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Leseprobe ----- Zusammenfassung Folgt man gangigen Arbeitsmarkttheorien, so unterscheiden sich interne und externe Arbeitsmarkte hinsichtlich ihrer strukturierenden Merkmale deutlich voneinander. Es besteht nach wie vor Konsens daruber, dass die Arbeitsmarktsegmente in Bezug auf die Beschaftigungsstabilitat, die Integration von Arbeitskraften in betriebliche Wertschopfungsprozesse sowie hinsichtlich der Beschaftigungsrisiken unterschiedlich strukturiert sind. Auf der Basis von qualitativen Intensivfallstudien in unterschiedlichen Segmenten der Verlagsindustrie und der Analyse der betrieblichen Nutzungsformen von Solo- Selbststandigkeit wird gezeigt, dass die konzeptionell scharfe Trennung von internen und externen Arbeitsmarkten nicht aufrechtzuerhalten ist. So wird externe Beschaftigung zum Teil sehr arbeitnehmerahnlich und langfristig in allen betrieblichen Kernbereichen genutzt. Die heterogene Integration in betriebliche Wertschopfungsprozesse fuhrt zu neuen spezifischen Markt- und Prekarisierungsrisiken fur Solo-Selbststandige. Die Befunde deuten dabei auf einen generellen Funktionswandel von externen Arbeitsmarkten hin. ----- Change of external labour markets and new risks of precariousness Abstract Internal and external labour markets are conceptualized as clearly separated in labour market theory. There is a consensus that labour market segments differ with regard to employment stability, the integration of workers into core areas of value creation, and their risks of precariousness. Based on qualitative case studies in different segments of the publishing industry and the analysis of how companies use freelance work, the results call into question the sharp distinction between internal and external labour markets. There is a long-term use of external workers in core activities of organizations, which leads to new specific risks of precariousness for freelancers. The results point to a change of how external labour markets are used and offer functional as well as numerical flexibility. Keywords: freelance work, segmented labour markets, precarious employment, publishing industry (JEL: J21, J42, J83, L82) ----- Bibliographie: Tunte, Markus: Der Funktionswandel von externen Arbeitsmarkten und die Heterogenitat von Prekarisierungsrisiken, Industrielle Beziehungen, 1-2017, S. 54-74. https://doi.org/10.3224/indbez.v24i1.04

"This empirical research note uses linked employer-employee data from the German Federal Statistical Office to estimate wage differentials between workers with fixed-term contracts and permanent contracts. The data set allows to analyze wage differentials within firms and across the wage distribution. The main findings are: (1) Worker characteristics account for about half of the unconditional mean wage differential. The wage disadvantage of workers with fixed-term contracts is further reduced by the inclusion of occupations and firm fixed effects to approximately ten percent. (2) The wage disadvantage is larger at the lower tail of the wage distribution and quite constant in the middle and upper parts of the wage distribution." (Author's abstract, IAB-Doku) ((en))

Despite a more recent debate about ever deeper segmentation, we argue that since industrialization, Germany has continually experienced a dual labor market. One segment contains the primary segment of better paid and more attractive jobs, while the secondary segment encompasses rather low paid, less stable and less attractive jobs. It has been argued that this dualization is the result of firms which are likely to hire full-time and long-term workforce for its core activities performed by the core workforce while relying on more flexible forms of employment for other activities. Based on an in-depth examination of the structure of the workforce since the founding of the German state, this paper seeks to explore the factors which account for the origin, evolution and the peculiarities of the country's core workforce. It will be shown that a non-negligible part of the working population has always been subjected to marginalization, but that the dividing line between the two segments has changed over time as has the character of the respective groups.

This paper investigates the reasons for the exceptionally robust performance of the German labour market during the Great Recession. While GDP dropped by more than five per cent in 2009, employment remained constant and started to increase soon after. We compare this recession to other major recessions in Germany and analyse to what extent changes in hourly productivity and working time cushioned their impact on employment. We find that reductions in hourly productivity played a significant role in all recessions while working time reductions helped to safeguard jobs only occasionally. However, in the Great Recession, temporary working time reductions were amply used to stabilise employment. Using a time series model, we show that the reduction in hourly productivity during the Great Recession is predictable with historical data, while the reduction in working time was unexpectedly pronounced. Using detailed information on instruments for the adjustment of working hours, we show that new instruments which have been established in the decade before the Great Recession have been heavily used to reduce working time in the Great Recession. We argue that the development of these instruments was only possible within the framework of corporatist industrial relations.

Empirical research in vocational education and training 4 (2012) 2, S. 131-147, We use a long panel data set for four cohorts of male blue-collar workers entering into an internal labor market to analyze the effect of age on the probability of participating in different employer-financed training measures. We find that training participation probabilities are inverted u-shaped with age and that longer training measures are undertaken earlier in life and working career. These findings are consistent with predictions from a human capital model that incorporates amortization period and screening effects. (DIPF/Orig.)

We suggest a parsimonious dynamic agency model in which workers have status concerns. A firm is a promotion hierarchy in which a worker's status depends on past performance. We investigate the optimality of two types of promotion hierarchies: (i) internal labor markets, in which agents have a job guarantee, and (ii) up-or-out, in which agents are fired when unsuccessful. We show that up-or-out is optimal if success is difficult to achieve. When success is less hard to achieve, an internal labor market is optimal provided the payoffs associated with success are moderate. Otherwise, up-or-out is, again, optimal. These results are in line with observations from academia, law firms, investment banks and top consulting firms. Here, up-or-out dominates, while internal labor markets dominate where work is less demanding or payoffs are more compressed, for instance, because the environment is less competitive. We present some supporting evidence from academia, comparing US with French economics departments.

