Thema: berufliche Mobilität | Fertigstellung: November 2020

Suchprofil: berufliche_Mobilität
Durchsuchter Fertigstellungsmonat: 11/20

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 Labour economics
%V 66
%F Z 1120
%A Cavaglia, Chiara
%A Etheridge, Ben
%T Job polarization and the declining quality of knowledge workers: Evidence from the UK and Germany
%D 2020
%P Art. 101884
%G en
%# 1985-2013
%R 10.1016/j.labeco.2020.101884
%U http://dx.doi.org/10.1016/j.labeco.2020.101884
%U https://doi.org/10.1016/j.labeco.2020.101884
%X "Across the developed world, employment has polarized clearly by occupation, but changes to the wage structure have been harder to interpret. We examine changes to the wage structure in the UK and Germany, two countries with apparently very different trends. Using panel data, we argue that changes to quality-adjusted prices for occupations grouped by predominant tasks correlate strongly with employment growth in both countries, consistently with task-based changes to labour demand. The gap between price and average wage changes is strongest in top (knowledge) jobs, implying that the average quality of these workers has declined over time. We obtain further direct evidence on changes to worker quality using rich data on individual characteristics." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K Arbeitsmarktsegmentation
%K Berufsstrukturwandel
%K Lohnstruktur
%K internationaler Vergleich
%K Bildungsertrag
%K Berufsgruppe
%K Tätigkeitswandel
%K Arbeitskräftenachfrage
%K qualifikationsspezifische Faktoren
%K Wissensarbeit
%K Wissenswirtschaft
%K Hochqualifizierte
%K kognitive Fähigkeit
%K Entwicklung
%K Arbeitskosten
%K Beschäftigungsentwicklung
%K Tätigkeitsmerkmale
%K Lohnentwicklung
%K Bundesrepublik Deutschland
%K Großbritannien
%K J20
%K J31
%K J24
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-25
%M K201111F3H
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Journal of vocational behavior
%V 121
%F Z 605
%A Fernet, Claude
%A Morin, Alexandre J.S.
%A Austin, Stéphanie
%A Gagné, Marylène
%A Litalien, David
%A Lavoie-Tremblay, Mélanie
%A Forest, Jacques
%T Self-determination trajectories at work: A growth mixture analysis
%D 2020
%P Art. 103473
%G en
%# 2014-2016
%R 10.1016/j.jvb.2020.103473
%U http://dx.doi.org/10.1016/j.jvb.2020.103473
%U https://doi.org/10.1016/j.jvb.2020.103473
%X "The many theoretical and empirical studies of work motivation to date have not fully clarified how it develops and evolves over time. We therefore investigated profiles of employees to identify their self-determination trajectories, and we examined differences among these profiles with respect to diverse predictors and outcomes. We gathered data (at 0, 6, 12, and 24 months over a two-year period) from a sample of 660 nurses employed in public health care establishments. Longitudinal growth mixture analyses (GMA) revealed three distinct trajectory profiles, characterized by Increasing, Slightly Decreasing, and Decreasing global levels of self-determination at work. Importantly, when employees perceived supervisors' transformational leadership behaviors and task-level socialization more positively, they were more likely to belong to the Increasing profile. Moreover, higher levels of affective commitment to the occupation and the organization and lower levels of intentions to leave the occupation and the organization were also associated with the Increasing profile." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K berufliche Sozialisation
%K Berufsmotivation
%K Selbstbestimmung
%K Commitment
%K Kündigungsabsicht
%K Arbeitsplatzwechsel
%K Berufsverlauf
%K Krankenschwester
%K Krankenhaus
%K Führungsstil
%K Wahrnehmung
%K berufliche Autonomie
%K autonomes Verhalten
%K Kanada
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-25
%M K201111F3A
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J European journal of work and organizational psychology
%V 29
%N 5
%F X 581
%A Giebe, Chris
%A Rigotti, Thomas
%T A typological approach of perceived resource fluctuations after job transitions in a representative panel study
%D 2020
%P S. 764-775
%G en
%# 2002-2006
%R 10.1080/1359432X.2020.1756261
%U http://dx.doi.org/10.1080/1359432X.2020.1756261
%U https://doi.org/10.1080/1359432X.2020.1756261
%X "Job and career transitions are unique experiences that vary within and between persons. One possible reason for the differential effects of transitions is that they can involve resource gains, losses, conservation, or a combination thereof. This study investigates perceived resource fluctuation patterns as possible reasons for differential health outcomes in a representative German panel study (n = 2296). Participants compared six characteristics of their new job with their previous one in three categories (better, same, or worse): (1) job security, (2) working hour regulations, (3) workload, (4) use of professional knowledge, (5) advancement opportunities, and (6) earnings. We conducted multilevel latent class analyses (LCA) with mental and physical health as distal outcomes. Results showed a four-class solution with different probabilities of endorsing that job conditions have fluctuated after the transition. Results also indicated important nuances between the latent classes in terms of mental and physical health outcomes. This study adds to a growing body of knowledge concerning the important role resource fluctuations, and the interplay of various resource dynamics play in the sustenance of mental and physical health. Results also provide implications for career guidance, as well as dealing with organizational newcomers to ensure their well-being, and therefore also their performance." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsplatzwechsel
%K Auswirkungen
%K Typologie
%K Gesundheitszustand
%K psychische Faktoren
%K Arbeitsplatzsicherheit
%K Arbeitsplatzqualität
%K Arbeitszeitgestaltung
%K Arbeitsbelastung
%K adäquate Beschäftigung
%K Berufsaussichten
%K beruflicher Aufstieg
%K Einkommenseffekte
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-17
%M K201103FW0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Economics letters
%V 194
%F Z 1292
%A Jenkins, Stephen P.
