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on German Papers |
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Issue of 2024‒04‒22
fourteen papers chosen by Roberto Cruccolini, Ludwig-Maximilians Universität München |
| By: | Hinz, Thomas; Marczuk, Anna; Multrus, Frank |
| Abstract: | Nach dem Angriff der Hamas auf Israel und der militärischen Reaktion Israels stieg die Anzahl antisemitischer Vorfälle in Deutschland deutlich an - etlichen Berichten zufolge auch an Hochschulen. Medien berichten über israelfeindliche Stimmungen, jüdische Studierende werden bedroht und angegriffen. Gefördert durch das BMBF, führte die AG Hochschulforschung der Universität Konstanz im Dezember 2023 eine Umfrage unter Studierenden durch, um in der aktuellen Situation das Meinungsklima zum Krieg in Israel und im Gazastreifen, die Protestbereitschaft in Deutschland, die Wahrnehmung von Antisemitismus in Gesellschaft und Hochschule und schließlich antisemitische Haltungen unter Studierenden abschätzen zu können. Teilgenommen haben über 2.000 Personen, die im Wintersemester 2023/24 an deutschen Hochschulen eingeschrieben waren. Die Resultate können mit Ergebnissen einer zeitgleich durchgeführten Bevölkerungsumfrage verglichen werden. |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:cexwps:287736&r=ger |
| By: | Milling, Marc |
| Abstract: | Der vorliegende Aufsatz betrachtet die vertiefende Integration des Human Resource Managements (HRM) in die strategische Ausrichtung von Unternehmen. Hierbei wird ein Modell vorgestellt, das HRM als wichtigen Datenanalysten zwischen der externen Unternehmensumwelt und den internen Strukturen positioniert. Durch den Einsatz von fortlaufendem Data-Mining und Data-Analytics soll HRM in der Lage sein, Veränderungen und Schwerpunktverschiebungen in den Stellenprofilen des Wettbewerbsumfelds frühzeitig zu erkennen. Die Ergebnisse dieser Analyse können dann mit den internen Bedarfen abgeglichen werden, um Szenarien zu entwickeln, die es dem Management ermöglichen, strategische Anpassungsentscheidungen vorausschauend zu treffen. Dieser Ansatz basiert auf dem Konzept des Micro-Futuring, das Unternehmen dazu befähigt, sich präadaptiv zu entwickeln und zu positionieren. Durch eine frühzeitige Identifizierung und proaktive Reaktion auf Markttrends und Veränderungen können Unternehmen ihre Wettbewerbsfähigkeit stärken und langfristigen Erfolg sicherstellen. |
| Keywords: | Micro-Futuring, HRM Data-Mining, Präadaptive Unternehmensentwicklung, Funkitonale HRM Erweiterung, Daten-Ökosystem, Strategischer Anbindung HRM - C-Level |
| JEL: | M |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:esprep:289206&r=ger |
| By: | Krzywdzinski, Martin; Domański, Bolesław; Guga, Ştefan; Gwosdz, Krzysztof; Kubisa, Julia; Lukáčová, Katarína; Martišková, Monika; Meszmann, Tibor; Petr Pavlínek, Petr; Rakowska, Katarzyna; Szalavetz, Andrea |
| Abstract: | Die Transition zur Elektromobilität verläuft in Mittelost- und Südosteuropa langsamer als in Deutschland; zugleich wachsen Länder wie Polen und Ungarn zu wichtigen Komponentenstandorten für Elektromobilität heran. Daher werden durch die Transition mittelfristig keine negativen Beschäftigungseffekte erwartet, allerdings bleiben die Handlungsbedingungen für Gewerkschaften schwierig. Bei der Organisierung der Automobilzuliefererindustrie gibt es nur geringe Erfolge und die Koordination von Gewerkschaften innerhalb der Automobilzulieferbranche bleibt eher schwach. |
| Keywords: | Automobilindustrie, Automobilzulieferer, Automobilzulieferbranche, Verbrennungsmotor |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:hbsfof:289444&r=ger |
| By: | Heining, Jörg (Institute for Employment Research (IAB), Nuremberg, Germany); Jahn, Daniel (Institute for Employment Research (IAB), Nuremberg, Germany); Körner, Konstantin (Institute for Employment Research (IAB), Nuremberg, Germany); Rossen, Anja (Institute for Employment Research (IAB), Nuremberg, Germany); Teichert, Christian (Institute for Employment Research (IAB), Nuremberg, Germany); Weyh, Antje (Institute for Employment Research (IAB), Nuremberg, Germany) |
| Abstract: | "The subdued economic development continues to slow down labor market dynamics. While employment is no longer rising across all federal states, unemployment is increasing everywhere. In major cities, both employment and unemployment are rising most significantly." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | IAB-Open-Access-Publikation |
| Date: | 2024–04–05 |
| URL: | http://d.repec.org/n?u=RePEc:iab:iabkbe:202408&r=ger |
| By: | Dohmen, Thomas (Universität Bonn ; IZA); Kleifgen, Eva (Institute for Employment Research (IAB), Nuremberg, Germany ; Universität Maastricht); Künn, Steffen (Universität Maastricht ; IZA); Stephan, Gesine (Institute for Employment Research (IAB), Nuremberg, Germany ; FAU) |