This paper examines whether more informative job promotions carry larger wage increases. In job assignment models with asymmetric information, unexpected promotions send a signal to the external labor market to revise upward their assessment of a worker's ability. The employing firm must then increase wages to prevent the worker from being bid away. Less educated workers are assumed to come from a group with lower average ability. Their promotion is hypothesized to signal a larger positive assessment of their ability than for more highly educated workers for whom promotion is expected. Promotions for younger workers, with less known about their abilities, should also result in strong signaling effects. We find results in accordance with our hypotheses regarding the effect of both age and education on the gains to promotion. However, the statistical significance of the estimates hinges on the promotion definition. Younger workers receive statistically significantly higher wage increases upon promotion only when promotion is defined by the attainment of managerial responsibilities not previously held. Less educated workers obtain statistically significantly larger wage increases upon promotion at a weak level of significance (10%) across definitions of promotion but at a high level of significance (5%) only when the subjective definition of promotion is used. We interpret the sensitivity to the definition of promotion to suggest that promotions may be heterogeneous in the information they reveal about the employee in way that depends on the characteristics of the employee.

The late 19th and early 20th century British labour market experienced an influx of female clerical workers. Employers argued that female employment increased opportunities for men to advance; however, most male clerks regarded this expansion of the labour supply as a threat to their pay and status. This paper examines the effects of female employment on male clerks using data from Williams Deacon's Bank covering a period 25 years prior and 25 years subsequent to the initial employment of women. It is shown that within position women were substitutes for men, although the degree of substitutability was less for older men than for juniors. In addition, the employment of women in routine positions allowed the Bank to expand its branch network, creating new higher-level positions, which were almost always filled by men.

The paper analyzes the relationship between career path characteristics of civil servants and their career success. Following a description of the institutional setting and some qualitative evidence on typical paths to the top, we use data that follows the careers of all Swedish civil servants for up to 24 years to document a clear link between early mobility and later success. Controlling for a wide range of other factors, incidents of inter-organizational mobility within the administration, but also interchanges between the administrative and other sectors are positively associated with becoming a senior government offcial. We also show that the positive association between mobility and future success is smaller for more educated workers, which is consistent with signalling e ffects driving the link between mobility and career success.

Following the adoption of information and communication technologies (ICT), firms are likely to face increasing skill requirements. They may react either by training or hiring the new skills, or by a combination of both. We first show that ICT are indeed skill biased and we then assess the relative importance of external and internal labour market strategies. We show that skill upgrading following ICT adoption takes place mostly through internal labour markets adjustments. The introduction of ICT is associated with an upward shift in firms' occupational structure, of which one third is due to hiring and firing workers from and to the external labour market, whereas two-thirds are due to promotions. Moreover, we find no compelling evidence of external labour market strategies based on excess turnover. In contrast, French firms heavily rely on training in order to upgrade the skill level of their workforce, even if this varies across industries.

According to the previous literature on hiring, ?rms face a trade-off when deciding on external recruiting: From an incentive perspective, external recruiting is harmful since admission of external candidates reduces internal workers’ career incentives. However, if external workers have high abilities hiring from outside is bene?cial to improve job assignment. In our model, external workers do not have superior abilities. We show that external hiring can be pro?table from a pure incentive perspective. By opening its career system, a ?rm decreases the incentives of its low-ability workers. The incentives of high-ability workers can increase from a homogenization of the pool of applicants. Whenever this effect dominates, a ?rm prefers to admit external applicants. If vacancies arise simultaneously, ?rms face a coordination problem when setting wages. If ?rms serve the same product market, weaker ?rms use external recruiting and their wage policy to offset their competitive disadvantage.

We use a long panel data set for four entry cohorts into an internal labor market to analyze the effect of age on the probability to participate in different training measures. We find that training participation probabilities are inverted u-shaped with age and that longer training measures are undertaken earlier in life and working career, respectively. These findings are consistent with predictions from a human capital model which incorporates amortization period and screening effects. Our results point to a market failure in the context of human capital investments to increase employability of older workers. We use a long panel data set for four entry cohorts into an internal labor market to analyze the effect of age on the probability to participate in different training measures. We find that training participation probabilities are inverted u-shaped with age and that longer training measures are undertaken earlier in life and working career, respectively. These findings are consistent with predictions from a human capital model which incorporates amortization period and screening effects. Our results point to a market failure in the context of human capital investments to increase employability of older workers.

This paper studies the importance of employer-specific determinants in escaping low earnings in Germany. To address the initial conditions problem and the endogeneity of employer retention, we model (intra-firm) low-pay transitions using a multivariate Probit model that accounts for selection into low-wage employment and non-random employer drop-out. Using data from the LIAB Linked Employer-Employee panel, our results indicate that for male workers from the service sector the probability of escaping low-pay increases with employer size. This contrasts with female workers from the service sector, who rather benefit from collective bargaining coverage and local works councils. These findings are consistent with internal labour markets being an important ingredient of male within-firm wage growth, whereas the removal of asymmetric information appears to be more relevant in explaining female workers' wage transitions.

