25 Jahre IWH

Professor Dr. Boris Hirsch

Professor Dr. Boris Hirsch
Aktuelle Position

 

seit 12/16

Research Fellow der Abteilung Strukturwandel und Produktivität

Leibniz-Institut für Wirtschaftsforschung Halle (IWH)

seit 08/16

Professor für Volkswirtschaftslehre

Leuphana Universität Lüneburg

Forschungsschwerpunkte

  • Arbeitsmarkt
  • industrielle Beziehungen
  • empirische Arbeitsmarktökonomik

Boris Hirsch ist seit Dezember 2016 Research Fellow am IWH. Seine Forschungsinteressen umfassen Modelle unvollkommenen Wettbewerbs am Arbeitsmarkt und deren empirische Überprüfung sowie Fragestellungen der empirischen Arbeitsmarktforschung, industrieller Beziehungen und der Migration.

Seit August 2016 ist Boris Hirsch Universitätsprofessor für Volkswirtschaftslehre mit dem Schwerpunkt Mikroökonometrie und Politikevaluation an der Leuphana Universität Lüneburg. Davor studierte er Volkswirtschaftslehre an der Friedrich-Alexander-Universität Erlangen-Nürnberg und Mathematik an der FernUniversität in Hagen.

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Professor Dr. Boris Hirsch
Professor Dr. Boris Hirsch
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Publikationen

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Betriebsräte und andere Formen der betrieblichen Mitarbeitervertretung – Substitute oder Komplemente

Stefan Ertelt Boris Hirsch Claus Schnabel

in: Industrielle Beziehungen , im Erscheinen

Publikation lesen

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Coming to Work While Sick: An Economic Theory of Presenteeism With an Application to German Data

Boris Hirsch Daniel S. J. Lechmann Claus Schnabel

in: Oxford Economic Papers , im Erscheinen

Abstract

Presenteeism, i.e. attending work while sick, is widespread and associated with significant costs. Still, economic analyses of this phenomenon are rare. In a theoretical model, we show that presenteeism arises due to differences between workers in (healthrelated) disutility from workplace attendance. As these differences are unobservable by employers, they set wages that incentivise sick workers to attend work. Using a large representative German data set, we test several hypotheses derived from our model. In line with our predictions, we find that bad health status and stressful working conditions are positively related to presenteeism. Better dismissal protection, captured by higher tenure, is associated with slightly fewer presenteeism days, whereas the role of productivity and skills is inconclusive.

Publikation lesen

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Do Employers Have More Monopsony Power in Slack Labor Markets?

Boris Hirsch Elke J. Jahn Claus Schnabel

in: Industrial and Labor Relations Review , im Erscheinen

Abstract

This article confronts monopsony theory’s predictions regarding workers’ wages with observed wage patterns over the business cycle. Using German administrative data for the years 1985 to 2010 and an estimation framework based on duration models, the authors construct a time series of the labor supply elasticity to the firm and estimate its relationship to the unemployment rate. They find that firms possess more monopsony power during economic downturns. Half of this cyclicality stems from workers’ job separations being less wage driven when unemployment rises, and the other half mirrors that firms find it relatively easier to poach workers. Results show that the cyclicality is more pronounced in tight labor markets with low unemployment, and that the findings are robust to controlling for time-invariant unobserved worker or plant heterogeneity. The authors further document that cyclical changes in workers’ entry wages are of similar magnitude as those predicted under pure monopsonistic wage setting.

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