Labour Economics最新文献

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The composition of applicants, mismatch, and matching efficiency in the German VET market 德国职业技术培训市场的申请人构成、不匹配和匹配效率

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-08-13 DOI: 10.1016/j.labeco.2025.102755

Bernd Fitzenberger , Anna Heusler , Anna Houštecká , Leonie Wicht

Entries into firm-based vocational education and training (VET) stagnated in Germany during the 2010s and decreased by 11% between 2019 and 2020, which is likely to exacerbate future shortages of skilled workers. Against this backdrop, we study the VET market through the lens of a matching function estimated at the occupation by district level between 2013 and 2021. We employ a novel strategy to instrument for applicants and vacancies which draws on differences in local labor market conditions for different occupations. Our estimated matching elasticities for applicants and vacancies are 0.46 and 0.57, respectively. Matching efficiency shows a slight downward trend before Covid and a large drop during Covid. Using our estimates to decompose aggregate trends in matches, we find that while matching efficiency and applicants drove matches down before Covid, the increase in vacancies until 2019 stabilized the VET market. During Covid, the drop in applicants, vacancies, and matching efficiency contributed similarly to the sudden drop of matches. Furthermore, without the increase in migrants applying to VET positions, demographic change alone would have led to an even greater decline in matches already before Covid. Changes in occupational and regional mismatch did little in explaining the overall trend in matches.

2010年代，德国企业职业教育和培训（VET）的入学率停滞不前，2019年至2020年期间下降了11%，这可能会加剧未来技术工人的短缺。在此背景下，我们通过2013年至2021年间按地区级别估计职业的匹配函数来研究VET市场。我们采用了一种新颖的策略，利用不同职业的当地劳动力市场条件的差异，为申请人和职位空缺提供工具。我们估计申请人和职位空缺的匹配弹性分别为0.46和0.57。新冠肺炎前匹配效率略有下降，新冠肺炎后匹配效率下降幅度较大。使用我们的估计来分解匹配的总体趋势，我们发现，虽然匹配效率和申请人在Covid之前推动了匹配率的下降，但直到2019年空缺的增加稳定了VET市场。在新冠疫情期间，申请人数、职位空缺和匹配效率的下降同样导致了匹配率的突然下降。此外，如果没有申请VET职位的移民人数的增加，仅人口结构的变化就会导致Covid之前匹配率的更大下降。职业和地区不匹配的变化几乎不能解释匹配的总体趋势。

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引用次数: 0

Does a flexible parental leave system stimulate maternal employment? 弹性产假制度会否刺激产妇就业？

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-07-25 DOI: 10.1016/j.labeco.2025.102762

Lennart Ziegler , Omar Bamieh

While many women stop working for an extended period after the birth of a child, well-designed parental leave policies can incentivize mothers to return to the labor market sooner. This study examines the effect of two recent parental leave reforms in Austria that allow parents to choose leave schemes with varying duration. Using a regression discontinuity design, we find that the introduction of more flexible scheme choices led mothers to take, on average, 1–2 months less of leave. This decrease in leave duration, however, was not accompanied by an employment increase of similar magnitude. To understand the absence of labor supply effects, we examine data on work preferences from the Austrian Microcensus. Child care duties are cited as the primary reason for not seeking work but few mothers indicate that they would start working if better access to formal childcare were available. Switching to the more flexible leave system had a minimal effect on the labor market choices of mothers, as the majority continue to prioritize child care responsibilities and do not consider nurseries as a desirable alternative. Our findings suggest that policy efforts to shorten parental leave may not be effective in the presence of strong family norms.

虽然许多女性在生完孩子后会停止工作很长一段时间，但精心设计的育儿假政策可以激励母亲们早日重返劳动力市场。本研究考察了奥地利最近两项产假改革的影响，这两项改革允许父母选择不同期限的产假计划。使用回归不连续设计，我们发现引入更灵活的计划选择导致母亲平均少休1-2个月的假。然而，休假时间的减少并没有带来同样规模的就业增长。为了理解劳动力供给效应的缺失，我们检查了奥地利微观人口普查的工作偏好数据。照顾孩子的责任被认为是不找工作的主要原因，但很少有母亲表示，如果有更好的正规托儿服务，她们会开始工作。转向更灵活的休假制度对母亲在劳动力市场的选择影响最小，因为大多数人仍然优先考虑照顾孩子的责任，不认为托儿所是一个理想的选择。我们的研究结果表明，在强有力的家庭规范存在的情况下，缩短育儿假的政策努力可能不会有效。

