Articles de revues : « Labor market – Germany »

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Burda, Michael C., and Stefanie Seele. "Reevaluating the German labor market miracle." German Economic Review 21, no. 2 (2020): 139–79. http://dx.doi.org/10.1515/ger-054-19.

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AbstractFrom 2003 to 2018, employment in Germany increased by 7.3 million, or by 19.3 % – growth not observed since unification. This “labor market miracle” was marked by a persistent and significant expansion of both part-time and low-wage jobs and a deterioration in pay for these jobs, while total hours hardly increased; overall wage growth returned only after 2011. These developments followed in the wake of the landmark Hartz reforms (2003–2005). A modified framework of Katz and Murphy (1992) predicts negative correlation of wages with both relative employment and participation across cells in the period following these reforms. In contrast, wage moderation alone should generate positive association of wages and participation. Our findings are most consistent with a persistent, positive labor supply shock at given working-age population in a cleared labor market. An alternative perspective of labor markets, the search and matching model, also points to the Hartz IV reforms as the central driver of the German labor market miracle.

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Han, Jong-Soo. "Labor Market Reforms in Germany and Non-regular Labor Market." Journal of Peace Studies 15, no. 1 (2014): 197–220. http://dx.doi.org/10.14363/kaps.2014.15.1.197.

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Braun, Sebastian, and Toman Omar Mahmoud. "The Employment Effects of Immigration: Evidence from the Mass Arrival of German Expellees in Postwar Germany." Journal of Economic History 74, no. 1 (2014): 69–108. http://dx.doi.org/10.1017/s0022050714000035.

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This article studies the employment effects of one of the largest forced population movements in history, the influx of millions of German expellees to West Germany after World War II. This episode of forced mass migration provides a unique setting to study the causal effects of immigration. Expellees were not selected on the basis of skills or labor market prospects and, as ethnic Germans, were close substitutes to native West Germans. Expellee inflows substantially reduced native employment. The displacement effect was, however, highly nonlinear and limited to labor market segments with very high inflow rates.

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Mika, Tatjana. "The Declining Pension Wealth of Employment for the Birth Cohorts 1935–1974 in Germany." Statistics, Politics and Policy 13, no. 1 (2022): 97–117. http://dx.doi.org/10.1515/spp-2021-0022.

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Abstract Social inequality in the labor market leads to similarly unequal pension entitlements. From a life-course perspective, however, there are two components of inequality in the labor market: the degree of stability of employment until retirement, as well as the amount of gross income earned in periods of employment. The following analysis focuses on working-life and income trajectories of the birth cohorts 1935–1974 in East and West Germany until age 40. The results demonstrate a structural shift in the German labor market towards less stable employment in the first half of the working career. The labor market therefore offered increasingly less stable employment, with an especially stark negative trend for East Germans. Only West German women born after 1945 experienced a positive trend in employment stability. For employees of all birth cohorts, the analysis demonstrates that instability in the employment career has a strong negative effect on income and, subsequently, on pension wealth. The impact of income discrimination against those with less employment stability thus remained similar for the later-born despite the more widespread experience of employment interruptions.

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Brunow, Stephan, and Oskar Jost. "Wages of Skilled Migrant and Native Employees in Germany: New Light on an Old Issue." International Migration Review 56, no. 2 (2021): 410–32. http://dx.doi.org/10.1177/01979183211040505.

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The German Council of Economic Experts (GCEE) argues for a labor market-driven immigration of skilled migrants into Germany to overcome a decline in workforce due to demographic ageing. We pick up this current debate on skilled immigration by analyzing the migrant-native wage differential for skilled workers in Germany and consider various information on firms. Our results indicate that the wage gap is mainly explained by observable characteristics, especially labor market experience and firm characteristics. However, we find lower rewards for migrants’ labor market experience than for natives (flatter experience curves). Our results show that these differences in experience curves become negligible in the long run. Moreover, we reveal firms’ wage-setting policies: Firms evaluate a worker's education independent of migration backgrounds, as migrants possess the same productivity levels as their German counterparts in the same occupations and task levels. Due to Germany's heterogeneous immigration structure, we are able to compare the results for different migrant subgroups and, thus, derive valuable insights into the migrant-native wage structure with a wide reach beyond Germany. This article adds to current debates in various industrialized countries with demographic ageing patterns, as it focuses on an important group for domestic labor markets: skilled immigrants.

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Hoene, Bernd. "Labor Market Realities in Eastern Germany." Challenge 34, no. 4 (1991): 17–22. http://dx.doi.org/10.1080/05775132.1991.11471519.

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Jorg Michael, Dostal. "The German Political Economy between Deregulation and Re-regulation: Party Discourses on Minimum Wage Policies." Korean Journal of Policy Studies 27, no. 2 (2012): 91–120. http://dx.doi.org/10.52372/kjps27205.

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In the German political economy of the early 21st century, labor market policymaking has shifted toward deregulation and liberalization. In particular, the so-called Hartz labor market reforms of the Social Democratic Party and Green Party government, introduced in 2002 and 2003, pushed for employment growth in low-wage and deregulated employment sectors. This article focuses on one of the key debates triggered by Germany`s labor market deregulation after 2002, namely whether the introduction of a statutory minimum wage is required to re-regulate the country`s labor market. Based on interviews with members of the five political parties in the German federal parliament and analysis of each party`s policy-making discourses over time (2002-2012), the article suggests that the deregulation of the last decade has triggered demand for new policies of reregulation. This would include the introduction of a statutory minimum wage in Germany at some future point in time. However, such re-regulation does not question earlier labor market liberalization but serves as a political side-payment to ingrain the shift of the German political economy toward a more liberal regime.

