Labor Market In Germany Research Articles

Neuer, Hummels, Müller, Götze & Co: the legal framework governing industrial relations in German professional football

The article analyses the legal framework governing industrial relations in German professional football. It first provides an overview of the player labour market in Germany and its stakeholders. Subsequently, the player licensing system and the employment-specific regulations in the Bundesliga regulations are described. Particular regard is given to the Bundesliga Standard Player Agreement which is the legal centrepiece of industrial relations and illustrates the difficulties of balancing the interests of the league and the clubs on the one hand, and the players on the other hand with respect to the protection of the players under national and European labour laws.

The Labour Market in Germany: Reforms, Recession and Robustness

This article discusses the German labour market development during the Great Recession as well as in the years before and until 2015. Germany’s labour market witnessed a strong upswing during the recent decade and performed remarkably well in the Great Recession. Structural reforms before the crisis had improved the functioning of the labour market and initiated a solid upward trend that also helped overcome the crisis. High establishment-level flexibility allowed buffering the severe drop in GDP. While the employment upswing continued until today, critical developments concerned the increase in atypical jobs, weak wage growth and rising inequality.

Auswirkungen der Hartz-Reformen auf den Arbeitsmarkt und auf die Bundesagentur für Arbeit

Abstract Starting in 2003, the labour market in Germany underwent major reforms. They introduced new types of employment, reshaped the benefit system, and remodelled active labour market policies. Over the 10 following years, unemployment fell dramatically and participation hit record levels, while rising non-standard employment and wage inequality became causes for concern. The Bundesagentur für Arbeit has developed into a modern service provider whose programmes are scientifically evaluated. Anticipating future trends on the labour market, the Bundesagentur has recently devised a strategy to cope with them. Overall, the German experience with labour market reforms points to the benefits of evidence-based policies.

Revenge of the Optimum Currency Area

Revenge of the Optimum Currency Area

Sclerosis and large volatilities: Two sides of the same coin

The labor market in Germany is more sclerotic and volatile than in the US. We show theoretically that sclerosis and large volatilities are two sides of the same coin. Both may be driven by large hiring costs and low quit rates.

Why don’t they answer? Unit non-response in the IAB establishment panel

The paper proposed focuses on the unit-nonresponse in the IAB (Institute for Employment Research) Establishment Panel, a comprehensive data set describing the employer side of the labour market in Germany. Every year since 1993 (1996) the IAB Establishment Panel has surveyed the same establishments from all branches and different size categories in western (eastern) Germany. Although great efforts are taken to convince the owner/manager to take part in the survey there are always firms that do not answer the questionnaire. In this paper the authors try to find out why some establishments are not willing or able to respond to the questionnaire. If the respondent has the authority to provide relevant information, is able to give reliable answers to the questions with a justifiable amount of effort and is interested in the survey in business terms, participation is less frequently refused. The results also confirm the central significance of the interaction between the respondent and the interviewer. If one of the two individuals changes, the probability of further participation falls clearly.

Labour market in Germany in the years 2000-2009 - new forms of employment

The aim of the paper is to present the situation on the German labor market after the year 2000 using data analysis and their graphic presentation as well as description of new forms of employment. The paper consists of 2 parts, introduction and conclusion. In part one the situation on the labor market was presented with regard to the employment rate and unemployment rate in the years 2000-2009 taking into account the reforms of unemployment benefits (2005). In part two of the paper these new forms of employment were described (Minijob, low-paid jobs, temporary workplaces) that in recent years have been competing with and displacing permanent employment, providing employers with the necessary flexibility, especially important during crisis. Description of these forms of employment was extended by the analysis of poverty risk among groups of workers with low-paid jobs and temporary workplaces. In the conclusion, there is a summary of the trends that are apparent on the labor market and of the changes caused by them in the financial situation of the workers.

The Link Between Job Security And Wages: A Comparison Between Germany And The UK

We examine the wage effects of perceived and objective job security in Germany and the UK, and find that job security influences the wage development in both countries. We find that British workers react slightly more strongly to perceived security signals, and that the objective job security effect is also stronger in the UK. We find that there is a secondary labor market in Germany characterized by temporary contracts and low pay, but only limited evidence of this division in the UK. Changes in perceived job security are a factor in determining the change in wages.