%T Was the mid-2000s drop in the British job change rate genuine or a survey design effect?
%D 2020
%P Art. 109383
%G en
%# 2003-2008
%R 10.1016/j.econlet.2020.109383
%U http://dx.doi.org/10.1016/j.econlet.2020.109383
%U https://doi.org/10.1016/j.econlet.2020.109383
%X "The year-on-year job change rate fell sharply, from 18% in 2005 to around 13% in 2006, according to British Household Panel Survey (BHPS) estimates. This fall coincides with the introduction of dependent interviewing to the BHPS, intended to reduce measurement error and improve consistency. Estimates from models of job change misclassification (Hausman et al., 1998) show that reduced measurement error cannot account for the fall in the job change rate. This suggests that the fall was genuine." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K Arbeitsplatzwechsel
%K Entwicklung
%K zwischenbetriebliche Mobilität
%K Arbeitsmarktforschung
%K Forschungsmethode
%K Auswirkungen
%K Quote
%K Messfehler
%K Fragebogen
%K Datenqualität
%K Validität
%K Panel
%K Großbritannien
%K J62
%K C25
%K C81
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-17
%M K201103FW2
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Krings, Torben
%T "Good" Bad Jobs? The Evolution of Migrant Low-Wage Employment in Germany (1985-2015)
%D 2020
%P S. 1-18
%G en
%# 1985-2015
%R 10.1177/0950017020946567
%U https://doi.org/10.1177/0950017020946567
%U https://doi.org/10.1177/0950017020946567
%X "The article examines the evolution of migrant low-wage employment in the context of structural changes in the German labour market. By drawing on data from the Socio-Economic-Panel, it seeks to answer why low-wage jobs disproportionally rose among migrants since the late 1980s. It argues that while human capital characteristics mattered to some extent, institutional and organisational changes were more important to account for worsening earnings. When linking the findings to the broader debate about migration and labour market segmentation, several issues emerge. First, the extent of low-wage jobs is not fixed but shaped by historically specific segmentation patterns that may change over time. Second, whether less-skilled jobs are precarious and of low pay depend above all on the presence of inclusive labour market institutions and power relations between actors. Third, the growth of low-wage jobs cannot be considered independent of the available labour supply, including a rise in cross-border mobility." (Author's abstract, IAB-Doku) ((en))
%K Einwanderer
%K ausländische Arbeitnehmer
%K Beschäftigungsentwicklung
%K Niedriglohnbereich
%K Arbeitsmarktsegmentation
%K prekäre Beschäftigung
%K institutionelle Faktoren
%K Arbeitsplatzqualität
%K sektorale Verteilung
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-20
%M K201106FZL
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J European Economic Review
%V 128
%F Z 252
%A Leighton, Margaret
%A Speer, Jamin D.
%T Labor market returns to college major specificity
%D 2020
%P Art. 103489
%G en
%# 2009-2015
%R 10.1016/j.euroecorev.2020.103489
%U http://dx.doi.org/10.1016/j.euroecorev.2020.103489
%U https://doi.org/10.1016/j.euroecorev.2020.103489
%X "This paper develops a new approach to measuring human capital specificity, in the context of college majors, and estimates its labor market return over a worker's life cycle. To measure specificity, we propose a novel method grounded in human capital theory: a Gini coefficient of earnings premia for a major across occupations. Our measure captures the notion of skill transferability across jobs. Education and nursing are the most specific majors, while philosophy and psychology are among the most general. Using data from the American Community Survey, we find that the most specific majors typically pay off the most, with an early-career earnings premium of about 5-6% over average majors (15-20% over the most general majors), driven by higher hourly wages. General majors lag far behind at every age. Despite their earnings advantage, graduates from specific majors are the least likely to hold managerial positions, with graduates from majors of average specificity being the most likely to do so. It may be that managerial positions require a mix of specific knowledge and broadly applicable skills." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K Studienfach
%K Bildungsertrag
%K Lebenslauf
%K berufliche Spezialisierung
%K Lohnhöhe
%K Hochschulabsolventen
%K beruflicher Aufstieg
%K Auswirkungen
%K Führungskräfte
%K erlernter Beruf
%K USA
%K J31
%K J24
%K I26
%K I23
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-04
%M K201020FN1
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Economics of education review
%V 78
%F Z 727
%A Neyt, Brecht
%A Verhaest, Dieter
%A Baert, Stijn
%T The impact of dual apprenticeship programs on early labour market outcomes : a dynamic approach
%D 2020
%G en
%# 2001-2009
%R 10.1016/j.econedurev.2020.102022
%U http://dx.doi.org/10.1016/j.econedurev.2020.102022
%U http://hdl.handle.net/10419/193305
%U https://doi.org/10.1016/j.econedurev.2020.102022
%X "This study examines the impact of enrolling into dual apprenticeship programmes during secondary education on six early employment outcomes. Our contribution to the literature is threefold. First, we apply a method that has rarely been used in this literature to control for potential selection biases. Second, this method allows us to distinguish between the programmes' direct effect (conditional on educational achievement) and indirect effect (via educational achievement) on labour market outcomes. Third, we examine the impact of two distinct dual apprenticeship programmes in a novel setting: Flanders (Belgium). We find evidence for short-term labour market advantages only for the programme with the most days of on-the-job training, which fade out quickly over time." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K Jugendliche