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Savenkova, A. S. "The youth’s perceptions of the labor market in Russia, China and Germany: A comparative analysis." RUDN Journal of Sociology 21, no. 3 (2021): 520–35. http://dx.doi.org/10.22363/2313-2272-2021-21-3-520-535.

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The study of the specifics of professional choice and of the factors that determine labor orientations of the youth is one of the urgent sociological tasks for researchers all over the world. The universal, supranational nature of this task under globalization explains the need to compare labor orientations of the Russian youth with their foreign peers. The article aims at assessing the basic ideas about the labor market of the youth in Russia, Germany and China. The empirical part of the article is presented by the survey and interviews of the Russian, German and Chinese youth. The author considers typical problems that the young professionals face when searching for a job, their opinions on the most important work qualities, similarities and differences in the perception of the ideal worker. Young people in Russia, Germany and China name different aspects of working life as the most important: Russian respondents value wages and the stability of organization more than the Chinese and especially German. On the other hand, German and Chinese students prefer activities that reveal personal creativity and leave space for personal life. Considering social capital, unlike their peers from Germany and China, Russian respondents do not associate the fact of having a university diploma with potential success in the labor market. More often than the Chinese and Germans respondents, the Russian youth mention nepotism and corruption as an obstacle to successful employment. Among the similar social perceptions of the respondents from three countries, one can name the difficulties associated with the lack of work experience. The interaction of educational institutions and employers can help in overcoming the difficulties that the young Russians face when searching for a job.

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Bachmann, Ronald, and Michael C. Burda. "Sectoral Transformation, Turbulence and Labor Market Dynamics in Germany." German Economic Review 11, no. 1 (2010): 37–59. http://dx.doi.org/10.1111/j.1468-0475.2009.00465.x.

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Abstract This paper analyzes the interaction between structural change and labor market dynamics in West Germany, during a period when industrial employment declined by more than 30% and service sector employment more than doubled. Using transition data on individual workers, we document a marked increase in structural change and turbulence, in particular since 1990. Net employment changes resulted partly from an increase in gross flows, but also from an increase in the net transition ‘yield’ at any given gross worker turnover. In growing sectors, net structural change was driven by accessions from nonparticipation rather than unemployment; contracting sectors reduced their net employment primarily via lower accessions from non-participation. German reunification and Eastern enlargement appear to have contributed significantly to this accelerated pace of structural change.

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Fritsch, Nina-Sophie, Roland Verwiebe, and Bernd Liedl. "Declining Gender Differences in Low-Wage Employment in Germany, Austria and Switzerland." Comparative Sociology 18, no. 4 (2019): 449–88. http://dx.doi.org/10.1163/15691330-12341507.

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Abstract Although the low-wage employment sector has enlarged over the past 20 years in the context of pronounced flexibility in restructured labor markets, gender differences in low-wage employment have declined in Germany, Austria and Switzerland. In this article, the authors examine reasons for declining gender inequalities, and most notably concentrate on explanations for the closing gender gap in low-wage employment risks. In addition, they identify differences and similarities among the German-speaking countries. Based on regression techniques and decomposition analyses (1996-2016), the authors find significantly decreasing labor market risks for the female workforce. Detailed analysis reveals that (1) the concrete positioning in the labor market shows greater importance in explaining declining gender differences compared to personal characteristics. (2) The changed composition of the labor markets has prevented the low-wage sector from increasing even more in general and works in favor of the female workforce and their low-wage employment risks in particular.

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Siebert, Horst. "Why the German Labor Market is Failing." International Journal of Comparative Labour Law and Industrial Relations 20, Issue 4 (2004): 489–512. http://dx.doi.org/10.54648/ijcl2004026.

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Abstract: This paper looks at the institutional structure of the German labor market and analyzes why Germany’s present set-up produces unemployment. A high reservation wage, i.e. the wage that unemployed people are prepared to work for, determined by the level of government support, has dried up the lower segment of the labor market. Social security contributions represent a tax on labor and provide an incentive for firms to reduce jobs. In addition, the wage policy of the trade unions has overtaken full employment productivity growth. The paper also describes and evaluates the reforms undertaken in Germany to deal with these causes of unemployment.

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Villanueva, Ernesto. "Estimating Compensating Wage Differentials Using Voluntary Job Changes: Evidence from Germany." ILR Review 60, no. 4 (2007): 544–61. http://dx.doi.org/10.1177/001979390706000405.

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The author develops a model predicting that in a labor market that attaches a wage premium to jobs with a disamenity (a compensating wage differential), the premium's upper bound will be defined by the average wage change of voluntary job movers whose consumption of the disamenity rises as a result of their move; its lower bound, by the wage change of those whose consumption of the disamenity falls. These predictions will not hold if, as predicted by a “segmented” labor market model, the labor market attaches a wage penalty to workplace disamenities. Using longitudinal data on job characteristics and wages in Germany in 1984–2001, the author estimates the market returns to four workplace disamenities: heavy workload, job insecurity, poor hours regulation, and a mismatch between skills possessed and skills required. The results broadly support the existence of compensating differentials in the German labor market.