"Diese Studie bespricht drei Arbeiten, die sich mit dem internen Arbeitsmarkt einer russischen Firma in den Jahren 1997 bis 2002 befassen und sich dabei auf drei Themenbereiche konzentrieren. Die Arbeiten analysieren bisher nicht zugängliche Personaldaten, die die Arbeitsgeschichte jedes einzelnen Beschäftigten sowie monatliche Löhne und Gesamtvergütung im Jahresdurchschnitt beinhalten. Da diese Arbeiten Teil eines größeren Forschungsprojektes über interne Arbeitsmärkte in Russland und der Ukraine sind, beginnt unsere Studie mit einer generellen Einschätzung, wie die Analyse von Personaldaten aus Transformationsländern zur allgemeinen Literatur über interne Arbeitsmärkte beitragen kann. Kurzen Beschreibungen der analysierten Firma und der benutzten Personaldaten folgen die Motivierung und ausschlaggebenden Resultate der drei Arbeiten. Die erste Arbeit untersucht die Frage, wie die Kosten der russischen Finanzkrise des Jahres 1998 auf die Beschäftigten innerhalb der Firma verteilt werden und ob langjährig beschäftigte Arbeitnehmer von negativen Schocks abgeschirmt werden. Das zweite Papier betrachtet die Diskussion über die Lohnbestimmung in Russland und analysiert die engere Fragestellung, ob lokale Arbeitsmarktbedingungen einen wichtigen Faktor im Lohnbestimmungsprozess darstellen oder ob stabile interne Arbeitsmarktstrukturen von vorrangiger Bedeutung für das Personalmanagement der Firma sind. Die letzte besprochene Arbeit liefert einen Beitrag zu der Literatur über die Arbeitsmarkterfahrungen von Frauen während der Transformation, indem sie die Entwicklung und die Determinanten des geschlechtsspezifischen Lohndifferentials innerhalb der Firma aufzeigt." (Autorenreferat) "This paper surveys three studies on the internal labor market of one Russian firm spanning the years 1997 to 2002 and focusing on three different issues. The studies use unique personnel data that were collected by us and that include the work history of each employee as well as annual averages of monthly wages and total compensation. Since the three studies are part of a larger project on internal labor markets in Russia and Ukraine during transition, the paper starts off with a general assessment of how the analysis of personnel data from transition countries can contribute to the general literature on internal labor markets. After short descriptions of the investigated firm and the personnel data at our disposal, the motivation and the pertinent results of the three studies are presented. While the first study looks at the question how the costs of a financial crisis are spread over the workforce and whether incumbent employees are sheltered from negative shocks in the economy, the second study is tied to the discussion of wage determination in Russia and analyzes the narrower question whether local labor market conditions are an important factor in the wage determination process of the firm at hand or whether stable internal labor market structures are of primary concern for its human resource managers. The third study contributes to the literature on the labor market experience of women in transition by analyzing the evolution and the determinants of the gender earnings gap in the firm." (author's abstract)

Im Rahmen des Verbundprojekts BOPS - "Beruflichkeit, Organisations- und Personalentwicklung im Spannungsfeld von Restrukturierung und Kompetenzsicherung" - wurden zwei Fragen untersucht. Erstens wurde betrachtet, ob und in welchen Branchen die drei Berufsfachlichkeit fördernden Ansätze der Organisations- und Personalentwicklung - unternehmensinterne Versetzungsabteilungen, differenzierte Aufstiegswege und unternehmensübergreifende Ausbildungsverbünde - vorzufinden sind. Zweitens wurde analysiert, in welcher Verbindung die drei Ansätze zu weiteren betrieblichen Flexibilisierungsinstrumenten stehen.

Diese Studie bespricht drei Arbeiten, die sich mit dem internen Arbeitsmarkt einer russischen Firma in den Jahren 1997 bis 2002 befassen und sich dabei auf drei Themenbereiche konzentrieren. Die Arbeiten analysieren bisher nicht zugängliche Personaldaten, die die Arbeitsgeschichte jedes einzelnen Beschäftigten sowie monatliche Löhne und Gesamtvergütung im Jahresdurchschnitt beinhalten. Da diese Arbeiten Teil eines größeren Forschungsprojektes über interne Arbeitsmärkte in Russland und der Ukraine sind, beginnt unsere Studie mit einer generellen Einschätzung, wie die Analyse von Personaldaten aus Transformationsländern zur allgemeinen Literatur über interne Arbeitsmärkte beitragen kann. Kurzen Beschreibungen der analysierten Firma und der benutzten Personaldaten folgen die Motivierung und ausschlaggebenden Resultate der drei Arbeiten. Die erste Arbeit untersucht die Frage, wie die Kosten der russischen Finanzkrise des Jahres 1998 auf die Beschäftigten innerhalb der Firma verteilt werden und ob langjährig beschäftigte Arbeitnehmer von negativen Schocks abgeschirmt werden. Das zweite Papier betrachtet die Diskussion über die Lohnbestimmung in Russland und analysiert die engere Fragestellung, ob lokale Arbeitsmarktbedingungen einen wichtigen Faktor im Lohnbestimmungsprozess darstellen oder ob stabile interne Arbeitsmarktstrukturen von vorrangiger Bedeutung für das Personalmanagement der Firma sind. Die letzte besprochene Arbeit liefert einen Beitrag zu der Literatur über die Arbeitsmarkterfahrungen von Frauen während der Transformation, indem sie die Entwicklung und die Determinanten des geschlechtsspezifischen Lohndifferentials innerhalb der Firma aufzeigt., This paper surveys three studies on the internal labor market of one Russian firm spanning the years 1997 to 2002 and focusing on three different issues. The studies use unique personnel data that were collected by us and that include the work history of each employee as well as annual averages of monthly wages and total compensation. Since the three studies are part of a larger project on internal labor markets in Russia and Ukraine during transition, the paper starts off with a general assessment of how the analysis of personnel data from transition countries can contribute to the general literature on internal labor markets. After short descriptions of the investigated firm and the personnel data at our disposal, the motivation and the pertinent results of the three studies are presented. While the first study looks at the question how the costs of a financial crisis are spread over the workforce and whether incumbent employees are sheltered from negative shocks in the economy, the second study is tied to the discussion of wage determination in Russia and analyzes the narrower question whether local labor market conditions are an important factor in the wage determination process of the firm at hand or whether stable internal labor market structures are of primary concern for its human resource managers. The third study contributes to the literature on the labor market experience of women in transition by analyzing the evolution and the determinants of the gender earnings gap in the firm., Historical Social Research Vol. 35, No. 2 (2010): Special Issue: Transitions - Transformations: Trajectories of Social, Economic and Political Change after Communism. Starting Point and Frequency: Year: 1979, Issues per volume: 4, Volumes per year: 1