%K schulische Berufsausbildung
%K Ausbildungsabsolventen
%K betriebliche Berufsausbildung
%K duales System
%K zweite Schwelle
%K Berufseinmündung
%K Ausbildungswahl
%K Ausbildungserfolg
%K Belgien
%K I21
%K I26
%K J21
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-27
%M K201127GEY
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J International journal of manpower
%V 41
%N 2
%F X 267
%A Renaud, Stéphane
%A Morin, Lucie
%T The impact of training on firm outcomes: longitudinal evidence from Canada
%D 2020
%P S. 117-131
%G en
%# 1999-2006
%R 10.1108/IJM-05-2018-0169
%U http://dx.doi.org/10.1108/IJM-05-2018-0169
%U https://doi.org/10.1108/IJM-05-2018-0169
%X "Purpose: The purpose of this paper is to examine the impact of three training indicators, namely offer, participation and cost, on three firm outcomes, namely voluntary turnover, firm performance and profit. Design/methodology/approach: The empirical analysis is carried out using firm-level data sourced from a Canadian national data set. In total, data from 5,237 for-profits firms with ten employees or more were analyzed longitudinally over eight years. Results were generated by XTREG fixed effect longitudinal analyses between the three variables of training, voluntary turnover, firm performance and profit. Findings: Training offer, operationalized as the number of different formal training programs offered annually by an employer, significantly decreases voluntary turnover while it significantly increases performance and profit. Training participation, operationalized as the percentage of employees receiving training per year, has a significant positive impact on voluntary turnover. Training cost, operationalized as the annual cost of training per employee, has no impact on the three firm outcomes.Practical implications Among the various human resource practices a firm can use to strengthen its human capital, training can have a significant impact of its own. Investing in a diversified training offer brings value to a firm by decreasing employee voluntary turnover while increasing firm performance and profit. Originality/value: This research contributes to the strategic impact of organizational training, demonstrating the impact of training on key organizational outcomes over time. Further, this paper contributes to the empirical literature by making a distinction between voluntary and involuntary turnover. Last, even though this study does not entirely addresses the problem of possible reverse causality, using longitudinal objective data, this study addresses several limits of past research at the macro-level of analysis." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K betriebliche Weiterbildung
%K Weiterbildungsangebot
%K Weiterbildungsbeteiligung
%K Weiterbildungskosten
%K Auswirkungen
%K labour turnover
%K Unternehmenserfolg
%K Gewinn
%K Arbeitsplatzwechsel
%K Kündigungsabsicht
%K Kanada
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-04
%M K201020FNL
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J International journal of manpower
%V 41
%N 2
%F X 267
%A Spagnoli, Paola
%A Lo, Presti Alessandro
%A Buono, Carmela
%T The 'dark side' of organisational career growth: Gender differences in work-family conflict among Italian employed parents
%D 2020
%P S. 152-167
%G en
%R 10.1108/IJM-05-2018-0145
%U http://dx.doi.org/10.1108/IJM-05-2018-0145
%U https://doi.org/10.1108/IJM-05-2018-0145
%X "Purpose: The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work-family support and work-family conflict. Design/methodology/approach: Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents. Findings: Results showed a significant mediation effect of OCG in the relationship between organisational work-family support and work-family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work-family support on work-family conflict was stronger among women, whereas the direct effect of OCG on work-family conflict was significant only for men. Originality/value: This is the first study addressing the possible negative effect of OCG on a specific target of employees." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K Mütter
%K Väter
%K Beruf und Familie
%K geschlechtsspezifische Faktoren
%K beruflicher Aufstieg
%K Berufswegplanung
%K Personalpolitik
%K Beförderung
%K Unternehmenskultur
%K Italien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-04
%M K201020FNK
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J International labour review
%N online first
%F Z 037
%A St-Denis, Xavier
%T The Changing Importance of Lifetime Jobs in the United Kingdom
%D 2020
%P S. 1-42
%G en
%# 1947-2007
%R 10.1111/ilr.12190
%U http://dx.doi.org/10.1111/ilr.12190
%U https://doi.org/10.1111/ilr.12190
%X "Lifetime jobs are generally considered a central feature of the postwar labour market and contrasted with insecure and unstable jobs predominant in the post-Fordist economy. This paper argues that the literature would gain from more precise data on the prevalence of lifetime jobs. Using a new methodological approach, this article finds that the share of UK workers who held a lifetime job in the postwar era was low, with important variations across sociodemographic groups. The importance of long-term jobs, but not lifetime jobs, has decreased among men born between 1947 and 1966, partly driven by decreasing job stability during youth." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Beschäftigungsdauer