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Riphahn, Regina T., and Salwan Saif. "Naturalization and labor market performance of immigrants in Germany." LABOUR 33, no. 1 (2018): 48–76. http://dx.doi.org/10.1111/labr.12136.

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Кудайберген and Pirimkul Kudaybergen. "Functions and the role of labor agency in social welfare and personnel management in Germany (through the example of immigrants)." Management of the Personnel and Intellectual Resources in Russia 3, no. 3 (2014): 16–25. http://dx.doi.org/10.12737/4872.

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The paper considers functions of the Labor Agency (Agency), which is an important mechanism for workforce management processes and procedures in the context of socially-oriented German economy. Agency activities are analyzed and how it practically implements social welfare principles (as exemplified by immigrants from CSI, Asian and African countries). The author operates based on his research and personal experience, gained while working in various German universities and companies. Special attention is given to how the Agency’s Center of Employment provide unemployed with unemployment relief and workplaces. Practical measures conducive to unemployment reduction are highlighted. It is emphasized that while Germany has powerful system of social welfare and sufficient unemployment reliefs, payroll taxes are also relatively high. Consequently, many immigrants try their hard to avoid working and prefer to live on the dole. Along with that the author reveals the reasons and ways through which German state officials discriminate immigrants thus favoring natives of Germany. Nevertheless, given one million vacancies to be filled throughout the country, many Germans reject the German tax system, emigrate and work successfully abroad (e.g., 65% of doctors in Switzerland are expatriate Germans). The paper specially emphasizes, that the majority of immigrants to Germany are poorly educated, poorly civilized Asians and Africans with extra families, while among native Germans single-child families prevail and highly qualified specialists do prevail among emigrants. Such social discrepancy arose discontent among German burghers which results in annual neo-Nazi anti-German marches in towns and villages. In conclusion the author provides recommendations for immigrants and Russians, willing to work in German, on how to integrate in the German society and adapt to labor market conditions of Germany.

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Beyer, Robert. "The Labor Market Performance of Immigrants in Germany." IMF Working Papers 16, no. 06 (2016): 1. http://dx.doi.org/10.5089/9781498376112.001.

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Krebs, Tom, and Martin Scheffel. "Macroeconomic Evaluation of Labor Market Reform in Germany." IMF Working Papers 13, no. 42 (2013): 1. http://dx.doi.org/10.5089/9781589062702.001.

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Krebs, Tom, and Martin Scheffel. "Macroeconomic Evaluation of Labor Market Reform in Germany." IMF Economic Review 61, no. 4 (2013): 664–701. http://dx.doi.org/10.1057/imfer.2013.19.

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Steiner, Viktor. "The labor market for older workers in Germany." Journal for Labour Market Research 50, no. 1 (2017): 1–14. http://dx.doi.org/10.1007/s12651-017-0221-9.

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Kwon, Hyeong-ki. "The German Model Reconsidered." German Politics and Society 20, no. 4 (2002): 48–72. http://dx.doi.org/10.3167/104503002782385336.

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The German model of political economy that had been an enviablealternative to the liberal market until the late 1980s in the literature ofpolitical economy was under serious structural crisis throughout the1990s, causing serious doubts about its viability. Many neoliberalsand industrial experts in Germany began to doubt whether Germanywas an attractive place for business activity, initiating the StandortDeutschland debate. Even German Chancellor Gerhard Schröder conceded“the end of German model.”1 Many political economists andjournalists expected and recommended imitating the Americanmodel of a liberal market. Prominent German newspapers and magazinessuch as the Frankfurter Allgemeine Zeitung, Der Spiegel, and DieWoche ran articles titled “The Discovery of America” and “Jobwunderin Amerika.” Wolfgang Streeck, one of the main proponents of theGerman model, expected the convergence of the German economytoward an American-led liberal market economy under globalizationbecause of “a secular exhaustion of the German model.” Streeckbelieved that the postwar German model was based on the politicsbetween labor and capital within a national boundary, but globalizationrepresents a fluidity of financial and labor markets that extricateswhatever coordination has been nationally accomplished.

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Bauer, Thomas, Pedro T. Pereira, Michael Vogler, and Klaus F. Zimmermann. "Portuguese Migrants in the German Labor Market: Selection and Performance." International Migration Review 36, no. 2 (2002): 467–91. http://dx.doi.org/10.1111/j.1747-7379.2002.tb00089.x.

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The labor market performance of Portuguese workers in Germany is analyzed in this article. While previous work has compared wages and characteristics of migrants to natives only, this study also matches the data set with an equivalent survey from the sending country. The findings show that Portuguese migrants as a whole are negatively selected, with the exception of blue-collar workers, the largest group among the movers. The finding that Portuguese migrants earn more than comparable Germans indicates that they have higher unobservable skills.

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Romanova, Ekaterina. "Labor force for the fourth industrial revolution: the experience of Germany." Moscow University Economics Bulletin, no. 6 (December 30, 2021): 224–46. http://dx.doi.org/10.38050/0130010520216.11.