The erosion of internal labor markets, together with the rise of flexible forms of work such as projects, increases uncertainty regarding the coordination of work and labor market transactions, and it makes employment, income and career perspectives less predictable. This paper addresses the questions of what, if any, kinds of institutional and social-structural conditions are able to provide stability in the absence of the open-ended employment relationship, and which individual certainty strategies are used. On the basis of qualitative, semi-structured interviews with experts and project workers in the German television and film industry, it is argued that the institutional and social-structural context matters crucially for individual strategies to reduce uncertainty. More specifically, this paper aims at contributing to a better understanding of the interrelationship between networks and biographies, and of the interaction between networking and other forms of coping with risks and uncertainty. URN: urn:nbn:de:0114-fqs100145, Forum Qualitative Sozialforschung / Forum: Qualitative Social Research, Vol 11, No 1 (2010): Biography, Risk and Uncertainty

The financial crisis drew attention to the way in which workers in certain countries had been able to sustain consumption through housing and consumer credit despite insecure labour-market positions. This indicates a need to expand the analysis of the relationship between flexibility and security in labour markets beyond the normal scope of labour and social policy to include many other aspects of not only public policy but also corporate practice that affect that relationship. Individuals are seen as based within a number of collectivities within which life chances are collectively determined (or CLCs). These collectivities are subject to various forms of governance. Finally, attention is given to the dimension of sustainability, the capacity of any combinations of policies and practices to endure self-destructive tendencies. The governance mechanisms of CLCs are then seen as using one or more strategies for achieving a certain balance between uncertainty and security: externalization of risk on to other CLCs; postponement of risk-bearing to future periods of time; externalization of risk on to certain members of the CLC itself; widespread sharing within the CLC. This approach is then used to consider the main policies and practices relevant to the field: employment law; social policies directly delivering services; advancement of skill and employability levels available within the population; public promotion and/or protection of sectors and production locations perceived to be of strategic importance, including public employment; government demand management; insurance and pensions; trading relationships among nation states with different export and import patterns; consumer credit to sustain mass consumption; locally clustered economic sectors; the shadow economy; managerial organization of activities offering varying degrees of security among different countries and regions, including supply chain management; internal labour markets and organization of work and work roles; collective bargaining; inter-generational transfers and support; the protection of property-owning elites from labour-market uncertainty. Die Wirtschaftskrise hat darauf aufmerksam gemacht, wie die Arbeiter in bestimmten Ländern es geschafft hatten, den Konsum durch Immobilien- und Konsumentenkredite trotz unsicherer Arbeitsmarktpositionen aufrechtzuerhalten. Dies zeigt die Notwendigkeit, die Analyse des Verhältnisses von Flexibilität und Sicherheit in Arbeitsmärkten über den normalen Umfang von Arbeits- und Sozialpolitik hinaus zu erweitern, um viele weitere Aspekte – nicht nur der öffentlichen Ordnung sondern auch der Geschäftspraktiken –, die dieses Verhältnis beeinflussen, mit einzubeziehen. Individuen werden als in einer Anzahl von Kollektiven lebend dargestellt, in welchen ihre Chancen im Leben kollektiv bestimmt werden („Collectivities of Life Chances“ [CLCs]). Diese Kollektive unterliegen verschiedenen Formen der Governance. Letztlich wird die Dimension der Nachhaltigkeit, also die Fähigkeit einer beliebigen Kombination von Politiken und Praktiken, trotz ihrer selbstzerstörerischen Tendenzen zu überleben, untersucht. Die Governance-Mechanismen von CLCs werden dann dargestellt, als nutzten sie eine oder mehrere Strategien, um ein gewisses Gleichgewicht zwischen Unsicherheit und Sicherheit zu erlangen: Risiken auf andere CLCs zu externalisieren; das Eingehen von Risiko auf einen späteren Zeitpunkt zu verschieben; Risiken auf bestimmte Mitglieder des eigenen Kollektivs zu verteilen und das weitverbreitete Verteilen von Risiken innerhalb des CLC. Dieser Ansatz wird dann benutzt, um die für das Gebiet relevanten Hauptpolitiken und -praktiken zu untersuchen: das Arbeitsrecht; Sozialpolitiken, die Leistungen direkt erbringen; das Vorankommen von in der Bevölkerung vorhandenen Kompetenzen und der Beschäftigungsfähigkeit; die öffentliche Vermarktung bzw. der Schutz von Sektoren und Produktionsstandorten, die als von strategischem Wert gelten einschließlich des öffentlichen Dienstes; Nachfragemanagement durch die Regierung; Versicherung und Rente; Handelsbeziehungen zwischen Nationalstaaten, die unterschiedliche Export- und Importmuster aufweisen; Konsumentenkredit, um den Massenkonsum aufrecht zu erhalten; örtlich gebündelte Wirtschaftssektoren; der Schwarzmarkt; die betriebswirtschaftliche Organisation von Aktivitäten die unterschiedliche Sicherheitsgrade zwischen verschiedenen Ländern und Regionen bieten, einschließlich des Supply-Chain-Managements; interne Arbeitsmärkte und die Organisation von Arbeit und Arbeitsrollen; Tarifverhandlungen; intergenerativer Wissenstransfer und intergenerative Unterstützung; das Absichern von vermögensbesitzenden Eliten gegen arbeitsmarktbedingte Unsicherheiten.

In this paper, we argue that important labor market phenomena can be better understood if one takes (a) the inherent incompleteness and relational nature of most employment contracts and (b) the existence of reference-dependent fairness concerns among a substantial share of the population into account. Theory shows and experiments confirm that, even if fairness concerns were to exert only weak effects in one-shot interactions, repeated interactions greatly magnify the relevance of such concerns on economic outcomes. We also review evidence from laboratory and field experiments examining the role of wages and fairness on effort, derive predictions from our approach for entry-level wages and incumbent workers' wages, confront these predictions with the evidence, and show that reference-dependent fairness concerns may have important consequences for the effects of economic policies such as minimum wage laws.

