Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 11/19

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 Acta sociologica
%N online first
%F Z 2146
%A Eeckhaut, Mieke C.W.
%A Stanfors, Maria A.
%T Educational assortative mating, gender equality, and income differentiation across Europe : A simulation study
%D 2019
%P o.S.
%G en
%# A 2004; E 2008
%@ ISSN 0001-6993
%R 10.1177/0001699319877925
%U http://dx.doi.org/10.1177/0001699319877925
%X "Demographic explanations for the rise in household income inequality include increased educational assortative mating and changes in the division of paid labour within families. Building on this research, the current study focuses on the connected nature of these two inequality-producing mechanisms, while at the same time bridging the divide with the economic literature on the role of income differentiation. Drawing on the 2004 - 2008 European Union Statistics on Income and Living Conditions, we consider variation across Europe in the disequalising effect of educational assortative mating and relate these patterns to the general characteristics of welfare state regimes, focusing on the degree of gender equality and income differentiation. First, we document large educational differentials in men's and women's income in Eastern Europe, and smaller differentials in Anglo-Saxon, Continental and, especially, Northern Europe. Next, we find that this variation in gender equality and income differentiation parallels variation in the potential contribution of educational assortative mating to educational differentiation in household income. While all countries display larger educational differentials in household income under the scenario of 100% educational homogamy, the biggest differences are found in Eastern Europe, and the smallest differences in the Nordic countries. These results suggest that educational assortative mating is less disequalising in countries with more gender equality and support for equal opportunities." (Author's abstract, IAB-Doku) ((en))
%K Ehepartner
%K Auswahlverfahren
%K qualifikationsspezifische Faktoren
%K Arbeitsteilung
%K geschlechtsspezifische Faktoren
%K Verteilungseffekte - internationaler Vergleich
%K soziale Ungleichheit
%K Einkommensverteilung
%K Europäisches Haushaltspanel
%K Gleichberechtigung
%K Lohnunterschied
%K institutionelle Faktoren
%K Gleichstellungspolitik
%K Europäische Union
%K Dänemark
%K Finnland
%K Island
%K Norwegen
%K Schweden
%K Österreich
%K Belgien
%K Bundesrepublik Deutschland
%K Irland
%K Großbritannien
%K Bulgarien
%K Tschechische Republik
%K Estland
%K Ungarn
%K Polen
%K Rumänien
%K Slowakei
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-20
%M k191106v04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Work and occupations
%N online first
%F Z 1346
%A Kronberg, Anne-Kathrin
%T Workplace gender pay gaps: Does gender matter less the longer employees stay?
%D 2019
%P 41 S.
%G en
%# A 2005; E 2014
%@ ISSN 0730-8884
%R 10.1177/0730888419868748
%U http://dx.doi.org/10.1177/0730888419868748
%X "Research indicates men often receive greater merit rewards than women for the same performance. It is unclear, however, whether gender differences in merit rewards narrow with increasing firm tenure or whether gender differences in merit-rewards stay constant across employees' firm-internal career. Using longitudinal personnel records of a private U.S. employer (2005 - 2014), the author finds no evidence for declining gender effects on pay when employees stay longer, not even among nonprofessionals where performance is easier to assess. Results contradict information-based theories and speak to status characteristics theory. Moreover, gender disparities are significant only when supervisors have discretion over merit increases." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Beschäftigungsdauer
%K Betriebszugehörigkeit - Auswirkungen
%K Lohnentwicklung
%K Berufsverlauf
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-06
%M k191024v15
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Annual review of economics
%V 8
%F X 1309
%A Olivetti, Claudia
%A Petrongolo, Barbara
%T The evolution of gender gaps in industrialized countries
%D 2016
%P S. 405-434
%G en
%# A 1850; E 2008
%@ ISSN 1941-1383
%R 10.1146/annurev-economics-080614-115329
%U http://dx.doi.org/10.1146/annurev-economics-080614-115329