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The paper analyzes political decisions in the field of personnel and educational policy as a response of four German administrations, with Angela Merkel as the Federal Chancellor, to challenges of digitalization. Since challenges in the development of labor market induced by demographic and migration factors are similar for Russia and Germany, German experience may be useful for Russia as a large federal state with significant risks of rising social inequality. Challenges in the development of the labor market induced by demographic and migration factors are common for Russia and Germany. The author addresses the key challenge for the German government — the organization of humane working conditions in a new digital reality presented in the White Paper “Work 4.0” after careful examination and consultation with main actors: associations, trade unions, companies, academia and civil society. He sees the solution to the problem in improving qualifications and developing digital skills, as well as ensuring attractive working conditions, in the first place for specialists in engineering, technical and natural science specialties (STEM). The analysis concludes with recommendations for policymakers which include such measures as improving gender equality in STEM professions and selective migration policy that mitigates unnecessary barriers for highly qualified immigrants.

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Leiber, Simone, Kamil Matuszczyk, and Verena Rossow. "Private Labor Market Intermediaries in the Europeanized Live-in Care Market between Germany and Poland: A Typology." Zeitschrift für Sozialreform 65, no. 3 (2019): 365–92. http://dx.doi.org/10.1515/zsr-2019-0014.

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AbstractThis article looks at the role of private companies involved in organizing so-called live-in care arrangements between two EU member states, Germany and Poland. Due to gaps in the public long-term care system, employing livein migrant care workers in private households has become a widespread individualized solution to rising long-term care needs in Germany. Since eastern EU enlargement, private brokerage agencies placing Polish live-in migrant care workers in German households have grown considerably. Building on approaches conceptualizing the role of intermediaries in formalizing domestic work, we aim to provide a more fine-grained typology of private brokerage agencies, taking into account not only the legal environment and structural features of these private enterprises, but also their strategic positioning under conditions of high legal uncertainty in the EU multi-level governance system. By analyzing corporate as well as political strategies of these intermediaries, we distinguish three different agency types we call pioneers, minimum effort players and followers.

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Meyer, Brett. "Learning to Love the Government." World Politics 68, no. 3 (2016): 538–75. http://dx.doi.org/10.1017/s0043887116000058.

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One counterintuitive variation in wage-setting regulation is that countries with the highest labor standards and strongest labor movements are among the least likely to set a statutory minimum wage. This, the author argues, is due largely to trade union opposition. Trade unions oppose the minimum wage when they face minimal low-wage competition, which is affected by the political institutions regulating industrial action, collective agreements, and employment, as well as by the skill and wage levels of their members. When political institutions effectively regulate low-wage competition, unions oppose the minimum wage. When political institutions are less favorable toward unions, there may be a cleavage between high- and low-wage unions in their minimum wage preferences. The argument is illustrated with case studies of the UK, Germany, and Sweden. The author demonstrates how the regulation of low-wage competition affects unions’ minimum wage preferences by exploiting the following labor market institutional shocks: the Conservatives’ labor law reforms in the UK, the Hartz labor market reforms in Germany, and the European Court of Justice's Laval ruling in Sweden. The importance of union preferences for minimum wage adoption is also shown by how trade union confederation preferences influenced the position of the Labour Party in the UK and the Social Democratic Party in Germany.

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Provenzano, Sandro. "The Empirics of Hidden Labor Force Dynamics in Germany." Jahrbücher für Nationalökonomie und Statistik 237, no. 5 (2017): 373–406. http://dx.doi.org/10.1515/jbnst-2017-0110.

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Abstract The unemployment rate is the core indicator when researchers and policy-makers assess the level of underemployment in an economy. However, accumulating evidence suggests that the unemployment rate is biased and underestimates the true level of underemployment. Closing this gap is especially important because the distortion systematically changes along the business cycle and affects the various subgroups of the population differently. Neglecting these effects when setting up policies might flaw its effectiveness and result in unexpected outcomes. Although the existence of these effects is widely agreed upon only little is known about the magnitude of these effects across various subgroups. Using a highly disaggregated dataset from Germany, this study examines the dynamics in labor force participation that go beyond the unemployment rate. Ample evidence is found that the discouraged and the added worker effect significantly affect particular subgroups in the German labor market. In addition, the discouraged and the added worker effect are generally found to be very symmetric in economic upturns and downturns. Moreover, the labor market reforms in Germany between 2003 and 2005 are found to have reduced the discouraged worker effect on average by 25%, leaving the added worker effect unchanged.

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Rinne, Ulf, and Klaus F. Zimmermann. "Is Germany the North Star of Labor Market Policy?" IMF Economic Review 61, no. 4 (2013): 702–29. http://dx.doi.org/10.1057/imfer.2013.21.

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Reinhold, Mario, and Stephan Thomsen. "The changing situation of labor market entrants in Germany." Journal for Labour Market Research 50, no. 1 (2017): 161–74. http://dx.doi.org/10.1007/s12651-017-0227-3.

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Seidelsohn, Kristina, Uwe Flick, and Andreas Hirseland. "Refugees’ Labor Market Integration in the Context of a Polarized Public Discourse." Qualitative Inquiry 26, no. 2 (2019): 216–26. http://dx.doi.org/10.1177/1077800419857097.

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The public discourse on the integration of refugees into the German society and the labor market in Germany in particular is polarized. How does the transition of refugees to work can be made possible and how does it currently take place? There is little evidence, how refugees can be successfully placed on the labor market. Exemplary qualitative case studies are presented that address processes and mechanisms which facilitate or hinder effective transitions. In a tense social and political climate, the interplay between employment integration, recognition options, and the social participation of refugees as essential factors of sustainability should be considered.