In this study we focus on differences in careers and wage development between white-collar workers. We are interested in the questions of which factors contribute to these differences and at what stage of the career they occur. Furthermore, we investigate the wage effects of the different types of observed mobility. In the theoretical part of the study, models of job mobility and theories of wage and promotion dynamics inside firms are combined with the human capital theory. The descriptive analysis, on the other hand, examines the frequencies and the importance of different job transitions. In the econometric part of the study, we estimate the probability of a change of employer as well as the probability of being promoted using linear probability and multinomial logit models. Finally we examine the wage effects of job transitions. The data comes from the Confederation of Finnish Industries (EK) and covers the period 1981 to 2006. The results indicate that educational choices are of considerable importance for the future career development of manufacturing white-collar workers. The higher educated not only start their careers from more demanding jobs than the less educated, but they also experience promotions more quickly. The field of education matters as well. White-collar workers with a degree in technology are more likely to ascend to more demanding jobs than those with a business education. We also find that the early career is very important for later career development. The promotion probability is highest during the first three years of tenure and for less than 30-year-olds. The transition rates differ also by gender. Women are less often promoted than men, and they are also less likely to change employers. Furthermore, white-collar males experience larger wage increases when promoted. Finally, besides mobility within firms, also employer changes have typically positive effects on wages. Employer changes are more likely among highly educated white-collar workers who are well paid at their current job and who perform demanding tasks. Mobility across firms typically takes place early in the whitecollar's career, when the corresponding wage gains are also largest.

We use a rich personnel data set from a Russian firm for the years 1997 to 2002 to analyze how the financial crisis in 1998 and the resulting change in external labor market conditions affect the wages and the welfare of workers inside a firm. We provide evidence that large shocks to external conditions affect the firm’s personnel policies, and show that the burden of the shock is not evenly spread across the workforce. The firm takes advantage of a high-inflationary environment and of a fall in workers’ outside options after the financial crisis and cuts real wages. Earnings are curbed most for those who earned the highest rents, resulting in a strong compression of real wages. The fact that real wages and real compensation levels never recovered to pre-crisis levels even though the firm’s financial situation was better in 2002 than before the crisis and the differential treatment of employee groups within the firm can be taken as evidence that market forces strongly influence the wage policies of our firm.

Der vorliegende Beitrag ist ein kurz gefasster Ergebnisbericht über eine Umfrage unter hochqualifizierten Arbeitnehmern über ihre Wettbewerbssituation auf dem Arbeitsmarkt und im Unternehmen. Der Bericht geht auf die Stellensituation sowie auf den empfundenen Wettbewerbsdruck ein. Ein weiterer Fragenkomplex befasst sich mit der Frage, ob die Beschäftigung als adäquat empfunden wird. Behandelt werden außerdem verschiedene Verhaltensreaktionen der Arbeitnehmer. Herausgestellt wird schließlich, dass es ganz maßgeblich auf die Qualität der Arbeitsbeziehung ankommt, wie sich die Arbeitnehmer gegenüber ihrem Arbeitgeber verhalten. Die empirischen Befunde zeichnen in mancher Hinsicht kein sonderlich positives Bild über die Wettbewerbs- und Arbeitssituation der Arbeitnehmer ...

Based on the Linked-Employer-Employee data from the IAB (LIAB) we show how the horizontal occupational segregation of men and women in German establishments developed between 1996 and 2005. For this purpose we apply the dissimilarity index and the standardized dissimilarity index at the establishment level. The analysis of the heterogeneity of firm-specific segregation is differentiated by region and sector. In spite of the small overall decrease in segregation over time, large differences between establishments are revealed. Both the female share and the share of part-time employees are considerably larger in less segregated establishments. The latter also tend to employ more highly educated workers and, in eastern Germany, a larger share of unskilled workers. A decomposition of the change in labour market segregation over time reveals that the small decrease in the dissimilarity index is mainly driven by an overall shift towards less segregated occupations. Based solely on the change in the gender ratio by occupation, the dissimilarity index in eastern Germany would even have increased.

In the presence of increasing specialization of workers it becomes more and more difficult for firms to find the most suitable workers. In such an environment a multinational corporation has an advantage because it can exchange workers between plants in different countries. In this way it can draw on a larger labor market pool, reducing the mismatch of its workforce. This paper analyzes the consequences of this advantage for production, employment and, most prominently, wages. We are able to disentangle the effects of worker heterogeneity and firm heterogeneity on wages and show that the latter is important to explain why multinationals typically pay higher wages.

Firms are affected by the product demand. This leads to employment adjustments. In the literature we find only very few contributions investigating the issue whether internal adjustments are linked and which relationships exist with external adjustments. Are they of a complementary or substitutive nature? Furthermore, it is of interest to find out, whether we can observe an obvious trend and whether the adjustments are driven by cyclical movements. For this study we have an extensive data set of a large German manufacturing company, which supplies innovative products for the domestic and international market, provided on a monthly base from January 1999 to December 2005. The empirical analysis starts with descriptive statistics. We find that the employment adjustment cycle coincides only to a certain degree with the macroeconomic cycle. Internal and external adjustments are more characterized by complementarity than by substitution. Over the observed period we cannot detect analogous wage adjustments. It is noticeable that in 2003 compared with the years before the number of employees is substantially reduced. The econometric investigation is based on a two-stage approach. We start with a bivariate probit estimation in order to extract the relationship between the probability of overtime and of promotion. Unobserved variables have opposite effects on the former and the latter adjustment instrument. Furthermore, we detect a negative trend of internal employment adjustments. Cyclical effects are ambiguous. The next step, the determination of external adjustments with respect to overtime and promotion adjustments, is split into two estimates. On the one hand we do not distinguish between the type of external employment adjustment and on the other hand we use this information separating between quits, layoffs, workers with a cancellation agreement and with a transition into a transfer organisation. The first approach demonstrates that a promotion reduces the probability to leave the firm while overtime is positively associated with an external job change. This pattern holds generally speaking in the second, more detailed estimates. Quits are the exception. In this case we observe opposite effects. Finally, we cannot detect any influences of promotions on cancellation agreements.

