Work package 7: Employment trajectories and employment systems

The aim of the work package 7 “Employment trajectories and employment systems” (Otto-Friedrich University, Bamberg) is to analyse the effects of company-generated labour market segmentation. As shown in previous studies, firms operate for different organisation units and groups of employees with different employment systems. These vary in the average duration of employment relationships  and the opportunities for mobility. Therefore, openness to external markets depends on the internal labour organisation, the technical equipment, and the demand for professionally accredited qualifications. However, it also depends on the availability of workers within both internal and external labour markets. Risks for employees, firms and social insurance systems occur especially due to the increase of open employment systems and external labour markets:

  • Insecure and short-term employment is risky for employees. Little room for manoeuvre, a high degree of standardization and simple routine tasks etc. can impede the development of qualifications.
  • Companies face a medium-term problem to be able to draw upon qualified staff. This is further increased due to the demographic development.
  • On a societal perspective this implies increasing costs for the social security system.

This work package particularly analyses effects of employment systems on individual employment trajectories: To which extent are the increasing disparities of working and living conditions caused by heterogeneities between firms or by internal segmentation?

Interactions between characteristics of employees and employers are analyzed by utilising the LIAB longitudinal data of the IAB. In order to model the “qualitative availability problem” in employment systems, occupations are classified according to specificity, interdisciplinary qualification profile and degree of standardization. Afterwards, the proportions of simple or standardized as well as complex occupational activity and firm specific / profession specific as well as general occupational requirement profiles are determined using the information about occupations in the LIAB data. Furthermore, the LIAB dataset is merged with data on regional characteristics derived from the Federal Institute for Research on Building, Urban Affairs and Spatial Development (BBSR).

Stable and insecure individual employment trajectories are characterized, in particular in accordance with the work package 5. Employment systems are described according to socio-demographic and employment-biographical characteristics of employees. Effects of individual and firm-specific determinants on job stability or upward and downward inter-firm mobility are estimated using multivariate analysis methods (semi-parametric Cox-models). Concerning employee groups leaving firms, multivariate analysis methods also help to estimate the effects that employment structures and labour policy strategies of their former employers have on further employment trajectories, e.g. on upward or downward inter-firm mobility or on phases of transitional unemployment.

Work package 7: Employment trajectories and employment systems

The aim of the work package 7 “Employment trajectories and employment systems” (Otto-Friedrich University, Bamberg) is to analyse the effects of company-generated labour market segmentation. As shown in previous studies, firms operate for different organisation units and groups of employees with different employment systems. These vary in the average duration of employment relationships  and the opportunities for mobility. Therefore, openness to external markets depends on the internal labour organisation, the technical equipment, and the demand for professionally accredited qualifications. However, it also depends on the availability of workers within both internal and external labour markets. Risks for employees, firms and social insurance systems occur especially due to the increase of open employment systems and external labour markets:

  • Insecure and short-term employment is risky for employees. Little room for manoeuvre, a high degree of standardization and simple routine tasks etc. can impede the development of qualifications.
  • Companies face a medium-term problem to be able to draw upon qualified staff. This is further increased due to the demographic development.
  • On a societal perspective this implies increasing costs for the social security system.

This work package particularly analyses effects of employment systems on individual employment trajectories: To which extent are the increasing disparities of working and living conditions caused by heterogeneities between firms or by internal segmentation?

Interactions between characteristics of employees and employers are analyzed by utilising the LIAB longitudinal data of the IAB. In order to model the “qualitative availability problem” in employment systems, occupations are classified according to specificity, interdisciplinary qualification profile and degree of standardization. Afterwards, the proportions of simple or standardized as well as complex occupational activity and firm specific / profession specific as well as general occupational requirement profiles are determined using the information about occupations in the LIAB data. Furthermore, the LIAB dataset is merged with data on regional characteristics derived from the Federal Institute for Research on Building, Urban Affairs and Spatial Development (BBSR).

Stable and insecure individual employment trajectories are characterized, in particular in accordance with the work package 5. Employment systems are described according to socio-demographic and employment-biographical characteristics of employees. Effects of individual and firm-specific determinants on job stability or upward and downward inter-firm mobility are estimated using multivariate analysis methods (semi-parametric Cox-models). Concerning employee groups leaving firms, multivariate analysis methods also help to estimate the effects that employment structures and labour policy strategies of their former employers have on further employment trajectories, e.g. on upward or downward inter-firm mobility or on phases of transitional unemployment.

Researchers

Prof. Dr. Olaf Struck (Otto-Friedrich-University, Bamberg) and Dr. Matthias Dütsch (Otto-Friedrich-University, Bamberg)

 
Ergebnisse
Dütsch, Matthias/ Struck, Olaf: Employment trajectories in Germany: do firm characteristics, regional disparities and the business cycle matter? Vortrag auf der 36th Annual Conference of the International Working Party on Labour Market Segmentation am 22./24.06.2015 in Athen. PDF
Dütsch, Matthias/ Struck, Olaf: Die Bedeutung von betrieblichen Beschäftigungssystemen für Erwerbsteilhabe. Vortrag auf dem zweiten soeb-Werkstattgespräch am 04./05.12.2014 in Göttingen. PDF
Struck, Olaf (2104): Arbeitsmarktpolitik und Arbeitsmarkt. Vortrag im Rahmen der SOFI-Tagungsreihe „Work-In-Progress: Teilhabebarrieren – Vielfalt und Ungleichheit im segmentierten Bildungs- und Beschäftigungssystem“ am 23./24.05.2014 in Göttingen. PDF
Struck, Olaf/ Dütsch, Matthias (2014): Atypische Beschäftigungen und berufliche Qualifikationsrisiken im Erwerbsverlauf. Vortrag auf der Jahrestagung des SAMF e.V. am 20./ 21.02.2014 in Berlin. PDF
Poster
Poster 11: Betriebliche Beschäftigungssysteme und ungleiche Erwerbschancen. PDF