%X "Women in developed economies have made major advancements in labor markets throughout the past century, but remaining gender differences in pay and employment seem remarkably persistent. This article documents long-run trends in female employment, working hours, and relative wages for a wide cross section of developed economies. It reviews existing work on the factors driving gender convergence, and novel perspectives on remaining gender gaps. Finally, the article emphasizes the interplay between gender trends and the evolution of the industry structure. Based on a shift-share decomposition, it shows that the growth in the service share can explain at least half of the overall variation in female hours, both over time and across countries." (Author's abstract, IAB-Doku) ((en))
%K Frauenerwerbstätigkeit - internationaler Vergleich
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K Frauenerwerbstätigkeit - historische Entwicklung
%K Erwerbsquote
%K Frauen
%K Erwerbsbeteiligung
%K Arbeitszeit
%K Lohnhöhe
%K 19. Jahrhundert
%K 20. Jahrhundert
%K Wirtschaftsstrukturwandel
%K Industrieländer
%K Australien
%K Österreich
%K Belgien
%K Kanada
%K Dänemark
%K Finnland
%K Frankreich
%K Bundesrepublik Deutschland
%K Griechenland
%K Irland
%K Italien
%K Japan
%K Niederlande
%K Norwegen
%K Portugal
%K Spanien
%K Schweden
%K Großbritannien
%K USA
%K E24
%K J16
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-28
%M k191128v02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J American journal of sociology
%V 125
%N 2
%F Z 097
%A Smith-Doerr, Laurel
%A Alegria, Sharla
%A Fealing, Kaye Husbands
%A Fitzpatrick, Debra
%A Tomaskovic-Devey, Donald
%T Gender pay gaps in U.S. federal science agencies: An organizational approach
%D 2019
%P S. 534-579
%G en
%# A 1994; E 2008
%@ ISSN 0002-9602
%R 10.1086/705514
%U http://dx.doi.org/10.1086/705514
%X "This study advances understanding of gender pay gaps by examining organizational variation. The gender pay gap literature supplies mechanisms but does not attend to organizational variation; the gender and science literature provides insights on the role of masculinist culture in disciplines but misses pay gap mechanisms. A data set of federal workers allows comparison of men and women in the same jobs and workplaces. Agencies associated with traditionally masculine (engineering, physical sciences) and gender-neutral (biological, interdisciplinary sciences) fields differ. Pay-gap mechanisms vary: human capital differences explain a larger share in gender-neutral agencies, while at male-typed agencies men are frequently paid more than women within the same job. Although beyond the federal workers' standardized pay scale, some interdisciplinary agencies more often pay men off grade, leading to higher earnings for men. Our theory of organizational variation helps explain local agency variation and how pay practices matter in specific organizational contexts." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Behörden
%K Wissenschaft
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K institutionelle Faktoren
%K Männerberufe
%K Frauenberufe
%K Mischberufe
%K öffentlicher Dienst
%K staatlicher Sektor
%K Tariflohn
%K übertariflicher Lohn
%K Forschungseinrichtung
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2019-11-08
%M k191025v04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J Socius
%V 5
%F X 1155
%A Doren, Catherine
%A Lin, Katherine Y.
%T Diverging trajectories or parallel pathways? An intersectional and life course approach to the gender earnings gap by race and education
%D 2019
%P 23 S.
%G en
%# A 1979; E 2012
%@ ISSN 2378-0231
%R 10.1177/2378023119873816
%U http://dx.doi.org/10.1177/2378023119873816
%X "Integrating ideas about intersectionality with life course theories, we explore how trajectories of gender earnings inequality vary across race and education. Past research suggests that gender earnings gaps by race and education are narrower for more disadvantaged groups, yet it remains unknown whether these key differences amplify, decline, or remain constant over the life course. Using data from the National Longitudinal Survey of Youth 1979, we estimate growth curve models of annual earnings, examining differences between blacks and whites and by educational attainment in the levels and slopes of men and women's earnings from ages 22 to 47. Findings show that holding multiple forms of gendered, racial, and/or educational advantage has an interactive effect that accumulates across life. Accordingly, the gender gap expands most with age for whites and the college-educated, where the male premium is compounded by racial and/or educational advantages." (Author's abstract, IAB-Doku) ((en))
