Wage and Employment Effects of Insolvencies
Wage and employment effects of bankruptcies Although the consequences of bankruptcies for affected employees are frequently debated in the public (e.g. due to the bankruptcy of…
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Evaluation of the InvKG and the federal STARK programme
Evaluation of the InvKG and the federal STARK programme InvKG = Coal Regions Investment Act STARK = Strengthening the Transformation Dynamics and Awakening in the Coalfields and…
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Stock of fixed assets
Stock of fixed assets Gross fixed capital formation Gross fixed capital formation includes the purchase of permanent and reproducible fixed assets as well as created fixed assets…
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Projects
Our Projects 07.2022 ‐ 12.2026 Evaluation of the InvKG and the federal STARK programme On behalf of the Federal Ministry of Economics and Climate Protection, the IWH and the RWI…
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Gross domestic product
Gross domestic product Gross domestic product (GDP) includes the value of all goods and services produced in an economic area during a specific period of time. It is defined as an…
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Robots, Occupations, and Worker Age: A Production-unit Analysis of Employment
Liuchun Deng, Steffen Müller, Verena Plümpe, Jens Stegmaier
IWH Discussion Papers,
No. 5,
2023
Abstract
We analyse the impact of robot adoption on employment composition using novel micro data on robot use in German manufacturing plants linked with social security records and data on job tasks. Our task-based model predicts more favourable employment effects for the least routine-task intensive occupations and for young workers, with the latter being better at adapting to change. An event-study analysis of robot adoption confirms both predictions. We do not find adverse employment effects for any occupational or age group, but churning among low-skilled workers rises sharply. We conclude that the displacement effect of robots is occupation biased but age neutral, whereas the reinstatement effect is age biased and benefits young workers most.
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Uncovered Workers in Plants Covered by Collective Bargaining: Who Are They and How Do They Fare?
Boris Hirsch, Philipp Lentge, Claus Schnabel
British Journal of Industrial Relations,
No. 4,
2022
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.
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Organised Labour, Labour Market Imperfections, and Employer Wage Premia
Sabien Dobbelaere, Boris Hirsch, Steffen Müller, Georg Neuschäffer
IWH Discussion Papers,
No. 20,
2022
published in: ILR Review
Abstract
This paper examines how collective bargaining through unions and workplace co-determination through works councils relate to labour market imperfections and how labour market imperfections relate to employer wage premia. Based on representative German plant data for the years 1999–2016, we document that 70% of employers pay wages below the marginal revenue product of labour and 30% pay wages above. We further find that the prevalence of wage mark-downs is significantly smaller when organised labour is present and that the ratio of wages to the marginal revenue product of labour is significantly bigger. Finally, we document a close link between labour market imperfections and mean employer wage premia, that is wage differences between employers corrected for worker sorting.
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Die Ost-West-Produktivitätslücke: Die Rolle von Produktspezialisierung, Produktpreisunterschieden und physischer Produktivität
Matthias Mertens, Steffen Müller
Wirtschaft im Wandel,
No. 1,
2022
Abstract
Auch 30 Jahre nach der Deutschen Vereinigung erreicht die ostdeutsche Wirtschaft nur 82% der westdeutschen Arbeitsproduktivität. Dieser Unterschied in der gesamtwirtschaftlichen Arbeitsproduktivität steht in engem Zusammenhang mit vielen wirtschaftlichen und gesellschaftlichen Problemen, denen Ostdeutschland heute gegenübersteht. Auf Basis differenzierter Daten zu den einzelnen Produkten, die Firmen im deutschen Verarbeitenden Gewerbe herstellen, untersuchen wir in diesem Beitrag, wie sich ost- und westdeutsche Firmen bezüglich Produktspezialisierung, Produktpreisen und technischer Effizienz unterscheiden. Wir zeigen auf, dass der Osten – entgegen der Hypothese der „verlängerten Werkbank“ – nicht aufgrund einer Spezialisierung auf Vorprodukte weniger produktiv als der Westen ist. Obwohl Ostprodukte zu deutlich geringeren Preisen verkauft werden, können auch Preisunterschiede zwischen Ost- und Westfirmen den Produktivitätsrückstand nicht erklären. Stattdessen sind Faktoren, welche die physische Produktivität (technische Effizienz) von Unternehmen beeinflussen, entscheidend, um den Produktivitätsrückstand auf Unternehmensebene zu erklären.
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Kommentar: Weniger Krisenmodus und wieder mehr Wettbewerb, bitte!
Steffen Müller
Wirtschaft im Wandel,
No. 4,
2021
Abstract
Ende November kam die frohe Kunde aus Nürnberg: Die Arbeitslosenzahlen sind weiter gesunken, sogar den zehnten Monat in Folge. Was auf der einen Seite erfreulich ist, zeigt auf der anderen Seite, dass Arbeitskräftemangel eines der größten Probleme der deutschen Wirtschaft ist.
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