Suchprofil: berufliche_Mobilität
Durchsuchter Fertigstellungsmonat: 05/21
Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN
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1. SSCI-JOURNALS
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%0 Journal Article
%J Journal of population economics
%V 34
%N 3
%F Z 923
%A Bratsberg, Bernt
%A Raaum, Oddbjørn
%A Røed, Knut
%T Excess churn in integrated labor markets
%D 2021
%P S. 865-892
%G en
%# 2006-2016
%R 10.1007/s00148-020-00795-1
%U http://dx.doi.org/10.1007/s00148-020-00795-1
%U https://doi.org/10.1007/s00148-020-00795-1
%U http://hdl.handle.net/10419/207521
%X "The common European labor market enhances allocative efficiency, but certain institutional features may also trigger inefficient migration. As a job in a high-income country entails generous welfare and social insurance entitlements, migrants' reservation wages may lie below their opportunity cost of labor. We show that this gives rise to an externality when employers and migrant workers can pass some of their remuneration costs onto taxpayers. Once welfare benefit entitlement is secured, the reservation wage of the migrant rises, giving the firm an incentive to replace the worker with a similar migrant willing to accept lower pay. This leads to excess churn'a reallocation of labor within firms that simultaneously involves a flow of employees to unemployment benefits and the hiring of similar workers. Based on Norwegian data, we present evidence of high excess churn rates in firms with many workers from the new EU member states." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
%K europäische Integration
%K internationale Migration
%K EU-Bürger
%K institutionelle Faktoren
%K Sozialversicherung
%K Wohlfahrtsstaat
%K Einkommenserwartung
%K Einwanderer
%K ausländische Arbeitnehmer
%K Sozialleistungen
%K Leistungsanspruch
%K labour turnover
%K Auswirkungen
%K Einkommenseffekte
%K Einwanderung
%K Verdrängungseffekte
%K Beschäftigungseffekte
%K Inländer
%K Norwegen
%K D62
%K E24
%K F22
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-03
%M K210503JGH
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J Technological Forecasting and Social Change
%V 161
%F X 1140
%A Brougham, David
%A Haar, Jarrod
%T Technological disruption and employment: The influence on job insecurity and turnover intentions: A multi-country study
%D 2020
%P Art. 120276
%G en
%R 10.1016/j.techfore.2020.120276
%U http://dx.doi.org/10.1016/j.techfore.2020.120276
%U https://doi.org/10.1016/j.techfore.2020.120276
%K technischer Wandel
%K Auswirkungen
%K Beschäftigungseffekte
%K Zukunft der Arbeit
%K Arbeitnehmer
%K Einstellungen
%K berufliche Mobilität
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Arbeitsplatzsicherheit
%K Kündigungsabsicht
%K internationaler Vergleich
%K Automatisierung
%K Arbeitszufriedenheit
%K USA
%K Australien
%K Neuseeland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-05
%M K210421I73
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J The econometrics journal
%V 131
%N 634
%F Z 019
%A Carlsson, Mikael
%A Messina, Julián
%A Skans, Oskar Nordström
%T Firm-Level Shocks and Labour Flows
%D 2021
%P S. 598-623
%G en
%# 1990-2002
%R 10.1093/ej/ueaa087
%U https://doi.org/10.1093/ej/ueaa087
%U https://doi.org/10.1093/ej/ueaa087
%X "We analyse how labour flows respond to permanent idiosyncratic shifts in firm-level production functions and demand curves using very detailed Swedish micro data. Shocks to firms' physical productivity have only modest effects on firm-level employment decisions. In contrast, we document rapid and substantial employment adjustments through hires and separations in response to firm-level demand shocks. The choice of adjustment margin depends on the sign of the shock: firms adjust through increased hires if these shocks are positive and through increased separations if the shocks are negative." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Unternehmen
%K Auswirkungen
%K labour turnover
%K Personalanpassung
%K Personaleinstellung
%K Entlassungen
%K Arbeitsproduktivität
%K Produktivitätsentwicklung
%K Arbeitsplatzabbau
%K zusätzliche Arbeitsplätze
%K job turnover
%K produzierendes Gewerbe
%K Nachfrageentwicklung
%K technischer Wandel
%K Schweden
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-05
%M K210421I7X
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J ILR review
%N online first
%F Z 680
%A Cobb, J. Adam
%A Keller, JR
%A Nurmohamed, Samir
%T How Do I Compare? The Effect of Work-Unit Demographics on Reactions to Pay Inequality
%D 2021
%P S. 1-28
%G en
%# 2008-2012
%R 10.1177/00197939211001874
%U http://dx.doi.org/10.1177/00197939211001874
%U https://doi.org/10.1177/00197939211001874
%X "Prior research suggests that individuals react negatively when they perceive they are underpaid. Moreover, individuals frequently select pay referents who share their race and gender, suggesting that demographic similarity affects one's knowledge of pay differences. Leveraging these insights, the authors examine whether the gender and racial composition of a work unit shapes individuals' reactions to pay deprivation. Using field data from a large health care organization, they find that pay deprivation resulting from workers receiving less pay than their same-sex and same-race coworkers prompts a significantly stronger response than does pay deprivation arising from workers receiving less pay than their demographically dissimilar colleagues. A supplemental experiment reveals that this relationship likely results from individuals' propensity to select same-category others as pay referents, shaping workers' information about their colleagues' pay. The study's findings underscore the need to theoretically and empirically account for how demographically driven social comparison processes affect reactions to pay inequality." (Author's abstract, IAB-Doku) ((en))
%K Beschäftigtenstruktur
%K Auswirkungen
%K Lohnunterschied
%K Wahrnehmung
%K Bezugsgruppe
%K Gerechtigkeit
%K Geschlechterverteilung
%K Rasse
%K Gesundheitswesen
%K Mitarbeiter
%K Arbeitsgruppe
%K Lohndiskriminierung
%K Kündigungsabsicht
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-19
%M K210504JHQ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J European Economic Review
%V 133
%F Z 252
%A Hahn, Joyce K.
%A Hyatt, Henry R.
%A Janicki, Hubert P.
%T Job ladders and growth in earnings, hours, and wages
%D 2021
%P Art. 103654
%G en
%# 1994-2016
%R 10.1016/j.euroecorev.2021.103654
%U http://dx.doi.org/10.1016/j.euroecorev.2021.103654
%U https://doi.org/10.1016/j.euroecorev.2021.103654
%X "We use U.S. matched employer-employee data to study the evolution of earnings, hours, and wages. We distinguish 'stayers' who remain with the same employer from workers who transition. Hires from nonemployment receive relatively low pay, and therefore lessen average earnings and wages. This negative effect of entrants from nonemployment is offset by growth from stayers, employer-to-employer transitions, and other separations from low-paying jobs. Stayers drive aggregate changes in earnings and wages." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
%K Einkommensentwicklung
%K Lohnentwicklung
%K Arbeitszeitentwicklung
%K Arbeitsplatzwechsel
%K Nichterwerbstätige
%K Personaleinstellung
%K Lohnhöhe
%K Auswirkungen
%K Berufsanfänger
%K Berufsverlauf
%K USA
%K E32
%K J31
%K E24
%K J63
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-07
%M K210426JAI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J The Journal of Economic Perspectives
%V 35
%N 2
%F Z 938
%A Jones, Benjamin F.