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Schieckoff, Bentley, and Claudia Diehl. "The labor market participation of recently-arrived immigrant women in Germany." Journal of Family Research 33, no. 2 (2021): 322–50. http://dx.doi.org/10.20377/jfr-462.

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Objective: This article investigates the role of motivation in female immigrants' labour force participation. Focusing on recently-arrived immigrants (who have resided in the host country for 18 months or less), we compare the outcomes of two different ethnic groups in Germany: Poles and Turks. Background: The immigrant integration literature tends to focus on the role of resources in immigrant labour market integration. However, when examining particularly the labour force participation of female immigrants, their motivation for joining the labour force is also important. Previous studies of female immigrants in Germany have often neglected this consideration, which includes aspects like culturally-specific gender values and perceived ethnic discrimination. Method: We use data from the SCIP project (Diehl et al., 2015) to conduct logistic regressions on female immigrants’ labour force participation. Our sample includes 829 female immigrants from Poland and Turkey between the ages of 18-60, who were either active in the labour force or were 'at risk' of entering.  Results: In line with previous studies, our analysis shows that female immigrants' labour market resources, mainly their prior work experience and German proficiency, greatly reduce the ethnic gap in labour force participation rates. Moreover, motivational factors have a large impact on this outcome for both groups, and greatly enhance the picture that our empirical models present. However, we find no evidence that perceived ethnic discrimination plays an important role.  Conclusion: Our analysis indicates that when seeking to understand the labour market participation of female immigrants, their resources and motivation should be seen as key components of a gender-sensitive analysis.

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Piątek, Krzysztof. "Zenon Wiśniewski: YOUTH IN THE GERMAN LABOR MARKET. EDUCATION, TRANSITION TO WORK, VOCATIONAL ACTIVATION." Polityka Społeczna 564, no. 3 (2021): 31–32. http://dx.doi.org/10.5604/01.3001.0015.0619.

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The book means very much that the specification of the education system in Germany, taking into account all the roles of land, contains up-to-date information on the situation of young people on the German labor market, the impact of COVID-19 effects on the economy and the education system of our western neighbors.

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Deeg, Richard. "Industry and Finance in Germany since Unification." German Politics and Society 28, no. 2 (2010): 116–29. http://dx.doi.org/10.3167/gps.2010.280208.

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Since German unification there have been dramatic and highly visible changes in the German financial system and relations between banks and firms in Germany. The traditional Hausbank system has weakened, as securities markets have become more important for both borrowers and savers. The demands of financial investors on how German firms manage themselves have—for better or worse—become increasingly influential in this time. In this article, I advance the thesis that bank-industry relations in Germany became increasingly differentiated, with one set of firms moving into an institutional environment readily characterized as market-based finance. Meanwhile, most German firms remain in a bank-based environment that, while not quite the same as the Hausbank model that prevailed at the time of unification, is still easily recognized as such. These changes in the financial system have had numerous consequences for the German economy, including increased pressure on firms to make greater profits and increased pressure on labor to limit wage gains and make concessions in the interest of corporate competitiveness.

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Fuxia, Gao, Xu Xinpeng, Huang Yunning, and Luo Lina. "Extraterritorial Reference of China’s Labor Market Flexibility Adjustment." Economics, Law and Policy 4, no. 1 (2021): p21. http://dx.doi.org/10.22158/elp.v4n1p21.

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China’s labor market is facing a policy and legal dilemma of balanced flexibility and security adjustment. Under the condition of the continuous development of new economic conditions such as sharing economy and platform economy, the new employment pattern of the labor market presents new challenges to the current legal system. It is of great significance to optimize and perfect China’s existing labor policies and regulations by studying the experience of representative countries such as the United States, Japan, and Germany in labor market regulation and drawing on their scientific adjustment model.

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Paudel, Prakash Kumar, and Christiane Eberhardt. "Approaching Apprenticeship in Nepal: Lessons from Dual-VET of Germany." Journal of Technical and Vocational Education and Training 17, no. 1 (2023): 1–18. http://dx.doi.org/10.3126/tvet.v17i1.52405.

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Apprenticeship training is geared towards meeting the demands of labor market which also ensures self-esteem, employability and vocational career development for the individuals. Against this background, apprenticeship is seen as a successful model for grooming the labor force and reducing youth unemployment. In this paper, we map the current state-of-the-art of apprenticeship in Nepal against the dual system of VET in Germany. The central question in our reflection is how common ownership can be established through responsibility sharing in countries, where other governance principles apply and the governance models also differ from the German model. Hence, in the first step, we focus on the origins of vocational training in both countries. We show that the development of apprenticeship has been driven by social, political and industrial needs, thereby getting deeply rooted in society. We show that despite many challenges, dual training in Germany is an important educational pathway for young people to access the labor market and a backbone of the economy. This is different in Nepal, where despite the governance structures that have been created in the meantime, apprenticeship training is struggling for recognition among the leaders, and actors in the economy. We end up adopting the "six central pillars for successful quality apprenticeships" (i.e. meaningful social dialogue, robust regulatory framework, clear roles and responsibilities, equitable funding, strong labor market and inclusiveness) developed by the ILO (2017). We reflect on them with reference to the Nepali case and in the shadow of the German experiences. In our conclusion, we propose to add "consideration of the country context" as the seventh important pillar for qualitative apprenticeship to ensure sustainable development – free of external funding and support.