| Abstract: | "Labour markets are changing and hence, it is generally required to continuously invest into life-long learning and, possibly, re-train. For workers it is important to have clear information on career options within and beyond their current occupation available. In this regard, the Federal Employment Agency (BA) offers a broad careers advice system (BBiE) and has – as part of the BBiE – also developed the online tool New Plan. New Plan is designed to help workers make progress in their careers, recognize their own strengths and find new perspectives. The tool consists of three sections: "Test opportunities", "Be inspired" and "Seek further training". The section on occupational inspiration provides occupation-based comprehensive information on professional reorientation. This research report presents the results of an online survey among employees and recipients of unemployment benefits. Among other things, the survey asked whether workers were aware of and used the New Plan tool, were interested in professional development and felt well informed about their wage and employment opportunities. The report also examines whether people answered these questions differently if they had previously received an information letter about the New Plan tool. In June 2022, persons were invited to take part in the survey who in January 2022 belonged to one of the following four groups: full-time employees subject to social security contributions (including those in unskilled jobs), full-time employees subject to social security contributions in unskilled jobs, recipients of unemployment benefit (including those without a vocational qualification), and recipients of unemployment benefit without a vocational qualification. The sample analyzed in this report comprises roughly 4, 400 people. The results show that a significantly lower share of employees compared to workers with (previous) unemployment benefit receipt were aware of the New Plan online tool – without a prior information letter, the proportions were about 2 percent and 11 percent, respectively. Extrapolated to the actual population as a whole, this means that around 550, 000 full-time employees and 90, 000 recipients of unemployment benefit were aware of New Plan. The level of awareness of New Plan increases significantly for people who previously received an information letter – among full-time employees and unemployment benefit recipients, the level of awareness increases by 14 percentage points. Only a very small share of full-time employees without a prior information letter (0.3 percent) reported to have looked at New Plan. Among the workers with unemployment benefit receipt the share is 8 percent. Extrapolated to the above-mentioned actual populations, this means that around 63, 000 full-time employees and 61, 000 unemployment benefit recipients had, at least once, looked at New Plan. Again, the information letter sent out beforehand increased the shares of respondents who had already looked at the tool by around 10 percentage points. The survey also shows that full-time employees – about two third – were slightly less interested in professional development compared to recipients of unemployment benefit – about three quarters. However, with a high level of interest overall, there were only minor differences between workers with and without a previous information letter. Finally, more than 50 percent of the full-time employees felt well informed about their earning opportunities and – to a slightly greater extent – about their employment opportunities. More than 50 percent of unemployment benefit recipients also felt (rather) well informed, again with only slight differences between those with and without a previous information letter." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | Bundesrepublik Deutschland ; IAB-Open-Access-Publikation ; Auswirkungen ; Berufsaussichten ; Berufsberatung ; Berufswechsel ; Berufswegplanung ; Beschäftigungsalternative ; Bundesagentur für Arbeit ; Erwerbstätige ; Inanspruchnahme ; Informationsangebot ; Integrierte Erwerbsbiografien ; Kompetenzbewertung ; Lohnhöhe ; online ; Psychodiagnostik ; Stellenangebot ; Arbeitslose ; Arbeitsmarktchancen ; Zufriedenheit ; Weiterbildungsberatung ; 2022-2022 |
| Date: | 2024–02–07 |
| URL: | http://d.repec.org/n?u=RePEc:iab:iabfob:202401&r=ger |
| By: | Baderschneider, Ariane (Forschungsinstitut Betriebliche Bildung (f-bb)); Bonin, Holger (IHS - Institute for Advanced Studies, Vienna); Boockmann, Bernhard (Institut für Angewandte Wirtschaftsforschung (IAW)); Caliendo, Marco (University of Potsdam); Fischer, Andreas M.; Gensicke, Miriam (Kantar Public); Hecker, Kristin (Forschungsinstitut Betriebliche Bildung (f-bb)); Hartmann, Josef (Kantar Public); Isphording, Ingo E. (IZA); Krause-Pilatus, Annabelle (IZA); Kugler, Philipp (Institut für Angewandte Wirtschaftsforschung (IAW)); Mahlstedt, Robert (University of Copenhagen); Pabst, Christopher (Forschungsinstitut Betriebliche Bildung (f-bb)); Pfeiffer, Iris (Forschungsinstitut Betriebliche Bildung (f-bb)); Sackmann, Rosemarie (Forschungsinstitut Betriebliche Bildung (f-bb)) |