%T The Rise of Research Teams: Benefits and Costs in Economics
%D 2021
%P S. 191-216
%G en
%# 1950-2018
%R 10.1257/jep.35.2.191
%U http://dx.doi.org/10.1257/jep.35.2.191
%U https://doi.org/10.1257/jep.35.2.191
%X "Economics research is increasingly performed in teams, and team-authored work has a large and increasing impact advantage. This article considers the benefits and costs of this "rise of teams." Among its benefits, teamwork allows individuals to aggregate knowledge in productive and novel ways. For example, as knowledge accumulates over time, individuals become narrower in their expertise, and teamwork is a natural organizational approach to aggregating expertise and maintaining one's reach. But teamwork also brings costs. For example, teamwork divides and obscures credit, which is central to the reward system of science. By clouding credit assignment, teamwork can undermine individual career progression and exacerbate issues of bias. In addressing the rise of teamwork, this paper further considers institutional innovations, especially those inspired by the hard sciences, that can help limit the costs teamwork imposes while realizing the benefits." (Author's abstract, IAB-Doku) ((en))
%K Wirtschaftswissenschaft
%K Wirtschaftswissenschaftler
%K Teamarbeit
%K Kosten-Nutzen-Analyse
%K Veröffentlichung
%K Autor
%K Berufsprestige
%K Auswirkungen
%K Individuum
%K beruflicher Aufstieg
%K Quote
%K Zeitschrift
%K Wissenstransfer
%K Arbeitsteilung
%K Berufserfolg
%K O31
%K M54
%K D61
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-19
%M K210505JIR
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Madsen, Aleksander Å.
%A Brekke, Idunn
%A Fekjær, Silje Bringsrud
%T Women's Attrition from Male-Dominated Workplaces in Norway: The Importance of Numerical Minority Status, Motherhood and Class
%D 2021
%P S. 1-19
%G en
%# 2003-2013
%R 10.1177/09500170211004247
%U http://dx.doi.org/10.1177/09500170211004247
%U https://doi.org/10.1177/09500170211004247
%X "This study explores women's attrition from male-dominated workplaces based on Norwegian public administrative records, covering individuals born 1945-1983, in the period between 2003 and 2013. It examines sex differences in rates of attrition and tests the significance of two commonly proposed explanations in the literature, namely the degree of numerical minority status and motherhood. It also investigates whether these explanations vary by occupational class. Selection into male-dominated workplaces is accounted for by using individual fixed effects models. The results show that attrition rates from male-dominated workplaces are considerably higher among women than among men. Moreover, the risk of female attrition to sex-balanced workplaces increases, regardless of occupational class, with increases in the percentage of males. Childbirth is associated with an increased risk of attrition to female-dominated workplaces, while having young children (' 10 years old) lowered the risk. This association, however, was primarily evident among working-class women in manual occupations." (Author's abstract, IAB-Doku) ((en))
%K erwerbstätige Frauen
%K Männerberufe
%K Männerarbeitsplätze
%K Arbeitsplatzwechsel
%K Determinanten
%K Berufswechsel
%K Minderheiten
%K Elternschaft
%K Mütter
%K Geschlechterverteilung
%K Berufsgruppe
%K Frauenberufe
%K Frauenarbeitsplätze
%K Norwegen
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-19
%M K210503JG9
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Tidmarsh, Matt
%T Professionalism, Payment by Results and the Probation Service: A Qualitative Study of the Impact of Marketisation on Professional Autonomy
%D 2021
%P S. 1-21
%G en
%# 2018-2018
%R 10.1177/09500170211003825
%U https://doi.org/10.1177/09500170211003825
%U https://doi.org/10.1177/09500170211003825
%X "This article utilises Foucauldian understandings of the sociology of the professions to explore how marketising reforms to probation services in England and Wales, and the implementation of a 'Payment by Results' (PbR) mechanism in particular, have impacted professional autonomy. Drawing on an ethnographic study of a probation office within a privately owned Community Rehabilitation Company, it argues that an inability to control the socio-economic organisation of probation work has rendered the service susceptible to challenges to autonomy over technique. PbR was proffered as a means to restore practitioner discretion; however, the article demonstrates that probation staff have been compelled to economise their autonomy, adapting their conduct to conform to market-related forms of accountability. In this sense, it presents the Transforming Rehabilitation reforms to probation as a case study of the impact of marketisation on the autonomy of practitioners working within a public sector profession." (Author's abstract, IAB-Doku) ((en))
%K Bewährungshelfer
%K Bewährungshilfe
%K Privatisierung
%K Professionalisierung
%K Supervision
%K Strafentlassene
%K Berufsanforderungen
%K berufliche Autonomie
%K Ökonomisierung
%K Berufssituation
%K Auswirkungen
%K Leistungslohn
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-19
%M K210503JHB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J International migration review
%N online first
%F Z 435
%A Zhang, Tingting
%A Banerjee, Rupa
%T Bridges or Barriers? The Relationship between Immigrants' Early Labor Market Adversities and Long-term Earnings
%D 2021
%P S. 1-32
%G en
%# 2006-2016
%R 10.1177/01979183211000286
%U http://dx.doi.org/10.1177/01979183211000286
%U https://doi.org/10.1177/01979183211000286
%X "Using data from the Extended Longitudinal Survey of Immigrants to Canada (LSIC-IMDB), this article investigates the association between early adverse labor market experiences in the host country and immigrants' long-term earnings. We use Growth Curve Modeling (GCM) to estimate how months of joblessness, part-time status, and occupational mismatch during the first four years in Canada relate to immigrant men's and women's earnings trajectories over the following 10 years. Part-time employment, we find, is negatively associated with long-term earnings trajectories for both male and female immigrants, and male immigrants who are occupationally mismatched in the medium term also face a long-term wage penalty. Months of joblessness early on, however, is associated with relatively less wage disadvantage in later years. Since immigrants' early difficulties are associated with long-term economic scarring, it is imperative to introduce early interventions to promote rapid assimilation." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Einwanderer
%K ausländische Arbeitnehmer
%K berufliche Integration
%K Auswirkungen
%K Berufsverlauf
%K Einkommenseffekte
%K Arbeitslosigkeit
%K Aufenthaltsdauer
%K mismatch
%K Arbeitslosigkeitsdauer
%K Teilzeitarbeit
%K Assimilation
%K berufliche Mobilität
%K Mobilitätsbarriere
%K Kanada
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-19
%M K210504JHU
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J Empirical economics
%V 60
%N 5
%F Z 786
%A Zhang, Yi
%A Salm, Martin
%A van Soest, Arthur
%T The effect of training on workers' perceived job match quality
%D 2021
%P S. 2477-2498
%G en
%# 2008-2015
%R 10.1007/s00181-020-01833-3
%U https://doi.org/10.1007/s00181-020-01833-3
%U https://doi.org/10.1007/s00181-020-01833-3
%X "We study the causal effect of training on job match quality using longitudinal data for a representative sample of the Dutch population. We construct an index of workers' perceived job match quality from five survey questions on job satisfaction and on how a worker's education and skills match with the job. Based on a dynamic linear panel data model, which accounts for potential endogeneity in training, we find that training has significantly positive short- and long-term effects on job match quality. This is mainly driven by training for human capital accumulation. Further analysis incorporating job changes shows that training for job change purpose increases the probability to change jobs, but job changes immediately following this type of training do not significantly increase job match quality. On the other hand, those who change jobs 1 year after this training do tend to get a better-matched job." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
%K Weiterbildung
%K Auswirkungen
%K matching
%K Qualität
%K Wahrnehmung
%K Arbeitsplatzqualität
%K adäquate Beschäftigung
%K Arbeitsplatzwechsel
%K mismatch
%K Arbeitszufriedenheit
%K berufliche Qualifikation
%K Niederlande
%K C23
%K M53
%K J28
%K J24
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-05-07
%M K210422I8W
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
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%0 Journal Article
%J Arbeitsmedizin, Sozialmedizin, Umweltmedizin
%V 56
%N 4
%F Z 1431
%A Bölsch-Peterka, R.
%A Böckelmann, I.
