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There is a widespread belief that work is less secure than in the past, that an increasing share of workers are part of the "precariat." It is hard to find much evidence for this in objective measures of job security, but perhaps subjective measures show different trends. This paper shows that in the United States, the United Kingdom, and Germany, workers feel as secure as they ever have in the past 30 years. This is partly because job insecurity is very cyclical and (pre-COVID) unemployment rates very low, but there is also no clear underlying trend towards increased subjective measures of job insecurity. This conclusion seems robust to controlling for the changing mix of the labor force, and it is true for specific subsets of workers. [ABSTRACT FROM AUTHOR]

Copyright of Wirtschafts- und Sozialwissenschaftliches Institut Mitteilungen is the property of Nomos Verlagsgesellschaft mbH & Co. KG and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Wirtschafts- und Sozialwissenschaftliches Institut Mitteilungen is the property of Nomos Verlagsgesellschaft mbH & Co. KG and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The extension of late working life has been proposed as a potential remedy for the challenges of aging societies. For Germany, surprisingly little is known about trends and social inequalities in the length of late working life. We use data from the German Microcensus to estimate working life expectancy from age 55 onward for the 1941-1955 birth cohorts. We adjust our calculations of working life expectancy for working hours and present results for western and eastern Germany by gender, education, and occupation. While working life expectancy has increased across cohorts, we find strong regional and socioeconomic disparities. Decomposition analyses show that among males, socioeconomic differences are predominantly driven by variation in employment rates; among women, variation in both employment rates and working hours are highly relevant. Older eastern German women have longer working lives than older western German women, which is likely attributable to the German Democratic Republic legacy of high female employment. [ABSTRACT FROM AUTHOR]

Background: Against the backdrop of population ageing, governments are facing the need to raise the statutory retirement age. In this context, the question arises whether these extra years added to working life would be spent in good health. As cancer represents a main contributor to premature retirement this study focuses on time trends and educational inequalities in cancer-free working life expectancy (WLE). Methods: The analyses are based on the data of a large German health insurer covering annually about 2 million individuals. Cancer-free WLE is calculated based on multistate life tables and reported for three periods: 2006–2008, 2011–2013, and 2016–2018. Educational inequalities in 2011–2013 were assessed by two educational levels (8 to 11 years and 12 to 13 years of schooling). Results: While labour force participation increased, cancer incidence rates decreased over time. Cancer-free WLE at age 18 increased by 2.5 years in men and 6.3 years in women (age 50: 1.3 years in men, 2.4 years in women) between the first and third period while increases in WLE after a cancer diagnosis remained limited. Furthermore, educational inequalities are substantial, with lower groups having lower cancer-free WLE. The proportion of cancer-free WLE in total WLE remained constant in women and younger men, while it decreased in men at higher working age. Conclusion: The increase in WLE is accompanied by an increase in cancer-free WLE. However, the subgroups considered have not benefitted equally from this positive development. Among men at higher working age, WLE increased at a faster pace than cancer-free WLE. Particular attention should be paid to individuals with lower education and older men, as the general level and time trends in cancer-free WLE are less favourable. [ABSTRACT FROM AUTHOR]

Our study uses 24 waves of the survey Establishments in the COVID-19 crisis (BeCOVID), a high-frequency dataset collected at monthly intervals by the Institute for Employment Research during the COVID-19 pandemic, to investigate the behaviour of establishments with respect to the dynamics of their employment, in particular their use of short-time work. Due to the high-frequency intervals, the present data are considerably better suited than annual panel surveys to investigate adjustment processes. This is especially true for the role of short-time work, which is seen as a particularly fast adjustment option and thus reduces adjustment costs rapidly. Our estimations reveal a much faster overall workforce adjustment process compared with previous studies, which rely on annual panel surveys. In addition, our empirical results show that the employment adjustment in establishments using short-time work during the COVID-19 crisis occurred almost immediately within one month. [ABSTRACT FROM AUTHOR]

