Suchprofil: Ältere_im_Betrieb
Durchsuchter Fertigstellungsmonat: 11/22

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 Applied Economics
%V 54
%N 35
%F X 132
%A Boffy-Ramirez, Ernest
%T Push or Pull? Measuring the labor supply response to the minimum wage using an individual-level panel
%D 2022
%P S. 4043-4059
%G en
%# 1990-2017
%R 10.1080/00036846.2021.2020713
%U http://dx.doi.org/10.1080/00036846.2021.2020713
%U https://doi.org/10.1080/00036846.2021.2020713
%X "For individuals in low-wage labour markets, an increase in the minimum wage can theoretically pull them into or push them out of the labour force. If increases raise expected wages beyond reservation wages, marginal individuals could enter the labour force and begin searching for employment. If increases lower expected wages, marginal individuals already in the labour force could exit. Leveraging revised individual identifiers in the U.S. Current Population Survey, this research estimates the contemporaneous effects of minimum wage increases on labour force participation. The use of within-person variation, short individual panels, and flexible controls for time create an empirical strategy that mitigates potential biases from unobserved constant individual-level heterogeneity and time-varying factors. This research finds that minimum wage changes tend to impact the youngest individuals, but there is substantial heterogeneity in responses by age, race/ethnicity, and sex. There is stronger evidence of pull effects amongst young white men and Latinos, and weaker evidence amongst young Black women and older Latinas. Weak evidence of push effects is observed amongst younger white women, younger Latinos, and older Latinas. This research highlights heterogeneous labour force participation responses to further inform our understanding of search behaviour and labour market churn." (Author's abstract, IAB-Doku) ((en))
%K Mindestlohn
%K Auswirkungen
%K Erwerbsbeteiligung
%K Arbeitskräfteangebot
%K Niedriglohnbereich
%K Geringverdiener
%K altersspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K Race
%K Weiße
%K Person of Color
%K Hispanos
%K USA
%K J15
%K J21
%K J22
%K J63
%K J20
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-25
%M K221109VIB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Kölner Zeitschrift für Soziologie und Sozialpsychologie
%V 74
%N 3
%F Z 042
%A Brandt, Gesche
%A Spangenberg, Heike
%T Karriere mit Kind ' Wie wirkt sich frühe Mutterschaft auf das Erreichen von Führungspositionen bei Akademikerinnen aus?
%D 2022
%P S. 303-327
%G de
%# 1997-2015
%R 10.1007/s11577-022-00854-3
%U https://doi.org/10.1007/s11577-022-00854-3
%U https://doi.org/10.1007/s11577-022-00854-3
%X "Dieser Beitrag widmet sich im Anschluss an die Diskussion zur Entzerrung der 'Rushhour des Lebens' der Frage, ob es vorteilhaft für die berufliche Karriere von Akademikerinnen ist, wenn sie, anstatt nach dem Berufseinstieg, bereits vor dem Studienabschluss oder direkt im Anschluss daran Kinder bekommen. Während ein Aufschieben der Erstgeburt verschiedenen Studien zufolge durchaus positiv für den Karriereverlauf ist, ist der Zusammenhang zwischen einer frühen Familiengründung und dem Erreichen einer Führungsposition für Deutschland bislang kaum erforscht. Anhand von Absolventendaten des Deutschen Zentrums für Hochschul- und Wissenschaftsforschung (DZHW) wird mit logistischen Regressionsanalysen untersucht, wie wahrscheinlich das Erreichen einer Führungsposition für Mütter mit akademischem Abschluss in Abhängigkeit vom Geburtentiming ist. Die Befunde zeigen, dass Mütter, die bereits vor dem Berufseinstieg Kinder bekommen haben, zehn Jahre nach Studienabschluss mit höherer Wahrscheinlichkeit in Führungspositionen tätig sind als die Vergleichsgruppe der Mütter, die erst während des Erwerbsverlaufs eine Familie gegründet haben. Erstere weisen im Erwerbsverlauf weniger Vollzeitphasen, aber mehr Teilzeitphasen und weniger Unterbrechungsphasen auf. Die Ergebnisse stützen humankapital- und signaltheoretische Annahmen, wonach Akademikerinnen auf dem Arbeitsmarkt von einer Familiengründung vor dem Berufseinstieg profitieren, da längere Erwerbsunterbrechungen unwahrscheinlicher werden." (Autorenreferat, IAB-Doku, © Springer-Verlag)
%X "Following the discussion on the 'rush hour of life,' this paper addresses the question of whether having children before graduation or directly afterwards can be beneficial for female academics' professional careers compared with becoming a mother after entering the labour market. While postponing starting a family is positive for career progression, according to various studies, research on the correlation between starting a family early and achieving a leadership position in Germany is scarce. Utilising data from the German Centre for Higher Education Research and Science Studies (DZHW) graduate panel, we employed logistic regression analyses to examine how likely it is that mothers will reach a leadership position depending on the timing of their children's birth. Mothers who had children during their studies or directly afterwards were more often in leadership positions ten years after graduation than the control group of mothers who had a family later in their careers. The former had fewer full-time phases in their employment histories, but they had more part-time phases and fewer interruptions. The results support human capital theory and signalling theory assumptions that it is advantageous to have children during one's studies, as there is no job-specific human capital that is diminished by a longer interruption of employment." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
%K erwerbstätige Frauen
%K Mütter
%K Elternschaft
%K altersspezifische Faktoren
%K Auswirkungen
%K beruflicher Aufstieg
%K Akademiker
%K Führungskräfte
%K Beruf und Familie
%K Berufseinmündung
%K Studium
%K Berufsverlauf
%K Teilzeitarbeit
%K Erwerbsunterbrechung
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-22
%M K221108VHC
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Journal of labor economics
%N online first
%F Z 797
%A Casarico, Alessandra
%A Lattanzio, Salvatore
%T What Firms Do: Gender Inequality in Linked Employer-Employee Data
%D 2022
%P S. 1-31
%G en
%# 1995-2015
%R 10.1086/723177
%U http://dx.doi.org/10.1086/723177
%U https://doi.org/10.1086/723177
%X "We study the extent to which employer heterogeneity affects gender gaps inearnings across the distribution, over time, and over the life cycle, accounting forcohort effects. Using a linked employer-employee dataset for Italy, we show thatthe gender gap in firm pay premia explains 34 percent of the mean gender paygap, mainly due to between-firm components. Within-firm differences are moreimportant at the top of the distribution, and have become more relevant over time.Gender differences in mobility towards firms with higher pay premia and within-firm gender inequality partly explain the gender gap in firm pay premia" (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Unternehmen
%K zwischenbetriebliche Mobilität
%K Auswirkungen
%K Berufsverlauf
%K altersspezifische Faktoren
%K Italien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-29
%M K221114VKK
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 54
%N 8
%F X 132
%A Charni, Kadija
%T Do employment opportunities decrease for older workers?
%D 2022
%P S. 937-958
%G en
%# 1994-2008
%R 10.1080/00036846.2021.1970711
%U http://dx.doi.org/10.1080/00036846.2021.1970711
%U https://doi.org/10.1080/00036846.2021.1970711
%X "Increasing the labour market participation rates of older workers is a means to secure the sustainability of public finances. However, questions about the effects of job loss of unemployed older workers and their employment prospects remain. This paper investigates why workers, aged 50 and over, have less employment opportunities. Using a competing risks model on British panel data, we examine the chances of re-employment after unemployment spells for older individuals. We find that human capital characteristics and economic incentives play an important role in their chances of getting back to work. We show that the probability of returning to employment after an unemployment spell decreases as workers get older. A decomposition analysis supports the role of age in the unemployment duration gap between 'older' and 'younger' individuals. The duration of leaving unemployment to employment of older workers would be lower if they will be treated in the same way as the younger ones, which is consistent with elderly employment barriers." (Author's abstract, IAB-Doku) ((en))
%K ältere Arbeitnehmer
%K Arbeitsmarktchancen
%K Arbeitslose
%K berufliche Reintegration
%K altersspezifische Faktoren
%K Arbeitslosigkeitsdauer
%K Diskriminierung
%K qualifikationsspezifische Faktoren
%K ökonomische Faktoren
%K institutionelle Faktoren
%K Rentenversicherung
%K Arbeitslosenversicherung
%K Großbritannien
%K J64
%K J21
%K J70
%K J14
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-25
%M K221109VH6
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 53
%N 43
%F X 132
%A Choe, Chung
%A Kang, Sung Hoon
%A Choi, Koangsung
%T Effects of wage-peak system on youth employment: Evidence from South Korea
%D 2021
%P S. 4975-4984
%G en
%# 2011-2016
%R 10.1080/00036846.2021.1912697
%U http://dx.doi.org/10.1080/00036846.2021.1912697
%U https://doi.org/10.1080/00036846.2021.1912697
%X "After the increase in the minimum retirement age, South Korea introduced a wage-peak system to mitigate increases in firm costs due to the wage of elderly workers. In this study, we examined how the later retirement age has affected employment opportunities for younger workers. We also investigated the difference in impact of later retirement on employment between firms within and outside of the system. Using the difference-in-differences empirical method, we found that this system has increased employment opportunities for younger workers. Moreover, as the proportion of elderly workers increases, the effect of the wage-peak system on the proportion of young workers is enhanced." (Author's abstract, IAB-Doku) ((en))
%K Rentenalter
%K Reformpolitik
%K Auswirkungen
%K Beschäftigungseffekte
%K junge Erwachsene
%K Jugendliche
%K Rentenversicherung
%K Lohnsenkung
%K Rentenpolitik
%K Lohnsubvention
%K Arbeitskosten
%K Kostensenkung
%K Personaleinstellung
%K ältere Arbeitnehmer
%K Südkorea
%K J21
%K J26
%K J18
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-25
%M K221108VGK
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 53
%N 21
%F X 132
%A Eskildsen, Jacob Kjær
%A Frederiksen, Anders
%A Løkke Møller, Ann-Kristina
%T Employee absence in public and private organizations
%D 2021
%P S. 2416-2432
%G en
%# 2010-2016
%R 10.1080/00036846.2020.1861206
%U http://dx.doi.org/10.1080/00036846.2020.1861206
%U https://doi.org/10.1080/00036846.2020.1861206
%X "We study employee absence in Danish public and private organizations. Using data from four private and four public organizations we establish sector differences and that absence is predominantly an individualized phenomenon. Because the within-group variation in absence clearly dominates the between-group variation, we conclude that organizations need to invoke individualized policies to reduce employee absence, and we establish that incentives related to promotions and dismissals can be useful tools, as absence behaviour interacts with such incentives." (Author's abstract, IAB-Doku) ((en))
%K Fehlzeiten
%K Privatwirtschaft
%K staatlicher Sektor
%K öffentliche Verwaltung
%K Arbeitsverhalten
%K Arbeitsanreiz
%K altersspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K Krankenstand
%K Dänemark
%K M12
%K M51
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-22
%M K221108VGG
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 52
%N 48
%F X 132
%A French, Michael T.