%T Aspekte mobil-flexibler Arbeit
%D 2021
%P S. 215-221
%G de
%U https://www.asu-arbeitsmedizin.com/wissenschaft/aspekte-mobil-flexibler-arbeit
%X "Berufliche Mobilität und Flexibilität sind an sich kein Phänomen, das erst durch den Wandel der Arbeitswelt entstanden ist. Kennzeichnend ist für die heutige Zeit, dass die berufliche Mobilität von immer mehr Unternehmen gefordert wird und somit auch mehr Beschäftigte betroffen sind. Sie weitet sich auf andere Berufszweige aus und ist nicht nur für die mobilen Berufe, wie zum Beispiel Berufskraftfahrerinnen oder -fahrer, von Relevanz. Neben den positiven Seiten mobiler Arbeit für die Beschäftigten (wie z. B. Freiräume, Gestaltungsmöglichkeiten) zeigen sich auch negative Folgen der mobilen Arbeitens. Zum Teil bestehen schon Erkenntnisse über die gesundheitlichen Auswirkungen verschiedener Aspekte dieser Arbeitsform, jedoch gibt es wenige Erkenntnisse über die gesundheitlichen Auswirkungen der kombinierten Formen der mobil-flexiblen Arbeit (Multimobilität)." (Autorenreferat, IAB-Doku)
%X "Professional mobility and flexibility are in themselves not a phenomenon that only emerged through the change in the world of work. It is characteristic of today that professional mobility is demanded by more and more companies and thus more employees are affected. It extends to other professions and is not only relevant for mobile occupations, such as professional drivers. In addition to the positive aspects of mobile work for employees (such as freedom, design options), there is also evidence of negative aspects. There is already some awareness of the health implications of various aspects of this form of work. However, there is little awareness of the health implications of the combined forms of mobile-flexible work (multimobility)." (Author's abstract, IAB-Doku) ((en))
%K mobiles Arbeiten
%K Arbeitsbedingungen
%K Gesundheitsschutz
%K Arbeitsort
%K Arbeitszeitflexibilität
%K human resource management
%K Typologie
%K berufliche Mobilität
%K regionale Mobilität
%K Fernpendler
%K Pendler
%K Saisonarbeit
%K Arbeitsmigration
%K Auslandstätigkeit
%K Telearbeit
%K Auswirkungen
%K Arbeitsbelastung
%K Gesundheitsgefährdung
%K psychische Faktoren
%K Bundesrepublik Deutschland
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2021-05-07
%M K210423JAB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J Journal for Labour Market Research
%V 55
%F Z 259
%A Garthe, Nina
%A Hasselhorn, Hans Martin
%T The relationship between voluntary employer change and work ability among older workers: investigating the honeymoon-hangover effect
%D 2021
%P Art. 12
%G en
%# 2011-2018
%R 10.1186/s12651-021-00294-0
%U https://doi.org/10.1186/s12651-021-00294-0
%U https://doi.org/10.1186/s12651-021-00294-0
%X "The aim of the study was to investigate the effect of voluntary employer changes on self-reported work ability among older workers in Germany and whether a honeymoon-hangover effect (HHE) exists here. In research on job satisfaction, three typical periods around a voluntary employer change characterize a HHE: a deterioration in the old job (deterioration), an initial increase in the new job (honeymoon) and a subsequent decline over time (hangover). Whether a HHE exists in respect to work ability following a voluntary employer change remained open. The analyses are based on data from the first three waves of the lidA study (2011, 2014, 2018), a representative cohort study of older employees in Germany born in 1959 or 1965. Data from 2502 workers who participated in all three study waves was analyzed. Fixed-effects regression analyses including lag and lead variables were conducted. A deterioration, honeymoon and hangover period were found. Work ability increased substantially following the voluntary employer change. Our study shows that voluntary employer changes have the potential to maintain work ability at higher working age, but not to increase the work ability in the long-term perspective. However, despite the existence of a hangover period, the positive overall effect of the voluntary change should not be underestimated." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
%K ältere Arbeitnehmer
%K Arbeitsplatzwechsel
%K Auswirkungen
%K Arbeitszufriedenheit
%K Entwicklung
%K Beschäftigungsdauer
%K Betriebszugehörigkeit
%K Beschäftigungsfähigkeit
%K IAB-Datensatz Leben in der Arbeit
%K Bundesrepublik Deutschland
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2021-05-11
%M K210427JCH
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Journal Article
%J Journal for Labour Market Research
%V 55
%F Z 259
%A Pullman, Ashley
%A Gauly, Britta
%A Lechner, Clemens M.
%T Short-term earnings mobility in the Canadian and German context: the role of cognitive skills
%D 2021
%P Art. 10
%G en
%# 2012-2016
%R 10.1186/s12651-021-00292-2
%U https://doi.org/10.1186/s12651-021-00292-2
%U https://doi.org/10.1186/s12651-021-00292-2
%X "It is well-established that human capital contributes to unequal levels of earnings mobility. Individuals with higher levels of human capital, typically measured through education, earn more on average and are privy to greater levels of upward change over time. Nevertheless, other factors may have an incremental effect over education, namely cognitive ability and the skill demands of employment. To deepen insight into whether these aspects contribute to earnings mobility over a four-year period, the present study examines positional change in Canada and Germany-two contexts typified as examples of liberal and coordinated market economies. A series of descriptive indices and relative change models assess how different measures of human capital are associated with earnings mobility. The results indicate that, while individuals with higher cognitive skills experience greater earnings stability and upward mobility in both countries, there is only an incremental effect of skills on mobility in Germany once we account for educational credentials. The results also provide evidence on the role of skill demands for earnings mobility; in both countries, advanced skills at work are associated with greater short-term mobility, even while controlling for cognitive ability and other factors. Together the results showcase how longitudinal data containing detailed measures of human capital allow for deeper insight into what facilitates earnings mobility." (Author's abstract, © 2021 Springer Nature) ((en))
%K kognitive Fähigkeit
%K Auswirkungen
%K Einkommensmobilität
%K internationaler Vergleich
%K Bildungsabschluss
%K Qualifikationsanforderungen
%K Bildungsertrag
%K beruflicher Aufstieg
%K Humankapital
%K Qualifikationsverwertung
%K qualifikationsspezifische Faktoren
%K Bundesrepublik Deutschland
%K Kanada
%K I24
%K I26
%K J24
%K J31
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2021-05-21
%M K210414I1K
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
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4. ARBEITSPAPIERE/DISCUSSION PAPER
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%0 Book
%1 Bundesinstitut für Berufsbildung (Hrsg.)
%A Bach, Nicole von dem
%A Baum, Myriam
%A Blank, Marco
%A Ehmann, Kathrin
%A Güntürk-Kuhl, Betül
%A Pfeiffer, Sabine
%A Samray, David
%A Seegers, Marco
%A Sevindik, Ugur
%A Tiemann, Michael
%A Wagner, Pia
%T Umgang mit technischem Wandel in Bu'roberufen : Lebendiges Arbeitsvermo-gen, Aufgabenprofile und berufliche Mobilita't
%D 2020
%P 280 S.
