Documents Bossler, Mario 19 results

"In 2015, Germany introduced a national minimum wage. While the literature agrees on at most limited negative effects on the overall employment level, we go into detail and analyze the impact on the working hours dimension and on the subset of minijobs. Using data from the German Structure of Earnings Survey in 2010, 2014, and 2018, we find empirical evidence that the minimum wage significantly reduces inequality in hourly and monthly wages. While various theoretical mechanisms suggest a reduction in working hours, these remain unchanged on average. However, minijobbers experience a notable reduction in working hours which can be linked to the specific institutional framework. Regarding employment, the results show no effects for regular jobs, but there is a noteworthy decline in minijobs, driven by transitions to regular employment and non-employment. The transitions in non-employment imply a wage elasticity of employment of −0.1 for minijobs. Our findings highlight that the institutional setting leads to heterogeneous effects of the minimum wage."

"We present the first empirical evidence on the 22 percent increase in the German minimum wage, implemented in 2022, raising it from € 9.82 to € 10.45 in July and to € 12 in October. Leveraging the German Earnings Survey, a large and novel data source comprising around 8 million employee-level observations reported by employers each month, we apply a difference-in-difference-in-differences approach to analyze the policy's impact on hourly wages, monthly earnings, employment, and working hours. Our findings reveal significant positive effects on wages, affirming the policy's intended benefits for low-wage workers. Interestingly, we identify a negative effect on working hours, mainly driven by minijobbers. The hours effect results in an implied labor demand elasticity in terms of the employment volume of −0.2 which only partially offsets the monthly wage gains. We neither observe a negative effect on the individual's employment retention nor the regional employment levels."

"This paper investigates if there is state dependence in the gender composition of managers in German establishments. We analyze whether the number of hired female managers (respectively the share of females within hired managers) depends on the past hiring decisions of an establishment. Using administrative data, we apply dynamic linear models and dynamic tobit models accounting for unobserved heterogeneity and the endogeneity of lagged dependent variables. We find that an increase of female manager hires in present leads to more female hired managers in the future. Similarly, the number of male manager hires also exhibits state dependence."

"On 1 January 2015 a new statutory minimum wage of EURO 8.50 per hour of work was introduced in Germany. Using a difference-in-differences approach, we estimate effects on worker-level outcomes of continuing employees. The results reveal a meaningful absolute increase in the affected workers' pay satisfaction. The increase in job satisfaction is modest and predominantly driven by changes in pay satisfaction implying only a small effect on all other dimensions of job satisfaction. Moreover, effects from the minimum wage on work engagement and turnover intention are virtually zero."

"In Germany a new statutory minimum wage of EURO 8.50 per hour of work was introduced on 1 January 2015. We identify employment effects using variation in the establishment-level affectedness. The data allow us to address anticipatory wage adjustments as well as spillover effects within and across workplaces. Difference-indifferences estimation reveals an increase in average wages by 4.8 percent and an employment reduction by about 1.9 percent in affected establishments. These estimates imply an employment elasticity with respect to wages of about -0.3. Looking at the associated labor flows, the employment effect seems mostly driven by a reduction in hires but also by a small increase in separations. Moreover, the employment neutral turnover rate decreases. When analyzing alternative adjustment margins, we observe a reduction in the typical contracted working hours but no effects on freelance employment."

"Followed by an extensive policy discussion late 2013 and early 2014, the new German minimum wage was introduced on 1 January 2015. This article analyzes announcement effects of the new statutory minimum wage on employer expectations in 2014. The IAB Establishment Panel allows for a difference-in-differences comparison between affected and unaffected employers and entails variables that address the employers' employment expectations. In 2014, affected employers show an increased employment uncertainty and a drop in their expected employment development. They also more likely report wage costs to become a problem. In size, the employment expectations translate into a loss of about 12 800 jobs."

"Using new and unique linked employer-employee data from Germany, I examine the extent to which immigrants sort into worse-paying establishments and worse job positions within establishments. The results demonstrate that recent immigrants are particularly likely to work at low-paying workplaces. Similarly, when examining job positions within establishments, I find that immigrants are employed in lower hierarchical positions. Both the non-random sorting across establishments and the hierarchical sorting within establishments explain much of the immigrant-native wage differential. Policy measures designed to address the wage differential should therefore address immigrants' access to well-paying workplaces and job positions. With respect to career development, immigrant participation in performance assessments is low, and immigrants feel disadvantaged in personnel decisions, which in turn might be relevant channels that explain immigrants' under-representation in well-paid positions."

"Im Vorfeld der Einführung des allgemeinen gesetzlichen Mindestlohns galt das Bundesland Sachsen als besonders stark vom Mindestlohn betroffen. Dementsprechend gab es die Befürchtung, dass dort auch am stärksten betriebliche Anpassungsreaktionen auftreten würden. Auf Basis der Daten des IAB-Betriebspanels bestätigt sich zunächst, dass im Vergleich der Bundesländer für Sachsen der höchste Anteil an Mindestlohnbetrieben beobachtet wird und dass die Beschäftigungserwartungen im Jahr 2014 vergleichsweise negativ ausfielen. Betrachtet man betriebliche Anpassungsmaßnahmen infolge des Mindestlohns, zeigt sich zunächst ein vergleichsweise starker positiver Effekt auf die Bruttomonatslöhne betroffener Beschäftigter, aber auch auf die Löhne von Personen die bereits im Vorhinein oberhalb von 8,50 EURO entlohnt wurden. Die Analyse zeigt jedoch kaum Hinweise dafür, dass sich die betriebliche Arbeitsnachfrage in messbarem Ausmaß verringert hätte. Wenn überhaupt gab es eine leichte Zurückhaltung bei den Neueinstellungen. Vielmehr zeigt sich, wie auch in anderen Bundesländern, dass die Betriebe relativ häufig mit Preiserhöhungen oder einer Verringerung der Arbeitsstunden reagiert haben."

"Die Autoren diskutieren in diesem Artikel Charakteristika von Mindestlohnbetrieben sowie mit dem gesetzlichen Mindestlohn verbundene betriebliche Herausforderungen und Chancen. Als Herausforderungen sind der mit Lohnerhöhungen verbundene Personalkostenanstieg und die gesetzlich geforderte Aufzeichnungspflicht der Arbeitsstunden zu bezeichnen. Ergebnisse aus der IAB-QUEST-Befragung zeigen, dass eine häufige Reaktion auf diese Herausforderungen in der Reduzierung der Arbeitsstunden liegt. Zusätzlich haben etwa 30 % der Mindestlohnbetriebe die Kosten zumindest teilweise auf die Produktpreise überwälzt. Potenzielle Chancen des Mindestlohns bestehen in einer erhöhten Arbeitsmotivation unter den Beschäftigten und in einer Regulierung des Lohnwettbewerbs zwischen Betrieben. Für den größten Teil der befragten Betriebe gibt es keine Hinweise auf eine veränderte Motivation oder auf eine verbesserte Wettbewerbsposition infolge der Mindestlohneinführung."

"On January 1, 2015, a new statutory minimum wage of € 8.50 per hour of work was introduced in Germany. Using a difference-in-differences approach, we estimate effects on worker-level outcomes of continuing employees. The results reveal a meaningful absolute increase in the affected workers' pay satisfaction. The increase in job satisfaction is modest and predominantly driven by changes in pay satisfaction implying only a small effect on all other dimensions of job satisfaction. Moreover, effects from the minimum wage on work engagement and turnover intention are virtually zero."