Copyright of Regional Science Policy & Practice is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We use quasi‐experimental expansion of publicly funded childcare slots for children under the age of three from Germany and exploit regional variations of this large‐scale expansion to account for endogenous and selective fertility decisions. To account for left and right censoring, we implement this quasi‐experimental framework into the setting of the semiparametric Cox hazard model. By using spatial data on childcare provision at the level of counties and microdata from the German Socio‐Economic Panel (SOEP) from 1998 to 2012, we find a significant increase in the transition probability to first birth by 11.9% for native childless couples who were in the labor force before childbearing. With regard to transition to the second birth, however, no significant effect is found from the increase in childcare slots. With a particular focus on the transition to first birth, the effects are demonstrated not to be driven by selective residency choices and internal migration patterns. Furthermore, a large set of robustness checks is applied to show that highly educated mothers react the most, while effects are not attributable to the upper decile of income distribution. [ABSTRACT FROM AUTHOR]

Migration to Germany has been a fact of life for the average German since the 1960s. Immigrants started arriving from countries like Turkey, Spain, Greece, or Italy as a post-war labor force was invited to Germany to address workforce shortages. Many of these immigrants ultimately brought their families to live in Germany. One group of these newcomers was Aramean families of Syriac Orthodox faith, forced to flee the Tur Abdin region in southeast Turkey via Syria, Lebanon, and Northern Iraq. This paper will discuss the background and impetus for moving to the West for this immigrant group in detail. It will review the impacts on the life of devout Syriac Orthodox families while living in Germany, a secular country. It will also take an initial look at whether evangelical communities in Germany can come alongside this group, still suffering from a different kind of persecution: the "otherness" of living in Germany. [ABSTRACT FROM AUTHOR]

The current paper contributes to the existing literature on migration by explaining the emigration pattern from Denmark, Finland and Sweden to Germany. We have tried to discover the reason why people migrate from high-income European Union (EU) member states to Germany, which for a long time has hosted the highest number of migrants when compared to other EU member states. We have employed gravity models using fixed effects and ordinary least squares estimation for 1998 - 2019. Our results have indicated that Germany, compared to other EU member states, is more competitive in terms of its labour market efficiency. Germany is an attractive destination for migrants from Denmark, Finland and Sweden in terms of its employment rate, wages and effective government support of its labour force programmes. The current research provides insights into enhancing German competitiveness in terms of labour market factors, which is important for both the migrant and native populations. The results show that if wisely managed, the labour market attracts the labour force, which can address critical social issues Europe is currently facing. In particular, competition issues for high-skilled workers, an aging population, and a low birth rate. The study indicates that the long-term attractiveness of Germany for migrants is based on the efficient participation of the government in labour management-related decisions. [ABSTRACT FROM AUTHOR]

Background: The increasing nursing shortages worldwide has focused attention on the need to find more effective ways to recruit and retain nurses. The aim of this study was to gain understanding of factors that keep German nurses in nursing and explore their perceptions of factors that contribute to nurses leaving or staying in the profession. Methods: An explorative qualitative study was undertaken at four different hospitals (two university hospitals and two public hospitals) in Baden-Wuerttemberg, a state in South Germany. Semi-structured face-to-face or telephone interviews were conducted with 21 state-qualified nurses who had graduated from a German nursing program. Each interview was pseudonymized and transcribed. Transcripts were coded according to Qualitative Content Analysis with data structured into themes and subthemes. The study was reported according to the Consolidated Criteria for Reporting Qualitative Studies (COREQ) checklist for qualitative research. Results: Two themes emerged from the analysis and each theme had several subthemes: a) PUSH FACTORS i.e. factors that may push nurses to consider leaving the profession included limited career prospects, generational barriers, poor public image of nursing, and workplace pressures; b) PULL FACTORS i.e. factors that nurses wished for and could keep them in the profession included professional pride, improved remuneration, recognition of nursing, professionalisation, and improving the image of nursing as a profession. Conclusion: The decision to leave or stay in nursing is influenced by a complex range of dynamic push and pull factors. Nurse Managers responsible for stabilizing the workforce and maintaining their health system will continue to have to navigate challenges until working conditions, appropriate wages and career development opportunities are addressed. A key to tackling nursing shortages may be focusing on pull factors and nurse managers listening in particular to the perspectives of junior nurses directly involved in patient care, as giving them opportunity to further develop professionally, reinforcing a strong and supportive workplace relationships, paying an appropriate salary, and improving the public image of nursing profession. Registration number: The study has been prospectively registered (27 June 2019) at the German Clinical Trial Register (DRKS00017465). [ABSTRACT FROM AUTHOR]

