Do Better Pre-migration Skills Accelerate Immigrants' Wage Assimilation?
Boris Hirsch, Elke J. Jahn, Ott Toomet, Daniela Hochfellner
Labour Economics,
2014
Abstract
This paper analyzes wage assimilation of ethnic German immigrants to Germany using unique administrative data that include an administrative estimate of immigrants' expected wage in Germany at the time of migration. We find that a 10% higher wage potential translates into a 1.6% higher wage in Germany when also controlling for educational attainment, thus pointing at partial transferability of pre-migration skills to the host country's labor market. We also document that wage assimilation is significantly accelerated for immigrants with higher wage potentials. Our results are both in line with complementarities between pre-migration skills and host country-specific human capital and a U-shaped pattern of immigrants' job mobility with initial downgrading and subsequent upgrading.
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Selektivität, soziale Bindung und räumliche Mobilität - Eine Analyse der Rückkehrpräferenz nach Ostdeutschland
Lutz Schneider, Alexander Kubis, D. Wiest
Zeitschrift für Wirtschaftsgeographie,
No. -1,
2011
Abstract
Selectivity, social ties and spatial mobility. An analysis of preferences for return migration to East Germany. In the public debate, brain drain from East Germany is supposed to be the most critical trend regarding the development and catching up of the New Länder. Therefore, potential for in- and re-migration has attracted much attention at least in the political context. Our contribution analyses the remigration potential on basis of data from a DFG research project focussing on the re-migration intentions of people formerly emigrated from Saxony-Anhalt. The analysis concentrates on the following aspects: the effect of job market success after emigration; the impact of social ties to the origin and the host region and on the selectivity of re-migration preferences. The econometric results confirm several expected effects: On the one hand an individual’s job market success reduces the intention to return. Likewise, the re-migration preference increases for people whose expectations were disappointed. On the other hand, the relevance of social ties to the origin region for re-migration dispositions is confirmed by the estimations. Yet, regarding selectivity of re-migration preferences in terms of human capital econometric results are somewhat ambiguous.
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Ageing and Labour Markets: An Analysis on the effect of worker’s age on productivity, innovation and mobility
Lutz Schneider
Technische Universität Dresden. Dissertation,
2011
Abstract
The present study analyses the labour market effect of workers’ ageing. Explicitly, the impact of age on productivity and wages, on innovation as well as on mobility is explored empirically. The econometric analyses are based on firm and employment data from the Institute for Employment Research (IAB) and, thus, refer to the labour market of Germany. Regarding the productivity and wage effects of age the econometric results confirm a positive correlation between firm productivity and the share of middle-aged employees (41-50 years old) within the manufacturing sector. Hence, the results provide evidence of an inverted u-shaped age-productivity profile in this sector also found for other countries. Furthermore, age-wage and age-productivity profiles seem to follow unequal patterns. Compared to the group of the 15-30 and the 51 and above years old workers the group of middle-aged employees earn less than a productivity based wage scheme would require. In terms of age effects on innovativeness the micro-econometric analysis again reveals an inverted u-shaped profile. Workers aged around 40 years seem to act as key driver for innovation activities within firms. An additional finding concerns the impact of age diversity on innovation. The expected positive effect of a heterogeneous age structure is not confirmed by the data. With respect to labour market mobility results are in favour of a negative correlation between age and job mobility either in terms of changing professions or firms. The estimation of a multi equation model verifies that expected wages of older workers do not or only marginally increase due to job mobility, so, financial incentives to change jobs are very low. Yet, even after controlling the absent wage incentive older employees still remain more immobile than younger workers. Altogether, these results should not only be of academic interest but also informative for actors on the firm and the governmental level. Both sides are asked to cope with the challenges of demographic change. Only by maintaining productivity and innovativeness until old ages the necessary resources can be generated to preserve an economy’s prosperity even if the share of non-active population is increasing by demographic developments. Secondly, enhancing productivity is essential to ensure employability of older persons and to sustain the size of workforce even in the circumstances of an ageing economy.