We investigate whether the costs of job displacement differ between blue collar and white collar workers. In the short run earnings and employment losses are substantial for both groups but stronger for white collar workers. In the long run, there are only weak effects for blue collar workers but strong and persistent effects for white collars. This is consistent with the idea that firm-specific human capital and internal labor markets are more important in white-collar than in blue collar jobs.

"Bei den Stichworten Restrukturierung und Personalabbau denken viele spontan an Fälle wie die Schließung des Bochumer Nokia-Werks im Jahr 2008 oder die Insolvenz von BenQ Mobile 2006/2007. Neben den spektakulären Fällen gibt es aber auch zahlreiche Unternehmen und öffentliche Verwaltungen, die – von der Öffentlichkeit vergleichsweise unbemerkt – Restrukturierungen ohne Entlassungen bewältigen, indem sie das frei gewordenes Personal mittels eigener organisatorischer Einrichtungen auf frei werdende oder neue Stellen des internen Arbeitsmarktes vermitteln. Einzelne Unternehmen und Verwaltungen zeigen, dass dies auch bei tief greifenden Umstrukturierungsmaßnahmen mit großen Personalüberhängen gelingen kann. Diese Einrichtungen zur Gestaltung interner Arbeitsmärkte sind Gegenstand des von der Hans-Böckler-Stiftung geförderten Forschungsprojekts WEGA, das am Institut Arbeit und Qualifikation durchgeführt wird. Das Projekt hat seit seinem Start im Sommer 2006 bundesweit mehr als fünfzig Interne Arbeitsmärkte in Unternehmen und Verwaltungen identifiziert, acht dieser Internen Arbeitsmärkte sowie ein Interner Arbeitsmarkt in Schweden wurden in Form von Fallstudien intensiv untersucht. Das vorliegende Papier beinhaltet die drei ersten Fallstudien des WEGA-Projekts. Im Mittelpunkt der Fälle stehen unternehmens- oder verwaltungsinterne Mobilitätsbüros, oder, mit anderen Worten, Einrichtungen zur Gestaltung interner Arbeitsmärkte. Die Fälle im Einzelnen sind: IAM, der Interne Arbeitsmarkt der Medizinischen Hochschule Hannover; PIA, das Projekt Interner Arbeitsmarkt der Hamburgischen Verwaltung; TSO, die Abteilung Omställning von TeliaSonera, Stockholm, Schweden. Die Fallstudien dieses Berichts zielen auf eine erste und explorative Darstellung der Organisation interner Arbeitsmärkte. Ziel des Papiers ist es, verschiedenen Varianten von internen Arbeitsmärkten in Bezug auf Vermittlungskonzepte, Regelungen, Rahmenbedingungen und Effektivität der Vermittlung abzubilden. Durch die Vielfalt der gewählten Perspektiven gibt das Papier erste Hinweise auf den Zusammenhang von Organisation und Effektivität der internen Vermittlung; die Fälle legen zudem typische Interessenkonflikte und konzeptionelle Widersprüche der internen Mobilitätsförderung offen. Sie zeigen sowohl Möglichkeiten als auch Grenzen, die Interessen der beteiligten betrieblichen Akteure auf internen Arbeitsmärkten auszubalancieren." (Autorenreferat)

Using unique personnel data from one Russian firm for the years 1997 to 2002 we study the size, development and determinants of the gender earnings gap in an internal labor market during late transition. The estimated gender earnings gap at the firm level falls from about 38 percent in 1997 to 18 percent in 2002. It is of similar magnitude and evolves in a parallel fashion to estimates of the gender earnings gap for the economy as a whole that are based on household survey data. Gender earnings differentials are largest for production workers, who constitute the largest employee group in the firm. Various decompositions show that these differentials and their dynamics remain largely unexplained by observable characteristics at the mean and across the wage distribution. Our analysis also reveals that the earnings differentials for production workers largely stem from job assignment, as women are predominately assigned to lower-paid jobs. Earnings gaps within job levels are small and almost fully explained by observed characteristics. The convergence of male and female earnings is largely driven by an increase in the rewards for women, which is most pronounced in the lower part of the distribution.

Anhand einer quantitativen Analyse zur Bedeutung der Organisation und Koordination elektronischer Arbeitsmärkte untersucht die Studie die Veränderungen in Struktur und Funktionsweise von Arbeitsmärkten, die durch die Nutzung neuer Informations- und Kommunikationstechnologie ausgelöst werden. Die Ergebnisse einer repräsentativen quantitativen Betriebsbefragung zeigen, dass es eine ausgeprägte Bedeutung der neuen Technologien für die externe und interne Arbeitskräfteallokation auf dem deutschen Arbeitsmarkt gibt. Es besteht weiterhin eine Segmentierung der Teilarbeitsmärkte (externer Teilarbeitsmarkt, interner Teilarbeitsmarkt, Arbeitsnetzwerke), wobei der externe elektronische Teilarbeitsmarkt die größte Bedeutung hat und der interne Arbeitsmarkt sich tendenziell zu einem unternehmensinternen Arbeitsmarkt entwickelt. Elektronische Arbeitsnetze sind entgegen den Ausgangserwartungen der Untersuchung von untergeordneter Bedeutung. Ebenso konnte eine angenommene 'Vermarktlichung' von Teilarbeitsmärkten aufgrund sinkender Transaktionskosten nicht bestätigt werden. Anhand einer konzeptionellen Unterscheidung von Koordinationsform und Organisationsform wird gezeigt, dass die drei Koordinationsformen Wettbewerb, Hierarchie und Kooperation sowohl auf den externen wie den internen Arbeitsmärkten existieren. Nach Einschätzung der Autoren ermöglichen (effiziente) Kombinationen von Koordinationsformen für elektronische Teilarbeitsmärkte und neue strukturelle Grenzziehungen die Identifikation von Gestaltungs- und Flexibilisierungsspielräumen der Arbeitsmärkte. (IAB)

This paper provides a new approach to assess the impact of organisational changes fostering employee involvement, performance related pay schemes and other relevant trends in personnel policy on the gender wage gap. Our results indicate that innovative human resource practices tend to limit the wage differential between men and women. The innovation of this study is that we use linked employer-employee data to look at within-firm gender wage differentials. To investigate the theoretical hypotheses regarding the effect of selected human resource measures on gender wage inequality, we calculate a firm-specific gender wage gap accounting for differences in individual characteristics.

