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.

Boris Hirsch ist Professor für Volkswirtschaftslehre mit dem Schwerpunkt Mikroökonometrie und Politikevaluation an der Leuphana Universität Lüneburg.

Ihr Kontakt

Professor Dr. Boris Hirsch
Professor Dr. Boris Hirsch
Mitglied - Abteilung Strukturwandel und Produktivität
Nachricht senden

Publikationen

cover_british-journal-of-industrial-relations.jpg

Uncovered Workers in Plants Covered by Collective Bargaining: Who Are They and How Do They Fare?

Boris Hirsch Philipp Lentge Claus Schnabel

in: British Journal of Industrial Relations, im Erscheinen

Abstract

Abstract In Germany, employers used to pay union members and non-members in a plant the same union wage in order to prevent workers from joining unions. Using recent administrative data, we investigate which workers in firms covered by collective bargaining agreements still individually benefit from these union agreements, which workers are not covered anymore and what this means for their wages. We show that about 9 per cent of workers in plants with collective agreements do not enjoy individual coverage (and thus the union wage) anymore. Econometric analyses with unconditional quantile regressions and firm-fixed-effects estimations demonstrate that not being individually covered by a collective agreement has serious wage implications for most workers. Low-wage non-union workers and those at low hierarchy levels particularly suffer since employers abstain from extending union wages to them in order to pay lower wages. This jeopardizes unions' goal of protecting all disadvantaged workers.

Publikation lesen

cover_labour-review-of-labour-economics-and-industrial-relations.png

Non-base Compensation and the Gender Pay Gap

Boris Hirsch Philipp Lentge

in: LABOUR: Review of Labour Economics and Industrial Relations, Nr. 3, 2022

Abstract

This paper investigates whether non-base compensation contributes to the gender pay gap (GPG). Using administrative data from Germany, we find in wage decompositions that lower bonus payments to women explain about 10 per cent of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the GPG, particularly in top jobs.

Publikation lesen

cover_journal-of-human-resources.gif

The Urban Wage Premium in Imperfect Labor Markets

Boris Hirsch Elke J. Jahn Alan Manning Michael Oberfichtner

in: Journal of Human Resources, April 2022

Abstract

Using administrative data for West Germany, this paper investigates whether part of the urban wage premium stems from greater competition in denser labor markets. We show that employers possess less wage-setting power in denser markets. We further document that an important part of the observed urban wage premia can be explained by greater competition in denser labor markets.

Publikation lesen

Arbeitspapiere

cover_DP_2022-20.jpg

Organised Labour, Labour Market Imperfections, and Employer Wage Premia

Sabien Dobbelaere Boris Hirsch Steffen Müller Georg Neuschäffer

in: IWH Discussion Papers, Nr. 20, 2022

Abstract

This paper examines how collective bargaining through unions and workplace codetermination through works councils shape labour market imperfections and how labour market imperfections matter for employer wage premia. Based on representative German plant data for the years 1999–2016, we document that employer monopsony involving below competitive wages is far more prevalent than the contrary worker monopoly. We further find a smaller prevalence and intensity of employer monopsony when unions or works councils are present and the opposite for worker monopoly. Finally, we document a close link between labour market imperfections and employer wage premia. The presence and intensity of employer monopsony are associated with a lower level and larger dispersion of premia, whereas more intense worker monopoly is accompanied by a higher level only.

Publikation lesen

cover_tinbergen-institute-dp_2020-081.jpg

Organised Labour, Labour Market Imperfections, and Employer Wage Premia

Sabien Dobbelaer Boris Hirsch Steffen Müller Georg Neuschäffer

in: Tinbergen Institute Discussion Paper, Nr. 81, 2020

Abstract

This paper examines how collective bargaining through unions and workplace co-determination through works councils shape labour market imperfections and how labourmarket imperfections matter for employer wage premia. Based on representative Germanplant data for the years 1999{2016, we document that labour market imperfections arethe norm rather than the exception. Wage mark-downs, that is wages below the marginalrevenue product of labour rooted in employers' monopsony power, are the most prevalentoutcome. We further nd that both types of organised labour are accompanied by asmaller prevalence and intensity of wage mark-downs whereas the opposite holds for wagemark-ups, that is wages above the marginal revenue product of labour rooted in workers'monopoly power. Finally, we document a close link between our production-based labourmarket imperfection measures and employer wage premia. The prevalence and intensityof wage mark-downs are associated with a smaller level and larger dispersion of premiawhereas wage mark-ups are only accompanied by a higher premium level.

Publikation lesen
Mitglied der Leibniz-Gemeinschaft LogoTotal-Equality-LogoWeltoffen Logo