Suchprofil: Ältere_im_Betrieb Durchsuchter Fertigstellungsmonat: 09/20 Sortierung: 1. SSCI-JOURNALS 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN 3. SONSTIGE ZEITSCHRIFTEN 4. ARBEITSPAPIERE/DISCUSSION PAPER 5. MONOGRAPHISCHE LITERATUR 6. BEITRÄGE ZU SAMMELWERKEN **************** 1. SSCI-JOURNALS **************** @Article{Brussig:2020:AEZ, Journal= {Berliner Journal f{\"u}r Soziologie}, Volume= {29}, Number= {3}, Author= {Martin Brussig and Susanne Eva Drescher and Thorsten Kalina}, Title= {Aktivierende Erwerbsminderungsrente? : Zur R{\"u}ckkehr auf den Arbeitsmarkt nach Erwerbsminderung}, Year= {2020}, Pages= {237-271}, Annote= {URL: https://doi.org/10.1007/s11609-020-00400-y}, Abstract= {"Die Sicherung gegen Erwerbsminderung gehört zu den klassischen Aufgaben des Sozialstaates. Im deutschen Rentenrecht sind Erwerbsminderungsrenten grundsätzlich zu befristen. Darin drückt sich die Annahme aus, dass eine Erwerbsminderung im Regelfall nur vorübergehend währen würde. Durch die Reform des Erwerbsminderungsrechts 2001 wurde das Ziel der Rückkehr in Beschäftigung gestärkt. Der Beitrag untersucht, wie oft vor Vollendung des 60. Lebensjahres nach einer Erwerbsminderungsrente der Übergang in Beschäftigung gelingt und wem sie gelingt. Die Untersuchungsergebnisse auf Basis der Versichertenkontenstichprobe 2015 zeigen, dass 12,6'% der ehemaligen Erwerbsminderungsrentner_innen zwölf Monate nach dem Auslaufen der Rente wieder in Beschäftigung sind; weitere 8,7'% sind arbeitslos. Der überwiegende Anteil scheidet mit Vollendung des 60. Lebensjahres aus der Beobachtung aus; hier ist letztlich ein dauerhafter Rentenbezug sehr wahrscheinlich. Vor allem Jüngeren gelingt der Übergang in einen erwerbsnahen Zustand (beschäftigt oder arbeitslos). Auch nach dem Ende einer Erwerbsminderungsrente sind die Erwerbsverläufe oft instabil. Eine Wirkung aufgrund der Reform von 2001 ist nicht zu erkennen." (Autorenreferat, IAB-Doku, © Springer-Verlag)}, Abstract= {"Protection from reduced earning capacity is one of the classic tasks of the welfare state. Under German pension law, reduced earning capacity pensions are generally limited in time. This reflects the assumption that a reduction in earning capacity would normally only be temporary. The reform of the system in 2001 strengthened the statutory goal of return to work. This article examines how often the transition from disability benefits to employment is successful before the age of 60 and for whom. The results based on social security data show that 12.6 per cent of formerly incapacitated persons are back in employment within twelve months after the pension expires; a further 8.7 per cent are unemployed. The overwhelming majority drops out of observation when they reach the age of 60; in this case, it is highly probable that they will receive a permanent pension. Younger people, in particular, are successful in transitioning to a situation close to employment (employed or unemployed). Even after the end of reduced earning capacity benefits, employment histories remain often unstable. An effect of the 2001 reform is not discernible." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))}, Annote= {Schlagwörter: Erwerbsminderungsrente; Erwerbsgeminderte; berufliche Reintegration; Aktivierung; Quote; Berufsausstieg; Berufsverlauf; Reformpolitik; Auswirkungen; altersspezifische Faktoren; Rentenbezugsdauer; aktivierende Sozialpolitik; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2001-2015}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 1006}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200826CSI}, } @Article{Dalen:2020:DSA, Journal= {International journal of manpower}, Volume= {41}, Number= {5}, Author= {Hendrik P. van Dalen and Kène Henkens}, Title= {Do stereotypes about older workers change? : A panel study on changing attitudes of managers}, Year= {2020}, Pages= {535-550}, Annote= {URL: https://doi.org/10.1108/IJM-09-2018-0300}, Abstract= {"Purpose – The purpose of this paper is to see whether attitudes toward older workers by managers change over time and what might explain development over time. Design/methodology/approach – A unique panel study of Dutch managers is used to track the development of their attitudes toward older workers over time (2010-2013) by focusing on a set of qualities of older workers aged 50 and older. A conditional change model is used to explain the variation in changes by focusing on characteristics of the manager (age, education, gender, tenure and contact with older workers) and of the firm (composition staff, type of work and sector, size). Findings – Managers have significantly adjusted their views on the so-called 'soft skills' of older workers, like reliability and loyalty. Attitudes toward 'hard skills' – like physical stamina, new tech skills and willingness to train – have not changed. Important drivers behind these changes are the age of the manager – the older the manager, the more likely a positive change in attitude toward older workers can be observed – and the change in the quality of contact with older workers. A deterioration of the managers' relationship with older workers tends to correspond with a decline in their assessment of soft and hard skills. Social implications – Attitudes are not very susceptible to change but this study shows that a significant change can be expected simply from the fact that managers age: older managers tend to have a more positive assessment of the hard and soft skills of older workers than young managers. Originality/value – This paper offers novel insights into the question whether stereotypes of managers change over time." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: ältere Arbeitnehmer; Stereotyp; Führungskräfte; Einstellungsänderung; Kompetenzbewertung; soziale Qualifikation; Schlüsselqualifikation; altersspezifische Faktoren; Lernfähigkeit; EDV-Kenntnisse; Belastbarkeit; physische Belastung; Arbeitsbelastung; Leistungsbewertung; Niederlande; }, Annote= {Bezugszeitraum: 2010-2013}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 716}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200901CVT}, } @Article{Elsen:2020:AAS, Journal= {International journal of manpower}, Volume= {41}, Number= {5}, Author= {Josine van den Elsen and Brenda Vermeeren}, Title= {Age and sustainable labour participation : studying moderating effects}, Year= {2020}, Pages= {503-521}, Annote= {URL: https://doi.org/10.1108/IJM-10-2018-0362}, Abstract= {"Purpose - research findings are ambiguous regarding the effects of age on sustainable labour participation (SLP), defined as the extent to which people are able and willing to conduct their current and future work. The purpose of this paper is to contribute by examining age effects on SLP by focusing on the moderating role of workload. Design/methodology/approach - mixed-method study was conducted in 2018. First, a survey was distributed among a sample of 2,149 employees of the Dutch central government. Second, 12 interviews with public sector employees took place to gain greater insight into the quantitative data collected. Findings – Three components that reflect an employee's SLP were studied: vitality, work ability and employability. The quantitative results, in general, showed that SLP decreased with ageing. However, in contrast to the hypothesis, the results showed a significant positive relationship between age and energy. Moreover, relationships between an employee's age and certain aspects of their SLP were moderated by workload. The interviews helped to interpret these results. Practical implications - he findings demonstrate that some of the older worker stereotypes are unfounded, and the important practical implications of these are discussed. Originality/value - earlier research has produced conflicting findings regarding the relationship between age and (aspects of ) SLP. By investigating several aspects of SLP in separate regressions within this research, the specific influences of age have become clearer. Furthermore, the research provides fresh insights into the relationship between age and SLP by including moderating effects of workload." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: Erwerbsbeteiligung; altersspezifische Faktoren; Arbeitsbelastung; Auswirkungen; Gesundheitszustand; Determinanten; Arbeitsfähigkeit; Beschäftigungsfähigkeit; ältere Arbeitnehmer; Stereotyp; öffentliche Verwaltung; physische Belastung; psychische Faktoren; Resilienz; Arbeitsmotivation; Niederlande; }, Annote= {Bezugszeitraum: 2018-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 716}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200901CV3}, } @Article{KimSeong:2020:NSA, Journal= {International journal of manpower}, Volume= {41}, Number= {5}, Author= {Seong Hee Kim}, Title= {Natives' skills and attitudes towards immigrants: evidence from 20 OECD countries}, Year= {2020}, Pages= {457-471}, Annote= {URL: https://doi.org/10.1108/IJM-03-2019-0117}, Abstract= {"Purpose: The purpose of this paper is to examine whether natives' attitudes toward immigration is associated with an influx of high- and low-skilled immigrants. The current research focuses on selected 20 OECD countries as destination countries. Design/methodology/approach: A pseudo-panel based on age cohort is constructed to control for the potential unobservable individual characteristics. The random effects and within estimators (where applicable) are applied in the panel-data setting. Findings: Regression results indicate that natives' attitudes depend on their labor market exposure and skill type. Low-skill immigrant inflows are negatively associated with natives' attitudes, but the magnitude is reduced proportionally to their share of the high skilled. The association between immigrant flows and attitudes is particularly strong for the prime-age cohorts, which can be explained by the labor market competition mechanism.Research limitations/implications Given the data limitations, not all destination countries could be analyzed but only selected OECD countries. However, this situation has resulted in the sample destination countries sharing similar characteristics with advanced economies. Originality/value: Although the majority of previous studies are based on survey questions on attitudes toward immigrants with respective skill type, the current study focuses on the effects of the actual immigration flows. Natives' attitudes respond sensitively to the actual changes in the number of migrants. The selection of OECD countries makes the characteristics of the destination countries substantially homogeneous." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: Inländer; Qualifikationsniveau; Auswirkungen; Einstellungen; Einwanderung; Ausländerfeindlichkeit; internationaler Vergleich; altersspezifische Faktoren; qualifikationsspezifische Faktoren; OECD; Beschäftigungseffekte; Hochqualifizierte; Niedrigqualifizierte; Bundesrepublik Deutschland; Australien; Österreich; Belgien; Kanada; Chile; Dänemark; Finnland; Frankreich; Irland; Italien; Luxemburg; Niederlande; Norwegen; Portugal; Spanien; Schweden; Schweiz; Großbritannien; USA; }, Annote= {Bezugszeitraum: 1980-2010}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 267}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200909C1Z}, } @Article{Maida:2020:DEP, Journal= {BJIR}, Number= {online first}, Author= {Agata Maida and Cristina Tealdi}, Title= {Does Employment Protection Affect Qualification Mismatch?