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引用次数: 0

What determines the gender pay gap in academia? 是什么决定了学术界的性别薪酬差距？

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-07-10 DOI: 10.1016/j.labeco.2025.102758

Jaan Masso , Jaanika Meriküll , Liis Roosaar , Kärt Rõigas , Tiiu Paas

This paper focuses on two mechanisms that could explain the persistence of the gender pay gap – salary negotiations and child penalty. The academic sector is studied using administrative data from the University of Tartu, the largest university in Estonia. Data on academic staff from 2012 to 2021 have been merged with the population register and web-scraped data from Scopus. The role of negotiations is evaluated by deriving, for each academic field, their outside option earnings using administrative records of graduates, and the Oaxaca-Blinder decomposition is applied to evaluate whether men and women leverage this outside option differently in their salaries in academia. The child penalty in academia is estimated using a quasi-experimental event-study approach where we exploit the panel dimension of our data. We find that men obtain higher returns than women from the same outside option during salary negotiations. Given that men and women are subject to evaluation and wage negotiations with equal frequency in academia, we assign this gap to women being less effective negotiators. We find the child penalty for women in academia to be short-lived, resulting from a decline in working hours equal to two and a half years of full-time work spread over five years after childbirth. There is no statistically significant child penalty for women in terms of hourly wages, publications, or citations. Men, in contrast, do not experience any penalties related to children.

本文主要探讨了两种解释性别工资差距持续存在的机制——工资谈判和儿童惩罚。学术部门的研究使用爱沙尼亚最大的大学塔尔图大学的行政数据。2012年至2021年的学术人员数据已与人口登记和Scopus的网络抓取数据合并。通过使用毕业生的行政记录，得出每个学术领域的外部期权收入，评估谈判的作用，并应用瓦哈卡-布林德分解来评估男性和女性在学术界的工资中是否不同地利用了这种外部期权。学术界的儿童惩罚是使用准实验事件研究方法来估计的，我们利用了我们数据的面板维度。我们发现，在薪酬谈判中，同样的外部选择，男性获得的回报高于女性。鉴于在学术界，男性和女性受到评估和工资谈判的频率相同，我们将这种差距归因于女性的谈判效率较低。我们发现，学术界女性对孩子的惩罚是短暂的，因为她们在分娩后的五年内减少的工作时间相当于两年半的全职工作时间。在小时工资、出版物或引用方面，没有统计上显著的儿童惩罚妇女。相比之下，男性则不会受到任何与孩子有关的惩罚。

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引用次数: 0

The value of school choice opportunities 择校机会的价值

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-06-18 DOI: 10.1016/j.labeco.2025.102742

Lukas Hörnig , Max Schäfer

In this paper, we study the house price effects of local school choice opportunities among public primary schools using a rare and large-scale reform that abolished binding catchment areas in North Rhine-Westphalia, the largest German state with 18 million inhabitants. To estimate the reform’s effect on valuations of houses, we compare houses with different local school choice sets, before and after the reform. We find that gaining access to a school within 2,000 meters and with a higher transition rate to the academic track (relative to the initial neighborhood school) increases house prices by 1.5 percent. This effect is larger when the more attractive school is closer and diminishes as distance grows. The full reform effect materializes roughly five years after reform onset.

在本文中，我们研究了公立小学本地学校选择机会对房价的影响，采用了一项罕见的大规模改革，废除了北莱茵-威斯特伐利亚州（拥有1800万居民的德国最大的州）的约束性集水区。为了估计改革对房屋估值的影响，我们比较了改革前后不同地方学校选择集的房屋。我们发现，进入一所2000米以内的学校，并且有更高的转学率（相对于最初的社区学校），房价会上涨1.5%。当学校越近，这种影响就越大，并随着距离的增加而减弱。全面改革的效果大约在改革开始5年后显现。

引用次数: 0

Job search under changing labour taxes 劳动税变化下的求职

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-06-13 DOI: 10.1016/j.labeco.2025.102750

Alex Bryson , Harald Dale-Olsen

Workers’ job mobility decisions are related to firms’ wage policies but also depend on tax schedules. Using Norwegian population-wide administrative linked employer-employee data for 2010–2019, we study how the job-to-job turnover of employees is affected by marginal taxes and firms’ pay policies, thus drawing inferences on job search behaviour. By paying higher wages, job-to-job separation rates drop, but this negative relationship is weakened when income taxes increase, consistent with higher taxes reducing search activity. However, consistent with theory, the tax effect is smaller where workers receive performance bonuses.