%A Popovici, Ioana
%A Timming, Andrew R.
%T Analysing the effect of commuting time on earnings among young adults
%D 2020
%P S. 5282-5297
%G en
%# 1994-2008
%R 10.1080/00036846.2020.1761537
%U http://dx.doi.org/10.1080/00036846.2020.1761537
%U https://doi.org/10.1080/00036846.2020.1761537
%X "A few recent studies find a positive relationship between workplace income and commuting distance among the general population. However, young adults, with less advanced labour market skills, might be more likely to accept longer commutes even if they are not compensated with higher earnings in the short-run. We examine the relationship between commuting time and earnings in a sample of young adults from the National Longitudinal Study of Adolescent to Adult Health. We employ various statistical approaches to disentangle the effects of commuting time on earnings while controlling for numerous socio-demographic factors, occupation, irregular work schedules or part-time work, transportation mode, and other explanatory variables. Our results indicate that 10 additional minutes of one-way commuting time is associated with a 2.9% (2.8%) increase in annual income for young adult men (women). These findings have implications for employers, young employees, workplace advocates, and policymakers as commuting is a prominent component of work-life balance for most individuals." (Author's abstract, IAB-Doku) ((en))
%K Berufspendler
%K Arbeitsweg
%K Dauer
%K Auswirkungen
%K Einkommenseffekte
%K junge Erwachsene
%K Lohnhöhe
%K Arbeitsplatzwahl
%K Work-Life-Balance
%K altersspezifische Faktoren
%K Arbeitsort
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-22
%M K221107VF2
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 54
%N 33
%F X 132
%A Gaye, Maimouna
%T Job satisfaction: towards internalizing the feeling of inequality between men and women
%D 2022
%P S. 3823-3839
%G en
%# 2015-2015
%R 10.1080/00036846.2021.2016589
%U http://dx.doi.org/10.1080/00036846.2021.2016589
%U https://doi.org/10.1080/00036846.2021.2016589
%X "The more pronounced job satisfaction among women is generally observed despite their less favorable work situation compared to men. However, regression analysis alone in a sample of non-comparable men and women may be subject to model misspecification. Our work uses an innovative matching procedure, Coarsened Exact Matching (CEM), to address this issue and analyze the reasons for the differential in job satisfaction between men and women with the same characteristics. Data from the Sixth European Working Conditions Survey are considered including five measures of satisfaction with career development prospects taken as a new measure. The results show that women are more satisfied with job security, while they seem less satisfied with their career development prospects. A similar level of satisfaction is observed between men and women with regard to social relations, overall satisfaction and salary. Exceptionally, the youngest women, or those with higher education, or employed at a higher hierarchical level, or working in male-dominated sectors, expressed levels of satisfaction that were the opposite of the other women. This is likely due to the fact that these women align their job expectations with those of their male counterparts." (Author's abstract, IAB-Doku) ((en))
%K Arbeitszufriedenheit
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K geschlechtsspezifische Faktoren
%K internationaler Vergleich
%K Arbeitsplatzsicherheit
%K Berufsaussichten
%K beruflicher Aufstieg
%K Lohnhöhe
%K soziale Beziehungen
%K altersspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Stellung im Beruf
%K Männerberufe
%K Frauenberufe
%K Arbeitsbedingungen
%K Europa
%K O33
%K C14
%K J16
%K J28
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-25
%M K221109VIA
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 52
%N 5
%F X 132
%A Guo, Rui
%A Sun, Wei
%A Wang, Jianqiu
%A Xiao, Gang
%T Why do retired workers claim their social security benefits so early? A potential explanation based on the cumulative prospect theory
%D 2020
%P S. 490-505
%G en
%R 10.1080/00036846.2019.1646874
%U http://dx.doi.org/10.1080/00036846.2019.1646874
%U https://doi.org/10.1080/00036846.2019.1646874
%X "Social Security provides longevity insurance for older Americans. According to expected utility theory models, rational households who are not liquidity constrained should delay claiming their Social Security benefits to insure consumption in late life. However, data shows that most retired workers claim soon after becoming eligible. This paper explains the early claiming behaviors using the cumulative prospect theory. We show that when making claiming decisions, individuals consider benefit gains and losses from delaying claiming relative to claiming immediately. Fear of receiving less lifetime benefits in the event of early death induces them to claim immediately." (Author's abstract, IAB-Doku) ((en))
%K ältere Arbeitnehmer
%K Inanspruchnahme
%K Determinanten
%K Risikobereitschaft
%K Rentner
%K Entscheidungskriterium
%K Lebenserwartung
%K Rentenversicherung
%K psychische Faktoren
%K altersspezifische Faktoren
%K Rentenhöhe
%K ökonomisches Verhalten
%K Kosten-Nutzen-Analyse
%K Zukunftsperspektive
%K Berufsausstieg
%K USA
%K H55
%K D14
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-22
%M K221107VFC
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 53
%N 13
%F X 132
%A Huikari, Sanna
%A Korhonen, Marko
%T Unemployment, global economic crises and suicides: evidence from 21 OECD countries
%D 2021
%P S. 1540-1550
%G en
%# 1960-2011
%R 10.1080/00036846.2020.1838430
%U http://dx.doi.org/10.1080/00036846.2020.1838430
%U https://doi.org/10.1080/00036846.2020.1838430
%X "This study explores age- and gender-specific suicide mortality due to unemployment and economic crises, for 21 OECD countries over the period 1960 to 2011. The findings indicate that a higher unemployment rate leads to an increase in suicides in almost all age groups. Further, using dataset on economic/financial crisis events, results show that, in general, these crises increase suicide rates. However, the evidence also shows that economic crises have no effect on those in the 45 to 64 years age group in terms of suicides. Further, we assessed whether suicide mortality can be attributed to a 'crisis effect' beyond that of unemployment. For males, we found a significant joint effect between crises and unemployment. Finally, we investigated the possible nonlinear threshold response of suicides to unemployment. We found that suicides among young males (<45 years) are due to marked increases in unemployment in association with global economic crises." (Author's abstract, IAB-Doku) ((en))
%K Arbeitslosigkeit
%K Arbeitslosigkeitsbewältigung
%K Arbeitslose
%K arbeitslose Männer
%K arbeitslose Frauen
%K Selbstmord
%K Wirtschaftskrise
%K geschlechtsspezifische Faktoren
%K altersspezifische Faktoren
%K internationaler Vergleich
%K OECD
%K Industrieländer
%K Auswirkungen
%K Sterblichkeit
%K I10
%K G01
%K C33
%K E24
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-22
%M K221108VGD
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 54
%N 9
%F X 132
%A Ignaczak, Luke
%A Raffestin, Louis
%A Voia, Marcel
%T Do the determinants of employment duration vary across employment spells?
