Suchprofil: berufliche_Mobilität
Durchsuchter Fertigstellungsmonat: 07/21

Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN


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1. SSCI-JOURNALS
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%0 Journal Article
%J Monthly labor review
%V 144
%N June
%F Z 136
%A Akinyooye, Larry
%A Nezamis, Eric
%T As the COVID-19 pandemic affects the nation, hires and turnover reach record highs in 2020
%D 2021
%G en
%# 2018-2020
%R 10.21916/mlr.2021.11
%U https://doi.org/10.21916/mlr.2021.11
%U https://doi.org/10.21916/mlr.2021.11
%X "Data from the Job Openings and Labor Turnover Survey (JOLTS) highlight the effects of the coronavirus disease 2019 (COVID-19) pandemic and the results of efforts to mitigate its spread in 2020. With the challenges of the pandemic, many of the JOLTS data elements experienced shocks early in the year before returning to previous trends. In fact, many of the data elements experienced series highs. For example, the hires level reached a series high of 8.3 million in May 2020, bouncing back from a depressed level of 3.9 million in April 2020. The total separations level, also referred as turnover, reached a series high of 16.3 million in March 2020, boosted largely by a spike in layoffs and discharges." (Author's abstract, IAB-Doku) ((en))
%K Beschäftigungseffekte
%K Pandemie
%K Stellenangebot
%K Wirtschaftszweige
%K regionale Disparität
%K Entlassungen
%K Personaleinstellung
%K Arbeitsmarktentwicklung
%K labour turnover
%K USA
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-01
%M K210614J6N
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour economics
%V 69
%F Z 1120
%A Bratti, Massimiliano
%A Conti, Maurizio
%A Sulis, Giovanni
%T Employment protection and firm-provided training in dual labour markets
%D 2021
%P Art. 101972
%G en
%# 2010-2015
%R 10.1016/j.labeco.2021.101972
%U https://doi.org/10.1016/j.labeco.2021.101972
%U https://doi.org/10.1016/j.labeco.2021.101972
%X "In this paper we leverage a labour market reform (Fornero Law) which reduced firing restrictions for open-ended contracts in the case of firms with more than 15 employees in Italy. The results from a Difference in Regression Discontinuities design demonstrate that after the reform, the number of trained workers increased in firms just above the threshold by approximately 1.5 additional workers. We show that this effect can be explained by the reduction in worker turnover and a higher use of permanent contracts. Our study highlights the potentially adverse effects of employment protection legislation on training in dual labour markets." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
%K dualer Arbeitsmarkt
%K Arbeitsmarkt
%K Reform
%K Kündigungsschutz
%K Beschäftigungseffekte
%K Auswirkungen
%K Qualifikationsstruktur
%K Beschäftigtenstruktur
%K job turnover
%K betriebliche Weiterbildung
%K befristeter Arbeitsvertrag
%K Italien
%K J65
%K J42
%K M53
%K J63
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-01
%M K210614J6I
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Work, employment and society
%N online first
%F Z 917
%A Chesters, Jenny
%T Gender Attitudes and Occupational Aspirations in Germany: Are Young Men Prepared for the Jobs of the Future?
%D 2021
%P S. 1-17
%G en
%# 2010-2015
%R 10.1177/09500170211017046
%U http://dx.doi.org/10.1177/09500170211017046
%U https://doi.org/10.1177/09500170211017046
%X "The increasing rate of post-industrialisation in advanced economies has dramatically impacted on the availability of jobs in male-dominated occupations. Consequently, men with traditional gender attitudes may experience difficulties in finding employment that aligns with their conception of masculinity. Attitudes to gender roles develop during childhood as part of the process of socialisation; thus, family background, and in particular parental education and occupation, may influence the occupational aspirations of young people. To examine the associations between family background, a child's attitudes to gender roles and a child's occupational aspirations, analysis of the German National Education Panel Study (NEPS) Starting Cohort 4 data was conducted. The findings suggest that family background continues to be associated with attitudes to gender roles and occupational aspirations." (Author's abstract, IAB-Doku) ((en))
%K Berufswahl
%K geschlechtsspezifische Faktoren
%K Berufswunsch
%K Männerberufe
%K Zukunft der Arbeit
%K Zukunftsberufe
%K Geschlechterrolle
%K Rollenverständnis
%K Auswirkungen
%K männliche Jugendliche
%K soziale Herkunft
%K geschlechtsspezifische Sozialisation
%K Nationales Bildungspanel
%K weibliche Jugendliche
%K Arbeitsmarktsegmentation
%K geschlechtsspezifischer Arbeitsmarkt
%K Stereotyp
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-20
%M K210708KOB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour economics
%V 68
%F Z 1120
%A Cowling, Michael Leith
%A Wooden, Mark
%T Does Solo Self-Employment Serve as a 'Stepping Stone' to Employership?