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Seniorität, spezifisches Kapital und Beschäftigungsmobilität - Warum Ältere seltener wechseln
Lutz Schneider
T. Salzmann, V. Skirbekk, M. Weiberg (Hrsg.), Wirtschaftspolitische Herausforderungen des demografischen Wandels,
2010
Abstract
The analysis focuses on the relationship of ageing and labour mobility. We answer the questions if i) mobility is wage driven, if ii) older workers are still able to generate wage increases by job switching and if iii) lacking wage incentives can explain the existing mobility gap of older workers. The empirical analysis is limited to labour mobility in terms of changing job or occupation. We estimate a multi equation model known as switching regression model with endogenous switching. The data stem from the IAB employment sample. We firstly show that expected wage increases encourage job switching. Secondly, we find evidence for lower expected wage increases due to job changes for older workers. Thirdly we find that the mobility gap of older workers is only partly attributable to reduced wage incentives of a job switch.
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Selectivity, Social Ties and Spatial Mobility – An Analysis of Preferences for Return Migration
Lutz Schneider, Alexander Kubis, D. Wiest
Abstract
In the public debate, the brain drain from East Germany is supposed to be the most critical trend regarding the development and catching-up of the New Länder. Therefore, potential for in- and re-migration has attracted much attention at least in the political context. Our contribution analyses the re-migration potential on the basis of data from a DFG research project focussing on the re-migration intentions of people formerly emigrated from Saxony-Anhalt. The analysis concentrates on the following aspects: the effect of job market success after emigration; the impact of social ties to the origin and the host region and on the selectivity of
re-migration preferences. The econometric results confirm several expected effects: On the one hand an individual’s job market success reduces the intention to return. Likewise, the re-migration preference increases for people whose expectations were disappointed. On the other hand, the relevance of social ties to the origin region for re-migration dispositions is confirmed by the estimations. Yet, regarding selectivity of re-migration preferences in terms of human capital econometric results are somewhat ambiguous.
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Demographic Change and Labour Markets: Why are Older Employees less Mobile?
Lutz Schneider
Wirtschaft im Wandel,
No. 10,
2008
Abstract
Since older workers are less disposed to change jobs workforce ageing will affect labour mobility in Germany. On the basis of the IAB-Employment Sample (IABS) the contribution analyzes the effect of age on job and occupational mobility. The study focuses on the question whether older workers are less mobile due to the optimal matching quality of their current job which cannot be improved by job switches or whether other factors have to be considered for explaining the age related mobility decline.
Econometric results firstly confirm the significance of expected wage growth for mobility decision across all age groups. Secondly, older workers seem to benefit from wage increase due to a job change less frequently than younger workers. However, this factor explains only a part of the mobility lag. Even after controlling for the wage effect younger workers change jobs more often than older ones.
For this reason the opinion that ageing will impede the labour market adjustments cannot be disabled. If older workers only slightly react on wage signals and do not respond to attractive offers growing firms might face problems to recruit appropriate staff – a trend which could have negative consequences for technological and sectoral changes of the entire economy.
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Determinants of Female Migration – The Case of German NUTS 3 Regions
Alexander Kubis, Lutz Schneider
IWH Discussion Papers,
No. 12,
2007
Abstract
Our study examines the regional patterns and determinants of migration flows of young women. At the NUTS-3 regional level, i.e. the district level (Kreise), the German internal migration flows of the year 2005 are explored. From descriptive statistics it can be seen that peripheral regions in East Germany face the strongest migration deficit with respect to young women, whereas agglomerations in West Germany but also in the East benefit from an intense migration surplus within this group. An econometric analysis of determinants of regional migration flows gives evidence of the importance of labour market, family-related and educational migration motives. Generally speaking, young women tend to choose regions with good income and job opportunities, in addition they seem to be attracted by regions enabling an appropriate balance between family and career. Furthermore the existence of excellent educational facilities is a significant influence for young women’s migration. This educationally motivated type of migration generates a long lasting effect on the regional migration balance, especially when the educational opportunities in the destination region are associated with adequate career perspectives for high qualified female graduates. In view of considerable losses due to migration, the study shows various options for action. An important course of action is to incorporate policy measures improving regional employment and income opportunities. Secondly, extending vocational and academic offers addressed to women seems to be a suitable way to stimulate women’s immigration. Moreover, enhancing the social infrastructure, which contributes to a satisfactory work life balance, might attract young women or at least reduce the number of them leaving a region.