%D 2022
%P S. 1011-1029
%G en
%# 2001-2006
%R 10.1080/00036846.2021.1972084
%U http://dx.doi.org/10.1080/00036846.2021.1972084
%U https://doi.org/10.1080/00036846.2021.1972084
%X "This paper looks at employment spells beyond the first, to check if multiple employment separations improve the matching of skills between workers and firms. We investigate whether the factors that are relevant for the first spell remain relevant for later spells. The results point to a range of outcomes. Certain variables such as the unemployment rate gap or part-time employment remain strong consistent predictors of the separation hazard across spells. In contrast, the coefficients of some variables such as the education or family status of the worker change sign and significance as the number of spells increases. This pattern is explained using a theoretical model that connects the cross-spell impact of a variable to its impact on the underlying distribution of the tendency to separate across workers. Variables associated with either a very low or a very high tendency to separate have an inconsistent effect across spells, because workers with a low tendency to separate do not appear in subsequent spells. Additionally, we find that the results vary across genders and generations." (Author's abstract, IAB-Doku) ((en))"This paper looks at employment spells beyond the first, to check if multiple employment separations improve the matching of skills between workers and firms. We investigate whether the factors that are relevant for the first spell remain relevant for later spells. The results point to a range of outcomes. Certain variables such as the unemployment rate gap or part-time employment remain strong consistent predictors of the separation hazard across spells. In contrast, the coefficients of some variables such as the education or family status of the worker change sign and significance as the number of spells increases. This pattern is explained using a theoretical model that connects the cross-spell impact of a variable to its impact on the underlying distribution of the tendency to separate across workers. Variables associated with either a very low or a very high tendency to separate have an inconsistent effect across spells, because workers with a low tendency to separate do not appear in subsequent spells. Additionally, we find that the results vary across genders and generations." (Author's abstract, IAB-Doku) ((en))
%K Berufsverlauf
%K Beschäftigungsdauer
%K berufliche Mobilität
%K Auswirkungen
%K matching
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Quote
%K Betriebstreue
%K geschlechtsspezifische Faktoren
%K Arbeitslosigkeit
%K Nichterwerbstätigkeit
%K altersspezifische Faktoren
%K Teilzeitarbeit
%K Erwerbsunterbrechung
%K Einwanderer
%K Inländer
%K qualifikationsspezifische Faktoren
%K Kündigung
%K abhängig Beschäftigte
%K Kanada
%K C41
%K C12
%K C14
%K J00
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-25
%M K221109VH7
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 54
%N 49
%F X 132
%A Liu, Qinyi
%A Fleisher, Belton M.
%T Job tasks and cognitive skill accumulation
%D 2022
%P S. 5734-5753
%G en
%# 2011-2012
%R 10.1080/00036846.2022.2052009
%U http://dx.doi.org/10.1080/00036846.2022.2052009
%U https://doi.org/10.1080/00036846.2022.2052009
%X "Individuals' cognitive skills can be improved through learning by doing various tasks at work. We report the results of studying rich information on job tasks performed at the individual level based on three measures of job task complexity: (i) overall job complexity, (ii) analytical task intensity, and (iii) interactive task intensity. Controlling for task selection, we show that both overall job task complexity and analytical tasks can contribute to the development of a worker's cognitive skills, while interactive tasks play a less significant role. Furthermore, we find that complex job tasks can offset the effect of aging on cognitive functioning. We show the implications of our research results for work design, cognitive interventions, and retirement policies." (Author's abstract, IAB-Doku) ((en))
%K Tätigkeitsmerkmale
%K Auswirkungen
%K kognitive Fähigkeit
%K on-the-job training
%K Lernen und Arbeiten
%K Arbeitsanforderungen
%K Kompetenzentwicklung
%K altersspezifische Faktoren
%K Dequalifizierung
%K geistige Arbeit
%K körperliche Arbeit
%K Wissensarbeit
%K Gefühlsarbeit
%K Bundesrepublik Deutschland
%K J21
%K M53
%K J24
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-25
%M K221110VJB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 52
%N 10
%F X 132
%A Lopez, Mary J.
%A Slavov, Sita
%T Do immigrants delay retirement and social security claiming?
%D 2020
%P S. 1105-1123
%G en
%# 1992-2014
%R 10.1080/00036846.2019.1659492
%U http://dx.doi.org/10.1080/00036846.2019.1659492
%U https://doi.org/10.1080/00036846.2019.1659492
%U https://doi.org/10.3386/w25518
%X "We use data from the Health and Retirement Study (HRS) to examine how immigrants' retirement and Social Security claiming patterns compare to those of natives. We find that immigrants retire and claim Social Security at older ages than natives, an effect that is similar across immigrant ethnic groups and more pronounced among immigrants who arrived in the U.S. after age 40. We discuss and explore possible mechanisms for these differences. Hazard models suggests that these differences arise because immigrants have lower retirement and claiming hazard rates in their early 60s. We do not find evidence of an increase in the rate at which immigrants move abroad or exit the survey, compared to U.S. natives, in their late 50s through 60s, a finding that is consistent with immigrants retiring in the U.S. rather than abroad. These results are important given the rising share of older immigrants living in the U.S., and they have implications for the impact of immigration on government finances as well as the retirement security of an important subgroup of the population." (Author's abstract, IAB-Doku) ((en))
%K Einwanderer
%K Ruhestand
%K Alterssicherung
%K ausländische Arbeitnehmer
%K ältere Arbeitnehmer
%K Berufsausstieg
%K altersspezifische Faktoren
%K Rentenzugänge
%K Altersstruktur
%K Inländer
%K USA
%K D14
%K H55
%K J15
%K J26
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-07
%M K221107VFL
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Journal of vocational behavior
%V 137
%F Z 605
%A Netchaeva, Ekaterina
%A Sheppard, Leah D.
%A Balushkina, Tatiana
%T A meta-analytic review of the gender difference in leadership aspirations
%D 2022
%P Art. 103744
%G en
%# 1960-2021
%R 10.1016/j.jvb.2022.103744
%U http://dx.doi.org/10.1016/j.jvb.2022.103744
%U https://doi.org/10.1016/j.jvb.2022.103744
%X "Compared to their representation in the workforce, women are significantly underrepresented in leadership roles in the United States. Whereas substantial research attention has been paid to the role of bias and discrimination in perpetuating this gap, less has been devoted to exploring the gender difference in aspirations for these roles. We draw from social role theory to hypothesize that men have higher leadership aspirations than women and test our hypothesis using a meta-analysis of 174 U.S. published and unpublished samples (N = 138,557) spanning six decades. The results reveal that there is a small but significant gender difference in the predicted direction (Hedge's g = 0.22). Notably, the gender difference has not narrowed significantly over time, and appears to widen at college age and among working adults within male-dominated industries. Our results also suggest that the process and dissemination of research in this domain exhibits bias. We discuss the implications of our conclusions for future research." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Aufstiegsmotivation
%K beruflicher Aufstieg
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Forschungsstand
%K Führungskräfte
%K Stereotyp
%K Frauenberufe
%K Männerberufe
%K altersspezifische Faktoren
%K Studenten
%K Geschlechterverteilung
%K Berufserwartungen
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-08
%M K221025U4A
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 53
%N 28
%F X 132
%A Okamura, Kazuaki
%A Islam, Nizamul
%T Effects of the timing of childbirth on female labor supply: an analysis using the sequential matching approach
%D 2021
%P S. 3253-3266
%G en
%# 1993-2012
%R 10.1080/00036846.2020.1855320
%U http://dx.doi.org/10.1080/00036846.2020.1855320
%U https://doi.org/10.1080/00036846.2020.1855320
%X "This study estimates the effects of childbirth on female labour supply using Japanese data. The original contributions of our study are twofold. First, we include the preference for having children as a time-varying confounding variable in the effects of childbirth on female labour supply. Second, we apply a dynamic version of the sequential matching approach to analyse the causal effects of childbirth on female labour market outcomes. The results show that childbirth decreases current employment outcomes (participation as regular and non-regular workers) and that this decrease is more pronounced among regular workers than non-regular workers. At the time of childbirth, while the negative effects of childbirth on choosing regular work increase when childbirth age is delayed, the negative effects on choosing non-regular work are slightly decreased by delaying the age of childbirth. Regarding future employment outcomes, childbirth does not affect the probability of choosing non-regular work in the next period, regardless of childbirth age. In contrast, delayed childbirth decreases the probability of choosing regular work in the next period significantly." (Author's abstract, IAB-Doku) ((en))
%K Familienplanung
%K altersspezifische Faktoren
%K Geburten
%K Auswirkungen
%K Erwerbsbeteiligung
%K Lebenslauf
%K atypische Beschäftigung
%K Normalarbeitsverhältnis
%K Berufsverlauf
%K Ehefrauen
%K Mütter
%K Japan
%K C25
%K J21
%K C21
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-22
%M K221108VGJ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Applied Economics
%V 52
%N 17
%F X 132
%A Resende, Marcelo
%A Cardoso, Vicente
%T Labour market participation in Brazil: a discrete game approach
%D 2020
%P S. 1881-1890
%G en
%# 2013-2013
%R 10.1080/00036846.2019.1680792
%U http://dx.doi.org/10.1080/00036846.2019.1680792
%U https://doi.org/10.1080/00036846.2019.1680792