| Abstract: | Forschungsbericht im Auftrag des Bundesministeriums für Arbeit und Soziales (242 Seiten) |
| Date: | 2024–03–27 |
| URL: | http://d.repec.org/n?u=RePEc:iza:izarrs:142&r=ger |
| By: | Achatz, Juliane (Institute for Employment Research (IAB), Nuremberg, Germany); Bauer, Frank (Institute for Employment Research (IAB), Nuremberg, Germany); Bennett, Jenny (ISG); Bömmel, Nadja (Institute for Employment Research (IAB), Nuremberg, Germany); Coban, Mustafa (Institute for Employment Research (IAB), Nuremberg, Germany); Dietz, Martin (Institute for Employment Research (IAB), Nuremberg, Germany); Englert, Kathrin (IAB); Fuchs, Philipp (ISG); Gellermann, Jan F. C. (Institute for Employment Research (IAB), Nuremberg, Germany); Globisch, Claudia (Institute for Employment Research (IAB), Nuremberg, Germany); Hülle, Sebastian (Institute for Employment Research (IAB), Nuremberg, Germany); Kasrin, Zein (Institute for Employment Research (IAB), Nuremberg, Germany); Kupka, Peter (Institute for Employment Research (IAB), Nuremberg, Germany); Nivorozhkin, Anton (Institute for Employment Research (IAB), Nuremberg, Germany); Osiander, Christopher (Institute for Employment Research (IAB), Nuremberg, Germany); Pohlan, Laura (Institute for Employment Research (IAB), Nuremberg, Germany); Promberger, Markus (Institute for Employment Research (IAB), Nuremberg, Germany); Raab, Miriam (Institute for Employment Research (IAB), Nuremberg, Germany); Ramos Lobato, Philipp (Institute for Employment Research (IAB), Nuremberg, Germany); Schels, Brigitte (Institute for Employment Research (IAB), Nuremberg, Germany); Schiele, Maximilian (Institute for Employment Research (IAB), Nuremberg, Germany); Trappmann, Mark (Institute for Employment Research (IAB), Nuremberg, Germany); Tübbicke, Stefan (Institute for Employment Research (IAB), Nuremberg, Germany); Wenzig, Claudia (Institute for Employment Research (IAB), Nuremberg, Germany); Wolff, Joachim (Institute for Employment Research (IAB), Nuremberg, Germany); Zabel, Cordula; Zins, Stefan (Institute for Employment Research (IAB), Nuremberg, Germany) |
| Abstract: | "Despite the decline in unemployment in recent years, long-term unemployment remains a major challenge for the German labour market. In response, two further labour market programmes – ‘Integration of the long-term unemployed’ (section 16e of Book II of the German Social Security Code (SGB II)) and ‘Participation in the labour market’ (section 16i SGB II) – were introduced in 2019. Both provide wage subsidies for employers who hire people covered by the programmes, which are open to employers in the private, public and non-profit sectors. Both programmes target beneficiaries who are furthest from the labour market. The subsidised employment is intended to boost the beneficiaries’ social participation, employability and employment opportunities. The Institute for Employment Research (IAB) evaluated the use and impact of the programmes between 2019 and 2023. As unemployment and claiming benefit become more entrenched, the two programmes address one of the main challenges of labour market policy: basic income support for jobseekers. The findings presented in this report indicate that both programmes are effectively addressing this challenge, and therefore represent an important reform of labour market policy. This assessment is based on the key findings of the evaluation outlined below: - The statutory access criteria for both programmes are met almost without exception, but relevant subgroups – in particular women and people without vocational qualifications – are underrepresented among the participants. - ‘Participation in the labour market’ (section 16i SGB II) reliably reaches the target group of beneficiaries who are furthest from the labour market. In the case of ‘Integration of the long-term unemployed’ (section 16e SGB II), a certain positive selection bias can be identified within the group of those formally entitled to support. - The coaching programme reaches a large proportion of those receiving support and is widely accepted, however its implementation could be improved. - Both measures have a positive effect on the participants’ employability and social integration, and on other subjective indicators. - ‘Integration of the long-term unemployed’ has a surprisingly strong positive effect on the participants’ employment opportunities. - No undesirable side-effects, such as ‘deadweight losses’ or the substitution of regular