%C Bonn
%G de
%# 1979-2020
%B BIBB-Preprint
%U https://nbn-resolving.org/urn:nbn:de:0035-vetrepository-777110-2
%U https://nbn-resolving.org/urn:nbn:de:0035-vetrepository-777110-2
%X "Im vorliegenden Bericht werden technische Entwicklungen in der Arbeitswelt nicht nur einseitig als Einflussfaktoren verstanden und in den Blick genommen, sondern in einer erweiterten Perspektive das wechselseitige Zusammenspiel von technischen und beruflichen Entwicklungen betrachtet. Am Beispiel der Büroberufe wird untersucht, ob und wie sich berufliche Inhalte, Anforderungen und Arbeitsmittel im Kontext des technischen Wandels im Büro in den letzten Jahrzehnten verändert haben und welche aktiven Umgangs- und Gestaltungsweisen von den Bürobeschäftigten, von Betrieben sowie dem Ausbildungssystem vollzogen wurden, um diese Veränderungen zu begleiten – und zuweilen auch zu befördern. Durch die Abbildung der bereits vollzogenen Anpassungsleistungen unter Bezugnahme auf vergangene technische Entwicklungen können einerseits begründete Annahmen über sich verändernde berufliche Inhalte und Anforderungen im Zuge des antizipierten technischen Wandels getroffen werden. Andererseits können die bereits heute bei den Beschäftigten und im Arbeits- und Bildungssystem vorhandenen Potenziale als Einflussfaktoren auf die Art und den Einsatz neuer Techniken berücksichtigt und mögliche Handlungsfelder aufgezeigt werden." (Autorenreferat, IAB-Doku)
%K technischer Wandel
%K Auswirkungen
%K Büroberufe
%K Tätigkeitsmerkmale
%K berufliche Mobilität
%K Substitutionspotenzial
%K Büroarbeit
%K Anforderungsprofil
%K Arbeitsmittel
%K betriebliche Berufsausbildung
%K Akademisierung
%K beruflicher Aufstieg
%K Neuordnung der Ausbildungsberufe
%K Ausbildungsordnung
%K Industriekaufmann
%K betriebliche Weiterbildung
%K EDV-Anwendung
%K E-Learning
%K Berufswandel
%K Beschäftigungsentwicklung
%K Automatisierung
%K Sekretärin
%K Sekretariatsfachkaufmann
%K Rechnungswesen
%K Buchhalter
%K Personalwesen
%K Verwaltungsberufe
%K Geschäftsführer
%K Unternehmensberater
%K Bundesrepublik Deutschland
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-28
%M K210517JO4
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%A Block, Per
%T Using mobility networks to understand occupational sex segregation
%D 2021
%P 62 S.
%G en
%# 2000-2008
%B SocArXiv papers
%R 10.31235/osf.io/g3ev5
%U https://doi.org/10.31235/osf.io/g3ev5
%U https://doi.org/10.31235/osf.io/g3ev5
%X "Decades after the beginning of the gender revolution, most women and men still work in sex-typed occupations. This is a primary driver of the gender wage gap. Research describing the patterns of occupational sex segregation focuses on supposedly innate job characteristics that match gender stereotypical abilities and preferences, such as the use of mathematical skills or social skills, on income and status differences between occupations, and on organizational job characteristics, for example, the need to work long hours. However, beyond such occupational attributes, sex segregation is hypothesized to exhibit emergent patterns that are linked to the interdependent job mobility of women and men, in particular, men selectively leaving feminizing occupations. Developing new tools inspired by statistical network research, and using representative, longitudinal data that contain detailed occupational mobility from the UK between 2000 and 2008, this replacement mechanism is analyzed. I show that 19-28% of observed sex segregation is linked to this emergent phenomenon in a statistical model that disentangles the various predictors of the allocation of women and men to different occupations. This makes it the most important predictor of segregation in contrast to concurrently modelled explanations based on occupational characteristics." (Author's abstract, IAB-Doku) ((en))
%K geschlechtsspezifischer Arbeitsmarkt
%K Segregation
%K Männerberufe
%K Frauenberufe
%K Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Stereotyp
%K Tätigkeitsmerkmale
%K berufliche Mobilität
%K Frauen
%K Männer
%K Diskriminierung
%K Berufsgruppe
%K Geschlechterverteilung
%K Ursache
%K Berufswechsel
%K Großbritannien
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-11
%M K210427JCD
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Texas A&M University. Department of Economics (Hrsg.)
%A Chakraborty, Priyanka
%A Serra, Danila
%T Gender and leadership in organizations : Promotions, demotions and angry workers
%D 2021
%P 72 S.
%C College Station, TX
%G en
%B Working papers / Texas A&M University. Department of Economics
%U https://ideas.repec.org/p/txm/wpaper/20210104-001.html
%U https://ideas.repec.org/p/txm/wpaper/20210104-001.html
%X "Managerial decisions, such as promotions and demotions, please some employees and upset others. We examine whether having to communicate such decisions to employees, and knowing that employees may react badly, have a differential impact on men's and women's self-selection into leadership roles and their performance if they become leaders. In a novel laboratory experiment that simulates corporate decision-making, we find that women are significantly less likely to self-select into a managerial position when employees can send them angry messages. Once in the manager role, there is some evidence of gender differences in decision-making, but no difference in final outcomes, i.e., overall profits. Male and female managers use different language to motivate their employees, yet differences in communication styles emerge only when workers can send angry messages to managers. Finally, low-rank employees send more angry messages to female managers, and are more likely to question their decisions." (Author's abstract, IAB-Doku) ((en))
%K Personalführung
%K geschlechtsspezifische Faktoren
%K Beförderung
%K beruflicher Abstieg
%K beruflicher Aufstieg
%K Frustration
%K Auswirkungen
%K Männer
%K Frauen
%K Führungsstil
%K Führungskompetenz
%K Kommunikationsverhalten
%K abhängig Beschäftigte
%K Entscheidungsfindung
%K Führungskräfte
%K C92
%K D91
%K J16
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-28
%M K210511JM5
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 National Bureau of Economic Research (Hrsg.)
%A Ginther, Donna K.
%A Kahn, Shulamit
%T Women in Academic Economics: Have We Made Progress?
%D 2021
%P 11 S.
%C Cambridge, MA
%G en
%# 2004-2018
%B NBER working paper : 28743
%R 10.3386/w28743
%U http://dx.doi.org/10.3386/w28743
%U https://doi.org/10.3386/w28743
%X "This study uses data from Academic Analytics to examine gender differences in promotion to associate professor in economics. We found that women in economics were 15% less likely to be promoted to associate professor after controlling for cumulative publications, citations, grants and grant dollars. In contrast, we found no significant gender differences in promotion in other fields including biomedical science, physical science, political science, mathematics and statistics, and engineering. We separated the sample by the research intensity of institutions and found suggestive evidence that these results were being driven by less research-intensive institutions." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Wirtschaftswissenschaft
%K Wirtschaftswissenschaftler
%K beruflicher Aufstieg
%K Hochschullehrer
%K Geschlechterverteilung
%K Veröffentlichung
%K Forschungsförderung
%K geschlechtsspezifische Faktoren
%K Naturwissenschaft
%K Politologie
%K Maschinenbau
%K Biomedizin
%K institutionelle Faktoren
%K Forschungsaufwand
%K Berufungsverfahren
%K USA
%K J16
%K J40
%K A11
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-28
%M K210511JMJ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%A Khalil, Samir
%A Lietz, Almuth
%A Mayer, Sabrina Jasmin
%T Overqualification as Moderator for the Link Between Job Changes and Job Satisfaction Among Immigrated and Native-born People in Germany
%D 2021
%P 32 S.
%9 Version 1.0, March 19, 2021
%G en
%# 1994-2018
%B SocArXiv papers
%R 10.31219/osf.io/q7nu2
%U https://doi.org/10.31219/osf.io/q7nu2
%U https://doi.org/10.31219/osf.io/q7nu2
%X "Job satisfaction is a major driver of an individual's subjective well-being and thus affects public health, societal prosperity, and organizations, as dissatisfied employees are less productive and more likely to change jobs. However, changing jobs does not necessarily lead to higher job satisfaction in the long run: instead, previous studies have shown that changing jobs only increases job satisfaction for a shorter period of time before it gradually falls back to similar levels as before. This phenomenon is known as the honeymoon-hangover pattern. In our study, we identify an important new moderator of the relation between job changes and job satisfaction: the job-education match of job change. Based on relative deprivation theory, we argue that a job change out of overqualification lowers the likelihood of negative comparisons and thus increases the honeymoon period and lessens the hangover. In addition, we investigate whether this moderating effect is weaker for immigrants, since the phenomenon of overqualification occurs more frequently among them. We use data from the Socio-Economic Panel ranging from 1994-2018 and focus specifically on individual-periods of employees before and after job changes (N=134,417). Our results confirm that a change to a qualificationadequate job has a stronger and longer-lasting effect on job satisfaction which is lower for respondents born abroad." (Author's abstract, IAB-Doku) ((en))
%K Arbeitszufriedenheit
%K Determinanten
%K Gesundheit
%K Zufriedenheit
%K Arbeitsplatzwechsel
%K Qualifikationsniveau
%K Überqualifikation
%K Einwanderer
%K Inländer
%K Arbeitskräftemobilität
%K Auswirkungen
%K matching
%K Bundesrepublik Deutschland
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-05
%M K210422I88
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Mosthaf, Alexander
%A Schank, Thorsten
%A Schwarz, Stefan
%T Do Supplementary Jobs for Welfare Recipients Increase the Chance of Welfare Exit? Evidence from Germany
%D 2021
%P 38 S.
