Suchprofil: unterwertige_Beschäftigung
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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@Article{Bazen:2020:IYW,
Journal= {International journal of manpower},
Volume= {41},
Number= {1},
Author= {Stephen Bazen and Waziri Khalid Maman},
Title= {The integration of young workers into the labour market in France},
Year= {2020},
Pages= {17-36},
Annote= {URL: https://doi.org/10.1108/IJM-07-2018-0204},
Abstract= {"Purpose: Using a representative survey of young persons having left full-time education in France in 1998 and interviewed in 2001 and 2005, the purpose of this paper is to examine the process of their integration into normal employment (a stable job with a standard employment contract) and the extent to which job matches are inefficient in the sense that the pay in a job is below an individual's potential earnings. The latter are determined principally by diploma level and educational specialisation, although other forms of training and labour market experience are relevant. Design/methodology/approach: A stochastic earnings frontier approach is used in order to examine workers' ability to capture their full potential earnings in labour markets where there is inefficient job matching (due to the lack of information, discrimination, over-education or the process of integration). Findings: The results suggest that young workers manage to obtain on average about 82 per cent of their potential earnings three years after leaving full-time education and earnings inefficiency had disappeared four years later. The results are robust to the treatment of selectivity arising from the exclusion of the unemployed in the estimation of the frontier. Originality/value: The stochastic earnings frontier is a useful and appropriate tool for modelling the process of labour market integration of certain groups (young persons, migrants and the long-term unemployed) where over-education due to inefficient initial job matches occurs. Over time this situation tends to be rectified as job mobility leads to improved matching and less inefficiency." (Author's abstract, IAB-Doku, © Emerald Group) ((en))},
Annote= {Schlagwörter: Jugendliche; berufliche Integration; adäquate Beschäftigung; Normalarbeitsverhältnis; junge Erwachsene; Berufsverlauf; matching; unterwertige Beschäftigung; Lohnhöhe; Arbeitslosigkeit; Nichterwerbstätigkeit; qualifikationsspezifische Faktoren; Überqualifikation; Frankreich; },
Annote= {Bezugszeitraum: 2001-2005},
Annote= {Sprache: en},
Annote= {IAB-Sign.: X 267},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201020FNN},
}
@Article{Damelang:2020:FCR,
Journal= {Social forces},
Volume= {99},
Number= {2},
Author= {Andreas Damelang and Sabine Ebensperger and Felix Stumpf},
Title= {Foreign Credential Recognition and Immigrants' Chances of Being Hired for Skilled Jobs-Evidence from a Survey Experiment Among Employers},
Year= {2020},
Pages= {648-671},
Annote= {URL: https://doi.org/10.1093/sf/soz154},
Abstract= {"A large body of empirical research has demonstrated that foreign education is a major cause of ethnic disadvantages in the labor market. However, there are few insights into how these disadvantages of foreign training can be effectively countered. To improve skilled immigrants' access to positions commensurate with their foreign qualifications, several countries have introduced policies to officially recognize foreign educational credentials. In this study, we examine the extent to which having recognized foreign credentials improves immigrants' chances of being hired. To identify the causal effect of foreign credential recognition on immigrants' chances of accessing adequate jobs, we focus on employers' hiring decisions. Using vignettes, we simulate a hiring process and show randomized profiles of applicants to employers who then rate how likely they are to invite the applicants to a job interview. Our central finding is that having recognized foreign credentials considerably narrows but does not completely close the gap in the hiring chances between foreign- and native-trained applicants. Moreover, we find that the extent to which applicants benefit from foreign credential recognition varies with their occupational experience but not with the quality of the educational system in which they were trained. We conclude that whereas foreign credential recognition is a promising tool to highlight immigrants' skill potential and reduce the disadvantages of the foreign-trained in the labor market, it hardly harmonizes the hiring chances of native- and foreign-trained applicants." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Einwanderer; ausländische Arbeitnehmer; berufliche Qualifikation; Beschäftigerverhalten; Personaleinstellung; Anerkennung; Auswirkungen; Arbeitsmarktchancen; adäquate Beschäftigung; Personalauswahl; berufliche Integration; institutionelle Faktoren; Berufsbildungssystem; Herkunftsland; Einwanderungsland; Berufsqualifikationsfeststellungsgesetz; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2016-2016},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 160},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201116F5U},
}
@Article{EloMaria:2020:FMA,
Journal= {International migration},
Number= {online first},
Author= {Maria Elo and Raushan Aman and Florian T{\"a}ube},
Title= {Female Migrants and Brain Waste - A Conceptual Challenge with Societal Implications},
Year= {2020},
Pages= {1-24},
Annote= {URL: https://doi.org/10.1111/imig.12783},