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Too old to change? The link between Age, Wage Differentials and Job Mobility
Lutz Schneider
Sozialer Fortschritt,
No. 56,
2007
Abstract
The reduced job mobility of older employees is well known. As a result, the ageing of the workforce has clear implications for labor turnover in Germany. On the basis of the IAB’s employee survey (Beschaeftigtenstichprobe) (IABS), this article analyses the impact of age on (inter-firm) job mobility. In particular, the study answers the following question: how do wage differentials between an actual and a potential job evolve during employees’ working lives? It is shown that changing jobs is less profitable for older workers than it is for younger ones. However, the analysis also demonstrates that the wage differential between jobs cannot explain the whole mobility advantage of younger employees.
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Zu alt für einen Wechsel? Zum Zusammenhang von Alter, Lohndifferentialen und betrieblicher Mobilität
Lutz Schneider
IWH Discussion Papers,
No. 1,
2007
Abstract
Due to the well known fact of a reduced mobility of older employees the workforce aging will have strong consequences for job mobility in Germany. On the basis of the IAB-Beschäftigtenstichprobe (IABS) the subsequent article analyzes the impact of age on (inter-firm) job mobility. In particular the study answers the question, how wage differentials of a potential job change evolve during the working life span. It is shown, that a job change is less profitable for old than for young workers. However the analysis also demonstrates, that the wage differentials of job changes cannot explain the whole mobility advantage of younger employees.
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Threshold for employment and unemployment. A spatial analysis of German RLM's 1992-2000
Christian Dreger, Reinhold Kosfeld
External Publications,
2006
Abstract
Changes in production and employment are closely related over the course of the business cycle. However, as exemplified by the laws of Verdoorn (1949, 1993) and Okun (1962, 1970), thresholds seem to be present in the relationship. Due to capacity reserves of the firms, output growth must exceed certain levels for the creation of new jobs or a fall in the unemployment rate. While Verdoorn's law focuses on the growth rate of output sufficient for an increase in employment, in Okun's law, the fall in the unemployment rate becomes the focus of attention. In order to assess the future development of employment and unemployment, these thresholds have to be taken into account. They serve as important guidelines for policymakers. In contrast to previous studies, we present joint estimates for both the employment and unemployment threshold. Due to demographic patterns and institutional settings on the labour market, the two thresholds can differ, implying that minimum output growth needed for a rise in employment may not be sufficient for a simultaneous drop in the unemployment rate. Second, regional information is considered to a large extent. In particular, the analysis is carried out using a sample of 180 German regional labour markets, see Eckey (2001). Since the cross-sections are separated by the flows of job commuters, they correspond to travel-to-work areas. Labour mobility is high within a market, but low among the entities. As the sectoral decomposition of economic activities varies across the regions, the thresholds are founded on a heterogeneous experience, leading to more reliable estimates.The contribution to the literature is twofold. First, to the best of our knowledge, no previous paper has investigated a similar broad regional dataset for the German economy as a whole before. By using a panel dataset, information on the regional distributions around the regression lines as well as theirs positional changes is provided for each year. Second, the methods applied are of new type. They involve a mixture of pooled and spatial econometric techniques. Dependencies across the regions may result from common or idiosyncratic (region specific) shocks. In particular, the eigenfunction decomposition approach suggested by Griffith (1996, 2000) is used to identify spatial and non-spatial components in regression analysis. As the spatial pattern may vary over time, inference is conducted on the base of a spatial SUR model. Due to this setting, efficient estimates of the thresholds are obtained. With the aid of a geographic information system (GIS) variation of the spatial components can be made transparent. With Verdoorn’s and Okun’s law the figures show some significant patterns become obvious over time. In respect to Verdoorn’s law, for instance, a stripe of high values in the north-western part from Schleswig-Holstein via Lower Saxony and North Rhine Westfalia to Rhineland Palatinate is striking in all years but 1994 and 1995. In most periods the spatial component is likewise concentrated in Saxony. Clusters of low values can be found in northern Bavaria and, in some periods, in Thüringen and Mecklenburg-Vorpommern. Other parts of Germany appear to be more fragmented consisting of relative small clusters of low, medium and high values of the spatial component. With Okun’s law some changing spatial patterns arise. In all, spatially filtering provides valuable insights into the spatial dimensions of the laws of Verdoorn and Okun.
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