UNEMPLOYMENT, LABOR MARKET TRANSITIONS, AND RESIDUAL WAGE DISPERSION

It is commonplace in the debate on Germany's labor market problems to argue that low wage dispersion is a major reason for the high unemployment rate. This paper analyzes the relationship between unemployment and residual wage dispersion for individuals with comparable attributes. In the conventional neoclassical point of view, wages are determined by the marginal product of the workers. Accordingly, increases in union minimum wages result in a decline of residual wage dispersion and higher unemployment. A competing view regards wage dispersion as the outcome of search frictions and the associated monopsony power of the firms. Accordingly, an increase in search frictions causes both higher unemployment and higher wage dispersion. The empirical analysis attempts to discriminate between the two hypotheses for West Germany analyzing the relationship between wage dispersion and both the level of unemployment as well as the transition rates between different labor market states. The findings are not completely consistent with either theory. However, as predicted by search theory, one robust result is that unemployment by cells is not negatively correlated with the within-cell wage dispersion.

Stellenangebote und Ausbildungsplätze für wissenschaftliche Bibliothekarinnen und Bibliothekare in den kommenden Jahren: Trends und Zahlen

The paper gives an overview of the basic parameters for library and information science professionals in the labour market in Germany. It surveys the job advertisements for position openings at the management level for the period 2004-2007. Subsequently the author identifies trends and perspectives for this sector of the labour market.

Marginal Employment Subsidization: A New Concept and a Reappraisal

In this paper, we attempt to renew the interest in marginal employment subsidies. Such subsidies are paid only for a firm's additional employment exceeding some reference level and create larger employment stimuli at lower fiscal costs than general wage subsidies for all workers. If the hiring of a new employee also entails subsidizing an incumbent worker (double marginal subsidization), the replacement of regular paid workers by outsourcing employment to newly established firms – a standard critique of marginal employment subsidies – can be avoided. This additional subsidy reduces the incentive to crowd out regular employment and results in even larger employment effects. Applying the subsidy scheme to the low-skill labor market in Germany, we show that employment can be substantially increased without imposing additional fiscal burden.

Marginal Employment Subsidization: A New Concept and a Reappraisal

In this paper, we attempt to renew the interest in marginal employment subsidies. Such subsidies are paid only for a firm's additional employment exceeding some reference level and create larger employment stimuli at lower fiscal costs than general wage subsidies for all workers. If the hiring of a new employee also entails subsidizing an incumbent worker (double marginal subsidization), the replacement of regular paid workers by outsourcing employment to newly established firms – a standard critique of marginal employment subsidies – can be avoided. This additional subsidy reduces the incentive to crowd out regular employment and results in even larger employment effects. Applying the subsidy scheme to the low-skill labor market in Germany, we show that employment can be substantially increased without imposing additional fiscal burden.

Educational Attainment and Returns to Education in Germany

This paper presents evidence on the development of educational attainment and its returns on the labor market in Germany in the time period 1985-2002. Returns to education are estimated using Mincer equations. We analyze micro-census data in addition to GSOEP data, which allows estimating returns to tertiary education separately by subject of degree for the first time for Germany in such detail. The data indicate an educational expansion, especially for women in West Germany, which is coherent with the relatively high returns to this group. One interesting finding is that each gender reaches the highest returns in those fields of study where its shares are relatively high. For women this is in the fields of studies to become teacher, while men lead in law, business and economics and engineering. Additionally, the returns are higher for most degree subjects in West than in East Germany, especially for women.