%D 2021
%P Art. 101942
%G en
%# 2001-2016
%R 10.1016/j.labeco.2020.101942
%U http://dx.doi.org/10.1016/j.labeco.2020.101942
%U https://doi.org/10.1016/j.labeco.2020.101942
%U http://hdl.handle.net/10419/215237
%X "This paper examines the extent to which solo self-employment serves as a vehicle for job creation. Using panel data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey, a dynamic multinomial logit model of transitions between labour market states is estimated. The empirical strategy closely follows that used in a previous study employing household data from Germany by Lechmann and Wunder (2017). Estimates of true cross-state dependence between solo self-employment and employership are obtained that are relatively small. Further, the results imply that the probability of a male worker being an employer just two years after transitioning out of solo self-employment is only about 4% (and among women, it is just 2%). The extent of both true cross-state dependence and true state dependence in employership is, however, much greater among individuals who have demonstrated a preference for self-employment in the past. This implies that pro-entrepreneurial policies that target more 'entrepreneurial' individuals will have more pronounced and long-term effects in stimulating job creation." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
%K Selbständige
%K Kleinstunternehmen
%K Arbeitskraftunternehmer
%K Berufsverlauf
%K Personaleinstellung
%K Statusmobilität
%K Unternehmer
%K Beschäftigtenzahl
%K berufliche Mobilität
%K Australien
%K L26
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-20
%M K210720KWF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J European Sociological Review
%V 37
%N 3
%F Z 863
%A Grätz, Michael
%T Does Regime Change Affect Intergenerational Mobility? Evidence from German Reunification
%D 2021
%P S. 465-481
%G en
%# 1991-2016
%R 10.1093/esr/jcaa061
%U https://doi.org/10.1093/esr/jcaa061
%U https://doi.org/10.1093/esr/jcaa061
%X "This study uses the natural experiment of German reunification and a difference-in-differences approach to test whether the political and economic transition in East Germany in 1990 affected intergenerational occupational and educational mobility. Results obtained using data from the German Socio-Economic Panel Study show that German reunification did neither strongly affect occupational nor educational mobility. These findings are robust to operationalizing social origin in various ways. Admittedly, reunification may have had small or long-term effects on occupational and educational mobility that cannot be uncovered with the data and research design employed in this study. However, the findings rule out that there were large, short- or medium-term effects of German reunification on intergenerational mobility. These findings are at odds with theories that argue that institutional change has strong, immediate causal effects on intergenerational mobility." (Author's abstract, IAB-Doku) ((en))
%K staatlicher Zusammenschluss
%K Auswirkungen
%K Intergenerationsmobilität
%K soziale Mobilität
%K berufliche Mobilität
%K Bildungsmobilität
%K politischer Wandel
%K politisches System
%K institutionelle Faktoren
%K regionaler Vergleich
%K Bundesrepublik Deutschland
%K Ostdeutschland
%K Westdeutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-23
%M K210712KQI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Demographic Research
%V 45
%F Z 1997
%A Grunow, Daniela
%A Lietzmann, Torsten
%T Women's employment transitions: The influence of her, his, and joint gender ideologies
%D 2021
%P Art. 3, S. 55-86
%G en
%# 2007-2018
%R 10.4054/DemRes.2021.45.3
%U https://doi.org/10.4054/DemRes.2021.45.3
%U https://doi.org/10.4054/DemRes.2021.45.3
%X "Research suggests that women's employment decisions are influenced by not only their own gender ideologies but also their partners'. This paper is the first study examining the role of a couple's joint gender ideology on the female partner's employment transitions, specifically her work hours and employment breaks. The authors seek to advance research on the effects of gender ideologies on paid work transitions conceptually, arguing that a couple's (dis)agreement on gender ideologies may be important. The authors use data from the German panel study Labour Market and Social Security (PASS) and logistic regression models estimating the probability of reducing work hours or taking an employment break between two successive panel waves. Women's gender ideologies impact their likelihood of reducing work hours and taking an employment break. The more egalitarian women are, the less likely they are to reduce their labor market participation. The male partner's gender ideology initially appears irrelevant. However, when considering the couple as a unit, the authors find a couple effect of joint ideology: Women are more likely to reduce their work hours when both partners believe in gender essentialism as opposed to other couple-ideology constellations. For women's employment breaks, findings also point to a couple-ideology effect, though with less statistical certainty. The couple perspective shows that his gender ideology matters only in relation to hers. Introducing the couple perspective reveals that individual ideology measures provide a skewed picture of how gender ideologies actually work in couples to influence the gender division of paid work." (Author's abstract, © 1999-2021 Max Planck Society) ((en))
%K Frauen
%K berufliche Mobilität
%K Geschlechterrolle
%K Rollenverständnis
%K Auswirkungen
%K Ideologie
%K Ehepartner
%K Ehepaare
%K Erwerbsbeteiligung
%K Erwerbsunterbrechung
%K IAB-Haushaltspanel
%K Arbeitszeitverkürzung
%K Bundesrepublik Deutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-20
%M K210527JVI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J The Scandinavian journal of economics
%V 123
%N 3
%F Z 440
%A Launov, Andrey
%T Working time accounts and turnover
%D 2021
%P S. 1025-1056
%G en
%R 10.1111/sjoe.12430
%U http://dx.doi.org/10.1111/sjoe.12430
%U http://doku.iab.de/externe/2019/k191115v14.pdf
%U https://doi.org/10.1111/sjoe.12430