工人的工作流动性决定与公司的工资政策有关，但也取决于税收时间表。利用2010-2019年挪威全国范围内的行政关联雇主-雇员数据，我们研究了边际税收和公司薪酬政策如何影响员工的工作-工作流动率，从而得出求职行为的推论。通过支付更高的工资，工作与工作之间的分离率下降，但当所得税增加时，这种负相关关系被削弱，这与高税收减少搜索活动相一致。然而，与理论一致的是，在员工获得绩效奖金的地方，税收的影响较小。

引用次数: 0

Socialism, identity and the well-being of unemployed women 社会主义，身份和失业妇女的福祉

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-07-02 DOI: 10.1016/j.labeco.2025.102752

Tom Günther , Jakob Conradi , Clemens Hetschko

Unemployment influences people’s life satisfaction beyond negative income shocks. A large body of literature investigates these non-pecuniary costs of unemployment and stresses the importance of social norms, especially for men. We add to this literature by showing that norm non-compliance may equally inflate the non-pecuniary loss of well-being for unemployed women. Using German panel data, we use the German division as a natural experiment to compare unemployment-related life satisfaction losses between different cohorts of East and West German women. We hypothesise that being exposed to different legal norms concerning workforce participation and different opportunity cost of working after the division shaped social identities and thus social norms around work for the two German female populations in different ways. East German women were required to work whereas West German women were expected to focus on family care. We find that East German women suffer significantly more from unemployment than West German women. This difference is driven entirely by East German females who were exclusively raised in the former GDR. We do not find such diverging patterns for German men. Our findings imply that women suffer as much as men from unemployment if socialised in the same way.

失业对人们生活满意度的影响超出了收入的负冲击。大量文献研究了失业的这些非金钱成本，并强调了社会规范的重要性，尤其是对男性而言。我们通过表明不遵守规范可能同样夸大失业妇女福祉的非金钱损失来补充这一文献。使用德国的面板数据，我们将德国的划分作为自然实验来比较东德和西德不同队列女性与失业相关的生活满意度损失。我们假设，对于两种德国女性群体来说，在劳动参与方面不同的法律规范和分工后不同的工作机会成本塑造了社会身份，从而以不同的方式塑造了围绕工作的社会规范。东德妇女被要求工作，而西德妇女则被期望专注于照顾家庭。我们发现东德妇女比西德妇女更容易失业。这种差异完全是由在前民主德国长大的东德女性造成的。我们在德国男性身上没有发现这种差异模式。我们的研究结果表明，如果以同样的方式社会化，女性遭受的失业痛苦与男性一样多。

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引用次数: 0

Effects of team diversity on individual performance and voice: A field experiment of group composition by gender and language 团队多样性对个人绩效和声音的影响：基于性别和语言的团队组成的现场实验

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-07-12 DOI: 10.1016/j.labeco.2025.102763

Valentina Contreras , Chiara Orsini , Berkay Özcan , Johann Koehler

We present results from a field experiment that tests the effects of varying gender and linguistic group composition on performance and on group-members’ perception that their voice is heard when completing complex collaborative work within a low scrutiny environment. We randomize individuals enrolled in a postgraduate course populated by mostly women and non-native English speakers into small teams within larger, exogenously assigned seminar groups. Groups are tasked with complex and deliberative research assignments over three months. Using administrative and survey data, we find that a higher share of women in seminar groups significantly benefits the academic performance of group members—an effect driven by a positive effect on female native English speakers — while a greater proportion of women in small teams improves non-native language speakers’ perception of being heard.

我们展示了一项现场实验的结果，该实验测试了不同性别和语言群体构成对表现的影响，以及在低审查环境中完成复杂的协作工作时，群体成员的声音被听到的感觉。我们将参加研究生课程的个人随机分组，这些研究生课程主要由女性和非英语母语者组成，并将其分成更大的外部分配的研讨会小组中的小团队。小组的任务是在三个月的时间里完成复杂而审慎的研究任务。利用行政管理和调查数据，我们发现，在研讨会小组中，女性的比例越高，小组成员的学习成绩就越好——这一效应是由母语为英语的女性所产生的积极影响所驱动的——而在小型团队中，女性的比例越高，非母语人士的倾听感就越强。

引用次数: 0

Human after all: Occupations at the core of AI adoption 毕竟是人类：人工智能应用的核心职业

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-07-12 DOI: 10.1016/j.labeco.2025.102754

Luca Fontanelli , Flavio Calvino , Chiara Criscuolo , Lionel Nesta , Elena Verdolini

This paper investigates how firms’ occupational structure shapes the adoption of artificial intelligence (AI) using matched administrative data on French firms and relying on an instrumental variable Probit model. We identify ICT engineers as the only occupational group with a robust and statistically significant effect on AI adoption. This finding holds for ICT and non-ICT Services sectors, and regardless of whether AI is developed in-house or acquired externally. Our estimates suggest that closing the occupational gap between adopters and non-adopters would require approximately 215,000 additional ICT engineers, and 45,000 for the firms most exposed to AI. The results highlight the critical importance of investing in advanced digital skills to support the broader diffusion of AI technologies.