%K Lohnhöhe
%K Einkommensunterschied
%K Lohnunterschied
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K ethnische Gruppe
%K Benachteiligung
%K Diskriminierung
%K qualifikationsspezifische Faktoren
%K soziale Ungleichheit
%K USA
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2019-11-06
%M k191024v10
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J DIW-Wochenbericht
%V 86
%N 46
%F Z 016
%A Gallego Granados, Patricia
%A Olthaus, Rebecca
%A Wrohlich, Katharina
%T Teilzeiterwerbstätigkeit: Überwiegend weiblich und im Durchschnitt schlechter bezahlt
%D 2019
%P S. 845-850
%G de
%# A 1990; E 2017
%@ ISSN 0012-1304
%R 10.18723/diw_wb:2019-46-1
%U http://dx.doi.org/10.18723/diw_wb:2019-46-1
%X "Die Erwerbsbeteiligung von Frauen ist in den vergangenen Jahrzehnten deutlich gestiegen. Immer mehr von ihnen arbeiten jedoch in Teilzeit: In Westdeutschland waren es 2017 gut 38 Prozent, in Ostdeutschland etwa 27 Prozent - deutlich mehr als noch Mitte der 1990er Jahre. Gleichzeitig ist die durchschnittliche Stundenlohnlücke zwischen Vollzeit- und Teilzeitjobs, der Part-time Wage Gap, erheblich größer geworden: Frauen, die in Teilzeit arbeiten, bekommen durchschnittlich rund 17 Prozent weniger Lohn pro Stunde als Frauen, die in Vollzeit arbeiten. Wie dieser Bericht auf Basis von Daten des Sozio-oekonomischen Panels (SOEP) außerdem zeigt, reduzieren Frauen bei der Familiengründung ihre Arbeitszeit, kehren aber auch dann nur selten wieder auf eine Vollzeitstelle zurück, wenn die Kinder älter sind. Um einer Teilzeitfalle entgegenzuwirken, kann das zum Jahresbeginn eingeführte Rückkehrrecht auf eine Vollzeitstelle ein erster Schritt sein. Allerdings muss auch die Familienpolitik, beispielsweise durch einen weiteren Ausbau der Ganztagesbetreuung von Schulkindern, noch stärker zur Vereinbarkeit von Familie und Beruf beitragen. Außerdem könnte eine Reform des Ehegattensplittings dazu führen, dass eine Ausweitung der Arbeitszeit für Frauen attraktiver wird." (Autorenreferat, IAB-Doku)
%K Teilzeitarbeit
%K Frauenerwerbstätigkeit
%K Lohnunterschied
%K Vollzeitarbeit
%K Teilzeitarbeitnehmer
%K erwerbstätige Frauen
%K Beschäftigungsentwicklung
%K Bundesrepublik Deutschland
%K J21
%K J31
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2019-11-29
%M k191115v02
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Global Labor Organization (Hrsg.)
%A Alfano, Vincenzo
%A Cicatiello, Lorenzo
%A Gaeta, Giuseppe Lucio
%A Pinto, Mauro
%T The gender wage gap among PhD holders: an empirical examination based on Italian data
%D 2019
%P 20 S.
%C Maastricht
%G en
%# A 2010; E 2010
%B GLO discussion paper : 393
%X "A growing number of academic studies are devoting their attention to the study of the gender wage gap. This paper contributes to the literature by analyzing the existence of this gap specifically among those who hold the highest possible educational qualification, i.e. a PhD. The analysis relies on Italian cross-sectional data collected through a highly representative survey of the employment conditions of PhD holders. The econometric analysis is carried out by means of OLS regression, Oaxaca-Blinder decomposition analysis and quantile decomposition. Findings suggest that a gender gap in hourly wages exists among PhD holders, that it lies approximately between 5% and 8%, with sizeable differences by sector of employment and field of specialization, and that such a gap is largely unexplained." (Author's abstract, IAB-Doku) ((en))
%K Hochschulabsolventen
%K Akademiker
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Promotion
%K Bildungsertrag
%K Italien
%K J31
%K J71
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-20
%M k191106v25
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 International Monetary Fund (Hrsg.)
%A Brussevich, Mariya
%A Dabla-Norris, Era
%A Kamunge, Christine
%A Karnane, Pooja
%A Khalid, Salma
%A Kochhar, Kalpana
%T Gender, technology, and the future of work
%D 2018
%P 36 S.