%X "Working time accounts are essentially bookkeeping tools that allow firms to smooth their demand for hours employed. Descriptive literature suggests that working time accounts can reduce layoffs and inhibit increases in unemployment during recessions. In a model of optimal labor demand, I show that working time accounts do not necessarily guarantee fewer layoffs at the firm level. Layoffs can fall or rise depending on whether a firm meets an economic downturn with a surplus or a deficit of hours, and on how productive the firm is. On aggregate and in expected terms, however, working time accounts reduce job destruction." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Entlassungen
%K labour turnover
%K Auswirkungen
%K Arbeitszeitkonto
%K Arbeitszeitflexibilität
%K Rezession
%K Beschäftigungseffekte
%K Personalanpassung
%K Bundesrepublik Deutschland
%K J23
%K J63
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-20
%M K210720KWS
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Economics of Transition and Institutional Change
%V 29
%N 3
%F Z 1234
%A Privalko, Ivan
%T Gender differences in Russia's job mobility and its rewards
%D 2021
%P S. 405-429
%G en
%# 2011-2015
%R 10.1111/ecot.12264
%U http://dx.doi.org/10.1111/ecot.12264
%U https://doi.org/10.1111/ecot.12264
%X "This article considers age and gender differences in the probability and consequences of job mobility in Russia. Little is known about who is mobile and whether mobility impacts wages once the characteristics of movers are controlled for. Results show a gender difference in the likelihood of exit but not promotion. Results also show that promotions have a positive effect only on the wages of young women, but young men's wages are not affected. Further, young men see a significant decrease in wages following an exit, while young women are not affected by firm exit. The article shows that early mobility is particularly important for women, who earn less overall. Results help to understand processes of inequality in wages and conditions that occur due to sorting, and the importance of promotions as 'life chances' which lead to 'career-track jobs'. Gender differences in securing such life chances may help to understand gaps in earnings, which emerge later." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K berufliche Mobilität
%K geschlechtsspezifische Faktoren
%K Einkommenseffekte
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Beförderung
%K Berufsverlauf
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Russland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-20
%M K210706KMN
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Journal of regional science
%N online first
%F Z 041
%A Terzidis, Nikolaos
%A Ortega-Argilés, Raquel
%T Employment polarization in regional labor markets: Evidence from the Netherlands
%D 2021
%P S. 1-31
%G en
%# 1999-2012
%R 10.1111/jors.12521
%U https://doi.org/10.1111/jors.12521
%U https://doi.org/10.1111/jors.12521
%X "This study investigates the existence and extent of employment polarization in the Netherlands between 1999 and 2012. We first determine an asymmetrically polarized employment growth nationally and in local labor markets, especially among young workers. Second, our dynamic panel system-generalized method of moments instrumental variable approach documents that employment polarization is the combined outcome from the interplay between technology and international trade. Our analysis also uncovers novel insights considering the regional determinants of employment polarization; specifically, we demonstrate that employment growth is more likely to polarize in less densely populated regions and those with higher initial specialization in medium- and high-skilled sectors." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Beschäftigungsentwicklung
%K regionaler Vergleich
%K regionaler Arbeitsmarkt
%K Arbeitsmarktsegmentation
%K technischer Wandel
%K Globalisierung
%K Auswirkungen
%K Außenhandel
%K regionale Faktoren
%K altersspezifische Faktoren
%K qualifikationsspezifische Faktoren
%K Beschäftigungseffekte
%K Automatisierung
%K Niederlande
%Z Typ: 1. SSCI-Journals
%Z fertig: 2021-07-20
%M K210706KMS
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J Societies
%V 11
%N 2
%F Z 2223
%A O'Connell, Christine
%A McKinnon, Merryn
%T Perceptions of Barriers to Career Progression for Academic Women in STEM
%D 2021
%P S. 1-20
%G en
%R 10.3390/soc11020027
%U https://doi.org/10.3390/soc11020027
%U https://doi.org/10.3390/soc11020027
%X "Gender equity in academia is a long-standing struggle. Although common to all disciplines, the impacts of bias and stereotypes are particularly pronounced in science, technology, engineering and mathematics (STEM) disciplines. This paper explores what barriers exist for the career progression of women in academia in STEM disciplines in order to identify key issues and potential solutions. In particular, we were interested in how women perceive the barriers affecting their careers in comparison to their male colleagues. Fourteen focus groups with female-identifying academics showed that there were core barriers to career progression, which spanned countries, disciplines and career stages. Entrenched biases, stereotypes, double standards, bullying and harassment all negatively impact women's confidence and sense of belonging. Women also face an additional biological burden, often being pushed to choose between having children or a career. Participants felt that their experiences as STEM academics were noticeably different to those of their male colleagues, where many of the commonly occurring barriers for women were simply non-issues for men. The results of this study indicate that some of these barriers can be overcome through networks, mentoring and allies. Addressing these barriers requires a reshaping of the gendered norms that currently limit progress to equity and inclusion." (Author's abstract, IAB-Doku) ((en))
%K Frauen
%K Akademiker
%K MINT-Berufe
%K berufliche Mobilität
%K Mobilitätsbarriere
%K Stereotyp
%K Vorurteil
%K beruflicher Aufstieg
%K Wahrnehmung
%K Mobbing
%K Beruf und Familie
%K Hochschullehrer
%K Berufungsverfahren
%K soziale Isolation
%K Mentoring
%K Frauenförderung
%K Aufstiegsförderung
%K Australien
%K USA
%K Japan
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2021-07-13
%M K210628KG2
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Bagger, Jesper
%A Fontaine, Francois
%A Galenianos, Manolis
%A Trapeznikova, Ija
%T Vacancies, Employment Outcomes and Firm Growth: Evidence from Denmark
%D 2021
%P 31 S.