本文利用法国公司匹配的行政数据，并依靠工具变量Probit模型，研究了公司的职业结构如何影响人工智能（AI）的采用。我们认为ICT工程师是唯一对人工智能采用具有稳健且统计显著影响的职业群体。这一发现适用于ICT和非ICT服务部门，无论人工智能是内部开发还是外部收购。我们的估计表明，要缩小采用者和非采用者之间的职业差距，将需要大约215,000名额外的ICT工程师，而与人工智能接触最多的公司需要45,000名。研究结果凸显了投资于先进数字技能以支持人工智能技术更广泛传播的重要性。

引用次数: 0

Earnings expectations of “First-in Family” university students and their role for major choice “家庭第一”大学生的收入预期及其在专业选择中的作用

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-07-08 DOI: 10.1016/j.labeco.2025.102743

Katharina Adler , Fabian Kosse , Markus Nagler , Johannes Rincke

How do students’ earnings expectations differ by being the first in their family to attend university (FiF) and how do they affect field of study choice? We leverage unique survey and administrative data to document sizable gaps in expected earnings between FiF and non-FiF students. Our data can explain two-thirds of this gap, with the largest share attributable to field of study choice. We show that FiF students sort less into study fields based on their earnings expectations. Investigating potential explanations, we find that in high-earning fields, FiF students expect lower own ability and worse non-wage amenities than non-FiF students.

作为家中第一个上大学的学生，他们的收入预期有何不同？他们如何影响学习领域的选择？我们利用独特的调查和管理数据来记录FiF和非FiF学生之间预期收入的巨大差距。我们的数据可以解释这一差距的三分之二，其中最大的份额归因于研究领域的选择。我们发现，FiF学生对学习领域的分类较少基于他们的收入预期。在调查可能的解释时，我们发现在高收入领域，金融创新学生比非金融创新学生对自身能力和非工资福利的期望更低。

引用次数: 0

Reducing the child penalty by incentivizing maternal part-time work? 通过鼓励母亲兼职来减少对孩子的惩罚？

IF 2.6 2区经济学 Q2 ECONOMICS

Labour Economics

Pub Date : 2025-08-01 Epub Date: 2025-08-14 DOI: 10.1016/j.labeco.2025.102759

Laurenz Baertsch , Malte Sandner

Governments worldwide are discussing ways to increase maternal labor market participation and to reduce the child penalty. This study analyzes the long run effects of a paid parental leave reform in Germany, a country characterized by high rates of maternal part-time employment after childbirth. The reform introduced additional financial incentives for mothers to engage in part-time work during the first two years following childbirth. Using German social security records, we exploit the fact that only mothers whose child is born in or after July 2015 are eligible for the new part-time parental leave option in a Difference-in-Differences strategy. We find that the policy increased the probability that high-income mothers return to work during the first year after child birth by 2.1–2.8 percentage points (

\approx

15%–20%). However, the policy does not affect maternal employment along the extensive or intensive margin (part-time or full-time work) in the long run (i.e. up to 4.5 years after child). This indicates that while the reform successfully encourages early part-time return to work among high-income mothers, it does not significantly reduce the child penalty. However, it does also not trap mothers in part-time employment.

世界各国政府正在讨论提高产妇劳动力市场参与度和减少对儿童的惩罚的方法。本研究分析了德国带薪育儿假改革的长期影响，德国的特点是产妇在分娩后兼职工作的比例很高。这项改革为在分娩后的头两年从事非全日制工作的母亲提供了额外的财政奖励。利用德国社会保障记录，我们利用了这样一个事实，即只有在2015年7月或之后出生的孩子的母亲才有资格在差异中的差异策略中享受新的兼职育儿假选项。我们发现，该政策将高收入母亲在孩子出生后第一年重返工作岗位的概率提高了2.1-2.8个百分点（≈15%-20%）。然而，从长远来看，该政策并不影响产妇在广泛或密集范围内的就业（兼职或全职工作）（即生育后长达4.5年）。这表明，虽然改革成功地鼓励高收入母亲早日兼职工作，但并没有显著减少对孩子的惩罚。然而，它也没有让母亲们陷入兼职工作的困境。

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