Abstract= {"Global careers and highly skilled expatriates employing their talent in diverse contexts of the world tend to be conceptualized as 'male', and recognized diplomas represent employability. Despite the increasing feminization of migration, highly skilled female migrants and their contributions to economies through careers or entrepreneurship remain overlooked. Many obstacles impede the full employment of their talents. We review extant literature and argue that female migrant talent merits more detailed conceptual attention. By analysing interview data from 2010 to 2019 in two advanced European countries, we found that female migrants suffer from brain waste in multiple ways, partly due to external institutional aspects and discrimination and partly due to inherent internalized practices and sociocultural norms. We call for greater intersectionality and interdisciplinarity in examining equality to advance female economic participation. Private and public sectors may improve female talent perception, integration and employment by developing specific responses to the problems identified." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))},
Annote= {Schlagwörter: Einwanderer; ausländische Arbeitnehmer; ausländische Frauen; Qualifikationsverwertung; adäquate Beschäftigung; Überqualifikation; Anerkennung; berufliche Qualifikation; Diskriminierung; soziokulturelle Faktoren; Hochqualifizierte; Dequalifizierung; berufliche Integration; Beruf und Familie; Sprachkenntnisse; Bundesrepublik Deutschland; Finnland; },
Annote= {Bezugszeitraum: 2010-2020},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 453},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201030FUP},
}
@Article{García-Gómez:2020:NMS,
Journal= {European Societies},
Number= {online first},
Author= {Jesús García-Gómez and Mikolaj Stanek and Alberto del Rey},
Title= {New member state workers in Western European labour markets. Are they civically stratified?},
Year= {2020},
Pages= {1-19},
Annote= {URL: https://doi.org/10.1080/14616696.2020.1817521},
Abstract= {"This study applies the theory of civic stratification to analyse how the integration of EU-10 and EU-3 immigrants into the labour markets of six European countries – France, Germany, Italy, Spain, Sweden and the United Kingdom – has evolved between 2005 and 2016. Special attention is paid to the effect of the moratoria on the free movement of workers, which lasted between 0 and 7 years. Data from the EU-LFS is used in two mixed effects logistic regression models for each country, using the following dependent variables: having employment and if that employment matches the qualifications of the worker. The interaction between nationality (own-country, EU-10, EU-3 and EU-15) and whether or not a moratoria exists is used to compare the level of labour integration of the EU-10 and EU-3 groups with that of national populations and EU-15 immigrants. Our results show that during the moratoria EU-10 and EU-3 immigrants have had a much lower labour market performance than people with full European citizenship. This gap has decreased drastically, without disappearing in many cases, after the moratoria ended." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Einwanderer; ausländische Arbeitnehmer; Osteuropäer; berufliche Integration; internationaler Vergleich; Freizügigkeit; EU-Bürger; Auswirkungen; adäquate Beschäftigung; Herkunftsland; Bundesrepublik Deutschland; Europa; Frankreich; Italien; Spanien; Schweden; Großbritannien; },
Annote= {Bezugszeitraum: 2005-2016},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 1262},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201103FWU},
}
@Article{Giebe:2020:TAP,
Journal= {European journal of work and organizational psychology},
Volume= {29},
Number= {5},
Author= {Chris Giebe and Thomas Rigotti},
Title= {A typological approach of perceived resource fluctuations after job transitions in a representative panel study},
Year= {2020},
Pages= {764-775},
Annote= {URL: https://doi.org/10.1080/1359432X.2020.1756261},
Abstract= {"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))},
Annote= {Schlagwörter: Arbeitsplatzwechsel; Auswirkungen; Typologie; Gesundheitszustand; psychische Faktoren; Arbeitsplatzsicherheit; Arbeitsplatzqualität; Arbeitszeitgestaltung; Arbeitsbelastung; adäquate Beschäftigung; Berufsaussichten; beruflicher Aufstieg; Einkommenseffekte; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2002-2006},
Annote= {Sprache: en},
Annote= {IAB-Sign.: X 581},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201103FW0},
}
@Article{VonWachter:2020:PEI,
Journal= {The Journal of Economic Perspectives},
Volume= {34},
Number= {4},
Author= {Till Von Wachter},
Title= {The Persistent Effects of Initial Labor Market Conditions for Young Adults and Their Sources},
Year= {2020},
Pages= {168-194},
Annote= {URL: https://doi.org/10.1257/jep.34.4.168},