%C Bonn
%G en
%# 2003-2009
%B IZA discussion paper : 14436
%U https://ideas.repec.org/p/iza/izadps/dp14436.html
%U https://ideas.repec.org/p/iza/izadps/dp14436.html
%X "We use comprehensive data from Denmark that combine online job advertisements with a matched employer-employee dataset and a firm-level dataset with information on revenues and value added to study the relationship between vacancy-posting and various firm outcomes. Posting a vacancy is associated with a 4.5 percentage point increase in a firm's hiring rate and two-thirds of the additional hiring occurs within two months. The response of hiring from employment is twice as large as the response of hiring from non-employment. Firms that are smaller, low-wage and fast-growing are associated with larger hiring responses and that response materializes faster at larger firms, low-wage firms and fast-growing firms. We also find that separations are associated with subsequent vacancy posting and this effect is stronger for separations to employment, consistent with replacement hiring and the presence of vacancy chains. Growth in revenue and value added strongly predict vacancy-posting, with negative shocks having a stronger effect than positive shocks and larger shocks having less-than-proportional responses." (Author's abstract, IAB-Doku) ((en))
%K Personaleinstellung
%K job turnover
%K Arbeitsplatzwechsel
%K Stellenbesetzung
%K offene Stellen
%K zwischenbetriebliche Mobilität
%K Arbeitskräftemobilität
%K Unternehmensentwicklung
%K Unternehmenserfolg
%K Stellenanzeige
%K Stellenangebot
%K Dänemark
%K J63
%K J23
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-01
%M K210614J68
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Baird, Matthew
%A Engberg, John
%A Gutierrez, Italo A.
%T Outcome Mechanisms for Improved Employment and Earnings through Screened Job Training: Evidence from an RCT
%D 2021
%P 32 S.
%C Bonn
%G en
%# 2014-2019
%B IZA discussion paper : 14435
%U https://ideas.repec.org/p/iza/izadps/dp14435.html
%U https://ideas.repec.org/p/iza/izadps/dp14435.html
%X "This study fills a gap in the literature on the outcome mechanisms in which successful training programs improve employment and earnings, such as raises on the job or longer job duration. The city of New Orleans implemented a job training program as an RCT for low-income workers. Individuals in the treatment group were more likely to work in the target industries and move out of low-skill industries. In the first 9 months after training, the treatment group experienced higher earnings with new employers and with existing employments. After 9 months, the effects were driven by higher probability of staying with an employer (with now-higher earnings). Findings encourage patience on the part of trainees and the government, as workers may not find their stable, target employment immediately. Government may also want to find ways to improve early connections with employers after training." (Author's abstract, IAB-Doku) ((en))
%K Qualifizierung
%K Geringverdiener
%K Arbeitsmarktchancen
%K Niedrigeinkommen
%K Niedrigqualifizierte
%K Aufstiegsförderung
%K beruflicher Aufstieg
%K Einkommenseffekte
%K Bildungsertrag
%K USA
%K M53
%K J24
%K J64
%K J38
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-01
%M K210614J63
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Institute of Economics (Közgazdaságtudományi Intézet) (Hrsg.)
%A Baranowska-Rataj, Anna
%A Elekes, Zoltán
%A Eriksson, Rikard
%T Escaping from Low-Wage Employment : The Role of Co-worker Networks
%D 2021
%P 29 S.
%C Budapest
%G en
%# 1990-2015
%B CERS-IE working papers : 2021,22
%U https://ideas.repec.org/p/has/discpr/2123.html
%U https://ideas.repec.org/p/has/discpr/2123.html
%X "Low-wage jobs are often regarded as dead-ends in the labour market careers of young people. Previous research focused on disentangling to what degree the association between a low-wage job at the start of working life and limited chances of transitioning to better-paid employment is causal or spurious. Less attention has been paid to the channels that may facilitate the upward wage mobility of low-wage workers. We focus on such mechanisms, and we scrutinize the impact of social ties to higher-educated co-workers. Due to knowledge spillovers, job referrals, as well as firm-level productivity gains, having higher-educated co-workers may improve an individual's chances of transitioning to a better-paid job. We use linked employer-employee data from longitudinal Swedish registers and panel data models that incorporate measures of low-wage workers' social ties to higher-educated co-workers. Our results confirm that having social ties to higher-educated co-workers increases individual chances of transitioning to better-paid employment." (Author's abstract, IAB-Doku) ((en))
%K Geringverdiener
%K Niedriglohnbereich
%K berufliche Mobilität
%K Determinanten
%K soziales Netzwerk
%K Mitarbeiter
%K beruflicher Aufstieg
%K Hochqualifizierte
%K Niedrigqualifizierte
%K soziale Beziehungen
%K Berufsanfänger
%K Berufsverlauf
%K Auswirkungen
%K Berufseinmündung
%K Schweden
%K J31
%K J24
%K C23
%K D85
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-09
%M K210624KF4
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 University of Essex, Institute for Social and Economic Research (Hrsg.)
%A Benny, Liza
%A Bhalotra, Sonia
%A Fernández, Manuel
%T Occupation flexibility and the graduate gender wage gap in the UK
%D 2021
%P 65 S.