%X "The article aims at investigating labour market participation of couples in Brazil in 2013. The observed endogenous variables portraying participation are assumed to be the outcome of a static discrete game between the partners. Different solution concepts are considered (Nash, Stackelberg and imposed Pareto optimality). The evidence, in comparison with previous evidence for more developed and homogeneous countries, display qualitative similarities in terms of own wage, cross wage and age effects and a stronger inhibiting role of the number of small children in the case of the female partner. In particular, cross-wage effects also indicated gender-asymmetry. Additionally, one identifies a slightly better fit in the case of the Stackelberg male leader model that could be suggestive in terms of the relevance of cultural aspects on labour market participation, but the differences among the different models are not striking." (Author's abstract, IAB-Doku) ((en))
%K Erwerbsbeteiligung
%K Ehepaare
%K Ehemänner
%K Ehefrauen
%K Spieltheorie
%K Verhandlungstheorie
%K Nash, John
%K Pareto, Vilfredo
%K ländlicher Raum
%K Stadt
%K altersspezifische Faktoren
%K Kinderzahl
%K Determinanten
%K Einkommensverteilung
%K Lohnhöhe
%K geschlechtsspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Erwerbsverhalten
%K Brasilien
%K C35
%K J21
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-11-22
%M K221107VFQ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J The international journal of sociology and social policy
%V 42
%N 11/12
%F X 450
%A Soboleva, Natalia
%T The determinants of the link between life satisfaction and job satisfaction across Europe
%D 2022
%P S. 1180-1198
%G en
%# 2008-2009
%R 10.1108/IJSSP-06-2021-0152
%U http://dx.doi.org/10.1108/IJSSP-06-2021-0152
%U https://doi.org/10.1108/IJSSP-06-2021-0152
%X "Purpose: The purpose of this paper is to explore the effect of work values and socio-demographic characteristics upon the link between life satisfaction and job satisfaction. Design/methodology/approach: The European Values Study (EVS) 2008-2009 is used as the dataset. The sample is limited to those who have paid jobs (28,653 cases). Findings: Socio-demographic characteristics matter more than work values in explaining the effect of job satisfaction on life satisfaction. The association between life satisfaction and job satisfaction is stronger for higher educated individuals and those who are self-employed and weaker for women, married individuals, religious individuals and those who are younger. Extrinsic and intrinsic work values significantly influence life satisfaction independent of the level of job satisfaction.Practical implications It is important to pay attention to the working conditions and well-being of the core of the labour force, in other words, of those who are ready to invest more in their jobs. Also, special attention should be given to self-employment. Originality/value: The paper compares the roles of work values and of socio-demographic characteristics as predictors of the association between job satisfaction and life satisfaction. It shows that the role of job in person's life depends largely on demographic factors, religiosity and socio-economic factors." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
%K Lebenssituation
%K Zufriedenheit
%K Arbeitszufriedenheit
%K Auswirkungen
%K internationaler Vergleich
%K soziale Werte
%K Arbeit
%K Einstellungen
%K altersspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Selbständige
%K abhängig Beschäftigte
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Religion
%K Ehefrauen
%K Ehemänner
%K Europa
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2022-11-02
%M K221018UZ5
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J Japan labour bulletin
%V 6
%N 40
%F Z 291
%A Takahashi, Koji
%T COVID-19's Impact on the Labor Market and Policy Responses in Japan
%D 2022
%P S. 4-18
%G en
%# 2007-2022
%U https://www.jil.go.jp/english/jli/documents/2022/40-01.pdf
%X "As we set out to analyze the impacts of the COVID-19 pandemic on Japan's labor market and the related policy responses, it is helpful to begin by outlining the distinctive aspects of employment in Japan. Firstly, the practice of long-term employment-while no longer as common as it once was-has typically been adopted by Japanese enterprises. Men have a particularly high average number of years of continuous employment in comparison with averages from other advanced nations (MHLW 2013). Under secure employment relationships, they remain with the same employer, accumulating experience and developing their skills within that one enterprise. At the same time, the personnel management approaches pursued by Japanese enterprises draw a clear distinction between regular employees and non-regular employees (such as part-time workers, fixed-term contract workers, and temporary staff dispatched from an agency), and it is regular employees who enjoy the benefits of long-term employment (Sugeno 2002). Non-regular employees are excluded from the practice of long-term employment and tend to be the first to face dismissal or non-renewal of contract when personnel cutbacks need to be made (Inagami and Whittaker 2005). It is also notable that some non-regular employees are also not enrolled in employment insurance. Non-regular employees include married women, young people (including students), elderly people, and so on. A considerable proportion of non-regular employees are married women who work part-time. While in many cases such women work to supplement their household income and would not be directly at risk of poverty if they were to lose their employment, they may in some cases become unable to maintain their existing standard of living. Non-regular employees of restaurants or other such establishments serving food and drink ('restaurants, etc.')'which have been severely affected by the pandemic-are largely students pursuing jobs alongside their studies (arubaito). Some may struggle to continue their studies if they lose that source of income. While the examples above all refer to workers who are employees of a company or other such entity, there are of course also people who work without being in an employment relationship. In addition to the traditional self-employment roles such as farming or running a shop, this also includes people whose status lies between employee and self-employed, such as freelancers or platform workers. Although Japan's Labor Standards Act, Labor Union Act, and Employment Insurance Act are generally not applied to workers who are not in an employment relationship, in recent years protection for people who fall between employee and self-employed has become an important policy issue." (Author's abstract, IAB-Doku) ((en))
%K Pandemie
%K Krisenmanagement
%K Arbeitsmarktpolitik
%K Auswirkungen
%K Beschäftigungseffekte
%K Arbeitslosigkeitsentwicklung
%K Bruttoinlandsprodukt
%K Finanzkrise
%K sektorale Verteilung
%K geschlechtsspezifische Faktoren
%K altersspezifische Faktoren
%K Telearbeit
%K Sozialleistungen
%K Selbständige
%K Wirtschaftsförderung
%K Subventionspolitik
%K Japan
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-11-29
%M K221114VLX
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Instytut Badan Strukturalnych (Hrsg.)
%A Albinowski, Maciej
%A Lewandowski, Piotr
%T The Impact of ICT and Robots on Labour Market Outcomes of Demographic Groups in Europe
%D 2022
%P 52 S.
%C Warszawa
%G en
%# 2010-2018
%B IBS working paper / Instytut Badan Strukturalnych : 2022,04
%U https://ideas.repec.org/p/ibt/wpaper/wp042022.html
%U https://ideas.repec.org/p/ibt/wpaper/wp042022.html
%U https://ideas.repec.org/p/iza/izadps/dp15752.html
%X "We study the age- and gender-specific labour market effects of two key modern technologies, Information and Communication Technologies (ICT) and robots, in 14 European countries between 2010 and 2018. To identify the causal effects of technology adoption, we utilise the variation in technology adoption between industries and apply the instrumental variables strategy proposed by Acemoglu and Restrepo (2020). We find that the adoption of ICT and robots increased the shares of young and prime-aged women in employment and the wage bills of particular sectors, but reduced the shares of older women and primeaged men. The negative effects were particularly pronounced for older women in cognitive occupations, who had relatively low ICT-related skills; and for young men in routine manual occupations, who experienced substitution by robots. Between 2010 and 2018, the growth in ICT capital played a much larger role than robot adoption in the changes in the labour market outcomes of demographic groups." (Author's abstract, IAB-Doku) ((en))
%K technischer Wandel
%K Informationstechnik
%K Industrieroboter
%K Beschäftigungseffekte
%K altersspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K internationaler Vergleich
%K Automatisierung
%K Lohnunterschied
%K Auswirkungen
%K Europäische Union
%K Erwerbsquote
%K Europa
%K O33
%K J23
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-08
%M K221024U3U
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Bundesagentur für Arbeit. Hochschule (Hrsg.)
%A Busch, Fabian
%A Fenge, Robert
%A Ochsen, Carsten
%T Do Firms Hire Relatively More Older Workers? : Evidence from Germany
%D 2021
%P 33 S.
%C Mannheim
%G en
%# 2000-2014
%B HdBA discussion papers in labour economics / Hochschule der Bundesagentur für Arbeit : 2021-05
%U http://www.hdba.de/fileadmin/user_upload/Do_Firms_Hire_Relatively_More_Older_Workers_Evidence_from_Germany_21-05.pdf
%X "This paper analyses how demographic changes affect the hiring of older workers. Do firms adjust their hiring behaviour to an ageing society? Combining data at the firm level and the administrative district level, we analyse the hiring behaviour of firms. Our findings suggest that firms with an ageing workforce hire relatively more older workers. Since the willingness to hire older workers also increases with the share of older unemployed, the propensity to employ older people does generally rise with an ageing labour force. Also, part-time employment induces firms to engage more older workers but this effect disappears for large firms. In contrast, partial retirement regulations have a negative effect on hiring older workers which reveals unintended incentives of the German law on this matter. Finally, firms with a higher share of educated personnel hire more older workers." (Author's abstract, IAB-Doku) ((en))
%K Personaleinstellung
%K demografischer Wandel
%K ältere Arbeitnehmer
%K Auswirkungen
%K Beschäftigtenstruktur
%K Altersstruktur
%K Teilzeitarbeit
%K Altersteilzeit
%K Qualifikationsniveau
%K Arbeitslose
%K Unternehmensgröße
%K regionaler Vergleich
%K IAB-Betriebs-Historik-Panel
%K Bundesrepublik Deutschland
%K Westdeutschland
%K Ostdeutschland
%K J11
%K J23
%K C33
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-17
%M K221104VEC
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Swiss Leading House (Hrsg.)