Infection-control nurses (ICN) and infection-control link physicians (ICLP) are both responsible for infection prevention practices in hospitals. However, their topic-specific education levels and extent of engagement in infection-control issues are diverse, creating potential needs for additional training. We aimed at determining the potential need for additional training in infection-control among ICN, ICLP and medical Chief Executive Officers (CEO) in hospitals of the Multiresistance Network of southern Lower Saxony (MRNS), via structured surveys (n=48; 55.1%). Our data suggest that the majority of ICN as well as ICLP have unmet needs for consultation and training on the topics of hospital hygiene and infection control. We observed a higher need for advice/additional information among ICLP than among ICN, e.g., concerning outbreaks (p=0.032), multidrug resistance (p=0.005) or antimicrobial stewardship (p=0.020). Therefore, future training programs might require targeting workforce-specific topics as part of their curricula. Furthermore, the improvement of the knowledge of ICN and ICLP for the implementation of infection control could contribute to improved prevention of the transmission of infectious diseases. [ABSTRACT FROM AUTHOR]

BACKGROUND Public childcare provision and female labor force participation (FLP) have strongly increased over the past decades in European societies. However, studies offer heterogeneous findings on the link between public childcare and FLP. OBJECTIVE We investigate the link between public childcare and FLP, using different indicators of childcare and accounting for heterogeneous time trends and regional heterogeneity. METHODS Based on a balanced panel of all German counties from 2007 to 2017, we estimate the effect of an increasing enrollment rate for children aged 0-2 and 3-5 on FLP. We compare fixed effect (FE) and fixed effect individual slope estimators (FEIS) to control for county-specific time trends. Subsequently, we compare the results across regions with different levels of urbanization. RESULTS We find that most FE results are biased due to selection on trends. Still, when accounting for selection on trends, childcare enrollment for the age group 0-2 increases FLP in West Germany and in urban areas. Furthermore, childcare enrollment for children aged 3-5 years is associated with higher FLP in West Germany, in rural and, most strongly, in metropolitan areas. CONCLUSIONS Our study highlights important heterogeneity in the general time trends of FLP and the effectiveness of childcare arrangements across different regions in Germany. CONTRIBUTION We provide a potential explanation for mixed results in previous studies. Moreover, our findings demonstrate that the effectiveness of childcare arrangements varies with the level of urbanization. Taking this heterogeneity into account can help to develop target-oriented policy interventions. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to provide overview of the development of gender-based disparities over the period 2006-2021. Specifically, the aim is to investigate whether differences exist between the Czech Republic and Germany. The emphasis is on Economic Participation and Opportunity subindex of the Gender Gap Index and its indicators Labour Force Participation, Wage Equality for similar Work, Estimated Earned Income and Ability of Women to Rise to Position of Leadership. The findings indicate that gap between women and men is continually smaller in the both observed countries. Average progress of reaching parity is almost identical in case of index Economic Participation and Opportunity. Nevertheless, differences have been identified, especially in the areas of Wage Equality for Similar Work, Estimated Earned Income and Ability of Women to Rise to Position of Leadership. Germany achieves far better results in terms of Labour Force Participation and Estimated Earned Income. Conversely, the Czech Republic shows better results in cases of indicators Wage Equality for Similar Work and Ability of Women to Rise to Position of Leadership. [ABSTRACT FROM AUTHOR]

While education and labour force participation of women have been increased, there is still a substantial gender gap in labour market opportunities. This gives rise to the question of what factors lead employers to promote work–family balance and gender equality. We address this question by examining the influence of works councils on the gender policies of establishments in Germany. Using data of the IAB Establishment Panel, we find that the incidence of a works council is on average associated with an increased likelihood that an establishment provides family‐friendly practices and promotes equal opportunities of men and women. This finding also holds in a recursive multivariate probit model that accounts for potential endogeneity of works council incidence. However, our estimates also show that the influence of works councils is heterogeneous. Performing separate estimate by collective bargaining status, we find a significant influence of works councils only for establishments covered industry‐level collective bargaining agreements, but not for establishments covered by firm‐level agreements or establishments not covered by collective bargaining. [ABSTRACT FROM AUTHOR]