%C Colchester
%G en
%# 1993-2017
%B ISER working paper : 2021-05
%U https://ideas.repec.org/p/ese/iserwp/2021-05.html
%U https://ideas.repec.org/p/ese/iserwp/2021-05.html
%X "This paper examines the importance of gender differences in labour supply and demand for job flexibility to the growth of the gender wage gap over the life cycle and over time for graduates in the UK. We document that the graduate gender wage gap increases over the life cycle, especially between ages 25 and 40, to about 20% of real hourly male earnings by age 55. The share of women working in flexible occupations has grown over the life cycle, and especially substantially over time for successive cohorts, whereas men are less likely to work in flexible occupations at older ages. The wage penalty from working in flexible occupations increases both over the life cycle and over time. We estimate a model of labour supply and demand to quantify the importance of changes to preferences and relative demand for flexibility on the gender wage gap. Higher relative demand for male labour at older ages, and in in flexible occupations, explains almost all (96%) of the estimated life cycle increases in the gender wage gap, whereas women's higher preferences for working in flexible occupations drives the increases in sorting into flexible occupations over time, contributing to about 60% of the estimated increase in the gender wage gap over time." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Hochschulabsolventen
%K berufliche Flexibilität
%K Auswirkungen
%K Mütter
%K Beruf und Familie
%K Entwicklung
%K Berufsverlauf
%K Arbeitszeitflexibilität
%K Großbritannien
%K J22
%K J23
%K J31
%K J16
%K J24
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-20
%M K210707KM9
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National Bureau of Economic Research (Hrsg.)
%A Blair, Peter Q.
%A Debroy, Papia
%A Heck, Justin
%T Skills, Degrees and Labor Market Inequality
%D 2021
%P 28 S.
%C Cambridge, Mass
%G en
%# 1976-2019
%B NBER working paper : 28991
%R 10.3386/w28991
%U http://dx.doi.org/10.3386/w28991
%U https://doi.org/10.3386/w28991
%X "Over the past four decades, income inequality grew significantly between workers with bachelor's degrees and those with high school diplomas (often called 'unskilled'). Rather than being unskilled, we argue that these workers are STARs because they are skilled through alternative routes-namely their work experience. Using the skill requirements of a worker's current job as a proxy of their actual skill, we find that though both groups of workers make transitions to occupations requiring similar skills to their previous occupations, workers with bachelor's degrees have dramatically better access to higher-wage occupations where the skill requirements exceed the workers' observed skill. This measured opportunity gap offers a fresh explanation of income inequality by degree status and reestablishes the important role of on-the-job training in human capital formation." (Author's abstract, IAB-Doku) ((en))
%K Hochschulabsolventen
%K Bachelor
%K Schulabschluss
%K Sekundarbereich
%K Bildungsertrag
%K Berufserfahrung
%K adäquate Beschäftigung
%K Unterqualifikation
%K Arbeitsmarktchancen
%K Einkommensunterschied
%K qualifikationsspezifische Faktoren
%K on-the-job training
%K Ungelernte
%K berufliche Mobilität
%K Einkommenseffekte
%K USA
%K J20
%K L20
%K J60
%K J24
%K J10
%K J01
%K I26
%K I24
%K J30
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-23
%M K210709KPA
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%F Z 1160 152
%1 Centre d'etudes et de recherches sur les qualifications (Hrsg.)
%A Brochier, Damien
%T From restructuring to career transitions: a new era of occupational mobility?
%D 2021
%P 4 S.
%C Marseille
%G en
%B Training & employment : 152
%U https://www.cereq.fr/sites/default/files/2021-07/Training%20and%20Employment%20152.pdf
%X "The effects of the health crisis have forced businesses in many sectors to deal with a sharp decline in activity, which in some cases is likely to last a long time. A series of measures already exist to support employees obliged to find alternative employment. However, the current socio-economic crisis undoubtedly calls for more ambitious management of career transitions, particularly for the least skilled workers. Drawing on a synthesis of its recent studies on the subject, Céreq has identified the levers to be pulled in order to promote more forward-looking and collective management of occupational mobility" (Author's abstract, IAB-Doku) ((en))
%K Pandemie
%K Auswirkungen
%K berufliche Mobilität
%K Mobilitätsförderung
%K Umschulung
%K Niedrigqualifizierte
%K Arbeitsmarktpolitik
%K arbeitsmarktpolitische Maßnahme
%K Übergangsarbeitsmarkt
%K human resource management
%K Weiterbildungsförderung
%K Frankreich
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-20
%M K210708KNZ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Di Addario, Sabrina
%A Kline, Patrick
%A Saggio, Raffaele
%A Sølvsten, Mikkel
%T "It Ain't Where You're from, It's Where You're At": Hiring Origins, Firm Heterogeneity, and Wages
%D 2021
%P 65 S.
%C Bonn
%G en
%# 1990-2015
%B IZA discussion paper : 14446
%U https://ideas.repec.org/p/iza/izadps/dp14446.html
%U https://ideas.repec.org/p/iza/izadps/dp14446.html
%X "We develop a theoretically grounded extension of the two-way fixed effects model of Abowd et al. (1999) that allows firms to differ both in the wages they offer new hires and the wages required to poach their employees. Expected hiring wages are modeled as the sum of a worker fixed effect, a fixed effect for the "destination" firm hiring the worker, and a fixed effect for the "origin" firm, or labor market state, from which the worker was hired. This specification is shown to nest the reduced form for hiring wages delivered by semi-parametric formulations of the sequential auction model of Postel-Vinay and Robin (2002b) and its generalization in Bagger et al. (2014). Using Italian social security records that distinguish job quits from firings and layoffs, we find that origin effects explain only 0.7% of the variance of hiring wages among job movers, while destination effects explain more than 23% of the variance. Across firms, destination effects are more than 13 times as variable as origin effects. Interpreted through the lens of Bagger et al. (2014)'s model, this finding requires that workers possess implausibly strong bargaining strength. Studying a cohort of workers entering the Italian labor market in 2005, we find that differences in origin effects yield essentially no contribution to the evolution of the gender gap in hiring wages, while differences in destination effects explain the majority of the gap at the time of labor market entry. These results suggest that where a worker is hired from is relatively inconsequential for his or her wages in comparison to where he or she is currently employed." (Author's abstract, IAB-Doku) ((en))
%K Personaleinstellung
%K Lohnfindung
%K Lohnhöhe
%K Unternehmen
%K Heterogenität
%K Lohnunterschied
%K Personalbeschaffung
%K Anreizsystem
%K Einkommenserwartung
%K Arbeitsuchende
%K Arbeitsplatzwechsel
%K zwischenbetriebliche Mobilität
%K Determinanten
%K abhängig Beschäftigte
%K geschlechtsspezifische Faktoren
%K Italien
%K J30
%K J50
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-07
%M K210622KDE
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Institut der Deutschen Wirtschaft Köln (Hrsg.)