The Effect of Youth Transition and Resource Base on the Labour Market Success of Descendants of Turkish Migrants to Germany

Based on results from previous empirical studies, which highlighted the relatively disadvantaged situation of descendents of Turkish migrants on the labour market in Germany (compared to descendents of natives and migrants from other countries of origin), this dissertation aims to gain further insights in the underlying reasons for these disadvantages. It aims to do so by first introducing a new concept - called the - which is derived from elements of Bourdieu's work on cultural and social capital as well as Coleman's and Becker's notes on human capital and social capital. This concept is then used to investigate potential causes for the disadvantageous labour market positions of descendents of Turkish migrants by focusing on their transitions from school to the labour market and the impact of these transitions on their individual Resource Base, as well as the impact of the Resource Base on labour market success. This investigation employs quantitative methods (logistic regression, cluster analysis and chi square tests) and a quantitative data set - the German Social Economic Panel survey. Results include detailed insights into the differential acquisition of relevant resources by each group (descendents of migrants from Turkey and other countries, as well as native Germans) and the negative impact of the lack of these resources on labour market success. It is further suggested that the Resource Base model can be used to identify discrimination regulations and practices, advancing the model as a useful theoretical and analytical tool that justifies further research in this area.

The challenge of the age and competency structure in industry for innovations and human resource policy

The central focus of this paper is an analysis of the weaknesses of the current structural options that aim to allow older employees to continue working. The point of departure of the analysis is a reappraisal of the questions arising from the employment of older people in the internal and external labour market in Germany. In the course of the investigation it shall become clear that competencies, or rather, the lifelong development of competencies, constitute the key problem in laying the foundations for the further employment of older workers. There is however insufficient data in this field of research, since other than formal qualifications scarcely any information about employees’ skills is available. Particularly in the case of those over the age of 45, one simply “fumbles about in the dark”. When comparing the various structural options (e.g. part‐time work for older people, teamwork, HR planning for the future, etc.) competency development assumes a decisive role. Yet management of competency development in the technocratic sense proves unsuited to meet the requirements for the further employment of older employees. The organisation of competency development should rather be conceptualised as originating from the particular self‐regulating processes and mechanisms in question and should simultaneously be integrated into the company’s human resource and organisational development.

Wage Curve Analyses of Establishment Data from Western Germany

Using the IAB Establishment Panel, which is representative for western Germany, the authors find that establishment-level wages reacted to variations in the regional unemployment rate. The elasticity of wages with respect to unemployment, they estimate, was about -0.1. This responsiveness of the wage to regional variation is close to estimates found by other researchers (using individual rather than establishment data) for other countries, and contradicts the view that Germany's labor market, largely due to the nature of collective bargaining in that country, is relatively inflexible. Possible explanations for this finding are that the negotiated wage is treated like a minimum wage, with firms deviating from it in order to increase work effort; bargaining between firms and individual workers or between firms and works councils produces wage differences; or collective agreements do not restrict firms to the extent that is often assumed.

Wage Curve Analyses of Establishment Data from Western Germany

Using the IAB Establishment Panel, which is representative for western Germany, the authors find that establishment-level wages reacted to variations in the regional unemployment rate. The elasticity of wages with respect to unemployment, they estimate, was about −0.1. This responsiveness of the wage to regional variation is close to estimates found by other researchers (using individual rather than establishment data) for other countries, and contradicts the view that Germany's labor market, largely due to the nature of collective bargaining in that country, is relatively inflexible. Possible explanations for this finding are that the negotiated wage is treated like a minimum wage, with firms deviating from it in order to increase work effort; bargaining between firms and individual workers or between firms and works councils produces wage differences; or collective agreements do not restrict firms to the extent that is often assumed.

Consequences of the Disarmament Process for the Labour Market in Germany

AbstractIn Germany the international peace process has important consequences for the economy, especially for the labour market. The German armed forces will be reduced from 520,000 to 370,000. Nearly three quarters of the approximately 830,000 foreign soldiers stationed in Germany are in the process of leaving the country. Parallel to this there will be a reduction of about 100,000 jobs for civil employees.There are strong indicators showing that the market of civil employees is an “internal market” (of the type often described by labour market segmentation theory) and there are high barriers against the mobility of workers.Measures of active labour market policy (especially of the German Federal Office of Labour) supports the transition of civil workers into new jobs. These provisions are assisted by measures of regional policy in regions with relatively high unemployment rates, where the dissolution and reduction of garrisons affect the prosperity of entire regions. In conglomerates with high growth rates, however, positive consequences of the disarmament process can be expected.