%A Cattaneo, Maria A.
%T What wages do people expect for vocational and academic education backgrounds in Switzerland?
%D 2022
%P 28 S.
%C Zürich
%G en
%# 2019-2020
%B Working paper / Swiss Leading House : 197
%U https://ideas.repec.org/p/iso/educat/0197.html
%U https://ideas.repec.org/p/iso/educat/0197.html
%X "Correctly anticipating the earnings for different educational profiles is pivotal in making informed education decisions. In this paper, leveraging unique survey data, we study the wage expectations for academic and vocational education backgrounds in Switzerland. We find significant heterogeneity in the expected wage distributions for given educational profiles and strong differences in wage beliefs by gender, age, socioeconomic status, region of residence, and migration background. Personal reference points seem to matter in forming these wage expectations, and more than half of the respondents overestimate the returns to academic versus vocational education, especially the returns expected at younger ages. The latter is vital for education policy because our analyses show that the expected returns determine preferences for specific educational tracks for the own (hypothetical) child. If education decisions are illinformed, this likely leads to educational mismatches and related adverse effects later in life." (Author's abstract, IAB-Doku) ((en))
%K Einkommenserwartung
%K Bildungsertrag
%K Studium
%K Berufsausbildung
%K geschlechtsspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K altersspezifische Faktoren
%K sozioökonomische Faktoren
%K regionale Faktoren
%K Migrationshintergrund
%K Auswirkungen
%K Bildungsverlauf
%K Ausbildungswahl
%K Schweiz
%K J31
%K D84
%K I20
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-25
%M K221109VIJ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Centre for Economic Performance (Hrsg.)
%A Hirsch, Boris
%A Jahn, Elke J.
%A Manning, Alan
%A Oberfichtner, Michael
%T The Wage Elasticity of Recruitment
%D 2022
%P 48 S.
%C London
%G en
%# 2013-2014
%B CEP discussion paper / Centre for Economic Performance : 1883
%U https://ideas.repec.org/p/cep/cepdps/dp1883.html
%U https://ideas.repec.org/p/cep/cepdps/dp1883.html
%U https://ideas.repec.org/p/lue/wpaper/414.html
%U https://ideas.repec.org/p/iza/izadps/dp15675.html
%X "One of the factors affecting the market power of employers is the extent to which higher wages makes recruitment easier. There is very little research on this. This paper presents a methodology for estimating the wage elasticity of recruitment and applies it to German data. Our estimates of the wage elasticity of recruitment are about 1.4. We also report evidence that high-wage employers are more selective in hiring, in which case the relevant recruitment elasticity should be higher, about 2.2. Together with prior estimates of the quit elasticity these results imply that wages are 72-77% of the marginal product of labour. Further, we find lower elasticities for recruits hired from non-employment as well as for women, non-German nationals, non-prime-age workers, less skilled workers, and workers with less complex jobs." (Author's abstract, IAB-Doku) ((en))
%K geschlechtsspezifische Faktoren
%K IAB-Betriebs-Historik-Panel
%K Inländer
%K Integrierte Erwerbsbiografien
%K labour turnover
%K Lohnelastizität
%K Migranten
%K altersspezifische Faktoren
%K Monopson
%K Personaleinstellung
%K qualifikationsspezifische Faktoren
%K Arbeitskräfteangebot
%K Arbeitskräftemobilität
%K Arbeitsplatzwahl
%K zwischenbetriebliche Mobilität
%K Bundesrepublik Deutschland
%K Hamburg
%K J31
%K J42
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-30
%M K221115VL2
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Hirsch, Boris
%A Jahn, Elke J.
%A Manning, Alan
%A Oberfichtner, Michael
%T The Wage Elasticity of Recruitment
%D 2022
%P 48 S.
%C Bonn
%G en
%# 2013-2014
%B IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit : 15675
%U https://ideas.repec.org/p/iza/izadps/dp15675.html
%U https://ideas.repec.org/p/iza/izadps/dp15675.html
%U https://ideas.repec.org/p/lue/wpaper/414.html
%U https://cep.lse.ac.uk/pubs/download/dp1883.pdf
%X "One of the factors likely to affect the market power of employers is the sensitivity of the flow of recruits to the offered wage, but there is very little research on this. This paper presents a methodology for estimating the wage elasticity of recruitment and applies it to German data. Our estimates of the wage elasticity of recruitment are about 1.4. We also report evidence that high-wage employers are more selective in hiring, in which case the relevant recruitment elasticity should be higher, about 2.2. Together with prior estimates of the quit elasticity these results imply that wages are 72-77% of the marginal product of labour. Further, we find lower elasticities for recruits hired from non-employment as well as for women, non-German nationals, non-prime-age workers, less skilled workers, and workers with less complex jobs." (Author's abstract, IAB-Doku) ((en))
%K Lohnelastizität
%K Personaleinstellung
%K Monopson
%K Arbeitsplatzwahl
%K geschlechtsspezifische Faktoren
%K altersspezifische Faktoren
%K Inländer
%K Migranten
%K qualifikationsspezifische Faktoren
%K labour turnover
%K zwischenbetriebliche Mobilität
%K Arbeitskräfteangebot
%K Arbeitskräftemobilität
%K Integrierte Erwerbsbiografien
%K IAB-Betriebs-Historik-Panel
%K Bundesrepublik Deutschland
%K Hamburg
%K J31
%K J42
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-22
%M K221108VG6
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 European Foundation for the Improvement of Living and Working Conditions (Hrsg.)
%A Hurley, John
%A Adascali'ei, Drago'
%A Staffa, Elisa
%T Recovery from COVID-19: The changing structure of employment in the EU
%D 2022
%P 37 S.
%C Dublin
%G en
%# 2019-2021
%B Eurofound research report. Employment and labour markets / European Foundation for the Improvement of Living and Working Conditions
%@ ISBN 978-92-897-2286-5
%R 10.2806/321685
%U https://doi.org/10.2806/321685
%U https://doi.org/10.2806/321685
%X "European labour markets have recovered strongly from COVID-19. By the end of 2021, little more than 18 months after the start of the pandemic, employment rates in the EU were almost at pre-crisis levels. This report summarises labour market developments in 2020 and 2021 using quarterly data from the EU Labour Force Survey. It does so from a structural perspective, with a focus on sector-level and occupation-level data, and key demographic variables: gender and age. Even if employment levels in EU Member States return to their pre-crisis levels, the composition of employment will have changed significantly. COVID-19 has accelerated some prior trends – occupational upgrading with increased employment in higher quality and higher paid jobs and the uptake of teleworking – in ways that are likely to leave a permanent mark on the structure of employment in the EU." (Author's abstract, IAB-Doku) ((en))
%K Pandemie
%K Auswirkungen
%K Beschäftigungseffekte
%K Europäische Union
%K Arbeitsmarktindikatoren
%K Arbeitsmarktentwicklung
%K labour turnover
%K Erwerbsbeteiligung
%K Telearbeit
%K Berufsgruppe
%K sektorale Verteilung
%K altersspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K Beschäftigtenstruktur
%K internationaler Vergleich
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-11
%M K221031U7H
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Lisauskaite, Elena
%T Matching Efficiency and Heterogeneous Workers in the UK
%D 2022
%P 40 S.
%C Bonn
%G en
%# 2001-2015
%B IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit : 15610
%U https://ideas.repec.org/p/iza/izadps/dp15610.html
%U https://ideas.repec.org/p/iza/izadps/dp15610.html
%X "The matching efficiency of the standard matching function is known to follow a pro-cyclical pattern. An observed rightward shift in the UK's Beveridge Curve after the Great Recession, suggests a decrease in the matching efficiency between vacancies and unemployed workers. This paper studies the changes in the labour market's efficiency over the period between 2001 and 2015 in the UK, and decomposes various factors behind it, such as industrial labour market segmentation and characteristics of unemployed, using the standard aggregate matching function. Consistent with the findings for the US (Barnichon and Figura (2015), Hall and Schulhofer-Wohl (2018)), I find that the UK labour market experienced a decrease in the matching efficiency during the Great Recession. However, contrary to what Barnichon & Figura (2015) observed in the US, composition of the labour market did not account for much of this decrease, leaving labour market tightness as the main factor for the decline in efficiency in matching unemployed workers and available vacancies. Accounting for labour market segmentation and worker heterogeneity, can explain 24% of movements in the matching efficiency over the period between 2001Q3 and 2014Q3." (Author's abstract, IAB-Doku) ((en))
%K matching
%K Effizienz
%K Rezession
%K Auswirkungen
%K Konjunkturabhängigkeit
%K mismatch
%K Beveridgekurve
%K Arbeitslosigkeitsentwicklung
%K konjunkturelle Arbeitslosigkeit
%K sektorale Verteilung
%K Arbeitslosigkeitsdauer
%K altersspezifische Faktoren
%K Großbritannien
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-02
%M K221018UY7
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%A Nisén, Jessica
%A Tassot, Johanna
%A Iacoella, Francesco
%A Eibich, Peter
%T The effect of fertility timing on women's earnings at midlife in the UK
%D 2022
%P 26 S.