%K Entwicklung
%K Betriebszugehörigkeit
%K Arbeitsplatzsicherheit
%K berufliche Flexibilität
%K Berufsverlauf
%K Normalarbeitsverhältnis
%K interner Arbeitsmarkt
%K Arbeitsplatzwechsel
%K sozioökonomische Faktoren
%K Betriebstreue
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-05
%M K201023FP0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Labour economics
%V 66
%F Z 1120
%A Verdugo, Gregory
%A Allègre, Guillaume
%T Labour force participation and job polarization: Evidence from Europe during the Great Recession
%D 2020
%P Art. 101881
%G en
%# 1995-2014
%R 10.1016/j.labeco.2020.101881
%U http://dx.doi.org/10.1016/j.labeco.2020.101881
%U https://doi.org/10.1016/j.labeco.2020.101881
%X "We document how differences in labour demand by gender explain the contrasting evolutions of labour force participation between men and women during the Great Recession in Europe. We first highlight that Europe is characterized by high levels of occupational segregation by gender. As a result, the large job losses in middle-paid occupations during the Great Recession affected male workers disproportionally. In contrast, the fact that higher- and lower-paid occupations were less affected was more favourable to women. Using individual panel data, we investigate how the labour force participation and regional mobility of men and women responded to these shocks. We find that the labour force participation of women increased considerably in the regions most affected by the destruction of men's jobs and with relatively higher labour demand in occupations more likely to employ women. Women with higher levels of education were also more likely to move to regions with higher labour demand in these occupations. We find that not considering the mobility of women with higher education levels can bias the estimates of the impact of labour demand shocks on participation. For men, unemployment increased in response to regional declines in male labour demand. However, regional shocks explain none of the decline in male labour force participation." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K Rezession
%K Auswirkungen
%K Erwerbsbeteiligung
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K Arbeitskräftenachfrage
%K Arbeitsmarktsegmentation
%K geschlechtsspezifischer Arbeitsmarkt
%K regionale Mobilität
%K Frauenberufe
%K Männerberufe
%K Beschäftigungseffekte
%K Europäisches Haushaltspanel
%K internationaler Vergleich
%K Europa
%K Frankreich
%K Spanien
%K Italien
%K Irland
%K Portugal
%K Österreich
%K Belgien
%K Finnland
%K Niederlande
%K Großbritannien
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-25
%M K201111F3E
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Labour economics
%V 65
%F Z 1120
%A Wang, Xiupeng
%T Labor market polarization in Britain and Germany: A cross-national comparison using longitudinal household data
%D 2020
%P Art. 101862
%G en
%# 1999-2008
%R 10.1016/j.labeco.2020.101862
%U http://dx.doi.org/10.1016/j.labeco.2020.101862
%U https://doi.org/10.1016/j.labeco.2020.101862
%X "Since the 1980s, the share of employment for mid-wage occupations in many advanced countries has decreased while wages for the same occupations have declined relative to the top and bottom of the distribution. The hypothesized explanation of this employment and wage polarization is a phenomenon called Routine-Biased Technical Change (RBTC), wherein new machines and computers substitute for workers in mid-wage occupations that have a high content of routine tasks. Taking advantage of panel data for Britain and Germany, this study follows the work of Cortes (2016) and examines the occupational mobility of workers between occupations that vary in the intensity of routine tasks. Among workers in routine occupations, higher unobserved skills are positively related to switching to higher-paid, non-routine cognitive occupations, while those who have lower levels of unobserved skills are more likely to move to lower-paid, non-cognitive manual occupations. This occupational mobility has resulted in faster future wage growth for all job switchers relative to those who stayed in the routine occupations. The wage polarization found in the British labor market resembles that observed in the US by Cortes (2016) in that routine workers transit down to manual jobs and upwards to cognitive jobs. However, in Germany, which is characterized by different educational and labor market institutions, most workers move from routine occupations to more highly compensated cognitive ones in the face of automation." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K Arbeitsmarktsegmentation
%K internationaler Vergleich
%K technischer Wandel
%K Auswirkungen
%K Routine
%K Beschäftigungseffekte
%K berufliche Mobilität
%K Einkommenseffekte
%K beruflicher Aufstieg
%K beruflicher Abstieg
%K manuelle Arbeit
%K geistige Arbeit
%K Automatisierung
%K Bundesrepublik Deutschland
%K Großbritannien
%K J21
%K P52
%K O33
%K J62
%K J30
%K J24
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-12
%M K201102FVF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Journal of vocational behavior
%V 121
%F Z 605
%A Zimmerman, Ryan D.
%A Swider, Brian W.
%A Arthur, Jeffrey B.