In an influential study, Bender et al. [Bender S, Bloom N, Card D, Van Reenen J, Wolter S (2018) Management practices, workforce selection, and productivity. J. Labor Econom. 36(S1):S371–S409] document consistent relationships between management practices, productivity, and workforce composition using administrative data from German firms matched to ratings of their practices from the World Management Survey. We replicate and extend their analysis using comparable data from Brazil. The main conclusions from their study are supported in ours, strengthening the view that more structured practices affect organizational performance through workforce selection across different institutional settings. However, we find that more structured management practices are linked to greater wage inequality in Brazil, relative to greater wage compression in Germany, suggesting that some of the consequences of adopting structured practices are tied to the local context. This paper was accepted by Joshua Gans, business strategy. [ABSTRACT FROM AUTHOR]

This article is dedicated to the WHO International Year of Health and Care Workers in 2021 in recognition of their commitment during the COVID-19 pandemic. The study aims to strengthen health workforce preparedness, protection and ultimately resilience during a pandemic. We argue for a health system approach and introduce a tool for rapid comparative assessment based on integrated multi-level governance. We draw on secondary sources and expert information, including material from Denmark, Germany, Portugal and Romania. The results reveal similar developments across countries: action has been taken to improve physical protection, digitalization and prioritization of healthcare worker vaccination, whereas social and mental health support programmes were weak or missing. Developments were more diverse in relation to occupational and organizational preparedness: some ad-hoc transformations of work routines and tasks were observed in all countries, yet skill-mix innovation and collaboration were strongest in Demark and weak in Portugal and Romania. Major governance gaps exist in relation to education and health integration, surveillance, social and mental health support programmes, gendered issues of health workforce capacity and integration of migrant healthcare workers (HCW). There is a need to step up efforts and make health systems more accountable to the needs of HCW during global public health emergencies. [ABSTRACT FROM AUTHOR]

Background: COVID-19 has a direct impact on the employment of older people. This adds to the challenge of ageism. The World Health Organization has started a worldwide campaign to combat ageism and has called for more research and evidence-based strategies that have the potential to be scaled up. This study specifically aims to identify solutions to combat the adverse effects of COVID-19 on the global ageing workforce. Methods: We present 15 case studies from different countries and report on what those countries are doing or not doing to address the impact of COVID-19 on ageing workers. Results: We provide examples of how COVID-19 influences older people's ability to work and stay healthy, and offer case studies of what governments, organizations or individuals can do to help ensure older people can obtain, maintain and, potentially, expand their current work. Case studies come from Australia, Austria, Canada, China, Germany, Israel, Japan, Nigeria, Romania, Singapore, Sweden, South Korea, Thailand, United Kingdom (UK), and the United States (US). Across the countries, the impact of COVID-19 on older workers is shown as widening inequalities. A particular challenge has arisen because of a large proportion of older people, often with limited education and working in the informal sector within rural areas, e.g. in Nigeria, Thailand and China. Remedies to the particular disadvantage experienced by older workers in the context of COVID are presented. These range from funding support to encouraging business continuity, innovative product and service developments, community action, new business models and localized, national and international actions. The case studies can be seen as frequently fitting within strategies that have been proven to work in reducing ageism within the workplace. They include policy and laws that have increased benefits to workers during lockdowns (most countries); educational activities such as coaching seniorpreneurship (e,g, Australia); intergenerational contact interventions such as younger Thai people who moved back to rural areas and sharing their digital knowledge with older people and where older people reciprocate by teaching the younger people farming knowledge. Conclusion: Global sharing of this knowledge among international, national and local governments and organizations, businesses, policy makers and health and human resources experts will further understanding of the issues that are faced by older workers. This will facilitate the replication or scalability of solutions as called for in the WHO call to combat ageism in 2021. We suggest that policy makers, business owners, researchers and international organisations build on the case studies by investing in evidence-based strategies to create inclusive workplaces. Such action will thus help to challenge ageism, reduce inequity, improve business continuity and add to the quality of life of older workers. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Family Research (JFR) is the property of University of Bamberg Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Family Research (JFR) is the property of University of Bamberg Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We estimate the wage effects of shared governance, or codetermination, in the form of a mandate of one-third of corporate board seats going to worker representatives. We study a reform in Germany that abruptly abolished this mandate for stock corporations incorporated after August 1994, while it locked the mandate for the slightly older cohorts. Our research design compares firm cohorts incorporated before the reform and after; in a robustness check we draw on the analogous difference in unaffected firm types (LLCs). We find no effects of board-level codetermination on wages and the wage structure, even in firms with particularly flexible wages. The degree of rent sharing and the labor share are also unaffected. We reject that disinvestment could have offset wage effects through the canonical hold-up channel, as shared governance, if anything, increases capital formation. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic exacerbates the conflictual nature of work in the digital platform economy as if it were ignited under a magnifying glass. In this context, this article focuses on the logic of control of algorithmic labour coordination, adopting a qualitative case study approach. In a situation in which the technical infrastructure of online platforms generally impedes labour protests, it examines the case of Lieferando (formerly Foodora) in Germany, where, unusually, the on-demand workforce is employed. It concludes that in this situation, the algorithmic management of Lieferando facilitates labour protests because of a lack of communication between employer and worker. Furthermore, in the COVID-19 pandemic, institutionalised relationships function as a countervailing power to that of the employer, forcing it to act. [ABSTRACT FROM AUTHOR]