%C Rostock
%G en
%# 1970-2016
%B MPIDR working paper : 2022-021
%R 10.4054/MPIDR-WP-2022-021
%U https://doi.org/10.4054/MPIDR-WP-2022-021
%U https://ideas.repec.org/p/dem/wpaper/wp-2022-021.html
%U https://doi.org/10.4054/MPIDR-WP-2022-021
%X "An extensive body of research shows that motherhood has substantial impacts on women's earnings, but there is less evidence on the effect of the timing of motherhood, particularly in the long term and from contexts other than the US. This study analyses data from the 1970 British Cohort Study (BCS70) to examine whether the timing of motherhood affects women's midlife earnings, as well as the role of potential mediators (tertiary education, years in paid work, and number of children). We make use of the occurrence and timing of biological fertility shocks as a source of exogenous variation in the age at first birth. We find evidence for that avoidance of early motherhood may have a positive effect on women's earnings in midlife in the UK. This effect is likely to be mediated by years in paid work and number of children. These findings call for policies that support early mothers' employment careers." (Author's abstract, IAB-Doku) ((en))
%K Familienplanung
%K Einkommenseffekte
%K mittleres Lebensalter
%K Frauen
%K Elternschaft
%K altersspezifische Faktoren
%K Berufserfahrung
%K qualifikationsspezifische Faktoren
%K Auswirkungen
%K generatives Verhalten
%K Lebensalter
%K Großbritannien
%K Z00
%K J10
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-25
%M K221109VIK
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Bundesagentur für Arbeit. Hochschule (Hrsg.)
%A Ochsen, Carsten
%T Age Cohort Effects on Unemployment in the US : Evidence from the Regional Level
%D 2021
%P 46 S.
%C Mannheim
%G en
%# 1948-2014
%B HdBA discussion papers in labour economics / Hochschule der Bundesagentur für Arbeit : 2021-01
%U http://www.hdba.de/fileadmin/user_upload/Age_Cohort_effects_on_Unemployment_in_the_US_21-01.pdf
%U https://doi.org/10.1111/pirs.12599
%X "Since the early 1970s, it was argued that shifts from relatively smaller to larger youth cohorts in the labor force raise the unemployment rate. In contrast, Shimer (2001) comes to a contrary conclusion using US state level data. I provide a theoretical framework for local labor markets that considers age cohort differences in labor market characteristics. Using a spatial panel data model and US county level data (2000-2014), the estimates provide strong evidence that aging of the working age population reduces overall unemployment by almost one percentage point. Long-run effects that consider local feedbacks are even larger." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Arbeitslosigkeitsentwicklung
%K altersspezifische Faktoren
%K Bevölkerungsstruktur
%K Altersstruktur
%K Auswirkungen
%K Arbeitslosenquote
%K regionaler Vergleich
%K regionaler Arbeitsmarkt
%K demografischer Wandel
%K USA
%K J10
%K J60
%K C23
%K R12
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-04
%M K221104VED
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%A OECD. Local Economic and Employment Development
%T Unlocking the potential of youth-led social enterprises
%D 2022
%P 65 S.
%C Paris
%G en
%# 2021-2021
%B OECD Local Economic and Employment Development working papers : 2022,11
%R 10.1787/d5bddad8-en
%U https://doi.org/10.1787/d5bddad8-en
%U https://doi.org/10.1787/d5bddad8-en
%X "Young people increasingly prioritise pursuing careers with positive social and environmental impacts. Social enterprises can help them fulfil this ambition. Youth-led social enterprises can address pressing social and environmental issues while providing young people with opportunities in the labour market. Despite these benefits, these entities often struggle due to the age of their founders and the specificities of their businesses. This paper analyses the drivers and potential benefits of youth-led social enterprises (section 1), assesses the challenges they face (section 2) and provides policy guidance to address them through tailored support programmes based on best practice examples and experiences from OECD countries and beyond (section 3)." (Author's abstract, IAB-Doku) ((en))
%K sozialer Betrieb
%K OECD
%K Unternehmertum
%K junge Erwachsene
%K best practice
%K Jugendliche
%K Unternehmensgründung
%K Risiko
%K Armut
%K altersspezifische Faktoren
%K internationaler Vergleich
%K unternehmerische Qualifikation
%K Bildungsangebot
%K Auswirkungen
%K qualifikationsspezifische Faktoren
%K Wahrnehmung
%K politisches System
%K Unternehmer
%K soziale Verantwortung
%K Förderung
%K Welt
%K L31
%K O35
%K J62
%K L38
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-25
%M K221109VIM
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Riddell, W. Craig
%T The labor market in Canada, 2000-2021 : Covid-19 ended 20 years of stability and good labor market performance, aided in part by a strong resource boom
%D 2022
%P 14 S.
%9 2. Version
%C Bonn
%G en
%# 2000-2021
%B IZA world of labor : 432,2
%R 10.15185/izawol.432.v2
%U https://doi.org/10.15185/izawol.432.v2
%U https://doi.org/10.15185/izawol.432.v2
%U https://wol.iza.org/articles/the-labor-market-in-canada/lang/de
%U http://dx.doi.org/10.15185/izawol.432
%X "Die positive Entwicklung des kanadischen Arbeitsmarktes hat ihn auch die Finanzkrise von 2008 eher glimpflich überstehen lassen. Seit 2000 sind die Realeinkommen bei relativ stabiler Einkommensungleichheit rasch gestiegen. Dennoch haben die Einkommensanteile der obersten 1 und 10 Prozent ein in der Nachkriegszeit noch nie dagewesenes Niveau erreicht. Der inzwischen beendete Rohstoffboom und der hohe Wert des kanadischen Dollars führten zu einer erheblichen Umverteilung von Arbeitskräften und anderen Ressourcen, was sich nach dem Boom umkehrte. Covid-19 hatte zunächst massive Arbeitsmarktfolgen, von den sich das Land aber bis Ende 2021 erholen konnte. Eine zentrale Zukunftsaufgabe bleibt ein 'inklusives Wachstum'." (Autorenreferat, IAB-Doku)
%X "The labor market performance has been good (but not excellent) since 2000, and Canada avoided the worst effects of the 2008 financial crisis. Since 2000, real earnings have grown at a modest pace and income inequality has remained relatively stable. Despite these positive outcomes, the share of earnings received by the top 1% and 10% substantially exceeds levels experienced earlier in the post-war period. The resource boom and the accompanying high value of the Canadian dollar brought about substantial reallocation of labor and other resources into resource-rich regions, which reversed post-boom. Covid-19 resulted in an unprecedented decline in employment and huge increases in unemployment and non-participation. Despite this, by December 2021 most labor market measures had returned to pre-pandemic levels. Looking ahead, a central challenge will be achieving 'inclusive growth.'" (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktentwicklung
%K Pandemie
%K Auswirkungen
%K Beschäftigungseffekte
%K Rohstoffe
%K Reallohn
%K Lohnentwicklung
%K Arbeitslosigkeitsentwicklung
%K Rezession
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Gewerkschaftszugehörigkeit
%K atypische Beschäftigung
%K Nachfrageentwicklung
%K Erwerbsquote
%K Arbeitslosenquote
%K altersspezifische Faktoren
%K Einkommensverteilung
%K soziale Ungleichheit
%K Kanada
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-22
%M K221108VHF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Salvanes, Kjell G.
%A Willage, Barton
%A Willén, Alexander
%T The Effect of Labor Market Shocks across the Life Cycle
%D 2022
%P 30 S.
%C Bonn
%G en
%# 1986-2018
%B IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit : 15634
%U https://ideas.repec.org/p/iza/izadps/dp15634.html
%U https://ideas.repec.org/p/cpr/ceprdp/16861.html
%U https://ideas.repec.org/p/hhs/nhheco/2021_021.html
%U https://ideas.repec.org/p/iza/izadps/dp15634.html
%X "Adverse economic shocks occur frequently and may cause individuals to reevaluate key life decisions in ways that have lasting consequences for themselves and the economy. These life decisions are fundamentally tied to specific periods of an individual's career, and economic shocks may therefore have substantially different impacts on individuals - and the broader economy - depending on when they occur. We exploit mass layoffs and establishment closures to examine the impact of adverse shocks across the life cycle on labor market outcomes and major life decisions: human capital investment, mobility, family structure, and retirement. Our results reveal substantial heterogeneity on labor market effects and life decisions in response to economic shocks across the life cycle. Individuals at the beginning of their careers invest in human capital and relocate to new labor markets, individuals in the middle of their careers reduce fertility and adjust family formation decisions, and individuals at the end of their careers permanently exit the workforce and retire. As a consequence of the differential interactions between economic shocks and life decisions, the very long-term career implications of labor shocks vary considerably depending on when the shock occurs. We conclude that effects of adverse labor shocks are both more varied and more extensive than has previously been recognized, and that focusing on average effects among workers across the life cycle misses a great deal." (Author's abstract, IAB-Doku) ((en))
%K Arbeitslosigkeit
%K Auswirkungen
%K Lebensplanung
%K Berufsverlauf
%K Bildungsinvestitionen
%K Familienstruktur
%K Berufsausstieg
%K regionale Mobilität
%K Lebenslauf
%K altersspezifische Faktoren
%K Familienplanung
%K Ruhestand
%K Arbeitskräfteangebot
%K Betriebsstilllegung
%K Massenentlassungen
%K Einkommenseffekte
%K Kinderzahl
%K Ehescheidung
%K Norwegen
%K J63
%K I20
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-11-04
%M K221021U2J
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Institut für Arbeitsmarkt- und Berufsforschung, Nürnberg (Hrsg.)