%C Washington, DC
%G en
%# A 1994; E 2016
%B IMF staff discussion note : 2018,07
%@ ISBN 978-1-4843-7976-9
%@ ISSN 2221-030X
%R 10.5089/9781484379769.006
%U http://dx.doi.org/10.5089/9781484379769.006
%X "New technologies? Digitalization, artificial intelligence, and machine learning? Are changing the way work gets done at an unprecedented rate. Helping people adapt to a fast-changing world of work and ameliorating its deleterious impacts will be the defining challenge of our time. What are the gender implications of this changing nature of work? How vulnerable are women's jobs to risk of displacement by technology? What policies are needed to ensure that technological change supports a closing, and not a widening, of gender gaps? This SDN finds that women, on average, perform more routine tasks than men across all sectors and occupations? Tasks that are most prone to automation. Given the current state of technology, we estimate that 26 million female jobs in 30 countries (28 OECD member countries, Cyprus, and Singapore) are at a high risk of being displaced by technology (i.e., facing higher than 70 percent likelihood of being automated) within the next two decades. Female workers face a higher risk of automation compared to male workers (11 percent of the female workforce, relative to 9 percent of the male workforce), albeit with significant heterogeneity across sectors and countries. Less well-educated and older female workers (aged 40 and above), as well as those in low-skill clerical, service, and sales positions are disproportionately exposed to automation. Extrapolating our results, we find that around 180 million female jobs are at high risk of being displaced globally. Policies are needed to endow women with required skills; close gender gaps in leadership positions; bridge digital gender divide (as ongoing digital transformation could confer greater flexibility in work, benefiting women); ease transitions for older and low-skilled female workers." (Author's abstract, IAB-Doku) ((en))
%K technischer Wandel - Auswirkungen
%K Zukunft der Arbeit
%K Frauen
%K geschlechtsspezifische Faktoren
%K Beschäftigungseffekte
%K Frauenberufe
%K Automatisierung
%K Substitutionspotenzial
%K Tätigkeitsmerkmale
%K Routine
%K Lohnunterschied
%K Männerberufe
%K Frauenarbeitsplätze
%K Männerarbeitsplätze
%K OECD
%K E24
%K J16
%K J23
%K J24
%K O33
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-27
%M k191111r04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Gomes, Pedro
%A Kuehn, Zoë
%T You're the one that I want! Public employment and women's labor market outcomes
%D 2019
%P 53 S.
%C Bonn
%G en
%# A 2003; E 2018
%B IZA discussion paper : 12702
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k191028v09.pdf
%X "In most countries, the public sector hires disproportionally more women than men. We document gender differences in employment, transition probabilities, hours, and wages in the public and private sector using microdata for the United States, the United Kingdom, France, and Spain. We then build a search and matching model where men and women decide if to participate and if to enter private or public sector labor markets. We calibrate our model separately to the four countries. Running counterfactual experiments, we quantify whether the selection of women into the public sector is driven by: (i) lower gender wage gaps and thus relatively higher wages for women in the public sector, (ii) possibilities of better conciliation of work and family life for public sector workers, (iii) greater job security in the public compared to the private sector, or (iv) intrinsic preferences for public sector occupations. We find that, quantitatively, women's higher public sector wage premia and their preferences for working in the public sector explain most of the selection. We calculate the monetary value of public sector job security and work-life balance premia, for both men and women, and we estimate how higher public sector wages and employment affect male and female unemployment, inactivity rates, and wages differently." (Author's abstract, IAB-Doku) ((en))
%K öffentlicher Dienst - internationaler Vergleich
%K Arbeitsplatzwahl - Determinanten
%K Frauen
%K Beruf und Familie
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Arbeitsplatzsicherheit
%K Männer
%K Präferenz
%K Berufswahl
%K Lohnhöhe
%K Arbeitszeit
%K Privatwirtschaft
%K Arbeitsmarktrisiko
%K Geschlechterverteilung
%K Großbritannien
%K USA
%K Frankreich
%K Spanien
%K J21
%K J16
%K J45
%K H10
%K E60
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-08
%M k191028v09
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Rinne, Ulf
%A Schneider, Hilmar
%T Lohngleichheit, Gleichberechtigung und das Entgelttransparenzgesetz: Ökonomische Ursachen statt Symptome bekämpfen
%D 2019
%P 6 S.