We experimentally investigated three variants of a real-effort game with taxation that differed in the degree of redistribution of tax revenue. Concretely, we compared a Leviathan scenario, where no tax is redistributed, with a situation where tax revenues are used to finance a public good involving neither a direct nor immediate monetary transfer to participants and with a scenario where direct transfer payments are made to each participant. Our results confirm previous findings of a nonlinear decreasing relationship between tax rate and work effort. We found that, for tax rates above 50 percent, the level of effort was highest under direct redistribution, followed by the public-good scenario, and by the Leviathan case. Conducting the experiment in Canada, France, and Germany, we observed average effort (and thus tax revenues) to be higher in France than in Canada and Germany. [ABSTRACT FROM AUTHOR]

The inheritance tax is often seen as an effective tool to reduce wealth inequality, to raise public revenues if needed, and to increase incentives to work by lowering the tax burden on labour, which is especially high in Germany, according to the OECD. The purpose of this paper is therefore to shed light on the question of whether an inheritance tax is a promising tool for fighting wealth inequality without having distorting effects on the economy. For this purpose, firstly, the distributional effects of inheritances on wealth distribution are evaluated for Germany and are then compared with those in Austria and France, using data from the Household Finance and Consumption Survey (HFCS). A change in the German inheritance tax law in 2009 is further used in a difference-in-difference analysis to identify the behavioural effects of the change in the inheritance tax on the volume of bequests, which are large and robust for different specifications. Secondly, the insight from part one is applied to the design of an inheritance tax reform for Germany. The potential tax revenue of the reform can be estimated by using the data from the inheritance and gift tax statistics. A revenue shift from income to inheritance tax could be used to increase work incentives by cutting the marginal tax rates for the working population. However, it turns out that taxing inheritances will be accompanied by significant behavioural responses of donors via tax planning. Furthermore, the introduction of a flat tax model with a broad tax base would not generate enough additional revenue to foster relevant employment effects. [ABSTRACT FROM AUTHOR]

Unemployment is an important predictor of one's future employment success. Yet, much about the endurance of unemployment effects on workers' careers remains poorly understood. Our study complements this knowledge gap by examining the rate of recovery in the quality of careers following an unemployment spell among a representative sample of previously unemployed workers with different socio-demographic characteristics in Germany. We apply a new dynamic measure that quantifies the quality of binary sequences, distinguishing between "good" (i.e., employment) from "bad" labor force status activities (i.e., unemployment and inactivity). We use longitudinal data from the German Socio-Economic Panel (GSOEP) before the Great Financial Recession over the period 1984–2005 and deploy a series of hybrid models that control for unobserved heterogeneity. We find a non-linear recovery process after unemployment across gender and age groups. That is, after a period of recovery, career quality worsens. Least impacted are men experiencing unemployment when aged between 25–34 years, while men 55–66 have rather stable, though stronger, penalties. Furthermore, we find that recovery processes are contingent upon when respondents experience unemployment. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Family Research (JFR) is the property of University of Bamberg Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