employment, have been identified. However, the observation period for the analyses is still comparatively short. The extent to which the effects on social participation, employability and – in the case of ‘Integration of the long-term unemployed’ – employment opportunities persist over a longer period of time has yet to be empirically ascertained. This is also true of the effects of ‘Participation in the labour market’ on the transition to unsubsidised employment. Due to the significantly longer duration of support compared to section 16e SGB II, the majority of the participants in the reviewed sample are still on the programme. As a consequence, there have not been enough transitions into the labour market yet for the net effects to be measurable. The research results suggest only minor changes to the legal structure of the two programmes are necessary, although some findings suggest the need for adjustments to the programmes’ implementation. These include changes to the way that job centres allocate beneficiaries, which so far has been insufficient to counteract the underrepresentation of certain subgroups of beneficiaries on the programme, and fundamental adjustments to coaching. For example, coaching should begin as early as the initial phase and continue throughout the employment phase, and staff changes should be avoided wherever possible. More attention should also be paid to the participants’ employment prospects. Otherwise, the participants’ social participation is likely to decline again, and with it the return on the investment in the programmes. All in all, the research results show that the programmes are effective and have substantially improved the support of beneficiaries who are furthest from the labour market. Consequently, the evaluation’s results support retaining both programmes. From a scientific point of view, they also demonstrate that the policy decision to permanently establish the programme in accordance with section 16i SGB II was the right one to take. Given the tendency for unemployment to become entrenched among a significant proportion of those entitled to basic income support for jobseekers, the measures will remain indispensable in the future." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | IAB-Open-Access-Publikation |
| Date: | 2024–03–22 |
| URL: | http://d.repec.org/n?u=RePEc:iab:iabfob:202404&r=ger |
| By: | Enste, Dominik; Potthoff, Jennife |
| Abstract: | Weltweit ist fast jedes zweite Unternehmen von Wirtschaftskriminalität betroffen. Neben einem Vertrauensverlust und Reputationsschäden führt Wirtschaftskriminalität zu finanziellen Einbußen und erheblichem Mehraufwand für Ermittlungen, Folge- und Präventionsmaßnahmen. Zur Reduktion von wirtschaftskriminellen Handlungen bedarf es verschiedener Ansätze: Es sollten vor allem präventive Vorkehrungen getroffen werden, beispielsweise durch die Etablierung eines Wertemanagementsystems. Das Thema Wirtschaftsethik sollte Gegenstand von Führungskräfteausbildungen sein, um die Basis für integres Wirtschaften zu legen. Außerdem sollten interne Anlaufstellen im Betrieb eingerichtet werden da diese es den Mitarbeitenden ermöglichen auf wirtschaftskriminelles Verhalten zu reagieren, beispielsweise indem sie illegale Aktivitäten durch Whistleblowing-Programme melden können. Ergänzend dazu können Unternehmen auf Nudges wie Reminder zurückgreifen, um es den Mitarbeitenden so leicht wie möglich zu machen, sich integer zu verhalten. Neben verhaltensbezogenen Ansätzen muss auch die Sicherheit durch technische Maßnahmen gewährleistet werden, um sich vor externen Gefahren abzusichern. Da Unternehmen einem ständigen Wandel mit neuen Sicherheitslücken ausgesetzt sind, gilt es die technologischen wie auch verhaltensbezogenen Maßnahmen regelmäßig auf ihre Wirksamkeit zu überprüfen und die Bekämpfung von Wirtschaftskriminalität als kontinuierlichen Prozess zu verstehen. |
| Abstract: | Almost every second company worldwide is affected by white-collar crime. In addition to a loss of trust and a damage of reputation, white-collar crime leads to financial losses and considerable additional costs for investigations, follow-up, and prevention measures. Various approaches are required to reduce white-collar crime: Above all, preventive precautions should be taken, for example by establishing a value management system. The topic of business ethics should be part of management training courses to lay the foundations for operating with integrity. Internal contact points should also be set up within the company as these enable employees to react to white-collar crime, for example by reporting illegal activities through whistleblowing programs. Companies can also use nudges such as reminders to make it as easy as possible for employees to behave with integrity. In addition to behavioral approaches, security must also be ensured through technical measures to protect against external threats. As companies are subject to constant change with new security vulnerabilities, it is important to regularly review the effectiveness of both technological and behavioral measures and to consider the fight against white-collar crime as a continuous process. |