Abstract= {"Unlucky young workers entering the labor market in recessions suffer a range of medium- to long-term consequences. This paper summarizes the findings of the growing empirical literature on this subject and uses it to assess economic models of career development. The literature finds large initial effects on earnings, labor supply, and wages that tend to fade after ten to fifteen years in the labor market, and that are accompanied by changes in occupation, job mobility, and employer characteristics. Adverse initial labor market entry also has persistent effects on a range of social outcomes, including timing and completed fertility, marriage and divorce, criminal activities, attitudes, and risky alcohol consumption. There is also evidence that early exposure to depressed labor market lowers health and raises mortality in middle age, patterns accompanied by a reopening of earnings gaps." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Berufsanfänger; Arbeitsmarktindikatoren; junge Erwachsene; Auswirkungen; Berufsverlauf; Rezession; Berufseinmündung; Einkommenseffekte; konjunkturelle Arbeitslosigkeit; Arbeitslosenquote; qualifikationsspezifische Faktoren; Hochschulabsolventen; unterwertige Beschäftigung; Lebenssituation; Gesundheitsverhalten; soziales Verhalten; Kriminalität; USA; },
Annote= {JEL-Klassifikation: I12 ; J13 ; J22 ; J31 ; J60 ; E24 ; E32},
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 938},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201110F13},
}
@Article{Zimmerman:2020:DTD,
Journal= {Journal of vocational behavior},
Volume= {121},
Author= {Ryan D. Zimmerman and Brian W. Swider and Jeffrey B. Arthur},
Title= {Does turnover destination matter? Differentiating antecedents of occupational change versus organizational change},
Year= {2020},
Pages= {Art. 103470},
Annote= {URL: https://doi.org/10.1016/j.jvb.2020.103470},
Abstract= {"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))},
Annote= {Schlagwörter: berufliche Mobilität; Kündigungsabsicht; Berufswechsel; Arbeitsplatzwechsel; zwischenbetriebliche Mobilität; Arbeitgeberkündigung; Determinanten; Nebentätigkeit; Bildungsinvestitionen; unterwertige Beschäftigung; Lohnhöhe; geschlechtsspezifische Faktoren; Lehrer; USA; },
Annote= {Sprache: en},
Annote= {IAB-Sign.: Z 605},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201111F28},
}
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4. ARBEITSPAPIERE/DISCUSSION PAPER
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@Book{Alaverdyan:2019:ISN,
Author= {Sevak Alaverdyan and Anna Zaharieva},
Title= {Immigration, Social Networks and Occupational Mismatch},
Year= {2019},
Pages= {48},
Address= {Bielefeld},
Series= {Center for Mathematical Economics Working Paper},
Number= {612},
Annote= {URL: https://ideas.repec.org/p/bie/wpaper/612.html},
Annote= {URL: https://ideas.repec.org/p/bie/wpaper/612.html},
Abstract= {"In this study we investigate the link between the job search channels that workers use to find employment and the probability of occupational mismatch in the new job. Our specific focus is on differences between native and immigrant workers. We use data from the German Socio-Economic Panel (SOEP) over the period 2000-2014. First, we document that referral hiring via social networks is the most frequent single channel of generating jobs in Germany; in relative terms referrals are used more frequently by immigrant workers compared to natives. Second, our data reveals that referral hiring is associated with the highest rate of occupational mismatch among all channels in Germany. We combine these findings and use them to develop a theoretical search and matching model with two ethnic groups of workers (natives and immigrants), two search channels (formal and referral hiring) and two occupations. When modeling social networks we take into account ethnic and professional homophily in the link formation. Our model predicts that immigrant workers face stronger risk of unemployment and often rely on recommendations from their friends and relatives as a channel of last resort. Furthermore, higher rates of referral hiring produce more frequent occupational mismatch of the immigrant population compared to natives. We test this prediction empirically and confirm that more intensive network hiring contributes significantly to higher rates of occupational mismatch among immigrants. Finally, we document that the gaps in the incidence of referrals and mismatch rates are reduced among second generation immigrants indicating some degree of integration in the German labour market." (Author's abstract, IAB-Doku) ((en))},
Annote= {Schlagwörter: Einwanderer; soziales Netzwerk; Auswirkungen; Arbeitsuche; mismatch; adäquate Beschäftigung; matching; Inländer; informelle Kommunikation; Stellenbesetzung; Arbeitsvermittlung; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2000-2014},
Annote= {JEL-Klassifikation: J38 ; J31 ; J64},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201112F33},
}
@Book{Bauer:2020:CFJ,
Institution={Institut f{\"u}r Arbeitsmarkt- und Berufsforschung, N{\"u}rnberg (Hrsg.)},
Author= {Anja Bauer and Kristin Keveloh and Mariano Mamertino and Enzo Weber},
Title= {Competing for jobs: How COVID-19 changes search behaviour in the labour market},
Year= {2020},
Pages= {21},
Address= {N{\"u}rnberg},
Series= {IAB-Discussion Paper},
Number= {33/2020},
ISBN= {ISSN 2195-2663},
Annote= {URL: http://doku.iab.de/discussionpapers/2020/dp3320.pdf},
Abstract= {"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)},
Abstract= {"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))},
Annote= {Schlagwörter: Pandemie; Auswirkungen; Arbeitsuche; Arbeitsuchende; Wettbewerb; sektorale Verteilung; Überqualifikation; unterwertige Beschäftigung; Bewerbungsverhalten; matching; Verhaltensänderung; Kurzarbeit; Entlassungen; beruflicher Abstieg; Bundesrepublik Deutschland; },
Annote= {Bezugszeitraum: 2019-2020},
Annote= {JEL-Klassifikation: J60 ; E24},
Annote= {Sprache: en},
Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K201022FPY},
}
9 von 392 Datensätzen ausgegeben.