"Fikrimin İnce Gülü" by Adalet Ağaoğlu published in 1976 narrates both the inner and physical journey of a man called Bayram who was a worker in Germany and who goes back to his hometown for vacation. The novel described changes in Turkish society in the 1950's through Bayram's childhood and the social, political and economic conditions in the 1970's. The most important reason Bayram becomes such a person is the postfordist period he lived in. Money, commodity, and information spread unlimitedly, product and production changed constantly, the quality of labor and the labor force remained unstable and everyone was expected to be enterprising during this period. Bayram, on the other hand, had missed the fact that consumption was changing rapidly, that objects of desire were constantly renewed, and hooked all of his existence onto a 1974 Mercedes. Bayram as a member of a consumer society that attributed his existence to a car, and believed that with this car he would be able to gain a prestigious personality and for the sake of this he became alienated to his body and environment. He became insensitive, damaged in terms of his psychology and he lost his humanity. In order to be rid of his past victimization and get the privilege that he supposed he will have he accepted exploitation willingly, internalized the principles of his oppressor and committed humanity crime in terms of ethics. However, the purpose of the author was not to declare Bayram guilty; she made readers think about the material conditions which constructed humans. When these conditions are carefully considered, it was understood that Bayram was just one of the thousands of people created by capitalist relations and although he seemed guilty, the reader realized that he was a victim. To have one consider the conditions which made Bayram both guilty and a victim indicated that Ağaoğlu's aim was to interrogate this life, determine what makes such a life in Turkey and discuss the responsibility of people in this interrogationthrough literature. [ABSTRACT FROM AUTHOR]

Female labour force participation (FLFP) increased significantly in the 20th century. Nevertheless, there are persisting spatial differences in FLFP. Using data from Germany, this paper demonstrates that regional differences in the degree of industrialization in the 1920s explain spatial variation in FLFP at that time and almost 100 years later. The latter finding is not explained by persisting industry structures. Additionally, there is evidence that regions with historically high FLFP have a higher social acceptance of working women. Together these results suggest that policies to increase FLFP should account for the historical context of each region. [ABSTRACT FROM AUTHOR]

The article presents a list of labor-related research projects that are still in progress as of January 1987. The projects include Determinants of Good Relations Between Management and Employees, from Georgia State University, Regional Industrial Relations Systems in Britain, from the University of Glasgow, Analysis of the Legal and Arbitral Standards Governing the Rehabilitation of Alcoholics and Drug Abusers in the Federal Sector, from Cornell University, The Earnings and Employment Experience of Displaced Workers in South Carolina, from the University of South Carolina, Local Labor Markets in Germany: An Analysis of Employment and Industrial Characteristics and Governmental Labor Market Characteristics, from the International Institute of Management.

The article discusses employee codetermination and industrial policy in the German steel industry and how these business aspects have affected the behavior of labor unions, managers and employees. There is a historical partnership between unions and managers in decision-making processes that is appealing beyond this industry and has been looked at by other countries as a realistic alternative. The author also explains that one of the drawbacks of this system is that managers and employees begin to rely more on federal subsidies.

We quantify the importance of precautionary labour supply defined as the difference between hours supplied in the presence of risk and hours under perfect foresight. Using the German Socio-Economic Panel from 2001 to 2012, we estimate the effect of wage risk on labour supply and test for constrained adjustment of labour supply. We find that married men choose on average about 2.8% of their hours of work to shield against wage shocks. The effect is strongest for self-employed, who we find to be unconstrained in their hours choices, but also relevant for other groups with more persistent hours constraints. If the self-employed faced the same wage risk as the median civil servant, their hours of work would be reduced by 4.5%. [ABSTRACT FROM AUTHOR]

There is no doubt about the necessity for the inclusion and the integration of minority groups in German school system. Although there are different recognised politics and developments within the school policy of the 16 federal states in Germany, there are also common important political issues. While heterogeneity in minority groups is emphasised, the under-representation of minority groups in the education workforce can also be recognised. Of course, this can be seen not only as a matter of social justice, but also as a question of a responsible integration-policy by the (national) state, its political system, institutions, and culture. The present study outlines the problems and chances which are connected with the practical work of teachers with a migration background for the school service in Germany. In addition, examples of good practice in aspects of networks and mentoring, information and awareness-raising are indicated. [ABSTRACT FROM AUTHOR]

Copyright of Swiss Journal of Sociology / Schweizerische Zeitschrift für Soziologie is the property of Sciendo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)