%T Does turnover destination matter? Differentiating antecedents of occupational change versus organizational change
%D 2020
%P Art. 103470
%G en
%R 10.1016/j.jvb.2020.103470
%U http://dx.doi.org/10.1016/j.jvb.2020.103470
%U https://doi.org/10.1016/j.jvb.2020.103470
%X "In this study, we seek to understand why some employees decide to leave organizations to change occupations instead of either changing organizations while staying in the same occupation or staying in the same job at the same organization. Moving beyond the existing focus on antecedents of occupational commitment and occupation withdrawal intentions, we employ an occupational embeddedness framework to examine five occupational factors as potential drivers of occupational change. Using a large dataset of 3201 professionals, our results indicate that several factors underlying the overarching concept of occupational embeddedness (e.g., wage level, non-core job duties, occupational investment, and moonlighting) were related to individuals' likelihood of changing occupations compared to changing organizations within the same occupation or staying at the same organization. Our findings suggest that specific turnover destination may be important to understanding why people leave jobs. We discuss the theoretical implications of our findings, along with practical implications at the occupational, organizational, and individual levels regarding how occupational turnover may be prevented." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
%K berufliche Mobilität
%K Kündigungsabsicht
%K Berufswechsel
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Arbeitgeberkündigung
%K Determinanten
%K Nebentätigkeit
%K Bildungsinvestitionen
%K unterwertige Beschäftigung
%K Lohnhöhe
%K geschlechtsspezifische Faktoren
%K Lehrer
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2020-11-25
%M K201111F28
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

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

%0 Journal Article
%J Gender
%V 12
%N 3
%F Z 768
%A Heilmann, Lisanne
%A Gal, Iddo
%A Grotlüschen, Anke
%T Do higher skill levels lead to better outcomes? The disproportionality between skills and outcomes for women
%D 2020
%P S. 87-106
%G en
%# 2013-2016
%R 10.3224/gender.v12i3.07
%U http://dx.doi.org/10.3224/gender.v12i3.07
%U https://doi.org/10.3224/gender.v12i3.07
%X "Wir wissen, dass auf dem Arbeitsmarkt eine Vielzahl von Mechanismen greift, die Frauen und Männer ungleich positionieren und deren Erfolgschancen beeinflussen. Dennoch bleibt in unseren meritokratischen Gesellschaften die grundlegende Annahme, dass höhere Kompetenzen und (persönliche oder gesellschaftliche) Investitionen in Bildung zu einer größeren Gleichberechtigung beitragen könnten. Doch trifft dies tatsächlich für Männer und Frauen gleichermaßen zu? In diesem Artikel prüfen wir anhand der PIAAC-Datensätze (Adult Skill Survey) für 13 europäische Länder, in welchem Maße die Kompetenzen von Männern und Frauen mit deren Positionen im Arbeitsmarkt korrelieren. In multivariaten Regressionen wird in der vorliegenden Untersuchung festgestellt, dass der Zusammenhang von Kompetenzen und Erfolg für Männer proportional verläuft, während dies für Frauen nicht der Fall ist. Ein Mehr an Fähigkeiten führt für sie keineswegs zu höheren Positionen oder Einkommen. Dies gilt sowohl für das monatliche Einkommen als auch für das Innehaben von Führungspositionen. Frauen haben im Schnitt höhere Kompetenzen als Männer bei ähnlicher Bezahlung und ähnlichen Positionen." (Autorenreferat, IAB-Doku)
%X "This paper looks at men's and women's positions in the labour market and relates them to their basic skills. In a meritocratic society higher skills are supposed to relate to higher outcomes. We question whether this relation is equally true for men and women. Using data for 13 countries from the OECD Survey of Adult Skills (PIAAC), an international large-scale assessment, this paper examines monthly wages and a person's probability to be in a managerial position. Our analyses show that, on average, men with higher skills get higher wages and have a higher probability to be in a managerial position than women with equally high skills. We show that the relation between skills and outcomes is more proportional for men than for women and that the gender pay gap does apply to women and men with similar skills. In addition, the results highlight a gap in managerial positions between men and women with the same basic skills." (Author's abstract, IAB-Doku) ((en))
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Kompetenzniveau
%K Auswirkungen
%K Berufserfolg
%K Bildungsertrag
%K beruflicher Status
%K internationaler Vergleich
%K beruflicher Aufstieg
%K Einkommenshöhe
%K Einkommensunterschied
%K geschlechtsspezifische Faktoren
%K Diskriminierung
%K kognitive Fähigkeit
%K Europa
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2020-11-25
%M K201111F27
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Neue Praxis
%V 50
%N 3
%F Z 1424
%A Henrich, Marlene
%T Der Einfluss von beruflicher Vorerfahrung auf die Entwicklung professionellen Wissens sozialpädagogischer Fachkräfte : Das Beispiel Beratungslernen im Rahmen des Hochschulstudiums
%D 2020
%P S. 250-269
%G de
%X "Lernen aus Erfahrung in der beruflichen Praxis wird besonders relevant, weil sich in der Erfahrung die Unterschiedlichkeit der Falle zeigt und damit die Notwendigkeit einhergeht, das Wissen fallspezifisch anzuwenden. Noch nicht ausreichend untersucht ist, wie sich Vorerfahrung und welche Art von Vorerfahrung auf die Kompetenzentwicklung konkret auswirken. In ihrer Studie geht Marlene Henrich zunächst auf die Rolle der Vorerfahrung in der Beratungskompetenzentwicklung ein, stellt dann das Untersuchungsdesign dar, um anschließend die Ergebnisse der Unterschiede in der Wissensbildung, der Kompetenzwerte sowie der Domänenspezifizität deskriptiv vorzustellen und zu diskutieren." (Autorenreferat, IAB-Doku)
%K Sozialpädagoge
%K Berufserfahrung
%K Auswirkungen
%K Professionalisierung
%K Qualifikationsentwicklung
%K Sozialberatung
%K Lernprozess
%K Handlungsfähigkeit
%K Kompetenzentwicklung
%K erfahrungsorientiertes Lernen
%K Studenten
%K Sozialpädagogik
%K Studium
%K Sozialarbeit
%K Erfahrungswissen
%K Bundesrepublik Deutschland
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2020-11-04
%M K201020FNR
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J IZA journal of labor economics
%V 9
%N 1
%F Z 2176
%A Munguía Corella, Luis F.