"Für Fachkräfte transportiert der psychologische Arbeitsvertrag traditionell das Versprechen relativer Arbeitsplatzsicherheit in Verbindung mit zukünftigen beruflichen Entwicklungs- und Karriereperspektiven. Anhand eines Fallbeispiels aus der Telekommunikationsbranche untersucht der vorliegende Forschungsbericht, wie diese Verknüpfung unter den Bedingungen zunehmender Arbeitsmarktflexibilisierung und organisationaler Transformation schrittweise aufgehoben wird. Arbeitnehmer sind zunehmend mit der Situation konfrontiert, einerseits ihren Arbeitsplatz zu sichern, andererseits durch kontinuierliches Lernen die Marktgängigkeit ihres Kompetenzprofils zu gewährleisten und in Eigenleistung eine beruflich-identitätsbezogene Kontinuität herzustellen. Im Zuge dieser Neuorientierung wird unter anderem die Deutung der Arbeitnehmer-Arbeitgeber-Beziehung als kooperatives Verhältnis in Frage gestellt. Beschäftigte, die subjektiv einen Bruch des psychologischen Arbeitsvertrages wahrnehmen, zeigen verstärkt Merkmale von Formen des Rückzugs, Ausharrens oder der passiven Anpassung. Nicht nur die Loyalität gegenüber und Identifikation mit dem Unternehmen, sondern auch mit den Arbeitsaufgaben und eigenen beruflichen Entwicklungsperspektiven leiden hierunter mit weitreichenden Konsequenzen für die Arbeitszufriedenheit sowie Lern- und Leistungsmotivation. Die Tragfähigkeit des psychologischen Arbeitsvertrages als Integrationsmodus auf transaktionaler und relationaler Ebene wird hierdurch erheblich eingeschränkt. Dies beeinträchtigt nicht nur die Transformationsleistung, sondern erhöht auch für die betroffenen Arbeitnehmer potentiell das Risiko, mittel- bis langfristig aus dem Arbeitsmarkt auszuscheiden." (Autorenreferat) "For skilled workers implicit contracts used to carry the promise of relatively high employment security combined with opportunities for (future) professional development and making a career within the organisation. Based on a case study conducted in the sector of telecommunications, the presented research paper investigates how these elements typical of classical implicit contracts are undergoing change under conditions of labour market flexibilisation and organisational restructuring. Employees are increasingly challenged to take own initiative in securing their job and create work-related identity continuities away from the organisation and their learned trade. This leads to a reinterpretation of the employeremployee- relation as a mutual trust-based relationship. Employees, who see that their expectations generated by implicit contracts are being disappointed, tend to disengage from work by developing some form of retreat strategy. Such work attitude negatively affects the commitment towards their organisation and job as well as their learning and work motivation. Under these conditions, the function of the psychological contract as an integration modus, which ensures the transformation of work and relational stability between employers and employees, is severely threatened. Further carry employees, who display a retreat strategy, a potentially high risk of labour market exclusion in the medium and longer term." (author's abstract)

Die Auswertung von Personaldaten eines deutschen Unternehmens identifiziert einige Merkmale eines internen Arbeitsmarktes für die Stammbelegschaft von dauerhaft beschäftigten Mitarbeitern. Dazu zählen eine überdurchschnittlich lange und hierarchisch zunehmende Betriebszugehörigkeit sowie eine mit der Hierarchieebene steigende Entlohnung. Im Gegensatz zu einem idealtypischen internen Arbeitsmarkt nehmen jedoch die Lohndifferenziale nicht mit der Hierarchie überproportional zu, und Humankapitalvariablen spielen eine wichtigere Rolle bei der Entlohnung als Hierarchievariablen. Neben seiner Stammbelegschaft setzt das Unternehmen in starkem Maße auf eine Randbelegschaft von befristet Beschäftigten und Leiharbeitnehmern. Eine ökonometrische Analyse zeigt, dass die Kosten pro geleisteter Arbeitsstunde bei befristet Beschäftigten um 14 Prozent und bei Leiharbeitnehmern sogar um 29 Prozent unter denen vergleichbarer Stammmitarbeiter liegen. Dies deutet darauf hin, dass Unternehmen durch eine gelungene Mischung von Stamm- und Randbelegschaft Kosten- und Wettbewerbsvorteile haben können. The analysis of the personnel data of a German firm finds some characteristics of internal labour markets for the core group of permanent employees. These include above-average and hierarchically rising years of tenure as well as wages that increase with hierarchy levels. In contrast to an ideal internal labour market, however, wage differentials do not rise more than proportionally with hierarchy levels, and human capital variables play a more important role than hierarchy variables in explaining wages. In addition to its core of permanent workers the firm makes strong use of peripheral workers such as fixed-term employees and temporary agency workers. An econometric analysis indicates that the costs per hour effectively worked are 14 per cent lower for fixed-term employees and even 29 per cent lower for temporary agency workers than for permanent employees with similar characteristics. This suggests that firms can have cost and competition advantages by employing the right mix of permanent and temporary workers.