%A Knize, Veronika
%A Wolf, Markus
%A Wolff, Joachim
%T Zentrale Befunde aus Studien zu Sanktionen im SGB II mit einem Fokus auf Sanktionswirkungen und Sanktionswahrscheinlichkeit
%D 2022
%P 27 S.
%C Nürnberg
%G de
%B IAB-Forschungsbericht : 17/2022
%R 10.48720/IAB.FB.2217
%U https://doku.iab.de/forschungsbericht/2022/fb1722.pdf
%U https://doi.org/10.48720/IAB.FB.2217
%X "Sanktionen im Sozialgesetzbuch (SGB) II werden in der Öffentlichkeit kontrovers diskutiert. Soweit erwerbsfähige Leistungsberechtigte nicht ohnehin ihren gesetzlich geregelten Pflichten nachkommen, sollen Sanktionen sie zur Mitwirkung bewegen. Grundsätzlich wird zwischen zwei Sanktionstypen unterschieden: Sanktionen aufgrund von Meldeversäumnissen werden dadurch ausgelöst, dass erwerbsfähige Leistungsberechtigte einen Termin beim Jobcenter oder einen ärztlichen oder psychologischen Untersuchungstermin nicht wahrnehmen. Sanktionen wegen anderer Pflichtverletzungen als der Meldepflicht treten ein, wenn beispielsweise Personen eine Arbeit, Ausbildung oder Maßnahmeteilnahmen nicht beginnen bzw. fortführen. Während für Meldeversäumnisse eine Minderung in Höhe von 10 Prozent des Regelbedarfs für drei Monate vorgesehen ist, führten andere Pflichtverletzungen bis zu einem Sanktionsmoratorium, das im Juli 2022 in Kraft trat, zu einer höheren Leistungsminderung. Diese belief sich im Zeitraum nach dem Urteil des Bundesverfassungsgerichts zur Verfassungsmäßigkeit von Sanktionen vom November 2019 bis vor dem Eintreten des Sanktionsmoratoriums im Juli 2022 auf grundsätzlich 30 Prozent des Regelbedarfs für drei Monate; allerdings konnte nach dem Urteil die Dauer bei nachträglicher Erfüllung der Pflichten verkürzt werden. Vor November 2019 waren hingegen für unter 25-Jährige schon bei einer ersten Pflichtverletzung innerhalb eines Jahres und für ab 25-Jährige bei wiederholten Pflichtverletzungen innerhalb eines Jahres sehr viel höhere Minderungsbeträge vorgesehen. Dieser Bericht geht anfangs auf die möglichen Wirkungen von Sanktionen ein. Sodann werden zentrale Erkenntnisse der Forschung zu Sanktionswirkungen zusammengefasst. Zudem wird diskutiert, welche Personengruppen häufiger und welche weniger häufig sanktioniert werden. Zuletzt werden noch Möglichkeiten einer Reform der Sanktionsregeln vorgestellt. Die Studien, die hier zusammengefasst werden, untersuchen dabei nahezu alle Zeiträume vor dem Urteil des Bundesverfassungsgerichts zur Verfassungsmäßigkeit von Sanktionen vom November 2019. Eine Reihe von Kausalanalysen nutzte Befragungen und/oder Prozessdaten der Statistik der Bundesagentur für Arbeit, die am IAB für Forschungszwecke aufbereitet werden. Die Befunde dieser Analysen auf Basis von Individualdaten zu Wirkungen der Sanktionierung weisen einen beschleunigten Übergang der erwerbsfähigen Leistungsberechtigten in Beschäftigung aufgrund verhängter Sanktion nach. Eine Studie kommt aber zu dem Schluss, dass Sanktionen, die wegen anderer Pflichtverletzungen als Meldeversäumnissen verhängt wurden, längerfristig nachteilige Beschäftigungswirkungen für die Betroffenen haben. Für diese Sanktionen wurden in zwei Studien auch nachteilige Wirkungen auf die Qualität der Beschäftigung der Betroffenen nachgewiesen. Neben diesen Kausalanalysen ergeben sich auch einige wichtige Hinweise auf Sanktionswirkungen und weitere Erkenntnisse zu Sanktionen im SGB II aus qualitativen und quantitativen Befragungen. Dabei werden vor allem einige Nebenwirkungen deutlich. So schränkt die Sanktionierung die materiell begründete Lebensqualität und die finanziellen Spielräume ein – und zwar tendenziell umso stärker, je höher die Leistungsminderung ausfällt. Angaben von Sanktionierten zufolge führen Sanktionen zum Teil zu einer Verschlechterung ihrer psychischen Verfassung. Sie können auch arbeitsmarktpolitisch fragwürdige Folgen haben. So geben Leistungsberechtigte teils an, dass sie den Kontakt zum Jobcenter aufgrund einer Sanktion abbrechen oder Sanktionen zu einem Vertrauensverlust gegenüber den Beratungskräften im Jobcenter führen. Einige Studien haben untersucht, welche Personengruppen häufiger oder weniger häufig von Sanktionen betroffen sind. Dabei wird deutlich, dass Frauen weit seltener sanktioniert werden als Männer. Unter 25-Jährige sind zudem häufiger betroffen als Ältere. Personen mit ausländischer Staatsbürgerschaft werden seltener sanktioniert als deutsche Staatsbürger und weniger Gebildete häufiger als höher Gebildete. Die Ursachen für diese Unterschiede sind vielfältig; so führen beispielsweise unter Umständen Kinderbetreuungspflichten dazu, dass bestimmte gesetzlich geregelte Pflichten von erwerbsfähigen Leistungsberechtigten nicht wahrgenommen werden können, was zum Teil für die Unterschiede zwischen Männern und Frauen verantwortlich ist. Auf Basis dieser empirischen Befunde wird abschließend diskutiert, wie die Sanktionsregeln und damit auch die gesetzlich definierten Pflichten für erwerbsfähige Leistungsberechtigte reformiert werden können, um allzu starke Einschnitte in die Lebensbedingungen der Betroffenen aufgrund von Sanktionen zu vermeiden, und zugleich einen Anreiz für das Befolgen von arbeitsmarktpolitisch sinnvollen Pflichten zu erhalten." (Autorenreferat, IAB-Doku)
%X "In German public discourse, benefit sanctions of the Social Code II (SC II) are a controversial topic. If recipients of unemployment benefit (UB) II would not comply with the benefit rules of the SC II anyway, benefit sanctions provide an incentive to comply with these rules. Broadly speaking, two types of benefit sanctions exist: 1) Mild sanctions due to missing appointments with the job centre or appointments for medical or psychological examinations; 2) relatively strong sanctions for other infringements such as refusing a job offer or to participate in an active labour market programme (ALMP) or terminating an ALMP participation before the programme is supposed to end. In case of a mild sanction a UB II recipient's benefit is reduced by 10 percent of the full basic cash benefit for three months. The cut was 30 percent of the full basic cash benefit for three months for strong sanctions (due to other infringements than missing an appointment) in the period between the court decision on November 2019 of the German Federal Constitutional Court and June 2022. From July 2022 onwards, this type of sanction can no longer be applied (sanction moratorium). Since November 2019 the sanction duration can be reduced, if a sanctioned person starts to comply with the rules. Before the German Federal Constitutional Court ruled in November 2019 that strong sanctions were partly unconstitutional, these sanctions could lead to substantially higher benefit reductions than 30 percent of the full basic cash benefit. This was true already for the first infringement within one year for UB II recipients aged less than 25 and in case of repeated infringements within one year also for older UB II recipients. This report first discusses potential effects of benefit sanctions. It then sums up key results of research on effects of benefit sanctions of the SC II. Moreover, it discusses which socio-demographic groups are frequently sanctioned and which socio-demographic groups are not so frequently affected by benefit sanctions. Finally, against the background of these results, the report delineates possibilities to reform the sanction rules of the SC II. Almost all studies discussed in this report analysed periods prior to the court decision of November 2019 of the German Federal Constitutional Court. A number of causal studies analysed surveys and/or administrative data of the Department of Statistics of the German Federal Employment Agency that the Institute for Employment Research processes to conduct research. The analyses of individual data show that, as a consequence of being sanctioned, UB II recipients more rapidly transition from non-employment to employment. One study though shows that strong sanctions negatively affect the likelihood of being employed in the long run. For strong sanctions two studies also report negative effects on the quality of employment of those sanctioned. Apart from causal studies, important hints on effects of benefit sanctions were found in qualitative and quantitative surveys. In particular, side effects were highlighted by these studies. Studies on sanctioned respondents indicate that their quality of life and financial situation is negatively affected and the effects tend to be worse the higher the benefit sanction. Sanctioned respondents also report a worsening of their mental health due to sanctions. Moreover, they partly report to stop being in contact with their job centre or that they no longer trust their caseworker at the job centre, which can harm the process of integrating them into work. Some studies analysed which socio-demographic groups are less or more frequently affected by benefit sanctions. From the results it becomes clear that women are sanctioned far less frequently than men. UB II recipients aged less than 25 years are more frequently subject to a benefit sanction than UB II recipients who are older. UB II recipients who are foreigners are sanctioned less often than UB II recipients of German nationality. There are many reasons that contribute to explaining such differences. Childcare responsibilities are for example among the reasons why UB II recipients do not have to comply with benefit rules, which to some extent explains the above-mentioned differences between men and women. Against the background of these studies, the report discusses how sanctions and the related benefit rules could be reformed to avoid strong adverse effects on living conditions of UB II recipients, while keeping an incentive to comply with rules and thereby enhancing the process of integrating UB II recipients into work and strengthening their potential to achieve sufficient earnings." (Author's abstract, IAB-Doku) ((en))
%K IAB-Open-Access-Publikation
%K Grundsicherung nach SGB II
%K Arbeitslosengeld II-Empfänger
%K Sanktion
%K berufliche Reintegration
%K Berufsausstieg
%K Lebenssituation
%K Verschuldung
%K wirtschaftliche Situation
%K psychische Faktoren
%K soziale Partizipation
%K Arbeitsplatzqualität
%K Gesundheitszustand
%K altersspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K geschlechtsspezifische Faktoren
%K Reformpolitik
%K Case Management
%K Individualisierung
%K Inländer
%K Ausländer
%K Auswirkungen
%K Bundesrepublik Deutschland
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-11-04
%M K221017UYO
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Edited Book
%A Mangold, Anna Katharina
%A Payandeh, Mehrdad
%T Handbuch Antidiskriminierungsrecht : Strukturen, Rechtsfiguren und Konzepte
%D 2022
%P 1205 S.