%T Minimum Wages in Monopsonistic Labor Markets
%D 2020
%P Art. 7
%G en
%# 2000-2016
%R 10.2478/izajole-2020-0007
%U https://doi.org/10.2478/izajole-2020-0007
%U https://doi.org/10.2478/izajole-2020-0007
%U https://doi.org/10.31235/osf.io/abpj9
%X "Over the last 30 years, researchers have disputed the mixed evidence of the effect of the minimum wage on teenage employment in the United States. Whenever the minimum wage has positive or no effects on employment, they appeal to monopsony models to explain their results. However, very few of these studies have empirically tested whether their results are due to monopsonistic characteristics in the labor markets. In this article, I estimate the effects of the minimum wage for the United States under concentrated labor markets and low-mobility jobs (two variables that measure monopsony), identify heterogeneous effects among different scenarios derived from the monopsony model, and provide a plausible explanation of the mixed results about the minimum wage effects in the literature. My main findings indicate that minimum wages have an elasticity to teenage employment of '0.418 under perfect competition, which is, as expected, much higher than the usual results in the literature. If the monopsony variable is one standard deviation higher than the baseline, it implies a positive change in elasticity of 0.05. The minimum wage has a positive insignificant effect between 0.04 and 0.29 under full monopsonistic labor markets. The results are consistent among different specifications and in controlling for possible external shocks and omitted variables." (Author's abstract, IAB-Doku) ((en))
%K Mindestlohn
%K Auswirkungen
%K Beschäftigungseffekte
%K Monopson
%K Jugendliche
%K Arbeitsplatzdichte
%K zwischenbetriebliche Mobilität
%K Einkommenseffekte
%K USA
%K J38
%K J48
%K J42
%K J08
%K J01
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2020-11-27
%M K201127GEX
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

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

%0 Journal Article
%J Labour Economics
%V 67
%N December
%A Bauer, Anja
%A Lochner, Benjamin
%T History dependence in wages and cyclical selection: evidence from Germany
%D 2020
%P Art. 101932
%G en
%# 1974-2014
%R 10.1016/j.labeco.2020.101932
%U http://dx.doi.org/10.1016/j.labeco.2020.101932
%U http://doku.iab.de/discussionpapers/2016/dp2916.pdf
%U https://doi.org/10.1016/j.labeco.2020.101932
%X "Using administrative employer-employee data from Germany, we investigate the behavior of individual wages over the business cycle. We present evidence that both contractual wage arrangements and cyclical match quality are a key feature of the German labor market. We show that parts of the excess wage cyclicality of new hires discussed by the literature can be explained by cyclical job ladder movements in match quality of new hires from employment. Guided by the literature of job reassignments, we additionally allow for variation in the match quality within an employer-employee match. Besides support for job-specific contracts, our novel main results show that much of the excess wage cyclicality of job changers can be explained by occupation switching workers." (Author's abstract, © 2020 Elsevier) ((en))
%K Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB)
%K Berufsgruppe
%K Einkommenseffekte
%K Qualität
%K Arbeitsmarktentwicklung
%K matching
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Berufswechsel
%K Lohnentwicklung
%K Konjunkturabhängigkeit
%K Lohnfindung
%K Bundesrepublik Deutschland
%K E24
%K E32
%K J31
%K J41
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2020-11-03
%M K201103FXL
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Journal Article
%J Hessische Blätter für Volksbildung
%V 70
%N 3
%F X 749
%A Stanik, Tim
%A Maier-Gutheil, Cornelia
%T Bildungsberatung in Beschäftigung und Weiterbildung im Kontext der Digitalisierung
%D 2020
%P S. 55-64
%G de
%R 10.3278/HBV2003W006
%U https://doi.org/10.3278/HBV2003W006
%U https://doi.org/10.3278/HBV2003W006
%X "In dem Beitrag werden die Einflüsse der Digitalisierung auf Beratungen im Feld Beschäftigung und Weiterbildung reflektiert. Hierzu wird das systemische Kontextmodell arbeitsweltbezogener Beratung als Heuristik genutzt. Dies ermöglicht, Implikationen der digitalen Transformation auf der Ebene der Gesellschaft, der organisationalen Anbieter als Kontexte und der Kommunikationsprozesse als zentrale Handlungsform der Beratung zu skizzieren und diskutieren. Hieraus werden schließlich erste Überlegungen für die Professionalisierung und die Forschung von Online-Beratungsangeboten in der Weiterbildung abgeleitet." (Autorenreferat, IAB-Doku)
%X "This paper reflects on the impact of digitisation on counselling in the field of employment and further education. For this purpose, the systemic context model of employment related counselling is used as a heuristic. This allows to outline and discuss implications of digital transformation on the level of society, of organisational providers as contexts and of communication processes as a central form of action of counselling. Finally, initial considerations for the professionalisation and research of online counselling services in continuing education are derived from this." (Author's abstract, IAB-Doku) ((en))
%K technischer Wandel
%K Auswirkungen
%K Bildungsberatung
%K online
%K Berufsberatung
%K Beratungskonzept
%K Professionalisierung
%K Weiterbildungsberatung
%K Beratungsmethode
%K Kommunikationsstruktur
%K Internet
%K Soziale Medien
%K Bildungsberater
%K Kompetenzprofil
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2020-11-17
%M K201104FX8
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

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

%0 Book
%1 University of Essex, Institute for Social and Economic Research (Hrsg.)
