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Labour. Review of Labour Economics and Industrial Relations - vol. 26 n° 3 -

Labour. Review of Labour Economics and Industrial Relations

"This research note utilizes German matched employer–employee data to investigate the relationship between mobility and relative wage positions within establishments for workers without university degrees. The main innovation involves the examination of non-linear effects, because previous literature mainly analyses mean linear effects. Our random-effects probit estimates of mobility suggest a non-linear U-shaped effect with respect to relative standing. This is plausible because workers in low relative wage positions might quit because of their low status and those in high relative wage positions because of their low career advancement opportunities. Consideration of non-linearities, thus, is a major improvement for the analysis of the effects of relative wage positions."

"This research note utilizes German matched employer–employee data to investigate the relationship between mobility and relative wage positions within establishments for workers without university degrees. The main innovation involves the examination of non-linear effects, because previous literature mainly analyses mean linear effects. Our random-effects probit estimates of mobility suggest a non-linear U-shaped effect with respect to relative ...

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Labour. Review of Labour Economics and Industrial Relations - vol. 23 n° 2 -

Labour. Review of Labour Economics and Industrial Relations

"We use monthly personnel records of a large German company for the years 1999–2005 to analyse the gender wage gap (GWG). The unconditional GWG is 15 per cent for blue-collar and 26 per cent for white-collar workers. Different returns to entry age explain a substantial part of the GWG as well as segregation of men and women in different hierarchical levels. The relative GWG increases with increasing tenure for blue-collar but declines for white-collar workers. Taking into account the different impact of general and firm-specific human capital on white-collar and blue-collar occupation, this is consistent with theories of statistical discrimination."

"We use monthly personnel records of a large German company for the years 1999–2005 to analyse the gender wage gap (GWG). The unconditional GWG is 15 per cent for blue-collar and 26 per cent for white-collar workers. Different returns to entry age explain a substantial part of the GWG as well as segregation of men and women in different hierarchical levels. The relative GWG increases with increasing tenure for blue-collar but declines for ...

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Labour. Review of Labour Economics and Industrial Relations - vol. 36 n° 3 -

Labour. Review of Labour Economics and Industrial Relations

"This paper explores diverse effects of an unemployment benefit (UB) reform in Germany on labor market outcomes of individuals with health impairment. The reform induced substantial reductions in potential duration of regular UB for older workers, which is exploited in a difference-in-differences setting. The results provide evidence for a decrease in days in UB, an increase in days in employment, and an increase in days in unemployment assistance. The effects on UB and employment are smaller and the effects on unemployment assistance are larger for unemployed and non-employed individuals than for individuals who were employed before medical rehabilitations."

"This paper explores diverse effects of an unemployment benefit (UB) reform in Germany on labor market outcomes of individuals with health impairment. The reform induced substantial reductions in potential duration of regular UB for older workers, which is exploited in a difference-in-differences setting. The results provide evidence for a decrease in days in UB, an increase in days in employment, and an increase in days in unemployment ...

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ILR Review - vol. 69 n° 2 -

ILR Review

"The author uses German linked employer-employee data to estimate the impact of intra-firm wage dispersion on the probability that establishments pay for further training. About half of all establishments in the estimation sample cover all direct and indirect training costs, which contradicts the standard human capital approach with perfect labor markets. The main finding of cross-section, panel, and instrumental variable probit estimations is that establishments with larger intra-firm wage compression are more likely to cover all direct and indirect training costs, which is consistent with theoretical considerations of the “new training literature” about imperfect labor markets."

"The author uses German linked employer-employee data to estimate the impact of intra-firm wage dispersion on the probability that establishments pay for further training. About half of all establishments in the estimation sample cover all direct and indirect training costs, which contradicts the standard human capital approach with perfect labor markets. The main finding of cross-section, panel, and instrumental variable probit estimations is ...

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Journal for Labour Market Research - vol. 47 n° 3 -

Journal for Labour Market Research

"This empirical research note documents the relationship between composition of a firm's workforce (with a special focus on age and gender) and its performance with respect to innovative activities (outlays and employment in research and development (R&D)) for a large representative sample of enterprises from manufacturing industries in Germany using unique newly available data. We find that firms with a higher share of older workers have significantly lower proportions of R&D outlays in total revenues and of R&D employment in total employment, whereas firms with a higher share of female employment seem to be more active in R&D."

"This empirical research note documents the relationship between composition of a firm's workforce (with a special focus on age and gender) and its performance with respect to innovative activities (outlays and employment in research and development (R&D)) for a large representative sample of enterprises from manufacturing industries in Germany using unique newly available data. We find that firms with a higher share of older workers have ...