%C Bonn
%G en
%# 2006-2014
%B IZA discussion paper : 14268
%@ ISSN 2365-9793
%U https://ideas.repec.org/p/iza/izadps/dp14268.html
%U https://ideas.repec.org/p/iza/izadps/dp14268.html
%X "Welfare recipients in Germany are allowed to take up supplementary jobs while receiving welfare. The possibility of having a supplementary job was introduced to reduce welfare dependency and facilitate successful labor market integration. In the present study, we use the German Panel Study 'Labour Market and Social Security' (PASS) for the years 2006-2014 to analyze the impact of supplementary jobs on the chances of welfare exit. Dynamic multinomial logit models controlling for unobserved heterogeneity and the problem of initial conditions reveal that (part- and full-time) employed males are more likely to exit welfare receipt into employment than their non-employed counterparts. This effect is not driven by household composition changes or earnings increases of household members. For women, however, we find only stepping stone effects for full-time supplementary jobs during welfare receipt. Women having a supplementary part-time job have an even lower probability of leaving welfare into full-time employment." (Author's abstract, IAB-Doku) ((en))
%K Arbeitslosengeld II-Empfänger
%K Erwerbstätigkeit
%K Auswirkungen
%K Sozialhilfe
%K Zu- und Abgänge
%K berufliche Reintegration
%K IAB-Haushaltspanel
%K Nichterwerbstätige
%K Erwerbstätige
%K Vollzeitarbeit
%K Teilzeitarbeit
%K berufliche Mobilität
%K Arbeitslose
%K Bundesrepublik Deutschland
%K C33
%K J60
%K I38
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-05
%M K210420I64
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Institute for Evaluation of Labour Market and Education Policy, Uppsala (Hrsg.)
%A Müller, Dagmar
%T Is longer education a substitute for job search through social contacts?
%D 2021
%P 38 S.
%C Bonn
%G en
%# 1987-2010
%B Institute for Evaluation of Labour Market and Education Policy. Working paper : 2021,5
%U https://ideas.repec.org/p/hhs/ifauwp/2021_005.html
%U https://ideas.repec.org/p/hhs/ifauwp/2021_005.html
%X "This paper investigates whether longer upper secondary education affects the role of parents in the job finding process. Previous research has shown that less educated workers rely more on contacts, and theory suggests that education and social connections can be substituted as signals of ability. I investigate this question by exploiting a Swedish trial that generated exogenous variation across municipalities and student cohorts in the length of vocational upper secondary education. Relying on Swedish matched employer-employee data, I estimate the effect of receiving one more year of education on the probability of being employed at the same establishment as a parent for up to 20 years after graduation. The results indicate that the average impact of a longer education is negative during the early career and non-trivial in magnitude. The overall effect is entirely driven by a large and statistically significant effect within the group of vocational students with high-educated parents. For the group of students where the use of parental ties is most prevalent, students with low-educated parents, the reliance on parental contacts appears resilient to policy-induced changes in the length of education." (Author's abstract, IAB-Doku) ((en))
%K soziales Netzwerk
%K Auswirkungen
%K Arbeitsuche
%K Eltern
%K soziale Herkunft
%K Sozialkapital
%K Berufsanfänger
%K soziale Beziehungen
%K berufliche Mobilität
%K Intergenerationsmobilität
%K Ausbildungszeit
%K Substitutionselastizität
%K Bildungsniveau
%K informelle Kommunikation
%K schulische Berufsausbildung
%K Ausbildungsabsolventen
%K Schulzeitverlängerung
%K Reformpolitik
%K Studienberechtigung
%K Betriebspraktikum
%K Schweden
%K J62
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-28
%M K210512JNI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Banque Nationale de Belgique (Hrsg.)
%A Piton, Céline
%A Rycx, François
%T The heterogeneous employment outcomes of first- and second-generation immigrants in Belgium
%D 2020
%P 58 S.
%C Brussels
%G en
%# 2008-2014
%B Working paper / National Bank of Belgium : 381
%U https://ideas.repec.org/p/nbb/reswpp/202001-381.html
%U https://ideas.repec.org/p/nbb/reswpp/202001-381.html
%X "This paper provides a comprehensive quantitative assessment of the relationship between people's migration background and their likelihood of being employed in Belgium. Using detailed quarterly data for the period 2008-2014, we find not only that first-generation immigrants face a substantial employment penalty (up to -36% points) vis-à-vis their native counterparts, but also that their descendants continue to face serious difficulties in accessing the labour market. The employment gap is, ceteris paribus, more pronounced for the first than for the second generation. Yet, intergenerational mobility patterns are found to be quite heterogeneous: although the children of immigrants from the European Union (EU) fare much better than their parents, the improvement is much more limited for those from EU candidate countries, and almost null for the second generation from the Maghreb. The situation of second-generation immigrants with only one foreign-born parent seems to be fairly good. In contrast, it appears that the social elevator is broken for descendants of two non-EU-born immigrants. Immigrant women are also found to be particularly affected, especially those originating from outside the EU. As regards education, it appears to be an important tool for fostering the labour market integration of descendants of non-EU-born immigrants. For firstgeneration immigrants, though, it proves to be much less effective overall. Focusing on the first generation, we find that: i) access to jobs increases with the duration of residence, though fairly slowly on average; ii) citizenship acquisition is associated with significantly better employment outcomes, for both EU and non-EU-born immigrants; iii) proficiency in the host country language is a key driver of access to employment, especially for non-EU-born immigrants; and iv) around a decade is needed for the employment gap between refugees and other foreign-born workers to be (largely) suppressed." (Author's abstract, IAB-Doku) ((en))
%K Einwanderer
%K erste Generation
%K zweite Generation
%K berufliche Integration
%K Drittstaatsangehörige
%K EU-Bürger
%K Intergenerationsmobilität
%K berufliche Mobilität
%K Aufenthaltsdauer
%K Einbürgerung
%K Auswirkungen
%K Sprachkenntnisse
%K Belgien
%K J15
%K J16
%K J21
%K J24
%K J61
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-05
%M K210421I7N
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Universität Paderborn. Fakultät für Wirtschaftswissenschaften (Hrsg.)
%A Reineke, Kristina
%A Steinmetz, Holger
%A Isidor, Rodrigo
%A Kabst, Rüdiger
%T Women on Top Management Teams and Firm Performance in German Medium-Sized Enterprises: The Moderating Role of Recruiting Source
%D 2020
%P 32 S.
%C Paderborn
%G en
%# 2010-2011
%B Working paper / Universität Paderborn, Fakultät für Wirtschaftswissenschaften : 60
%U https://ideas.repec.org/p/pdn/dispap/60.html
%U https://ideas.repec.org/p/pdn/dispap/60.html
%X "Despite substantial research, evidence regarding the relationship between the proportion of women on top management teams (TMTs) and firm performance is still inconclusive. Building on upper echelons theory, this paper expands the discussion of potential moderating effects in this regard by applying a complementary perspective to the commonly studied organization-oriented factors. Applying a person-oriented perspective to the composition of TMTs, this study argues that the recruiting source of TMT members - whether members were recruited from the owner's family, from the internal job market or the external job market - leads to differences in the job-relevant characteristics of TMT members. Consequently, the recruiting source should moderate the relationship between TMT gender composition and performance. Our analysis of 1025 German medium-sized enterprises (MEs) shows that there is no main effect of the proportion of women on firm performance. However, recruiting from the owner's family and the internal labor market have a significant negative moderating influence on the relationship between the proportion of women on TMTs and firm performance. Conversely, hiring externally exerts a significant positive effect." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Führungskräfte
%K Auswirkungen
%K Unternehmenserfolg
%K Mittelstand
%K Personalauswahl
%K beruflicher Aufstieg
%K Geschlechterverteilung
%K Unternehmensführung
%K interner Arbeitsmarkt
%K zwischenbetriebliche Mobilität
%K Familienbetrieb
%K Personalbeschaffung
%K Bundesrepublik Deutschland
%K L25
%K J16
%K M14
%K M12
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-05
%M K210421I68
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Westfälische Wilhelms-Universität Münster. Center for Quantitative Economics (Hrsg.)