%A Avram, Silvia
%T Zero-hours contracts: flexibility or insecurity? Experimental evidence from a low income population
%D 2020
%P 44 S.
%C Colchester
%G en
%# 2019-2020
%B ISER working paper : 2020-10
%U https://ideas.repec.org/p/ese/iserwp/2020-10.html
%U https://ideas.repec.org/p/ese/iserwp/2020-10.html
%X "This paper experimentally studies labour supply responses to earnings uncertainty. 301 low-income, working age, non-student individuals took part in an on-line experiment simulating standard and zero-hours contractual conditions. Results unambiguously support the hypothesis that work uncertainty discourages work. This is not only because variability in work availability reduced total expected pay but also because uncertainty itself is perceived as detrimental. Uncertainty is avoided even at the cost of lower total earnings. Interactions between work related uncertainty and the benefit system are important. Both the use of benefits as insurance when work is unavailable and benefit sanctions can increase incentives to take up insecure work." (Author's abstract, IAB-Doku) ((en))
%K kapazitätsorientierte variable Arbeitszeit
%K Auswirkungen
%K berufliche Flexibilität
%K Unsicherheit
%K prekäre Beschäftigung
%K Geringverdiener
%K Einkommenserwartung
%K Arbeitsanreiz
%K institutionelle Faktoren
%K Sozialleistungen
%K Großbritannien
%K J83
%K J88
%K D80
%K I38
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-11-04
%M K201021FON
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Book
%1 Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg (Hrsg.)
%A Bauer, Anja
%A Keveloh, Kristin
%A Mamertino, Mariano
%A Weber, Enzo
%T Competing for jobs: How COVID-19 changes search behaviour in the labour market
%D 2020
%P 21 S.
%C Nürnberg
%G en
%# 2019-2020
%B IAB-Discussion Paper : 33/2020
%@ ISSN 2195-2663
%U http://doku.iab.de/discussionpapers/2020/dp3320.pdf
%X "Bislang ist wenig darüber bekannt, wie die Coronakrise die Suchprozesse auf dem Arbeitsmarkt verändert hat. Durch eine Analyse von Daten aus dem beruflichen Netzwerk LinkedIn für Deutschland erhalten wir Erkenntnisse zu einer Veränderung der Konkurrenz am Arbeitsmarkt, einer Umverteilung von Bewerbungen und einer möglichen Verschiebung in Richtung niedrigerer Karrierestufen. Wir stellen fest, dass der Wettbewerb unter den Arbeitnehmern um Arbeitsplätze stark zugenommen hat. Die Daten lassen den Rückschluss zu, dass dies eher auf zusätzliche Arbeitssuchende als auf eine höhere Suchintensität zurückgeht. Darüber hinaus zeigen die LinkedIn-Daten, dass sich Personen aus von der Krise besonders betroffenen Branchen sehr viel häufiger bewerben und dass sich die Zielbranchen für Bewerbungen erheblich verschoben haben. Schließlich stellen wir fest, dass sich Personen während der Krise deutlich häufiger unterhalb und deutlich seltener oberhalb der eigenen Karrierestufe beworben haben." (Autorenreferat, IAB-Doku)
%X "Little is known so far about how the corona crisis has changed search processes in the labour market. We provide insights on labour market competition, reallocation of applications and potential sullying effects by analysing data from the LinkedIn professional network for Germany. We find that competition among workers for jobs strongly increased. The data allow us to trace that back to additional job seekers rather than higher search intensity. Furthermore, the LinkedIn data show that people from industries particularly affected by the crisis apply much more frequently and there has been a substantial shift in the target industries for applications. Finally, we find that during the crisis applications are made significantly more often below and significantly less often above a person's level of seniority." (Author's abstract, IAB-Doku) ((en))
%K Pandemie
%K Auswirkungen
%K Arbeitsuche
%K Arbeitsuchende
%K Wettbewerb
%K sektorale Verteilung
%K Überqualifikation
%K unterwertige Beschäftigung
%K Bewerbungsverhalten
%K matching
%K Verhaltensänderung
%K Kurzarbeit
%K Entlassungen
%K beruflicher Abstieg
%K Bundesrepublik Deutschland
%K J60
%K E24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-11-17
%M K201022FPY
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Ginja, Rita
%A Karimi, Arizo
%A Xiao, Pengpeng
%T Employer Responses to Family Leave Programs
%D 2020
%P 60 S.