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Journal of Labor Research - vol. 35 n° 2 -

Journal of Labor Research

"I use linked employer-employee data from the German Federal Statistical Office to estimate within-firm wage differentials between temporary workers with fixed-term contracts and workers with permanent contracts in the context of dual internal labor markets. Wage-tenure profiles of permanent workers are estimated separately for each firm to obtain a proxy for the prevalence of internal labor markets. Temporary workers earn significantly lower wages in firms with steeper wage-tenure profiles. This finding is consistent with the segmentation in a primary permanent workforce with high wages and a secondary temporary workforce with low wages, if internal labor markets are more prevalent."

"I use linked employer-employee data from the German Federal Statistical Office to estimate within-firm wage differentials between temporary workers with fixed-term contracts and workers with permanent contracts in the context of dual internal labor markets. Wage-tenure profiles of permanent workers are estimated separately for each firm to obtain a proxy for the prevalence of internal labor markets. Temporary workers earn significantly lower ...

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Economic and Industrial Democracy - vol. 35 n° 1 -

Economic and Industrial Democracy

"This empirical research note focuses on the question of whether German works councils are sand or grease in the management of human resources and if the effects differ between three different works council–management relationship types. For this purpose, the author uses survey data from more than 11,000 German firms. The main result is that the effects of works councils on expected HRM (human resource management) problems in German firms are heterogeneous with respect to different aspects of HRM and to differences in works council–management relations. The findings are consistent with rent-protection, rent-sharing and voice functions of works councils."

"This empirical research note focuses on the question of whether German works councils are sand or grease in the management of human resources and if the effects differ between three different works council–management relationship types. For this purpose, the author uses survey data from more than 11,000 German firms. The main result is that the effects of works councils on expected HRM (human resource management) problems in German firms are ...

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Journal for Labour Market Research - vol. 46 n° 1 -

Journal for Labour Market Research

"This paper takes a labor supply perspective (neoclassical labor supply, job search) to explain the lower employment rates of older workers and women. The basic rationale is that workers choose non-employment if their reservation wages are larger than the offered wages. Whereas the latter depend on workers' productivity and firms' decisions, reservation wages are largely determined by workers' endowments and preferences for leisure. To shed some empirical light on this issue, we use German survey data to analyze age and gender differences in reservation and entry wages, preferred and actual working hours, and satisfaction with leisure and work."

"This paper takes a labor supply perspective (neoclassical labor supply, job search) to explain the lower employment rates of older workers and women. The basic rationale is that workers choose non-employment if their reservation wages are larger than the offered wages. Whereas the latter depend on workers' productivity and firms' decisions, reservation wages are largely determined by workers' endowments and preferences for leisure. To shed some ...

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Journal of Labor Research - vol. 32 n° 1 -

Journal of Labor Research

"In this study, I use personnel data from a large German company in order to analyze handicaps in job assignment. First, I compare the productivity-relevant characteristics (university degree and work experience) and wages between insiders and outsiders as well as between men and women, who have been assigned to jobs at the same hierarchical level. Second, I estimate promotion probabilities and duration models for the time until the next promotion. The overall findings indicate a significant handicap in job assignment for outsiders with respect to schooling and little evidence that women are handicapped. While gender differences in wages within job levels and promotion probabilities are small, women have, on average, significantly less work experience than men at the same job level."

"In this study, I use personnel data from a large German company in order to analyze handicaps in job assignment. First, I compare the productivity-relevant characteristics (university degree and work experience) and wages between insiders and outsiders as well as between men and women, who have been assigned to jobs at the same hierarchical level. Second, I estimate promotion probabilities and duration models for the time until the next ...

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Journal for Labour Market Research - vol. 45 n° 2 -

Journal for Labour Market Research

"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."

"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 ...

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Documents Pfeifer, Christian 20 results

Non-linear effects of comparison income in quit decisions: status versus signal! Pfeifer, Christian ; Schneck, Stefan | 2012 H NEW

Analysing the gender wage gap (GWG) using personnel records Pfeifer, Christian ; Sohr, Tatjana | 2009 NEW

Diverse effects of shorter potential unemployment benefit duration on labor market outcomes in Germany Petrunyk, Inna ; Pfeifer, Christian | 2022 H NEW

Intra-firm wage compression and coverage of training costs: evidence from linked employer-employee data Pfeifer, Christian | 2016 H NEW

Is innovative firm behavior correlated with age and gender composition of the workforce? Evidence from a new type of data for German enterprises Pfeifer, Christian ; Wagner, Joachim | 2014 H NEW

A note on dual internal labor markets and wages of temporary workers: evidence from linked-employer-employee data Pfeifer, Christian | 2014 NEW

Works councils and the management of human resources: evidence from German establishment data Pfeifer, Christian | 2014 H NEW

Explaining age and gender differences in employment rates. A labor supply side perspective Humpert, Stephan ; Pfeifer, Christian | 2013 H NEW

Handicaps in job assignments: insiders, outsiders and gender Pfeifer, Christian | 2011 H NEW

Fixed-term contracts and wages revisited using linked employer-employee data Pfeifer, Christian | 2012 H NEW