%A Klös, Hans-Peter
%T Berufliche Weiterbildung in Deutschland: Status Quo und Weiterentwicklung
%D 2021
%P 40 S.
%C Köln
%G de
%B IW policy paper : 2021,12
%U https://ideas.repec.org/p/zbw/iwkpps/122021.html
%U https://ideas.repec.org/p/zbw/iwkpps/122021.html
%X "Eine an Breite gewinnende Grundsatzposition in der politischen Debatte zur Weiterbildung in Deutschland tritt für einen Systemwandel mit einem Weiterbildungsgesetz, erweiterten Rechts- und Freistellungsansprüchen auf Weiterbildung, einem Bildungsgrundeinkommen, Weiterbildungsfonds und der Einführung einer Arbeitsversicherung ein. Demgegenüber betont die hier vertretene Position, dass die Ausgaben für berufliche Weiterbildung stark zugenommen haben, die Weiterbildungsförderung in Deutschland breit aufgestellt und durch die neuen Fördergesetze noch deutlich ausgebaut worden ist, systematische Förderlücken nicht zu erkennen sind und die Bedarfsorientierung in der Weiterbildung auch für Beschäftigte gestärkt worden ist. Dennoch ist eine kritische Überprüfung der bestehenden und eine Erörterung neuer Instrumente aus zwei Gründen geboten: Zum einen kann bei sektoralen oder branchenbezogenen Transformationsprozessen, die auch maßgeblich durch politische Zielvorgaben beschleunigt werden, eine zusätzliche Unterstützung bei der betrieblichen und individuellen Weiterbildung mit Beitrags- bzw. Steuermitteln gerechtfertigt sein. Zum anderen führt der höhere öffentliche Finanzierungsanteil bei den Ausgaben für den Tertiärbereich zu einem Finanzierungsgefälle zulasten der beruflichen Qualifizierung, aus dem sich eine verstärkte öffentliche Förderung betrieblicher und berufsbezogener individueller Weiterbildung begründen lässt. Daraus lassen sich folgende Empfehlungen ableiten: Am unteren Qualifikationsrand könnten durch eine evaluationsgesicherte Weiterentwicklung der bisherigen Bildungsprämie, deren Verzahnung mit einem Qualifizierungsbonus für Geringqualifizierte, eine Flexibilisierung des Verkürzungsgebots bei Umschulungen, die verstärkte Nutzung von Teilqualifikationen und eine deutliche Stärkung der arbeitsplatzbezogenen Grundbildung weitere Verbesserungen erzielt werden. Im mittleren Qualifikationssegment sind eine Neubewertung der Nutzung von Zeitkonten für individuelle Weiterbildung, eine Revitalisierung des geförderten Bildungssparens, eine Prüfung von Grundelementen eines Weiterbildungs-BAföG, eine Verbesserung der Förderung für E-Learning-Angebote, die weitere Erleichterung von Teilzeitformaten in der Aus- und Fortbildung und auch eine Verbesserung der steuerlichen Abzugsfähigkeit von Weiterbildungskosten sowohl auf der Beschäftigten- wie auf der Unternehmensseite ratsam. Am oberen Qualifikationsrand sollten Aufstiegs- und Weiterbildungsstipendien weiter ausgebaut werden, informelles Lernen sollte bei der Kompetenzfeststellung angerechnet werden können, eine stärker lernortübergreifende, digitalisierte wissenschaftliche Weiterbildung durch Hochschulen vorangetrieben werden, und finanzielle Mittel sollten nachhaltig dafür eingesetzt werden, dass die Lehrenden an den Hochschulen die wichtigste Rolle bei der Einführung von digital angereicherten Lehr-, Lern- und Prüfungsformaten spielen können, insbesondere auch für KMU." (Autorenreferat, IAB-Doku)
%X "A fundamental position in the political debate on continuing vocal education and training (CVET) in Germany, which is gaining in breadth, advocates a system change with a CVET Act, extended legal and exemption options for CVET, a basic education income, CVET funds, and the introduction of employment insurance. In contrast, the position advocated here emphasises that expenditure on CVET has risen sharply, CVET funding in Germany is wide-ranging and has been significantly expanded by the new funding laws, systematic funding gaps are not discernible and demand orientation in CVET has been strengthened, also for employees. Nevertheless, a critical review of the existing instruments and a discussion on new instruments is necessary for two reasons: First, in the case of sectoral or industry-related transformation processes, which are also accelerated to a large extent by political targets, additional support for in-company and individual continuing training through contributions or tax revenue may be justified. Second, the higher share of public funding for tertiary education leads to a financial disparity at the expense of vocational qualification, which can justify increased public support for in-company and job-related individual education. The following recommendations can be derived from these findings: At the lower end of the qualification spectrum, further improvements could be achieved through a continued development of the existing training bonus. This bonus is based on an assessment, its interlinking with a qualification bonus for the low qualified, a more flexible shortening of the retraining period, increased use of partial qualifications and a clear reinforcement of job-related basic education. For the middle qualification segment, it is recommended that both employees and companies re-evaluate the use of time accounts for individual CVET, revitalise subsidised education savings, examine basic elements of a CVET-BAföG, improve the promotion of e-learning offerings, further facilitate part-time formats in initial and continuing education, and enhance tax deductibility of CVET costs. At the higher end of the qualification spectrum, promotion and further training scholarships should be expanded, informal learning should be eligible for credit in the assessment of competences, more digitised academic training across learning venues should be promoted by higher education institutions, and financial resources should be sustainably used to ensure that teachers at higher education institutions can play the most important role in the introduction of digitally enriched teaching, learning and examination formats, especially for SME's." (Author's abstract, IAB-Doku) ((en))