%G en
%# 1986-1996
%B IZA discussion paper : 13833
%U http://ftp.iza.org/dp13833.pdf
%X "Search frictions make worker turnover costly to firms. A three-month parental leave expansion in Sweden provides exogenous variation that we use to quantify firms' adjustment costs upon worker absence and exit. The reform increased women's leave duration and likelihood of separating from pre-birth employers. Firms with greater exposure to the reform hired additional workers and increased incumbent hours, incurring additional wage costs. These adjustment costs varied by firms' availability of internal and external substitutes. Economy-wide analyses show that a higher reform exposure is correlated with fewer hires and lower starting wages of young women compared to men and older women." (Author's abstract, IAB-Doku) ((en))
%K Elternzeit
%K Reformpolitik
%K Auswirkungen
%K Personalanpassung
%K Dauer
%K Mütter
%K Arbeitsplatzwechsel
%K Kündigungsabsicht
%K Lohnkosten
%K Personaleinstellung
%K Einkommenseffekte
%K Frauen
%K Lohndiskriminierung
%K Arbeitszeitverlängerung
%K Inanspruchnahme
%K Väter
%K Schweden
%K J13
%K J31
%K J22
%K J21
%K J16
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-11-20
%M K201109F0Y
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Book
%1 Institute for Evaluation of Labour Market and Education Policy (Hrsg.)
%A Grönqvist, Erik
%A Hensvik, Lena
%A Thoresson, Anna
%T Teacher career opportunities and school quality
%D 2020
%P 73 S.
%C Uppsala
%G en
%# 2010-2016
%B Institute for Evaluation of Labour Market and Education Policy. Working paper : 2020,02
%U https://ideas.repec.org/p/hhs/ifauwp/2020_002.html
%U https://ideas.repec.org/p/hhs/ifauwp/2020_002.html
%X "We study the effects of introducing a performance-based promotion program for teachers in Sweden. The program intended to make the teaching profession more attractive by raising wages for skilled teachers and taking advantage of teachers' professional competence. Our results show that: (i) high-wage, high ability teachers are more likely to be promoted; (ii) the stipulated wage increase has full pass-through onto wages for promoted teachers; (iii) schools with promotions have lower teacher separations and an improved pool of teachers; (iv)the promotion program improved student performance. These results suggest that performance-based promotions could be an important tool for raising school quality." (Author's abstract, IAB-Doku) ((en))
%K Lehrer
%K Auswirkungen
%K Schule
%K Qualität
%K Beförderung
%K beruflicher Aufstieg
%K Einkommenseffekte
%K Lohnentwicklung
%K Arbeitgeberkündigung
%K Kündigungsabsicht
%K Schüler
%K Schulleistung
%K Leistungsmotivation
%K Arbeitsleistung
%K Schweden
%K I28
%K I21
%K J45
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-11-17
%M K201104FXS
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

%0 Book
%1 CESifo GmbH (Hrsg.)
%A Heyman, Fredrik
%A Norbäck, Pehr-Johan
%A Persson, Lars
%T Talent, Career Choice and Competition: The Gender Wage Gap at the Top
%D 2020
%P 60 S.
%C München
%G en
%# 1990-2009
%B CESifo working paper : 8657
%U https://ideas.repec.org/p/ces/ceswps/_8657.html
%U https://ideas.repec.org/p/ces/ceswps/_8657.html
%X "We propose a management career model where females face a gender-specific career hurdle. We show that female managers will, on average, be more skilled than male managers, since females from the low end of the talent distribution will abstain from investing in a career as a manager. The average female manager will then be better at mitigating more intense product market competition. When the intensity of product market competition increases, hirings and wages for female managers will therefore increase relative to those of male managers. Using Swedish matched employer-employee data, we find strong empirical evidence for all these predictions." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Führungskräfte
%K Mobilitätsbarriere
%K Frauen
%K berufliche Qualifikation
%K Begabung
%K Wettbewerb
%K Gütermarkt
%K Männer
%K Auswirkungen
%K Beruf und Familie
%K beruflicher Aufstieg
%K Berufswegplanung
%K Führungskompetenz
%K Schweden
%K M50
%K L20
%K J70
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2020-11-20
%M K201109F0L
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

***************************
6. BEITRÄGE ZU SAMMELWERKEN
***************************

%0 Book Section
%A Kropp, Per
%T Arbeitsmarktnetzwerk in der Krise? : Überlegungen zu den Auswirkungen der Corona-Pandemie
%E Stegbauer, C.
%E Clemens, I.
%B Corona-Netzwerke - Gesellschaft im Zeichen des Virus
%D 2020
%P S. 117-126
%C Wiesbaden
%G de
%# 2020-2020
%R 10.1007/978-3-658-31394-4_12
%U http://dx.doi.org/10.1007/978-3-658-31394-4_12
%U https://doi.org/10.1007/978-3-658-31394-4
%U https://doi.org/10.1007/978-3-658-31394-4_12
%X "Der vorliegende Beitrag thematisiert, wie die Corona-Krise das Zusammenspiel von Arbeitsmarkt und sozialen (face-to-face) Netzwerken verändert. Vor allem das 'social distancing', aber auch die Beschleunigung von Strukturveränderungen, die durch die Digitalisierung von Wirtschaft und Bildung ohnehin erwartet werden, sind dafür relevant." (Autorenreferat, IAB-Doku)
%K Pandemie
%K Auswirkungen
%K Beschäftigungseffekte
%K soziales Netzwerk
%K Individualisierung
%K soziale Isolation
%K Sozialkapital
%K Arbeitsmarktsegmentation
%K soziale Ausgrenzung
%K Arbeitsbeziehungen
%K soziale Ungleichheit
%K technischer Wandel
%K Bundesrepublik Deutschland
%Z Typ: 6. Beiträge zu Sammelwerken
%Z fertig: 2020-11-04
%M K201021FO0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek

24 von 392 Datensätzen ausgegeben.