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.

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Professor Dr. Boris Hirsch
Professor Dr. Boris Hirsch
Mitglied - Abteilung Strukturwandel und Produktivität
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Publikationen

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The Urban Wage Premium in Imperfect Labor Markets

Boris Hirsch Elke J. Jahn Alan Manning Michael Oberfichtner

in: Journal of Human Resources, im Erscheinen

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

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Firm Wage Premia, Industrial Relations, and Rent Sharing in Germany

Boris Hirsch Steffen Müller

in: ILR Review, Nr. 5, 2020

Abstract

The authors use three distinct methods to investigate the influence of industrial relations on firm wage premia in Germany. First, ordinary least squares (OLS) regressions for the firm effects from a two-way fixed-effects decomposition of workers’ wages reveal that average premia are larger in firms bound by collective agreements and in firms with a works council, holding constant firm performance. Next, recentered influence function (RIF) regressions show that premia are less dispersed among covered firms but more dispersed among firms with a works council. Finally, in an Oaxaca–Blinder decomposition, the authors find that decreasing bargaining coverage is the only factor they consider that contributes to the marked rise in premia dispersion over time.

Publikation lesen

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Birds, Birds, Birds: Co-worker Similarity, Workplace Diversity and Job Switches

Boris Hirsch Elke J. Jahn Thomas Zwick

in: British Journal of Industrial Relations, Nr. 3, 2020

Abstract

We investigate how the demographic composition of the workforce along the sex, nationality, education, age and tenure dimensions affects job switches. Fitting duration models for workers’ job‐to‐job turnover rate that control for workplace fixed effects in a representative sample of large manufacturing plants in Germany during 1975–2016, we find that larger co‐worker similarity in all five dimensions substantially depresses job‐to‐job moves, whereas workplace diversity is of limited importance. In line with conventional wisdom, which has that birds of a feather flock together, our interpretation of the results is that workers prefer having co‐workers of their kind and place less value on diverse workplaces.

Publikation lesen

Arbeitspapiere

Organised Labour, Labour Market Imperfections, and Employer Wage Premia

Sabien Dobbelaer Boris Hirsch Steffen Müller Georg Neuschäffer

in: Tinbergen Institute Discussion Paper, Nr. 20, 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

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Organised Labour, Labour Market Imperfections, and Employer Wage Premia

Sabien Dobbelaer Boris Hirsch Steffen Müller Georg Neuschäffer

in: IZA Discussion Paper, Nr. 13909, 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

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Organised Labour, Labour Market Imperfections, and Employer Wage Premia

Sabien Dobbelaer Boris Hirsch Steffen Müller Georg Neuschäffer

in: CESifo Working Paper, Nr. 8739, 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
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