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Humpert, Stephan. "Occupational sex segregation and working time: Regional evidence from Germany." Panoeconomicus 61, no. 3 (2014): 317–29. http://dx.doi.org/10.2298/pan1403317h.

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This paper provides descriptive evidence for declining occupational sex segregation on the German labor market, especially concerning the regional differences between the former East and West Germany. I use segregation measures and long-run social security data for the decade of 1992 to 2004. While segregation has declined over time, it remains higher for the eastern part of Germany. Although this finding is observable for full-time and part-time work, segregation is always lower in part-time employment.

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Dietrich, Hans, José Luis Álvaro Estramiana, Alicia Garrido Luque, and Volker Reissner. "Effects of Posttraumatic Stress Disorder and Mental Disorders on the Labor Market Integration of Young Syrian Refugees." International Journal of Environmental Research and Public Health 20, no. 3 (2023): 2468. http://dx.doi.org/10.3390/ijerph20032468.

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Civil war experience in the Syrian home country, insecurity and critical life events during migration, or adverse events in the receiving country might affect refugees’ mental health. This paper addresses the effects of psychological distress and mental disorders on refugees’ labor market integration in Germany between 2016 and 2021. We employ survey data from about 2700 young Syrians, delivering information on individuals' experience of migration and arrival in Germany in 2016. The survey data were successfully merged with register data, delivering detailed information regarding individuals' process of labor market integration and employment status from 2016 to 2021. Overall, the labor market integration of young refugees improved remarkably over time. In 2021, about 69% of the study population was integrated in a wider sense, and 30% was employed in fulltime contracts in 2021. However, the results indicate long-lasting effects of PTSD and mental disorders on individuals’ labor market integration, whilst individuals’ characteristics related to migration and arrival lose relevance over time and hardly affect labor market integration around five years after arrival. High PTSD scores in 2016 indicate a significantly reduced full-time employment probability in 2021. Anxiety and depression show significant negative effects on individuals' labor market integration, but with a less severe impact compared to a PTSD diagnosis.

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Kronberger, Thomas, and Leonidas Papakonstantinidis. "“The Win-Win-Win Papakonstantinidis Model”: Bargaining Possibilities When there are Three Involved Parties on a Labour Market and two of them are Active Decision-Makers – Cases Greece-Germany." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 4, no. 6 (2019): 68–98. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.46.2005.

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That’s a summary of our research in Greece and Germany as it concerns with their “labor market”. We examine the 3-polar system in the labor market, State-Company-Citizen. The aim of this paper is to show the bargaining possibilities when there are three involved parties on a labor market and two of them are active decision-makers. The third one is stakeholder who does not directly take part in the decision-making process. We will show possible solutions for increasing the benefit for all three parties. As an introduction, basic statistical data from Greece and Germany will be presented and structured. After this, the different behaviors of the parties in both countries will be regarded and their bargaining success will be illustrated.

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Worbs, Susanne. "The Second Generation in Germany: Between School and Labor Market." International Migration Review 37, no. 4 (2003): 1011–38. http://dx.doi.org/10.1111/j.1747-7379.2003.tb00168.x.

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Basilio, Leilanie, Thomas K. Bauer, and Mathias Sinning. "Analyzing the labor market activity of immigrant families in Germany." Labour Economics 16, no. 5 (2009): 510–20. http://dx.doi.org/10.1016/j.labeco.2009.03.002.

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Sievering, Oliver. "Effects of digitalization on the labor market in Baden-Wuerttemberg." Central and Eastern European eDem and eGov Days 331 (July 11, 2018): 469–78. http://dx.doi.org/10.24989/ocg.v331.39.

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The technological change is constantly progressing. Digitalization opens up great opportunities for a higher quality of life. It enables more efficient business models and it also has a significant impact on the labor market. More and more tasks, which could be done only by humans so far, will be taken over by computers or robots in the future. It is controversial whether digitalization will lead to a higher unemployment or to a growth in employment because digitalization also creates new kind of jobs. While the impact on labor markets can not be clearly predicted, the fear of digitalization is huge. Many employees in Germany have jobs with a high potential of substitutability. The proportion of employees affected by severe effects of digitalization is estimated to range from 8.1% to 20.4% - depending on the federal-state. In Baden-Wuerttemberg, a very high substitution potential is assumed. Will unemployment significantly rise in the southwest part of Germany?

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Schönberg, Uta. "Wage Growth Due to Human Capital Accumulation and Job Search: A Comparison between the United States and Germany." ILR Review 60, no. 4 (2007): 562–86. http://dx.doi.org/10.1177/001979390706000406.

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This paper compares the sources of wage growth of young male workers in two countries with very different labor market institutions, the United States and Germany. The author first develops a simple method for decomposing wage growth into components due to general human capital accumulation, firm-specific human capital accumulation, and job search. The empirical analysis uses data from administrative records (Germany) and the National Longitudinal Survey of Youth (United States) for cohorts entering the labor market in the late 1970s and early 1980s. Although the two countries differed substantially in mobility rates, they were similar in the sources of wage growth, with general human capital accumulation being the most important single source and job search accounting for an additional 25% or more of total wage growth. There is no evidence that returns to firm-specific human capital accumulation were higher for German apprentices than for U.S. high school dropouts or graduates.