}, Year= {2020}, Annote= {URL: https://doi.org/10.1111/bjir.12553}, Abstract= {"Abstract This article investigates the effect of the relaxation of the rigidity of employment protection legislation in dual economies on qualification mismatch, measured as the sum of over-education and under-education. Using a unique matched employer?employee flow dataset, the effect of two reforms, which significantly modified the rules for the utilization of temporary contracts in Italy, is studied. By increasing the relative flow of workers on short-term contracts, the short-term contract reform is found to have reduced the relative flow of over-educated workers. However, this result holds only for older male workers, while no effect is found for female and younger workers. The apprenticeship reform instead had no major effects on the relative flow of mismatched workers." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))}, Annote= {Schlagwörter: Kündigungsschutz; Deregulierung; Auswirkungen; mismatch; Überqualifikation; Unterqualifikation; Reformpolitik; befristeter Arbeitsvertrag; altersspezifische Faktoren; geschlechtsspezifische Faktoren; Berufsbildungspolitik; betriebliche Berufsausbildung; Ausbildungsvertrag; Ausbildungsquote; Italien; Venetien; }, Annote= {Bezugszeitraum: 1998-2007}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2149}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200901CWA}, } @Article{Medford:2020:PAS, Journal= {Demographic Research}, Volume= {43}, Author= {Anthony Medford and Sergi Trias-Llimós}, Title= {Population age structure only partially explains the large number of COVID-19 deaths at the oldest ages}, Year= {2020}, Pages= {Art. 19, 533-544}, Annote= {URL: https://doi.org/10.4054/DemRes.2020.43.19}, Annote= {URL: https://doi.org/10.4054/DemRes.2020.43.19}, Abstract= {"BACKGROUND To date, any attention paid to the age shape of COVID-19 deaths has been mostly in relation to understanding the differences in case fatality rates between countries. OBJECTIVE We explore differences in the age distribution of deaths from COVID-19 among six European countries which have old age structures. We do this by way of a crosscountry comparison and put forward some reasons for potential differences. METHODS We estimate the distribution of deaths by 10-year age groups and the counterfactual age distribution under the assumption that all populations had the age structure of Italy. For this, we use 10-year age-grouped COVID-19 death counts and the corresponding population exposures for France, Italy, the Netherlands, Germany, Sweden, Spain, and China. RESULTS All included European countries experienced a high proportion of deaths at older ages. The relative proportion of deaths at ages above 90 years is lowest in Italy when compared to the other countries in the study despite Italy having the oldest population in Europe. CONTRIBUTION Population age structure seems essential for understanding COVID-19-related mortality, but other factors may play an important role, particularly at older ages in European populations." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Pandemie; Krankheit; Sterblichkeit; Verteilung; Lebensalter; Altersstruktur; altersspezifische Faktoren; Gesundheitswesen; Altenpflege; internationaler Vergleich; Determinanten; Bundesrepublik Deutschland; China; Italien; Spanien; Niederlande; Frankreich; Schweden; }, Annote= {Bezugszeitraum: 2020-2020}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1997}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200825CRP}, } @Article{Mulders:2020:EAN, Journal= {International journal of manpower}, Volume= {41}, Number= {5}, Author= {Jaap Oude Mulders}, Title= {Employers' age-related norms, stereotypes and ageist preferences in employment}, Year= {2020}, Pages= {523-534}, Annote= {URL: https://doi.org/10.1108/IJM-10-2018-0358}, Abstract= {"Purpose - Social norms about the timing of retirement and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers' ageist preferences. The purpose of this paper is to study the effects of employers' retirement age norms and age-related stereotypes on their preferences for younger or older workers in three types of employment practices: hiring a new employee; offering training; and offering a permanent contract. Design/methodology/approach - Survey data from 960 Dutch employers from 2017 are analysed to study employers' preferences for younger or older workers. Effects of organisations' and managers' characteristics, retirement age norms and stereotypes are estimated with multinomial logistic regression analyses. Findings - Many employers have a strong preference for younger workers, especially when hiring a new employee, while preferences for older workers are highly uncommon. Higher retirement age norms of employers are related to a lower preference for younger workers in all employment decisions. When employers are more positive about older workers' soft qualities (such as reliability and social skills), but not about their hard qualities (such as their physical capacity and willingness to learn), they rate older workers relatively more favourable for hiring and offering training, but not for providing a permanent contract. Originality/value - This is one of the first studies to estimate the effects of retirement age norms and age-related stereotypes on ageist preferences for a diverse set of employment practices." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: ältere Arbeitnehmer; altersspezifische Faktoren; Stereotyp; soziale Normen; Rentenalter; Berufsausstieg; Diskriminierung; Beschäftigerverhalten; Personaleinstellung; Weiterbildungsangebot; unbefristeter Arbeitsvertrag; Präferenz; Niederlande; }, Annote= {Bezugszeitraum: 2017-2017}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 716}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200901CV4}, } @Article{Naegele:2020:TTS, Journal= {International journal of manpower}, Volume= {41}, Number= {5}, Author= {Laura Naegele and Wouter De Travenier and Moritz Hess and Frerich Frerichs}, Title= {A tool to systematise discrimination in labour market integration: An application to ageism}, Year= {2020}, Pages= {567-581}, Annote= {URL: https://doi.org/10.1108/IJM-10-2018-0364}, Abstract= {"Purpose: The purpose of this paper is to contribute to the discourse on labour market discrimination by introducing an analytical process model that offers a template for the systematic analysis of discrimination within the process of labour market integration. Its usage and contribution to the field is exemplified by applying the proposed model to the case of ageism in labour market integration. Design/methodology/approach: Five phases and four actors are distinguished that, added together, compose the proposed analytical process model. In the following, the model is used as an analytical framework for a mapping review, aimed at identifying and critically evaluating the vast and extensive literature on ageism in the process of labour market integration. Findings: The paper concludes that ageism occurs in all five phases of the integration process, pinpointing potential areas for policy interventions. Furthermore, the authors conclude that the existing literature on ageism in labour market integration is fragmented, with some elements and/or actors within the process so far having received little attention. Originality/value: The analytical process model developed in this paper provides the scientific community with a tool to systematise the literature, detect underlying mechanisms and uncover existing research gaps, not only for the case of ageism presented here, but for a vast variety of other 'isms. In addition, policy makers, trade unions and employers can use the model to better target and tailor anti-discrimination measures in labour market integration." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: ältere Arbeitnehmer; Diskriminierung; berufliche Integration; Personaleinstellung; Analyseverfahren; Prozessanalyse; Arbeitslose; Vermittlungsprozess; berufliche Reintegration; Beschäftigerverhalten; Arbeitsvermittlung; Entlassungen; Aktivierung; Stereotyp; }, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 267}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200909C1X}, } @Article{Nivalainen:2020:FPT, Journal= {Ageing & Society}, Number= {online first}, Author= {Satu Nivalainen}, Title= {From plans to action? Retirement thoughts, intentions and actual retirement: an eight-year follow-up in Finland}, Year= {2020}, Annote= {URL: https://doi.org/10.1017/S0144686X20000756}, Abstract= {"This study applies Feldman and Beehr's three-step model to examine retirement as a decision-making process leading from retirement thoughts to retirement plans and from retirement plans to actual retirement. The results show that retirement thoughts have a clear independent effect on retirement plans as measured by intended retirement age. Furthermore, retirement plans have an isolated effect on retirement patterns. Intended retirement age is the strongest predictor of actual retirement age. Retirement intentions can be thought to represent the effect of unobservable characteristics on retirement, such as preference and motivation. Retirement plans materialise with quite high accuracy. Several key factors are associated with intended and actual retirement age in a similar manner. Unemployment and higher income are connected with earlier planned and actual retirement. Health has a pronounced effect: better health is conducive to later retirement while weaker health (sickness absences) is conducive to earlier retirement. This applies both to retirement intentions and actual retirement and to the difference between the two. The most important way for organisations to extend working lives is to look after the health of older employees. Giving older workers an increased sense of control and lowering job demands helps to prevent premature retirement. Supporting older workers' continued employment is significant for the retention of older workers, while layoffs targeting older workers shorten working lives." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: ältere Arbeitnehmer; Ruhestand; Berufsausstieg; Berufswegplanung; Entscheidungsfindung; Rentenalter; Determinanten; sozioökonomische Faktoren; Gesundheitszustand; Arbeitslosigkeit; Einkommenshöhe; Mitarbeiterbindung; Personalpolitik; Arbeitsbedingungen; Finnland; }, Annote= {Bezugszeitraum: 2008-2016}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2232}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200901CV8}, } @Article{Roezer:2020:DUL, Journal= {Social Networks}, Volume= {63}, Author= {Jesper J. R{\"o}zer and Bas Hofstra and Matthew E. Brashears and Beate Volker}, Title= {Does unemployment lead to isolation? : The consequences of unemployment for social networks}, Year= {2020}, Pages= {100-111}, Annote= {URL: https://doi.org/10.1016/j.socnet.2020.06.002}, Abstract= {"Popular accounts in both social science and society claim that unemployment goes together with social withdrawal. However, empirical support for this conclusion is largely derived from cross-sectional studies or indirect measurements of social contacts. In this study, we argue that consequences of unemployment for personal networks differ across social groups and by length of unemployment. Using longitudinal data from the Swiss Household Panel (1999-2010), we focus on three frequently employed social network statistics: network size, contact frequency, and perceived support by friends, family, neighbors, and acquaintances. We estimate how short (<1 year) and long term (>1 year) unemployment relates to these network characteristics for men and women, people below and above 50 years of age, and lower and higher educated individuals. Our results provide a more-nuanced perspective on the commonly assumed social withdrawal following unemployment." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))}, Annote= {Schlagwörter: Arbeitslosigkeit; Auswirkungen; Arbeitslose; soziale Isolation; soziales Netzwerk; soziale Beziehungen; soziale Ausgrenzung; Arbeitslosigkeitsdauer; soziale Gruppe; Langzeitarbeitslosigkeit; altersspezifische Faktoren; geschlechtsspezifische Faktoren; qualifikationsspezifische Faktoren; Schweiz; }, Annote= {Bezugszeitraum: 1999-2010}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2066}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200831CTA}, } @Article{Solem:2020:ACA, Journal= {International journal of manpower}, Volume= {41}, Number= {5}, Author= {Per Erik Solem}, Title= {The affective component of ageism needs attention}, Year= {2020}, Pages= {583-594}, Annote= {URL: https://doi.org/10.1108/IJM-11-2018-0380}, Abstract= {"Purpose: The purpose of this paper is to explore responses of older workers and of managers to the call from the authorities to extend working life. Design/methodology/approach: Data are from the Norwegian Senior Policy Barometer with interviews with samples of about 750 managers and 1,000 workers each year from 2003. There is no panel data. Findings: Older workers increasingly prefer to extend their working career. The preferred age for exit has increased from 61 years in 2003 to 66 years in 2018. Managers seem less interested in expanding their older workforce. A majority of managers expressed quite positive conceptions of older workers' performance, but less often they liked to recruit older workers. As an average, managers told that they would hesitate to call in applicants above 58 years of age to job interviews. Age for hesitation is only moderately correlated (r = 0.29) to managers' beliefs about older workers' performance at work. Thus, the managers' beliefs about older workers' performance made only a small difference for their willingness to hire older workers.Research limitations/implications The results suggest that counteracting stereotypes, prejudice and age discrimination in working life needs a broad approach, including attention to the affective component of ageism. For research, the measurement of the affective component needs consideration and further exploration. Originality/value: The article brings data from a distinctive Norwegian context and approaches the rarely studied affective component of ageism in working life." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: ältere Arbeitnehmer; Diskriminierung; Lebensarbeitszeit; Arbeitszeitverlängerung; Präferenz; Führungskräfte; Einstellungen; Personaleinstellung; Leistungsbewertung; Beschäftigerverhalten; Fremdbild; Stereotyp; Vorurteil; Norwegen; }, Annote= {Bezugszeitraum: 2003-2003}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 267}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200909C1V}, } ************************************ 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN ************************************ @Article{Piton:2019:UIP, Journal= {IZA journal of labor policy}, Volume= {9}, Author= {Céline Piton and François Rycx}, Title= {Unemployment Impact of Product and Labor Market Regulation : Evidence from European Countries}, Year= {2019}, Pages= {Art. 20190006, 1-32}, Annote= {URL: https://doi.org/10.2478/izajolp-2019-0006}, Annote= {URL: https://doi.org/10.2478/izajolp-2019-0006}, Abstract= {"This paper provides robust estimates of the impact of both product and labor market regulations on unemployment using data from 24 European countries over the period 1998-2013. Controlling for country fixed effects, endogeneity, and a large set of covariates, results show that product market deregulation overall reduces the unemployment rate. This finding is robust across all specifications and in line with theoretical predictions. However, not all types of reforms have the same effect: deregulation of state controls and in particular involvement in business operations tend to push up the unemployment rate. Labor market deregulation, proxied by the employment protection legislation index, is detrimental to unemployment in the short run, while a positive impact (i.e., a reduction in the unemployment rate) occurs only in the long run. Analysis by sub-indicators shows that reducing protection against collective dismissals helps in reducing the unemployment rate. The unemployment rate equation is also estimated for different categories of workers. Although men and women are equally affected by product and labor market deregulations, workers distinguished by age and educational attainment are affected differently. In terms of employment protection, young workers are almost twice as strongly affected as older workers. Regarding product market deregulation, highly educated individuals are less impacted than low- and middle-educated workers." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))}, Annote= {Schlagwörter: Arbeitsmarktpolitik; Gütermarkt; Regulierung; Auswirkungen; Arbeitslosigkeitsentwicklung; internationaler Vergleich; Deregulierung; Arbeitslosenquote; Reformpolitik; Kündigungsschutz; altersspezifische Faktoren; geschlechtsspezifische Faktoren; qualifikationsspezifische Faktoren; Bundesrepublik Deutschland; Europa; Österreich; Belgien; Tschechische Republik; Dänemark; Estland; Finnland; Frankreich; Griechenland; Ungarn; Irland; Italien; Luxemburg; Niederlande; Polen; Portugal; Slowakei; Slowenien; Spanien; Schweden; Großbritannien; Island; Norwegen; Schweiz; }, Annote= {Bezugszeitraum: 1998-2013}, Annote= {JEL-Klassifikation: E24 ; E60 ; J48 ; J64 ; L51}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2180}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200831CTV}, } ************************* 3. SONSTIGE ZEITSCHRIFTEN ************************* @Article{Pimpertz:2020:SWB, Journal= {IW-Trends}, Volume= {47}, Number= {2}, Author= {Jochen Pimpertz and Oliver Stettes}, Title= {Silver Worker – Besch{\"a}ftigung jenseits der Regelaltersgrenze aus Arbeitnehmer- und Arbeitgeberperspektive}, Year= {2020}, Pages= {43-63}, Annote= {URL: https://doi.org/10.2373/1864-810X.20-02-03}, Annote= {URL: https://doi.org/10.2373/1864-810X.20-02-03}, Abstract= {"Die Beschäftigung jenseits der Regelaltersgrenze kann ein Mittel sein, um die Herausforderungen des demografischen Wandels für das Rentensystem und die Fachkräftesicherung zu bewältigen. Eine empirische Analyse auf Basis des IW-Personalpanels zeigt, dass in vier von zehn hiesigen Unternehmen Personen beschäftigt sind, die eine Rente beziehen oder das gesetzliche Renteneintrittsalter erreicht haben – die sogenannten Silver Worker. Die empirische Evidenz spricht dafür, dass Unternehmen den Einsatz von Silver Workern als personalpolitisches Instrument erkannt haben. Mit Teilzeitbeschäftigungsverhältnissen und Minijobs fördern sie den Wissenstransfer zwischen den Generationen im Betrieb, mit einer Weiterbeschäftigung in Vollzeit wenden sie hingegen eher eine drohende Fachkräftelücke im Betrieb ab. Arbeits- und sozialrechtliche Hemmnisse sind vor allem für die Fälle zu vermuten, in denen mit dem Übergang zum Rentenbezug auch eine kündigungsschutzrechtlich relevante Änderung des Arbeitsvertrags einhergeht. Dies betrifft insbesondere das Befristungsverbot bei einer Weiterbeschäftigung, die erst nach dem Ausscheiden vereinbart wird. Mehr als ein Drittel der Unternehmen mit Erfahrungen bei der Beschäftigung von Silver Workern berichtet jedoch auch, dass ihr Bedarf auf kein Interesse bei den betroffenen Beschäftigten stößt. Zweifel bestehen, ob mit einer Ausweitung rentenrechtlicher Anreize diese Zurückhaltung überwunden werden kann. Denn ob verspätete Inanspruchnahme oder zusätzliche Beitragszahlung, sozialversicherungspflichtige Beschäftigung im Ruhestandsalter wirkt sich bereits im Status quo positiv auf die spätere Rentenhöhe aus." (Autorenreferat, IAB-Doku)}, Abstract= {"Ongoing employment beyond the statutory age of retirement can be a means of meeting the challenges that the demographic transition poses both for the pension system and for the supply of skilled workers. An empirical analysis based on the IW Personnel Panel shows that four out of ten German companies have employees, known in Germany as 'silver workers', who are drawing a pension or have reached the statutory retirement age. The empirical evidence suggests that companies have recognised how useful these workers can be as a personnel policy instrument. Firms either employ them part-time and in so-called 'mini-jobs' (with limited hours and reduced payroll taxes) to facilitate the transfer of company-specific knowledge to younger staff, or keep them on full-time to ensure that the enterprise's skilled workforce is maintained at full strength. Labour and social law are most likely to create obstacles to continued employment in cases where reaching the pensionable age leads to changes in the dismissal clauses of the employee's contract. This applies particularly to the ban on fixed-term contracts where further employment is only agreed after the employee has left the company. However, the hurdles are not only legal: More than one third of companies with experience in employing older workers also report a lack of interest in the firm's needs among the employees concerned. An analysis of pension regulations indicates that this is unlikely to be due to a lack of financial incentives." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Rentner; Rentenalter; Erwerbsbeteiligung; ältere Arbeitnehmer; nachberufliche Tätigkeit; Personalpolitik; Ruhestand; Auswirkungen; Rentenhöhe; Erwerbsquote; Beschäftigungsentwicklung; Personalmanagement; geringfügige Beschäftigung; Teilzeitarbeit; Vollzeitarbeit; berufliche Selbständigkeit; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2019-2019}, Annote= {JEL-Klassifikation: J23 ; H55 ; J26}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 671}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200818CNE}, } @Article{Taylor:2020:WCW, Journal= {Economics Observatory}, Author= {Karl Taylor and Rachel Griffith}, Title= {Who can work from home and how does it affect their productivity?