%A Trede, Mark
%A Zimmermann, Michael
%T Regional labour migration - Stylized facts for Germany
%D 2020
%P 29 S.
%C Münster
%G en
%# 1995-2017
%B CQR working papers : 2020,93
%U https://ideas.repec.org/p/cqe/wpaper/9320.html
%U https://ideas.repec.org/p/cqe/wpaper/9320.html
%X "We present stylized facts of the local German labour markets in a systematic way. Using a large German administrative dataset and newly available regional price level data, we study workers' biographies at the local level. Huge regional variation is documented in: unemployment rates and nominal as well as real wages. The distinction between urban and rural areas plays a substantial role. We show that the real wage gap between East and West Germany still persists 30 years after reunification whereas unemployment rates tend to converge. We investigate monthly worker flows across 328 regions (roughly equivalent to NUTS 3 regions or "Landkreise"). Unemployed workers in depressed regions are less likely to move to a new working place in another region than unemployed workers in prosperous regions. The most (and increasingly) mobile group are unemployed workers in dense and active regions. Employed workers are less willing to move and have procyclical fluctuations in their moving rates." (Author's abstract, IAB-Doku) ((en))
%K regionaler Arbeitsmarkt
%K Arbeitsmigration
%K Binnenwanderung
%K Arbeitskräftemobilität
%K regionale Disparität
%K Arbeitslosenquote
%K Nominallohn
%K Reallohn
%K Lohnunterschied
%K Arbeitslose
%K regionale Mobilität
%K Mobilitätsbereitschaft
%K Erwerbstätige
%K Konjunkturabhängigkeit
%K Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB)
%K Bundesrepublik Deutschland
%K Ostdeutschland
%K Westdeutschland
%K J63
%K J61
%K C55
%K R23
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-11
%M K210427JB9
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Freie Universität Berlin, Fachbereich Wirtschaftswissenschaft (Hrsg.)
%A Wolf, Tobias
%T Welfare while working: How does the life satisfaction approach help to explain job search behavior?
%D 2020
%P 37 S.
%C Berlin
%G en
%# 2007-2014
%B Economics. Diskussionsbeiträge des Fachbereichs Wirtschaftswissenschaft der Freien Universität Berlin : 2020,14
%U http://hdl.handle.net/10419/223343
%U http://hdl.handle.net/10419/223343
%X "This paper examines the role of life satisfactioninthe labor market behavior of workers receiving welfare benefits while working. Welfare stigma and other hard-to-observe factors may affect outcomes as on-the-job search and the duration until leaving welfare status. We utilize life satisfaction to track such factors. The German PASS-ADIAB dataset combines administrative process data with individual survey data offering a rich database that allows conditioning on changes in household income, time-stable individual traits, employment biographies and local labor market effects.Given a broad set of further covariates, we find that life satisfaction of in-work benefit recipientsis negatively associated with job search, whereas the duration until the exit from welfare is hardly affected. Focusing on heterogeneity among workers suggests that life satisfactions' role for choice depends on the institutional setting, rendering marginally employed workers specifically prone to life satisfaction." (Author's abstract, IAB-Doku) ((en))
%K Aufstocker
%K Sozialleistungen
%K Leistungsempfänger
%K Leistungsbezug
%K Arbeitnehmer
%K Erwerbstätige
%K Arbeitsuche
%K IAB-Haushaltspanel
%K Leistungsbezugsende
%K Arbeitslosengeld II
%K Stigmatisierung
%K Arbeitsplatzwechsel
%K Erwerbstätigkeit
%K Niedriglohn
%K Zufriedenheit
%K Lebenssituation
%K Bundesrepublik Deutschland
%K J62
%K I31
%K I38
%K J60
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-05-05
%M K210420I59
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
***************************
5. MONOGRAPHISCHE LITERATUR
***************************
%0 Book
%A Bundesministerium für Bildung und Forschung
%T Berufsbildungsbericht 2021
%D 2021
%P 130 S.
%C Bonn
%G de
%# 2020-2021
%B Berufsbildungsbericht
%U https://www.bmbf.de/files/21-04-28%20BBB%202021.pdf
%X "Der Berufsbildungsbericht 2021 enthält unter anderem: eine Ausbildungsbilanz des Jahres 2020, Informationen zum Ausbildungsmarkt, zu Struktur und Entwicklung der Berufsausbildung, zu Berufen außerhalb des dualen Systems, zu Ausbildung in den Bereichen Gesundheit, Soziales und Bildung sowie in Berufen im öffentlichen Dienst, zu Integration und Nachvermittlung, zur Entwicklung nach dem Ausbildungsstart und dem Übergang in den Arbeitsmarkt, außerdem zur Stärkung der höherqualifizierenden Berufsausbildung. Es wird ein Überblick gegeben über die berufsbildungspolitischen Aktivitäten und Programme der Bundesregierung. Ergänzend wurde vom Bundesinstitut für Berufsbildung zum Berufsbildungsbericht des Bundesministeriums für Bildung und Forschung (BMBF) ein Datenreport des BIBB zum Berufsbildungsbericht 2021 erstellt." (Autorenreferat, IAB-Doku)
%K Bildungsexpansion
%K Durchlässigkeit im Bildungssystem
%K demografischer Wandel
%K Bevölkerungsrückgang
%K nationaler Qualifikationsrahmen
%K Ausbildungspakt
%K Geflüchtete
%K Berufsbildungsbericht
%K Berufsbildung
%K Berufsausbildung
%K Berufsbildungspolitik
%K duales System
%K Ausbildungsstellenmarkt
%K Ausbildungsplatzangebot
%K Ausbildungsplatznachfrage
%K Weiterbildung
%K Berufsbildungsstatistik
%K Berufsbildungssystem
%K Ausbildungsstellenbilanz
%K betriebliche Berufsausbildung
%K zweijährige Ausbildungsberufe
%K JOBSTARTER
%K Berufsorientierung
%K Berufsvorbereitung
%K neue Berufe
%K überbetriebliche Ausbildung
%K Benachteiligtenförderung
%K benachteiligte Jugendliche
%K Jugendliche
%K Berufseinmündung
%K Pandemie
%K Berufsbildungsbericht
%K Ausbildungsstellenmarkt
%K Ausbildungsplatzangebot
%K Ausbildungsplatznachfrage
%K betriebliche Berufsausbildung
%K Berufsvorbereitung
%K dualer Studiengang
%K Ausbildungsquote
%K schulische Berufsausbildung
%K Jugendliche ohne Ausbildungsvertrag
%K Ausbildungsstellenvermittlung
%K Teilzeitberufsausbildung
%K ausländische Jugendliche
%K Ausbildungsabbruch
%K zweite Schwelle
%K Übernahmequote
%K Berufsbildungspolitik
%K Weiterbildungsförderung
%K Pandemie
%K Auswirkungen
%K betriebliche Weiterbildung
%K Bundesrepublik Deutschland
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-28
%M K210511JMM
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Edited Book
%A Dernbach-Stolz, Stefanie
%A Eigenmann, Philipp
%A Kamm, Chantal
%A Kessler, Stefan
%T Transformationen von Arbeit, Beruf und Bildung in internationaler Betrachtung : Festschrift für Philipp Gonon
%D 2021
%P 372 S.