%C Bonn
%G de
%B IZA Standpunkte : 93
%U http://doku.iab.de/externe/2019/k191030v21.pdf
%X "Der vorliegende Beitrag analysiert die bisherigen Erfahrungen mit dem im Sommer 2017 in Deutschland in Kraft getretenen Entgelttransparenzgesetz. Dass dieses ohne spürbare Effekte verpufft, liegt nur vordergründig an seiner zu geringen Reichweite und fehlenden Verbindlichkeit. Tatsächlich ist die Entgeltlücke nur in geringem Umfang auf Diskriminierung zurückzuführen, weshalb politische Maßnahmen für mehr Lohngleichheit, die sich auf das Lohnniveau selbst konzentrieren, nur wenig Einfluss auf die geschlechterspezifische Entgeltlücke haben. Statt der Symptome sollten die ökonomischen Ursachen bekämpft werden. Effektive Maßnahmen gleichen die Lebensarbeitszeit von Frauen und Männern an." (Autorenreferat, IAB-Doku)
%K Lohnunterschied
%K Arbeitsmarkttransparenz
%K Arbeitsrecht - Auswirkungen
%K Lohndiskriminierung
%K Gleichstellungspolitik
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K interner Arbeitsmarkt
%K Politikumsetzung
%K Lebensarbeitszeit
%K Gleichstellung
%K Bundesrepublik Deutschland
%K J16
%K J31
%K J71
%K J78
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-13
%M k191030v21
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Schran, Felix
%T Changing returns to occupational skill and women's wages
%D 2019
%P 29 S.
%C Bonn
%G en
%# A 1985; E 2010
%B IZA discussion paper : 12661
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k191022v04.pdf
%X "This paper investigates to what extent changes in the returns to occupational skill and declining occupational segregation have reduced wage inequality between men and women. As a first pass, I find that roughly 65% of the decline in the gender wage gap between 1985 and 2010 can be explained by a reduction in occupational segregation between the genders. The remaining 35% are explained by shifts in occupational wages which increased within occupations important for female employment, and declined in many occupations important for male employment such as producing occupations. Motivated by the central of Böhm et al. (2019) that average wages do not move as much as skill prices, I reestimate the part of the declining wage gap attributed to changes in (selection corrected) skill prices. The impact of movements in skill prices on the reduction in gender wage inequality was roughly 13 percentage points larger than the impact of changes in average wages alone. Similar findings hold when decomposing the rise in the proportion of women at higher percentiles of the wage distribution and vice versa for lower percentiles. This underscores the importance of accounting for selection effects in decompositions." (Author's abstract, IAB-Doku) ((en))
%K Integrierte Arbeitsmarktbiografien
%K erwerbstätige Frauen
%K Lohnentwicklung
%K Lohnunterschied
%K Qualifikation
%K Qualifikationsentwicklung
%K Qualifikationsbedarf
%K geschlechtsspezifische Faktoren
%K Bildungsertrag
%K Frauenerwerbstätigkeit
%K Berufswahl
%K Bundesrepublik Deutschland
%K J16
%K J31
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-06
%M k191022v04
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Theodoropoulos, Nikolaos
%A Forth, John
%A Bryson, Alex
%T Are women doing it for themselves? Gender segregation and the gender wage gap
%D 2019
%P 44 S.
%C Bonn
%G en
%# A 2004; E 2011
%B IZA discussion paper : 12657
%@ ISSN 2365-9793
%U http://doku.iab.de/externe/2019/k191022v03.pdf
%X "Using matched employer-employee data from the 2004 and 2011 Workplace Employment Relations Surveys (WERS) for Britain we find a raw gender wage gap (GWG) in hourly wages of around 0.18-0.21 log points. The regression-adjusted gap is around half that. However, the GWG declines substantially with the increasing share of female managers in the workplace. The gap closes because women's wages rise with the share female managers in the workplace while men's wages fall. Panel and instrumental variables estimates suggest the share of female managers in the workplace has a causal impact in reducing the GWG. The role of female managers in closing the GWG is more pronounced when employees are paid for performance, consistent with the proposition that women are more likely to be paid equitably when managers have discretion in the way they reward performance and those managers are women. These findings suggest a stronger presence of women in managerial positions can help tackle the GWG." (Author's abstract, IAB-Doku) ((en))
%K erwerbstätige Frauen
%K Lohnunterschied
%K erwerbstätige Männer
%K geschlechtsspezifische Faktoren
%K Geschlechterverteilung
%K Unternehmensführung
%K Führungskräfte
%K Einkommenseffekte
%K Lohndiskriminierung
%K Diskriminierung
%K Frauen in Einzelberufen
%K Beschäftigerverhalten
%K Frauen
%K Großbritannien
%K J16
%K J31
%K M52
%K M54
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2019-11-06
%M k191022v03
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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