}, Year= {2020}, Address= {London}, Annote= {URL: https://www.coronavirusandtheeconomy.com/question/who-can-work-home-and-how-does-it-affect-their-productivity}, Abstract= {"The effects of the Covid-19 pandemic on the economy will depend on many factors, one of which is who can work from home and what impact that has on their productivity. Ability to work from home varies by occupation, income, age, gender, ethnicity and location." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Pandemie; Auswirkungen; Telearbeit; Produktivitätseffekte; Arbeitsproduktivität; Arbeitsplatzpotenzial; qualifikationsspezifische Faktoren; sektorale Verteilung; Geschlechterverteilung; Beruf und Familie; altersspezifische Faktoren; Berufsgruppe; regionaler Vergleich; Großbritannien; London; }, Annote= {Bezugszeitraum: 2020-2020}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200813CK4}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Seils:2020:WAE, Institution={Wirtschafts- und Sozialwissenschaftliches Institut (Hrsg.)}, Author= {Eric Seils}, Title= {Wiederanstieg der Altersarmut : Eine Kurzauswertung aktueller Daten f{\"u}r 2019 auf Basis des Mikrozensus}, Year= {2020}, Pages= {8}, Address= {D{\"u}sseldorf}, Series= {WSI policy brief}, Number= {45}, Annote= {URL: https://www.boeckler.de/pdf/p_wsi_pb_45_2020.pdf}, Abstract= {"Das Statistische Bundesamt hat jüngst aktuelle Daten zur Armutsgefährdungsquote im Jahre 2019 auf der Basis des Mikrozensus veröffentlicht (Statistisches Bundesamt 2020), die im Folgenden nach Altersgruppen und Erwerbsstatus ausgewertet werden. Dabei werden die interessantesten Ergebnisse hervorgehoben und erläutert. Besonders augenfällig ist der erhebliche Zuwachs der Altersarmut seit Anfang des letzten Jahrzehnts, die sich 2019 im Vergleich zum Vorjahr um einen weiteren Prozentpunkt erhöht und damit nochmals deutlich zum Anstieg der Armut in der Bundesrepublik auf ihren neuen Höchstwert seit Beginn der Zeitreihe im Jahre 1996 beigetragen hat." (Textauszug, IAB-Doku)}, Annote= {Schlagwörter: Altersarmut; Entwicklung; Kinder; Armut; Altersstruktur; altersspezifische Faktoren; Erwerbstätige; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2005-2019}, Annote= {Sprache: de}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200914C6D}, } *************************** 5. MONOGRAPHISCHE LITERATUR *************************** @Book{Konzelmann:2020:GIR, Institution={Bundesinstitut f{\"u}r Bev{\"o}lkerungsforschung (Hrsg.)}, Author= {Laura Konzelmann and Andreas Mergenthaler and Norbert F. Schneider}, Title= {Gemeinsam in die Rente? Ruhestand als Projekt f{\"u}r Zweiverdienerpaare}, Year= {2020}, Pages= {4}, Address= {Wiesbaden}, Series= {Bundesinstitut f{\"u}r Bev{\"o}lkerungsforschung. Policy brief}, Annote= {URL: https://nbn-resolving.org/urn:nbn:de:bib-var-2020-033}, Annote= {URL: https://nbn-resolving.org/urn:nbn:de:bib-var-2020-033}, Abstract= {"'Der Anteil an Paaren jenseits der 50, bei denen beide Partner erwerbstätig sind, ist in der Vergangenheit stark gestiegen und wird voraussichtlich auch zukünftig weiter steigen. 'Derzeit sind bei mehr als der Hälfte aller Paare zwischen 50 und 69 Jahren beide Partner erwerbstätig (1996 waren es nur 25 Prozent) und bei jedem vierten Paar in diesem Alter sind beide voll erwerbstätig. In Ostdeutschland liegt dieser Anteil sogar bei knapp 40 Prozent. 'Der gemeinsame Übergang vom Beruf in den Ruhestand wird daher für immer mehr Menschen zu einem Lebensprojekt. Dies gilt insbesondere für Paare mit einem großen Altersabstand. 'Die Synchronisierung des Renteneintritts zwischen Partnern kann zu Abweichungen vom Regelalter des Renteneintritts führen und ist daher auch sozialpolitisch relevant." (Autorenreferat, IAB-Doku)}, Annote= {Schlagwörter: dual career couples; Berufsausstieg; Ruhestand; ältere Arbeitnehmer; Berufswegplanung; Ehemänner; Ehefrauen; altersspezifische Faktoren; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 1996-2018}, Annote= {Sprache: de}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200827CS5}, } @Book{OECD:2017:MEP, Institution={OECD ; Europ{\"a}ische Kommission}, Title= {The missing entrepreneurs 2017 : policies for inclusive entrepreneurship}, Year= {2017}, Pages= {237}, Address= {Paris}, Series= {The missing entrepreneurs}, Number= {04}, ISBN= {ISBN 978-92-64-28360-2}, Annote= {URL: https://doi.org/10.1787/9789264283602-en}, Annote= {URL: https://doi.org/10.1787/9789264283602-en}, Abstract= {"The Missing Entrepreneurs 2017 is the fourth edition in a series of publications that examine how public policies at national, regional and local levels can support job creation, economic growth and social inclusion by overcoming obstacles to business start-ups and self-employment by people from disadvantaged or under-represented groups in entrepreneurship. It shows that there is substantial potential to combat unemployment and increase labour market participation by facilitating business creation in populations such as women, youth, the unemployed, and migrants. However, the specific problems they face need to be recognised and addressed with effective and efficient policy measures. This edition contains in-depth policy discussion chapters on the quality of self-employment, including new forms of self-employment such as dependent and false self-employment, and the potential of self-employment as an adjustment mechanism in major firm restructuring and job shedding. Each thematic chapter discusses current policy issues and challenges, and makes recommendations for policy makers. A data section provides a range of information on self-employment and business creation rates, barriers and key characteristics of businesses operated by social group. Finally, country profiles highlight recent trends in inclusive entrepreneurship, key policy challenges and recent policy actions in each of the 28 EU Member States." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Unternehmensgründung; Förderung; Inklusion; internationaler Vergleich; Unternehmertum; Benachteiligtenförderung; Frauen; junge Erwachsene; ältere Arbeitnehmer; Einwanderer; Arbeitslose; OECD; Europäische Union; EU-Politik; berufliche Selbständigkeit; Quote; Bundesrepublik Deutschland; Belgien; Bulgarien; Dänemark; Estland; Finnland; Frankreich; Griechenland; Irland; Italien; Lettland; Litauen; Luxemburg; Malta; Niederlande; Österreich; Polen; Portugal; Rumänien; Schweden; Slowakei; Slowenien; Spanien; Tschechische Republik; Ungarn; Großbritannien; Zypern; Kroatien; }, Annote= {Bezugszeitraum: 2002-2016}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, k171213v10}, } @Book{OECD:2020:BAE, Institution={OECD}, Title= {Bildung auf einen Blick 2020 : OECD Indikatoren}, Year= {2020}, Pages= {582}, Address= {Bielefeld}, Publisher= {Bertelsmann}, Series= {Bildung auf einen Blick. OECD-Indikatoren}, ISBN= {ISBN 978-92-64-67388-5}, Annote= {URL: https://doi.org/10.3278/6001821mw}, Annote= {URL: https://doi.org/10.3278/6001821nw}, Annote= {URL: https://doi.org/10.1787/69096873-en}, Abstract= {"Bildung auf einen Blick 2020 hat u. a. einen Schwerpunkt auf der beruflichen Ausbildung. Untersucht wurden die Teilnahme an beruflicher Bildung in den verschiedenen Bildungsbereichen, die Arbeitsmarktergebnisse und sozialen Auswirkungen für Absolventen beruflicher Ausbildungsgänge sowie die in berufsbildende Bildungseinrichtungen investierten Human- und Finanzressourcen. Zwei neue Indikatoren zu den unterschiedlichen Systemen der beruflichen Bildung weltweit und den Erfolgsraten im Sekundarbereich II runden die Analyse ab. Außerdem gibt es erneut ein separates Kapitel zu SDG 4, dem vierten Ziel für nachhaltige Entwicklung der Agenda 2030, in dem auch die Qualität und Teilnahme im Sekundarbereich II untersucht wird." (Autorenreferat, IAB-Doku)}, Annote= {Schlagwörter: Bildungssystem; Bildungsabschluss; Beschäftigungseffekte; Bildungsertrag; qualifikationsspezifische Faktoren; Sekundarbereich; Hochschulabsolventen; Berufseinmündung; Jugendliche; junge Erwachsene; Ausbildungszeit; NEET; berufliche Integration; Niedrigqualifizierte; geschlechtsspezifische Faktoren; altersspezifische Faktoren; Ausbildungsabschluss; Bildungsausgaben; Bildungschancengleichheit; Schulwesen; OECD; internationaler Vergleich; Bundesrepublik Deutschland; Australien; Belgien; Dänemark; Finnland; Frankreich; Griechenland; Großbritannien; Irland; Island; Italien; Japan; Kanada; Luxemburg; Mexiko; Niederlande; Neuseeland; Norwegen; Österreich; Polen; Portugal; Schweden; Slowakei; Spanien; Schweiz; Südkorea; Tschechische Republik; Türkei; Ungarn; USA; Chile; Slowenien; Estland; Israel; Argentinien; Brasilien; China; Kolumbien; Indien; Indonesien; Lettland; Russland; Saudi-Arabien; Südafrikanische Republik; }, Annote= {Bezugszeitraum: 2000-2019}, Annote= {Sprache: de}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200909C25}, } @Book{Westermeier:2020:IBW, Annote= {Sign.: Z 755 18/2020;}, Institution={Institut f{\"u}r Arbeitsmarkt- und Berufsforschung, N{\"u}rnberg (Hrsg.)}, Author= {Christian Westermeier and Mario Wolf}, Title= {IAB-Stellenerhebung: Betriebe wollten 2018 deutlich mehr rentenberechtigte Mitarbeiter halten als 2015}, Year= {2020}, Pages= {12}, Address= {N{\"u}rnberg}, Series= {IAB-Kurzbericht}, Number= {18/2020}, Annote= {URL: http://doku.iab.de/kurzber/2020/kb1820.pdf}, Abstract= {"Der demografische Wandel in Deutschland erfordert zunehmend Flexibilität von Beschäftigten und Betrieben. Eine attraktivere Gestaltung der Weiterbeschäftigung bei gleichzeitigem Rentenbezug ist dabei eine wichtige Option, um ältere Menschen länger auf dem Arbeitsmarkt zu halten. Auf Basis repräsentativer Betriebsbefragungen jeweils im 4. Quartal 2015 und 2018 untersuchen die Autoren diese Fragen: Wie viele und welche Betriebe haben überhaupt Interesse an einer Weiterbeschäftigung von rentenberechtigten Arbeitnehmerinnen und Arbeitnehmern? Welche der verfügbaren Maßnahmen gelten als besonders hilfreich und welche werden tatsächlich genutzt? Die Ergebnisse zeigen, dass sich der Anteil der rentenberechtigten Beschäftigten, die die Betriebe halten wollten, zwischen 2015 und 2018 mehr als verdoppelt hat. Am häufigsten wird die Weiterbeschäftigung über den Wechsel in einen Minijob realisiert." (Autorenreferat, IAB-Doku)}, Abstract= {"Demographic change and recent policies demand more flexibility from employees and employers. Attractive employment arrangements for retirees can help keep qualified personnel in the workforce longer and mitigate the labour shortages in some industries. Using IAB Job Vacancy Survey data collected in 2015 and 2018, we investigate which firms show interest in keeping their workers in employment despite being eligible for an old-age pension in Germany." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: IAB-Stellenerhebung; Mitarbeiterbindung; ältere Arbeitnehmer; Personalpolitik; Altersteilzeit; Teilrente; Mini-Job; Weiterbeschäftigung; Rentenalter; Unternehmensgröße; Auswirkungen; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2015-2018}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 755}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K200828CS7}, } 19 von 364 Datensätzen ausgegeben.