Immigration Policy and the Labour Market in Germany

Immigration Policy and the Labour Market in Germany

Relative Wage Effects of Unions, Dictatorship and Codetermination: Econometric Evidence from Germany

T HE present study estimates the effects of trade unions, Hitler's regime, and codetermination on relative wages in Germany. I Each of these establishments is considered to have had important implications for Germany's labor market. Moreover, a thorough understanding of their effects can be valuable for comparative purposes. Following a brief discussion of these phenomena and their hypothesized effects on wages, the analytical model is developed in section II. The empirical results are reported in section III and section IV contains the summary and conclusions. The extensive literature on the relative wage effects of trade unions has focused almost exclusively on the union impact in North America2 and, more recently, in Great Britain.3 Since the German institutions of industrial and labor relations differ considerably from their AngloAmerican counterparts4 and often have been studied as a successful (possibly superior) system which might be adopted by others, it is worthwhile exploring the magnitude of the union wage effect in the German institutional setting. In particular it has been argued that, compared to their American and British counterparts, the continental unions tend to place more emphasis on political and social, rather than economic achievements.5 If this hypothesis is correct, then, ceteris paribus, the estimated relative wage effect of German unions ought to be smaller than that found in the United States and Great Britain. With the advent of Hitler's regime in 1933 there was a dramatic transformation of the existing political and economic institutions. Trade unions, which in 1932 represented over 40% of the industrial labor force, were promptly abolished6 and replaced by a government-operated Front.7 Strikes and lockouts were forbidden and wages were determined centrally.8 While the effects of these changes on the cultural, political and social life have been well documented, few economic studies attempted to analyze the effect of Hitler's regime on wages and incomes. Moreover, those that did, used a qualitative or only a loose quantitative approach, partially as a result of the lack of a systematic wage series prior to 1934.9 W. Krelle (1962, p. 17) has shown, for example, that labor income Received for publication July 30, 1979. Revision accepted for publication May 1, 1980. Cornell University. I would like to thank Orley Ashenfelter, Albert Rees and two anonymous referees for helpful comments. I have also benefited from discussions with J. S. Butler, William Greene, Louis Phlips and Katherine Terrell. Any remaining errors are, of course, my own. This research was in part supported by a grant to the Princeton University Economics Department from the Sloan Foundation. I The term codetermination refers to the German participatory system of management, as it was originally established in the Federal Republic by the 1951 Codetermination Act and the 1952 Works Constitution Act. 2 The most important work and collection of references on the subject is still Lewis (1963). Among the later studies in the private sector are Ashenfelter (1972), Ashenfelter and Johnson (1972), Bloch and Kuskin (1978), Boskin (1972), de Menil (1971), Rosen (1969) and Schmidt and Strauss (1976). Public sector studies are summarized by Lewin (1977). X See especially Pencavel (1974), Mulvey (1976) and Metcalf (1977). 4 Needless to say there are important differences between the U.S. and British systems of industrial and labor relations. They exhibit considerable homogeneity, however, when compared to the systems in continental Europe. Historically, the relatively most salient features of the German system have been (1) trade union affiliation with political parties and/or religioiis organizations, (2) industrial unionism. (3) governmental interference in industrial and labor relations, and (4) paternalistic management. World War II led to the unification of the formerly splintered unions in the Deutsches Gewerkschafts Bund (DGB), close collaboration with the Social Democratic Party (SDP) and the establishment of codetermination. For institutional references see Almanasreh (1977), Fiirstenberg (1969, 1977), Schregle (1978) and Vollmer (1976, 1979). 5 See Kassalow (1969, 1980) and Windmuller (1969). 6 Employers associations followed their lead in 1934. 7 The Labor Front included all employees and employers. It represented the Nazi government in the factories and possessed broad powers over its member subjects. 8 In fact, the entire economy underwent considerable centralization as Hitler proclaimed his first Four Year Plan in 1933 and a second one in 1936. 9 Among the most thorough and informative of these conventional studies is that of Bry (1960). For a discussion of the data see Gerss (1977).