%K Weiterbildung
%K Weiterbildungsfinanzierung
%K Begriff
%K Institutionalisierung
%K Reformpolitik
%K Rechtsanspruch
%K Weiterbildungsförderung
%K Niedrigqualifizierte
%K beruflicher Aufstieg
%K Steuerentlastung
%K Arbeitsmarktpolitik
%K Bildungspolitik
%K Gesetzgebung
%K Bildungsgutschein
%K Bundesausbildungsförderungsgesetz
%K Stipendium
%K Lernzeitkonto
%K Bundesrepublik Deutschland
%K J08
%K I28
%K I25
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-16
%M K210702KKK
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Norlander, Peter
%T Do guest worker programs give firms too much power? : Guest worker programs requiring employer sponsorship can expand global opportunity-and grant employers market power
%D 2021
%P 11 S.
%C Bonn
%G en
%B IZA world of labor : 484
%R 10.15185/izawol.484
%U https://doi.org/10.15185/izawol.484
%U https://doi.org/10.15185/izawol.484
%X "Gastarbeiterprogramme erweitern die internationalen Beschäftigungsoptionen und kommen sowohl Arbeitsmigranten als auch Firmen und Zielländern zugute. Bedenken gegen solche Programme beziehen sich oft auf die potenzielle Macht der Unternehmen über die Beschäftigten. Sie ermöglicht es den Firmen, höhere Gewinne zu erzielen, indem sie den Gastarbeitern niedrigere Löhne zahlen; dies kann Beschäftigung und Löhne von dauerhaft ansässigen inländischen Arbeitskräften drücken. Solchen potenziellen negativen Auswirkungen von Gastarbeiterprogrammen kann jedoch entgegengewirkt werden, indem die Abhängigkeit der Beschäftigten vom anwerbenden Unternehmen gelockert wird und hohe Lohn- und Arbeitsstandards festgelegt und durchgesetzt werden." (Autorenreferat, IAB-Doku)
%X "Guest worker programs increase opportunities for people to work globally, benefitting migrant workers and the firms and countries that receive them. Concerns about these programs are often related to the potential for firms to hold power over workers. Such power allows firms to earn higher profits by paying guest workers lower wages, and depresses the employment and wages of host nation citizens and permanent residents. The potential negative effects of guest worker programs can be countered by weakening the attachment between guest workers and their sponsors, and by setting and enforcing high wage and labor standards." (Author's abstract, IAB-Doku) ((en))
%K Arbeitserlaubnis
%K ausländische Arbeitnehmer
%K Rekrutierung
%K Arbeitgeber
%K Macht
%K Auswirkungen
%K zwischenbetriebliche Mobilität
%K Mobilitätsbarriere
%K Ausbeutung
%K Monopson
%K Einkommenseffekte
%K Herkunftsland
%K Entwicklungsländer
%K Industrieländer
%K Regulierung
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-01
%M K210614J69
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Hans-Böckler-Stiftung (Hrsg.)
%A Stohr, Daniel Christoph
%A Laukhuf, Andrea
%A Runschke, Benedikt
%A Spies, Sabrina
%A Beule, Patrick
%A Hofmann, Sandra
%T Der Skill-Gap - noch eine Lücke zwischen Frauen und Männern? : Eine Analyse der Verteilung beruflicher Anforderungen in Zeiten der Digitalisierung
%D 2021
%P 46 S.
%C Düsseldorf
%G de
%# 2020-2020
%B Hans-Böckler-Stiftung. Working paper Forschungsförderung : 218
%U http://hdl.handle.net/10419/234974
%U http://hdl.handle.net/10419/234974
%X "Die Ausübung von Berufen erfordert unterschiedliche berufliche Anforderungen von Beschäftigten. Hat dies vor dem Hintergrund der horizontalen Segregation zu einem Skill-Gap auf dem deutschen Arbeitsmarkt geführt und kann Digitalisierung diesen künftig verändern? Die Autoren untersuchen die Skill-Verteilung in Berufen durch eine quantitative Stellenanzeigenanalyse und zeigen auf, welche Kompetenz- und Tätigkeitsbereiche von besonders unterschiedlicher Verteilung Ungleichheit geprägt sind. Die Untersuchung macht deutlich, dass die Digitalisierung alleine nur bedingt dazu in der Lage ist, verkrustete Geschlechterverhältnisse auf dem Arbeitsmarkt zu lösen und zusätzliche, zielgerichtete Maßnahmen ergriffen werden sollten." (Autorenreferat, IAB-Doku)
%K Berufsanforderungen
%K Qualifikationsanforderungen
%K geschlechtsspezifische Faktoren
%K Männer
%K Frauen
%K Schlüsselqualifikation
%K Fachkenntnisse
%K EDV-Kenntnisse
%K Tätigkeitsmerkmale
%K Berufserfahrung
%K Ausbildungsinhalt
%K Männerberufe
%K Frauenberufe
%K Berufswechsel
%K berufliche Mobilität
%K technischer Wandel
%K Auswirkungen
%K Kompetenzprofil
%K Qualifikationsprofil
%K Substitutionspotenzial
%K Bundesrepublik Deutschland
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-07
%M K210622KDB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Leibniz-Institut für Bildungsverläufe (Hrsg.)