%C Tübingen
%I Mohr Siebeck
%G de
%@ ISBN 978-3-16-156881-7
%X "Das Antidiskriminierungsrecht als Rechtsgebiet umfasst verschiedene Rechtsebenen und Rechtsbereiche: Antidiskriminierungsrechtliche Regelungen finden sich in Völkerrecht, Europarecht und nationalem Recht; der Umgang mit Diskriminierungen ist Thema des öffentlichen Rechts, des Zivilrechts wie auch des Strafrechts. Das vorliegende Handbuch trägt den Stand der rechtswissenschaftlichen Forschung in Deutschland zusammen. Es arbeitet die grundlegenden Strukturen des Antidiskriminierungsrechts heraus und analysiert die zentralen dogmatischen Figuren und zugrundeliegenden Konzepte. Dabei werden die wesentlichen Diskriminierungskategorien ebenso untersucht wie die Besonderheiten im Umgang mit Diskriminierungen in spezifischen sozialen Kontexten.
Inhaltsübersicht: I. Grundlagen des Antidiskriminierungsrechts Anna Katharina Mangold/Mehrdad Payandeh: Antidiskriminierungsrecht – Konturen eines Rechtsgebiets – Mathias Hong: Grundwerte des Antidiskriminierungsrechts: Würde, Freiheit, Gleichheit und Demokratie – Stefan Magen: Verhaltenswissenschaftliche Aspekte des Antidiskriminierungsrechts – Klaus Ferdinand Gärditz: Adressaten des Antidiskriminierungsrechts: Staat und Private II. Kategorien des Antidiskriminierungsrechts Susanne Baer: Das Kategorienproblem und die Herausbildung eines postkategorialen Antidiskriminierungsrechts – Nora Markard: Geschlecht, Geschlechtsidentität und sexuelle Orientierung als Diskriminierungskategorien – Cengiz Barskanmaz: Rasse und ethnische Herkunft als Diskriminierungskategorien – Christian Walter/Kathrin Tremml: Religion und Weltanschauung als Diskriminierungskategorien – Julia Zinsmeister: Behinderung als Diskriminierungskategorie – Felipe Temming: Alter als Diskriminierungskategorie – Cara Röhner: Sozioökonomische Diskriminierung – Julian Krüper: Politische Anschauung im Antidiskriminierungsrecht – Elisabeth Holzleithner: Intersektionale (mehrdimensionale) Diskriminierung III. Dogmatische Figuren des Antidiskriminierungsrechts Ute Sacksofsky: Unmittelbare und mittelbare Diskriminierung – Theresia Degener: Angemessene Vorkehrungen – Margarete Schuler-Harms: Positive Maßnahmen – Philipp Reimer: Rechtfertigung von Ungleichbehandlungen IV. Durchsetzung von Antidiskriminierungsrecht Emanuel Towfigh: Der Umgang mit Empirie beim Nachweis von Diskriminierungen – Olaf Muthorst: Beweisrecht – Michael Grünberger/André Reinelt: Rechtsfolgen von Diskriminierungen – Anja Schmidt: Strafrechtlicher Schutz vor Diskriminierungen und Hasskriminalität V. Kontexte des Antidiskriminierungsrechts Florian Rödl/Andreas Leidinger: Diskriminierungsschutz im Zivilrechtsverkehr – Torsten von Roetteken: Diskriminierungsschutz im Beschäftigungskontext – Constanze Janda: Diskriminierungsschutz und Migration – Maria Wersig: Diskriminierungsschutz im Kontext der sozialen Sicherheit – Alexander Tischbirek: Diskriminierungsschutz in der Gefahrenabwehr – Julia Geneuss: Diskriminierungsschutz in der Strafrechtspflege – Antje von Ungern-Sternberg: Diskriminierungsschutz bei algorithmenbasierten Entscheidungen" (Autorenreferat, IAB-Doku, © Mohr Siebeck)
%K Antidiskriminierungsgesetz
%K Rechtswissenschaft
%K Forschungsstand
%K Völkerrecht
%K Zivilrecht
%K EU-Recht
%K Strafrecht
%K Konzeption
%K Diskriminierung
%K altersspezifische Faktoren
%K Behinderte
%K ethnische Gruppe
%K Minderheiten
%K geschlechtsspezifische Faktoren
%K Race
%K Religion
%K soziale Herkunft
%K Gleichstellung
%K Identität
%K Geschlecht
%K Homosexualität
%K politische Einstellungen
%K Verfassungsrecht
%K Grundrechte
%K Menschenrechte
%K Arbeitsrecht
%K Weltbild
%K Gleichheit
%K Allgemeines Gleichbehandlungsgesetz
%K Gesetzgebung
%K Sozialrecht
%K Bundesrepublik Deutschland
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-11-11
%M K220921UKO
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%A OECD
%T The Role of Firms in the Gender Wage Gap in Germany : Gender Equality at Work
%D 2022
%P 78 S.
%C Paris
%G en
%# 1975-2018
%B Gender Equality at Work
%@ ISBN 978-92-64-48854-0
%R 10.1787/6cda329d-en
%U http://dx.doi.org/10.1787/6cda329d-en
%U https://doi.org/10.1787/6cda329d-en
%X "This review contributes to a better understanding of the gender wage gap in Germany and puts forward key elements of a policy package to reduce gender pay gaps. It provides a detailed analysis of the role of firms in the gender wage gap by focusing on the pay gap between similarly skilled men and women between and within firms. The within-firm component captures differences in pay between men and women within firms related to differences in tasks and responsibilities, or differences in pay for work of equal value (e.g. bargaining, discrimination). The between-firm component captures the role of differences in pay between firms (unrelated to workforce composition) due to the tendency of women to work in low-wage firms. The review analyses gender differences in job mobility and the earnings consequences of career breaks following childbirth to shed light on the evolution of the gender wage gap across the working life. To put results for Germany in context, they are systematically benchmarked to those of four nearby countries (i.e. Denmark, France, the Netherlands and Sweden). The policy discussion extends the empirical analysis by putting forward a comprehensive policy package with an emphasis on policies targeted at firms." (Author's abstract, IAB-Doku) ((en))
%K E-Book
%K Stichprobe Integrierter Employer-Employee Daten (SIEED)
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Unternehmen
%K altersspezifische Faktoren
%K zwischenbetriebliche Mobilität
%K innerbetriebliche Mobilität
%K Auswirkungen
%K Erwerbsunterbrechung
%K Mütter
%K Einkommenseffekte
%K Stichprobe Integrierter Employer-Employee Daten (SIEED)
%K internationaler Vergleich
%K OECD
%K Bundesrepublik Deutschland
%K Dänemark
%K Niederlande
%K Schweden
%K Frankreich
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-11-04
%M K221021U2B
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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