%C Wiesbaden
%I Springer VS
%G de
%S Internationale Berufsbildungsforschung
%@ ISBN 978-3-658-32681-4
%R 10.1007/978-3-658-32682-1
%U http://dx.doi.org/10.1007/978-3-658-32682-1
%U https://doi.org/10.1007/978-3-658-32682-1
%X "Der Begriff des Berufs verschränkt die unterschiedlichen Ansprüche, Zielsetzungen und Logiken zweier Welten – einer Welt der Arbeit und einer Welt der Bildung. Gerade im deutschen Sprachraum sind Berufskonzepte für die Ausrichtung einer arbeitsmarktbezogenen (Aus-)Bildung prägend. Diese Beziehung kann jedoch global betrachtet in sehr unterschiedlichen Formen beobachtet werden. Auch unterliegt sie einem permanenten Wandel. Die Beiträge des Bandes knüpfen daran an, um in international vergleichender und historischer Perspektive Transformationen der Verbindung von Arbeit, Bildung und Beruf sowie deren Interdependenzen auszuloten." (Verlagsangaben, IAB-Doku)
%K Berufskonzept
%K internationaler Vergleich
%K Berufsbildungsforschung
%K Berufsausbildung
%K historische Entwicklung
%K Arbeitsbegriff
%K Zukunft der Arbeit
%K Handwerk
%K Berufsbildungssystem
%K duales System
%K betriebliche Berufsausbildung
%K Gewerkschaftspolitik
%K Berufsbildungspolitik
%K textiles Werken
%K Jungen
%K Unterrichtsfach
%K on-the-job training
%K Lernen am Arbeitsplatz
%K kulturelle Faktoren
%K Bildungsexpansion
%K europäische Integration
%K europäischer Qualifikationsrahmen
%K Ausbildungsqualität
%K Geflüchtete
%K Fachabitur
%K Studierfähigkeit
%K Berufsvorbereitung
%K soziokulturelle Faktoren
%K Bundesrepublik Deutschland
%K Schweiz
%K Australien
%K Europa
%K Großbritannien
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-28
%M K210421I8P
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%A Europäische Kommission. Generaldirektion Justiz und Verbraucher
%T 2021 report on gender equality in the EU : Free thrive lead
%D 2021
%P 61 S.
%C Brüssel
%G en
%U https://ec.europa.eu/info/sites/default/files/aid_development_cooperation_fundamental_rights/annual_report_ge_2021_en.pdf
%X "One year ago, on 5 March 2020, the Commission adopted its Gender Equality Strategy 2020-2025. The strategy was the first deliverable on President von der Leyen's commitment to a Union of Equality. It sets out an ambitious framework for the next 5 years, formally endorsed by the Commission, on how to advance gender equality in Europe and beyond. The strategy is based on a vision for a Europe where women and men, girls and boys, in all their diversity, are free from violence and stereotypes and have the opportunity to thrive and to lead. This is the first report under the new strategy. It takes stock of where the EU and its Member States stand on gender equality one year after the adoption of the Strategy. It sets out the EU's achievements and gives inspiring examples from the Member States and EU-funded projectsfor each of the strategy's five key areas: 1. Being free from violence and stereotypes. 2. Thriving in a gender equal economy. 3. Leading equally throughout society. 4. Gender mainstreaming and funding. 5. Promoting gender equality and women's empowerment across the world." (Text excerpt, IAB-Doku) ((en))
%K Gleichstellungspolitik
%K Erfolgskontrolle
%K Gleichstellung
%K geschlechtsspezifische Faktoren
%K Frauen
%K internationaler Vergleich
%K Europäische Union
%K Gender Mainstreaming
%K Pandemie
%K Auswirkungen
%K Gewaltprävention
%K häusliche Gewalt
%K sexuelle Belästigung
%K Stereotyp
%K berufliche Integration
%K Erwerbsbeteiligung
%K Arbeitsmarktsegmentation
%K geschlechtsspezifischer Arbeitsmarkt
%K Lohnunterschied
%K Work-Life-Balance
%K Beruf und Familie
%K politische Partizipation
%K internationale Zusammenarbeit
%K Welt
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-19
%M K210504JHR
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%A European Foundation for the Improvement of Living and Working Conditions
%T Labour market change: Trends and policy approaches towards flexibilisation : Challenges and prospects in the EU
%D 2021
%P 68 S.
%C Dublin
%G en
%# 2008-2018
%B Eurofound flagship report
%@ ISBN 978-92-897-2058-8
%R 10.2806/70018
%U https://doi.org/10.2806/70018
%U https://doi.org/10.2806/70018
%X "What have been the major trends and policy developments regarding the flexibilisation of employment in recent years? Eurofound's work programme for 2017-2020 set out to document and capture these changes in the world of work. This flagship publication provides an overview of developments in Europe in the wake of the global financial crisis, as well as mapping the ongoing challenges and policy approaches taken at EU and national levels to find the right balance between flexibility and security in the labour market. Based, in part, on European Working Conditions Survey data, the findings of this report map labour market changes between 2008 and 2018 with a specific focus on working time, contract type and employment status." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktentwicklung
%K internationaler Vergleich
%K Europäische Union
%K Erwerbsformenwandel
%K Teilzeitarbeit
%K Flexibilität
%K Arbeitszeitentwicklung
%K befristeter Arbeitsvertrag
%K Arbeitsmarktpolitik
%K atypische Beschäftigung
%K berufliche Selbständigkeit
%K Beschäftigungsentwicklung
%K Selbständige
%K Soziale Sicherheit
%K Arbeitsmarktsegmentation
%K technischer Wandel
%K Globalisierung
%K Auswirkungen
%K demografischer Wandel
%K Frauen
%K ältere Arbeitnehmer
%K Erwerbsbeteiligung
%K Umweltqualität
%K Finanzkrise
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-05
%M K210422I83
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Edited Book
%A Hammerer, Marika
%A Kanelutti, Erika
%A Melter, Ingeborg
%T Zukunftsfeld Bildungs- und Berufsberatung : neue Entwicklungen aus Wissenschaft und Praxis
%D 2011
%P 216 S.
%C Bielefeld
%I wbv
%G de
%S Zukunftsfeld Bildungs- und Berufsberatung
%@ ISBN 978-3-7639-4705-8
%R 10.3278/6004137w
%U https://doi.org/10.3278/6004137w
%U https://doi.org/10.3278/6004137w
%X "Bildungs- und Berufsberatung wird im deutschsprachigen Raum noch wenig beforscht. Der Band basiert auf der Fachtagung 'Zukunftsfeld Bildungs- und Berufsberatung. Praxis trifft Forschung' von 2010. Die Beiträge verbinden theoretisch-wissenschaftliche Positionen zu Konzepten, Kontexten und Funktionen von Bildungs- und Berufsberatung mit Ansätzen, Verfahren und Instrumenten für die beraterische Praxis. Die breite Themenpalette umreißt die Anforderungen, die Bildungs- und Berufsberater/innen zu bewältigen haben - heute und in Zukunft." (Autorenreferat, IAB-Doku)
%K Bildungsberatung
%K Berufsberatung
%K Beratungskonzept
%K Beratungsmethode
%K Beratungstheorie
%K Professionalisierung
%K geschlechtsspezifische Faktoren
%K Berufswahl
%K Berufswahlmotiv
%K Berufspsychologie
%K Studienberatung
%K soziale Faktoren
%K psychische Faktoren
%K Berufswegplanung
%K Entscheidungsfindung
%K Kompetenzbewertung
%K Wissensmanagement
%K Internet
%K Qualitätsmanagement
%K Individualisierung
%K Beratungserfolg
%K Ethik
%K berufliche Identität
%K Bildungsberater
%K Berufsberater
%K Schweiz
%K Österreich
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-19
%M K210519JRF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Edited Book
%A Hammerer, Marika
%A Kanelutti-Chilas, Erika
%A Melter, Ingeborg
%2 Eder, Ferdinand
%2 Hirschi, Andreas
%2 Jungo-Graf, Martina
%2 Keupp, Heiner
%2 Kossack, Peter
%2 Metzler, Klaus
%2 Nairz-Wirth, Erna
%2 Platzer, Nina
%2 Reichmann, Harald
%2 Reid, Hazel
%2 Roessler, Marianne
%2 Rückert, Hans-Werner
%2 Schiermann, Christiane
%2 Schober, Karen
%2 Scott, Malcolm
%2 Thiel, Heinz-Ulrich
%2 Tippelt, Rudolf
%2 Wodraschke, Kathrin
%T Zukunftsfeld Bildungs- und Berufsberatung II : das Gemeinsame in der Differenz finden
%D 2013
%P 232 S.