%A Thielemann, Johannes
%T Die Veränderung der Chancenverhältnisse auf Führungspositionen akademisch und beruflich Ausgebildeter im Zeitverlauf
%D 2021
%P 16 S.
%C Bamberg
%G de
%# 1996-2015
%B LIfBi working paper : 97
%R 10.5157/LIfBi:WP97:1.0
%U https://doi.org/10.5157/LIfBi:WP97:1.0
%U https://doi.org/10.5157/LIfBi:WP97:1.0
%X "Ziel dieses Working Papers ist es, einen Einblick in die zeitlichen Trends von Bildungsrenditen zu gewähren. Auf Grundlage von einschlägigen Theorien und aktueller Forschung wird überprüft, inwiefern sich die Chancen auf Führungspositionen von Personen mit akademischer Bildung im Vergleich zu Personen mit beruflicher Ausbildung im Zeitraum von 1996 bis 2015 geändert haben. Als Datengrundlage dienen sechs Erhebungen des Mikrozensus, die sowohl einen Einblick in perioden- als auch in kohortenspezifische Muster bieten können. In den durchgeführten multivariaten Analysen zeigt sich, dass die Chancen von Personen mit akademischer Ausbildung auf Führungspositionen im Zeitverlauf tatsächlich gestiegen sind. Die Ergebnisse geben außer' dem Hinweise auf eine stärkere Bedeutung des Perioden- als des Kohorteneffekts. Mit diesem Vergleich der Ausbildungswege kann die Arbeit unter anderem dazu beitragen, die sinkende Attraktivität von beruflichen Ausbildungen im Zusammenhang mit ihrer abnehmenden Chance auf Aufstiegsmöglichkeiten zu verstehen. Das Paper schließt mit einer Diskussion der Ergebnisse und ihrer Implikationen." (Autorenreferat, IAB-Doku)
%X "The aim of this working paper is to provide insight into the time trends of returns to education. Drawing on relevant theories and recent research, it Reviews the extent to which the chances of obtaining leading positions have changed for individuals with academic education compared to those with vocational education over the period from 1996 to 2015. Six surveys from the Microcensus serve as the data basis, which can provide insight into both period- and cohort-specific patterns. The multivariate analyses conducted, shows that the chances of individuals with academic education obtaining leading positions have indeed increased over time. The results also provide evidence that the period effect is more important than the cohort effect. With this comparison of educational pathways, the paper can contribute to understanding the declining attractiveness of vocational training in the context of its decreasing career opportunities. The paper concludes with a discussion of the results and their implications." (Author's abstract, IAB-Doku) ((en))
%K beruflicher Aufstieg
%K Berufsaussichten
%K Entwicklung
%K Führungskräfte
%K Ausbildungsabsolventen
%K Hochschulabsolventen
%K Bildungsertrag
%K Quote
%K qualifikationsspezifische Faktoren
%K Bundesrepublik Deutschland
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2021-07-20
%M K210707KND
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%A OECD
%T Bringing Household Services Out of the Shadows : Formalising Non-Care Work in and Around the House
%D 2021
%P 68 S.
%C Paris
%G en
%# 2000-2020
%@ ISBN 978-92-64-91576-3
%R 10.1787/fbea8f6e-en
%U http://dx.doi.org/10.1787/fbea8f6e-en
%U https://doi.org/10.1787/fbea8f6e-en
%X "Despite years of growth in the number of women in paid work, gender roles in unpaid housework have remained remarkably rigid. Unpaid housework can be outsourced to non-care household service providers, such as cleaners or housekeepers, however, high prices, a substantial tax burden and a lack of easy access impose barriers to greater formalisation of the household service sector. With the aim of increasing work-life balance for households, in particular for women in employment, and reducing the wide-ranging practice of undeclared employment, a number of OECD countries have implemented policies to formalise and boost the provision of non-care household services. This report illustrates the importance of the non-care household service sector and reviews international approaches in formalising the non-care household service market, ranging from providing tax incentives or granting social vouchers, to identify good practice. To highlight the potential economic gains that could follow from easing the housework burden, the report also estimates the economic value of unpaid housework provided by men and women." (Author's abstract, IAB-Doku) ((en))
%K private Haushalte
%K Formalisierung
%K Dienstleistungsarbeit
%K Hausarbeit
%K Schattenwirtschaft
%K informeller Sektor
%K internationaler Vergleich
%K Plattformökonomie
%K Wertschöpfung
%K Professionalisierung
%K Arbeitsmarktpolitik
%K Arbeitsbedingungen
%K Steuerentlastung
%K OECD
%K Hausangestellte
%K best practice
%K outsourcing
%K Bundesrepublik Deutschland
%K Belgien
%K Finnland
%K Frankreich
%K Schweden
%Z Typ: 5. monographische Literatur
%Z fertig: 2021-07-27
%M K210714KSP
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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