover
%K Flexibilität
%K Arbeitsmarkt
%K Bundesrepublik Deutschland
%K Frankreich
%K Spanien
%K Großbritannien
%Z Typ: 5. monographische Literatur
%Z fertig: 2020-03-04
%M K200212APQ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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