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Кудайберген and Pirimkul Kudaybergen. "The Main Priorities for the HR Management Stages in Germany. Agency of Labor (Arbeitsamt) As an Operator." Management of the Personnel and Intellectual Resources in Russia 5, no. 2 (2016): 10–19. http://dx.doi.org/10.12737/19606.

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The article highlights the social priorities, personnel management principles in Germany, which are based on the famous German «Ordnung» (step by step), the postulate of individualism. It is noted that the «Iron Chancellor» Bismarck developed the principles of social protection of the German personnel. These principles formed the basis of the German social market economy: providing working conditions, promotion of awareness and independence, encouraging responsibility. The article presents basic palette of social and fi nancial assistance to needy staff , which are provided through centers of employment and work of the Agency. The peculiarities of personnel management are indicating in the conditions of uncontrolled aggressive invasion of refugees in Germany. Gateways are opened for them «without limit» Chancellor Angela Merkel, acting only in the interests of the USA. This led to mass protests, similar to a civil war throughout the country. This article argues that in these circumstances, Germany needs a new Bismarck, who would once again strengthened Germany, with the support of Russia, as it was in the past. Russia could again become a partner of Germany, especially in the process of human resource management in the prevailing critical conditions, based on its invaluable experience in multinational and multi-confessional Russia.

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Berlingieri, Francesco. "Local labor market size and qualification mismatch." Journal of Economic Geography 19, no. 6 (2018): 1261–86. http://dx.doi.org/10.1093/jeg/lby045.

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Abstract This paper investigates the effect of the size of the local labor market on skill mismatch. Using survey data for Germany, I find that workers in large cities are both less likely to be overqualified for their job and to work in a different field than the one for which they trained. Different empirical strategies are employed to account for the potential sorting of talented workers into more urbanized areas. Results on individuals who have never moved away from the place in which they grew up and fixed effects estimates obtaining identification through regional migrants suggest that sorting does not fully explain the existing differences in qualification mismatch across areas. This provides evidence of the existence of agglomeration economies through better matches. However, lower qualification mismatch in larger cities is found to explain at best a small part of the urban wage premium.

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Lott, Yvonne. "Is maternal labor market re-entry after childbirth facilitated by mothers’ and partners’ flextime?" Human Relations 73, no. 8 (2019): 1106–28. http://dx.doi.org/10.1177/0018726719856669.

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How do national-level work–life balance policies shape the role of flextime in maternal labor market re-entry after childbirth? It is well known that such policies influence the adoption, provision, and support of flexible work arrangements by organizations, but whether they shape the relevance of these arrangements for workers has been neglected in past research. This article analyzes whether mothers’ and partners’ flextime facilitates maternal labor market re-entry after childbirth in Germany, where family policy reforms have been implemented in the last two decades. Event history analysis based on German Socio-Economic Panel (SOEP) data from the years 2003–2013 revealed that mothers were more likely to re-enter the labor market if they had used flextime before childbirth. However, this effect existed only before the implementation of family policy reforms, namely the introduction of parental leave in 2007 and the expansion of public childcare. Moreover, the use of flextime before childbirth did not encourage mothers to maintain previous work hours (the legal right to work part time has existed in Germany since 2001). Partners’ use of flextime before childbirth was found to be less relevant for mothers’ return to work after childbirth. The analysis indicates that generous national-level work–life balance policies can diminish the effectiveness of organizational work–life balance policies for mothers’ employment behavior.

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Schnaus, Julia. "Das leise Sterben einer Branche – Der Niedergang der westdeutschen Bekleidungsindustrie in den 1960er/70er Jahren." Zeitschrift für Unternehmensgeschichte 62, no. 1 (2017): 9–33. http://dx.doi.org/10.1515/zug-2017-0002.

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AbstractUnnoticed Disappearance – The Decline of the West-German Clothing Industry in the 1960s/70sIn the beginning of the 20th century the German clothing industry used to be a considerable producer of consumer goods, manufacturing clothes for both home and export market. In the 1960s and 70s this branch of the German industry began to decline, mainly due to the pay gap between the labor costs in Germany and low-wage-countries located in Eastern Europe and Asia. In response to this development bigger German companies outsourced their production abroad to save labor costs. Smaller companies often lacked the needed financial resources and had to face bankruptcy as result. At the end only services like planning and quality control remained in Germany. In consequence of this development a lot of German seamstresses lost their jobs. The government did not care about these problems; the enterprises did not receive subsidies. The unions in the sector were weak due to a high percentage of working women and the high ratio of small and medium sized regionally dispersed enterprises.

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Dustmann, Christian, Bernd Fitzenberger, Uta Schönberg, and Alexandra Spitz-Oener. "From Sick Man of Europe to Economic Superstar: Germany's Resurgent Economy." Journal of Economic Perspectives 28, no. 1 (2014): 167–88. http://dx.doi.org/10.1257/jep.28.1.167.

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In the late 1990s and into the early 2000s, Germany was often called “the sick man of Europe.” Indeed, Germany's economic growth averaged only about 1.2 percent per year from 1998 to 2005, including a recession in 2003, and unemployment rates rose from 9.2 percent in 1998 to 11.1 percent in 2005. Today, after the Great Recession, Germany is described as an “economic superstar.” In contrast to most of its European neighbors and the United States, Germany experienced almost no increase in unemployment during the Great Recession, despite a sharp decline in GDP in 2008 and 2009. Germany's exports reached an all-time record of $1.738 trillion in 2011, which is roughly equal to half of Germany's GDP, or 7.7 percent of world exports. Even the euro crisis seems not to have been able to stop Germany's strengthening economy and employment. How did Germany, with the fourth-largest GDP in the world transform itself from “the sick man of Europe” to an “economic superstar” in less than a decade? We present evidence that the specific governance structure of the German labor market institutions allowed them to react flexibly in a time of extraordinary economic circumstances, and that this distinctive characteristic of its labor market institutions has been the main reason for Germany's economic success over the last decade.