Using the British New Earnings Survey Panel Data (NESPD) for the period 1975 to 2001 we estimate the wage cyclicality of job stayers (those remaining within single jobs in a given company), within company job movers, and between company job movers. We also examine how the proportion of internal and external job moves varies over the business cycle. We find that the wages of internal movers are slightly more procyclical and wages of external movers considerably more procyclical than those of stayers. Notwithstanding, a decomposition shows that in Britain, wage cyclicality arises almost entirely from the procyclicality of wages for job stayers, with across- and within-firm mobility playing a lesser role. Thus, there is little evidence for rigid wage models that imply that employers use changes in job titles as a means of adjusting wages to the business cycle. We also show that the distinctions between private and public sectors and between workers covered and uncovered by collective agreements have important impacts on the wage estimates of both stayers and movers.

In this paper, I analyse the relationship between job-related training and career progress of workers. Most theories of career paths and task assignment rely on human capital accumulation. Therefore, it seems natural to start assessing the empirical validity of such theories by analysing the effect of training on the career progress of an individual. I use the sample of workers from twelve waves of the BHPS (1991-2002) to study the impact of training over the probability of making a career-improving move, using both between-groups and within-group panel data estimators. I find that job-related training received by female workers boosts significantly their chances of being promoted in the next future, while leaving virtually unaffected the chances of male workers. Then, I investigate how do training and promotion jointly influence wage growth. The results show that their interaction is, if any, positive. Additional evidence confirms that the career path of female workers seem to be importantly affected by the market value of their human capital, while that of men might be more affected by the role of promotion systems as mechanisms devised to provide incentives.

This paper replicates studies by Medoff and Abraham (1980, 1981) and Flabbi and Ichino (2001) using personnel data from the Dutch national aircraft manufacturer Fokker. It shows how a formal salary system, as is widely used by large firms, brings about that seniority-wage profiles are largely independent of controls for reported performance in cross-sectional wage regressions even though supervisors' evaluations shape life-cycle earnings profiles. Performance ratings determine how fast a worker climbs the firm's career and wage ladder. The paper also reveals that real wage growth depends on the employer's prosperity. Furthermore it demonstrates that formal salary systems cause serial correlation in wage growth and 'Green Card' effects.

The research area of the new economics of personnel has a short but important and insightful history. Theory ahead of measurement asks for testing newly developed human resource concepts. These tests often need detailed firm-specific data. Repetition and comparison of results is key in finding out what holds true in general and what marks idiosyncrasy. In this paper, we compare results from the existing literature with the outcomes from analyzing personnel data of the Dutch aircraft manufacturer Fokker during the period January 1, 1987, the day the company started with their electronic personnel filing system, until March 15, 1996, the day the company filed for bankruptcy. We shed light on differences in the functioning of internal labor markets during periods of workforce growth and decline. We find multiple ports of entry that are concentrated in low blue and white-collar levels. New entrants are younger and have higher educational levels than incumbent workers who are promoted to similar jobs. Despite substantial variation in individual wages, careers are important as wages are strongly related to job levels. Promotion rates fall and demotion rates rise when the firm enters the stage of demise. Job-rotation improves promotion chances, stimulates wage growth, and reduces the lay-off risk.

We analyse data from personnel records of a large firm producing energy and telecommunication and test for the effect of deviations between required and attained education of workers. Required education is measured as hiring standards set by the firm. We find the usual effects of over- and undereducation in a wage regression, thus rejecting the argument that such effects are exclusively due to firm fixed effects. Distinguishing, within the firm, between a sheltered internal labour market and an exposed external labour market, we find that at the internal labour market over- and undereducation significantly affect career development, in particular at younger ages, but that such effects are mostly absent at the firm?s external labour market.

Personalwirtschaftliche Problemstellungen werden häufig aus Sicht der Personalabteilung diskutiert. Im Vordergrund stehen dabei administrative sowie verfahrenstechnische Fragen. Die vorliegende Arbeit beschäftigt sich hingegen mit Fragen der Karrierepolitik als Teil der Unternehmenspolitik. Die Adressaten der Arbeit stellen neben den Arbeitnehmern daher nicht die Personalabteilung, sondern die Träger der Unternehmens- bzw. Personalpolitik dar - die Unternehmensleitung sowie das Kontrollorgan der Unternehmung. Diese haben ein zweistufiges Spiel im Sinne der nicht-kooperativen Spieltheorie zu lösen: Sie müssen mögliche Reaktionen der Arbeitnehmer auf verschiedene karrierepolitische Regelungen antizipieren, um daraufhin diejenigen Regelungen zu wählen, mit denen die Ziele der Karrierepolitik möglichst gut verfolgt werden. Angenommen wird hierbei, daß die Träger der Karrierepolitik ein Allokations- und Matchingziel sowie ein Anreizziel verfolgen. Für die ökonomische Analyse der betrieblichen Karrierepolitik wird als Referenztheorien auf die neo-institutionalistische Theorie der Unternehmung und ausgewählte arbeitsökonomische Theorien zurückgegriffen. Zudem erfolgt ein Rückgriff auf die Fülle der existierenden empirischen Studien zur Personal- und Arbeitsökonom ie. Die empirischen Ergebnisse werden insbesondere miteinbezogen, um die Rahmenbedingungen zu konkretisieren, die den karrierepolitischen Handlungsspielraum der Unternehmensleitung begrenzen.

"Die letzte Ursache der Entstehung von Strukturen des internen Arbeitsmarkts ist zu suchen im Bestreben der arbeitenden Personen, sich mittels ihrer Kontrolle über den Arbeitsprozeß vor der Behandlung als austauschbare Ware Arbeitskraft zu schützen. Im Spannungsfeld von ökonomischen und sozialen Motiven der Arbeitenden lassen sich verschiedene Handlungsweisen beschreiben, die in Wechselwirkung mit strategischem Handeln des Managements auf je spezifische Weise zur Strukturierung des internen Arbeitsmarktes führen." (Autorenreferat)