%C Bielefeld
%I wbv
%G de
%S Zukunftsfeld Bildungs- und Berufsberatung
%@ ISBN 978-3-7639-5129-1
%R 10.3278/6004291w
%U https://doi.org/10.3278/6004291w
%U https://doi.org/10.3278/6004291w
%X "Bildungs- und Berufsberatung ist im deutschsprachigen Raum wenig erforscht. Das Bundesinstitut für Erwachsenbildung bifeb) in Österreich veranstaltete im Jahr 2012 eine Fachtagung für Akteurinnen und Akteure in diesem Feld. Leitlinie und Bezugspunkt war das Thema der Identität. Der Band enthält die Beiträge der Tagung und gibt Impulse zu einer verstärkten theoretischen Auseinandersetzung mit unterschiedlichen Aspekten der Bildungs-, Berufs- und Laufbahnberatung. Die Verbindung von theoretisch-wissenschaftlichen Positionen mit Inhalten der beraterischen Praxis macht die Vielfalt und Heterogenität dieses Berufsfeldes deutlich. Das Buch ergänzt die Ergebnisse des ersten Bandes aus dem Jahr 2010." (Autorenreferat, IAB-Doku)
%X "In the German-speaking countries educational consultancy and career guidance have been researched little so far. In 2012 the Bundesinstitut für Erwachsenbildung (Federal Institute for Adult Education, bifeb) in Austria organised a specialist conference for agents in this field of work. The main topic area and point of reference was the topic of identity. This publication contains the contributions to the conference and provides a stimulus for increased theoretical debate with various aspects of consultancy relating to education, profession and career. The combination of theoretical-scientific viewpoints with contents of the consultancy practice makes the range and heterogeneity of this field of work evident. The book complements the results of the first edition from 2010." (Author's abstract, IAB-Doku) ((en))
%K Bildungsberatung
%K Berufsberatung
%K Berufswegplanung
%K Professionalisierung
%K Qualitätsmanagement
%K Schulabbrecher
%K Bildungsarmut
%K soziale Umwelt
%K Lebenssituation
%K Identitätsbildung
%K soziale Identität
%K Beratungstheorie
%K Beratungsmethode
%K Beratungskonzept
%K Schulwahl
%K Berufswahl
%K Studienfachwahl
%K Berufswahlfreiheit
%K Studienberatung
%K Bildungsberater
%K Berufsberater
%K berufliche Identität
%K berufliches Selbstverständnis
%K Bundesrepublik Deutschland
%K Österreich
%K Schweiz
%K Großbritannien
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-19
%M K210519JRH
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%A Heinrichs, Katrin
%A Sonnabend, Hendrik
%T The glass ceiling revisited: empirical evidence from the German academic career ladder
%D 2020
%P 15 S.
%C Kiel
%G en
%# 2013-2016
%B Beiträge zur Jahrestagung des Vereins für Socialpolitik 2020: Gender Economics
%U http://hdl.handle.net/10419/224594
%U http://hdl.handle.net/10419/224594
%X "Women are underrepresented in leadership positions - academia is no exception. Using data on careers of doctoral graduates in Germany, we study gender differences in the decision to stay at university as a postdoctoral researcher and in the intention to become a professor. We find that gender gaps related to aiming for a professorship can be fully explained by observable characteristics other than gender. On the contrary, even after adding controls for an array of characteristics relevant to academic careers, we find female graduates to be 5.9 percentage points less likely to hold a postdoctoral position which allows them to qualify for professorship." (Author's abstract, IAB-Doku) ((en))
%K Wissenschaftler
%K Akademiker
%K Frauen
%K beruflicher Aufstieg
%K Mobilitätsbarriere
%K Promotion
%K Hochschullehrer
%K Berufswegplanung
%K Universität
%K geschlechtsspezifische Faktoren
%K Bundesrepublik Deutschland
%K J16
%K J24
%K I26
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-07
%M K210422I9K
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
%0 Book
%1 Complutense University of Madrid (Hrsg.)
%A Herrero Alba, Daniel
%T Institutions, Labor Market Segmentation and Competitiveness in the German Political Economy
%D 2020
%P 156 S.
%C Madrid
%G en
%# 1990-2015
%U https://eprints.ucm.es/id/eprint/64710/
%X "This doctoral dissertation analyzes the evolution of German labor institutions and their effects on the country's economic performance throughout the period 1990-2015. Our theoretical framework draws on a specific strand within the political economy literature: the 'Varieties of Capitalism debate' in a broad sense. The PhD thesis is organized in 5 related but independent chapters. Chapter 1 introduces the topic. It provides a historical overview of the German political economy since the early-1970s, and illustrates the theoretical underpinnings of the Varieties of Capitalism debate as well as the goals of each chapter. Chapter 2 explores the transformation of the German employment and industrial relations model. Using a firm-level dataset (a sample size of more than 10,000 observations per year), the evolution of different forms of atypical employment and the coverage of the dual system of industrial relations are analyzed across different groups of firms. Additionally, using a shift-share technique, we estimate the impact of the change in the employment structure on this process of institutional change. The results reveal that once institutional constraints were relaxed, employers across the whole economy increased their use of flexible work and individualized the wage bargaining. Moreover, our findings suggest that structural change played a minor role in the process. Chapter 3 applies the Varieties of Capitalism theory of innovation to Germany. Drawing on the same firm-level dataset, we use logistic models to estimate the joint impact of a set of coordinated institutions on incremental, radical, process innovation and imitations. Furthermore, to properly assess the effect of institutions, the probability to innovate is calculated across industries, export status and firm sizes. The obtained evidence points to the crucial role of the selected group of institutions for all types of innovation, suggesting that the main road to innovation in Germany is a cooperative corporate strategy. Chapter 4 analyzes the causes of the exporting performance of the German manufacturing sector. By applying an inputoutput methodology, we take into account the interlinkages that exist between manufacturing and services (the most affected sector by liberalization). Particularly, two types of relationships that influence manufacturing competitiveness are considered: the wage squeeze in services due to institutional factors and outsourcing; and the role played by the knowledge-intensive business services as innovation drivers. With manufacturing vertically integrated sectors as observations, an export model is estimated. Overall, our results point to the minor importance of labor costs for international competitiveness. The chapter concludes that non-price factors are the main drivers of German exports and that the relationship between manufacturing and services is not only a matter of cost reduction. Lastly, Chapter 5 details the general conclusions of the dissertation, as well as the main limitations of the analysis and some recommendations for further research." (Author's abstract, IAB-Doku) ((en))
%K politische Ökonomie
%K institutionelle Faktoren
%K Kapitalismus
%K Arbeitsmarktsegmentation
%K dualer Arbeitsmarkt
%K Wettbewerbsfähigkeit
%K Liberalisierung
%K Segmentationstheorie
%K Wirtschaftsordnung
%K Modell
%K Innovation
%K produzierendes Gewerbe
%K Export
%K Preisstabilität
%K outsourcing
%K Dienstleistungen
%K Arbeitsmarktpolitik
%K Auswirkungen
%K atypische Beschäftigung
%K Arbeitsbeziehungen
%K Bundesrepublik Deutschland
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-05-21
%M K210506JJU
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek
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