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Décieux, Jean Philippe, and Alexandra Mergener. "German Labor Emigration in Times of Technological Change: Occupational Characteristics and Geographical Patterns." Sustainability 13, no. 3 (2021): 1219. http://dx.doi.org/10.3390/su13031219.

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Technological change has altered labor market demands within well-developed societies implying global competition for skilled labor and, as a consequence, new forms of labor migration. So far, patterns of this labor migration have been underexplored. Thus, the article analyzes characteristics, geographies and possible underlying drivers of workers migrating from Germany as an exemplary case for a well-developed country. Relying on probability-based and unique data, our findings reveal that, besides demand for people with higher levels of education, performing specific occupational tasks is also in demand in the global competition for talent. Hence, Germans in jobs with a high proportion of analytical non-routine tasks are more likely to emigrate than those with predominantly manual routine tasks. Moreover, the results show that global discrepancies concerning the technological development between the country of origin and the country to which they emigrate are a crucial contextual driver attracting this specifically demanded work force. Workers mainly performing analytical non-routine tasks within their job tend to move to countries which are technologically more developed than Germany while individuals performing jobs with a high share of non-routine manual or interactive tasks tend to emigrate to countries that are less technologically developed than Germany.

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Siebert, Horst. "Ein Ansatz für mehr Dynamik und mehr Beschäftigung: Zum Jahresgutachten 1999/2000 des Sachverständigenrates." Perspektiven der Wirtschaftspolitik 1, no. 2 (2000): 221–27. http://dx.doi.org/10.1111/1468-2516.00013.

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Abstract The paper discusses the economic policy concept of the annual report of the German Council of Economic Advisers 1999/2000 and the major structural problems in Germany. Addressed are the long-run allocative distortions of the tax reform, solutions to the issue of pension and to the institutional arrangement of the labor market. The paper describes the necessary steps to generate a more dynamic economy.

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Bol, Thijs, Christina Ciocca Eller, Herman G. van de Werfhorst, and Thomas A. DiPrete. "School-to-Work Linkages, Educational Mismatches, and Labor Market Outcomes." American Sociological Review 84, no. 2 (2019): 275–307. http://dx.doi.org/10.1177/0003122419836081.

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A recurring question in public and scientific debates is whether occupation-specific skills enhance labor market outcomes. Is it beneficial to have an educational degree that is linked to only one or a small set of occupations? To answer this question, we generalize existing models of the effects of (mis)match between education and occupation on labor market outcomes. Specifically, we incorporate the structural effects of linkage strength between school and work, which vary considerably across industrialized countries. In an analysis of France, Germany, and the United States, we find that workers have higher earnings when they are in occupations that match their educational level and field of study, but the size of this earnings boost depends on the clarity and strength of the pathway between their educational credential and the labor market. The earnings premium associated with a good occupational match is larger in countries where the credential has a stronger link to the labor market, but the penalty for a mismatch is also greater in such countries. Moreover, strong linkage reduces unemployment risk. These findings add nuance to often-made arguments that countries with loosely structured educational systems have more flexible labor markets and produce better labor market outcomes for workers. An institutional environment that promotes strong school-to-work pathways appears to be an effective strategy for providing workers with secure, well-paying jobs.

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Heinisch, Dominik P., Johannes Koenig, and Anne Otto. "A supervised machine learning approach to trace doctorate recipients’ employment trajectories." Quantitative Science Studies 1, no. 1 (2020): 94–116. http://dx.doi.org/10.1162/qss_a_00001.

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Only scarce information is available on doctorate recipients’ career outcomes ( BuWiN, 2013 ). With the current information base, graduate students cannot make an informed decision on whether to start a doctorate or not ( Benderly, 2018 ; Blank et al., 2017 ). However, administrative labor market data, which could provide the necessary information, are incomplete in this respect. In this paper, we describe the record linkage of two data sets to close this information gap: data on doctorate recipients collected in the catalog of the German National Library (DNB), and the German labor market biographies (IEB) from the German Institute of Employment Research. We use a machine learning-based methodology, which (a) improves the record linkage of data sets without unique identifiers, and (b) evaluates the quality of the record linkage. The machine learning algorithms are trained on a synthetic training and evaluation data set. In an exemplary analysis, we compare the evolution of the employment status of female and male doctorate recipients in Germany.

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Han, Jong-Soo, and Mee-Kyung Jung. "Comparative Study on the Nonregular Labor Market of Germany and Korea." Zeitschrift der Koreanisch-Deutschen Gesellschaft fuer Sozialwissenschaften 26, no. 1 (2016): 63. http://dx.doi.org/10.19032/zkdgs.2016.03.26.1.63.

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Bradley, Jake, and Alice Kügler. "Labor market reforms: An evaluation of the Hartz policies in Germany." European Economic Review 113 (April 2019): 108–35. http://dx.doi.org/10.1016/j.euroecorev.2018.12.008.

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