| JEL: | K42 D91 H26 D73 |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:iwkrep:289458&r=ger |
| By: | Knize, Veronika (Institute for Employment Research (IAB), Nuremberg, Germany); Wolf, Markus (Institute for Employment Research (IAB), Nuremberg, Germany) |
| Abstract: | "This study analyses the question how diverse active labour market policy measures affect the employment probability and the employment quality of young adults receiving welfare benefits. We measure the outcomes over five years after the beginning of participation in the measure. As for the employment quality outcome, we define an indicator based on the monthly income from employment subject to social security contributions. The results of this study show that in-firm training and classroom training not only increase young adult’s employment chances, but also their employment quality. In contrast, an employment scheme in the public sector has negative effects on both outcomes." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | IAB-Open-Access-Publikation |
| Date: | 2024–03–25 |
| URL: | http://d.repec.org/n?u=RePEc:iab:iabkbe:202407&r=ger |
| By: | Artmann, Elisabeth (Institute for Employment Research (IAB), Nuremberg, Germany) |
| Abstract: | "Single parents have to manage the double burden of providing for their family and caring for children without the support of a partner in the household, and are therefore considered to be a population group with special social policy needs. In 2022, about one third of single-parent households with minor children were dependent on unemployment benefit II, while only 6.3 per cent of couple households with minor children received benefits. This research report therefore uses survey data from the panel "Labour Market and Social Security" for the years 2008 to 2021 to examine descriptively how single mothers are supported by job centers compared to mothers and fathers in couple households, what support and counselling services they receive and how they rate the job centers’ support. Only unemployment benefit II recipients who are not employed subject to social security contributions are included in the analysis. A comparison of the three groups of parents first shows that single mothers have on average fewer and older children than parents in couple households. In addition, a high share of all three groups of parents does not have professional qualifications, whereby this share is somewhat lower for single mothers. Recipients of unemployment benefit II are obliged to look for work in order to reduce or end their benefit receipt. However, there are several exceptions to this obligation. Overall, single mothers significantly more often state that they are required to search for a job compared to mothers in couple households, but less often compared to fathers. The age of the youngest child plays an important role here, as job centre support for single parents is similar to that for mothers in couple households when there is a young child to look after, but similar to that for fathers when the youngest child is at least three to five years old. Over the observation period, the proportion of parents required to look for work has declined for all groups, which may be due to the changing composition of benefit recipients. In the survey waves up to 2020, only a small share of parents has no contact to the job center and the majority of parents with a job search obligation receive counselling from the job center regarding their personal and work situation. In the wave surveyed in 2021, the effects of the Covid-19-pandemic are evident, as the proportion of individuals without contact to the job center rises sharply for all groups of parents, and the counselling incidence also drops. If the respondents indicate that they are exempt from job search obligations, the majority of mothers cite childcare responsibilities as the reason. For fathers in couple households, the most common reasons for an exemption are health restrictions and training. Looking at the support services provided by job center staff to jobseeking benefit claimants shows that single mothers receive similar, and in some cases more intensive support than parents in couple households. Compared to mothers in couple households, they are significantly more likely to be offered a job that is subject to social security contributions or training, as well as activation or placement vouchers; compared to fathers, they are more likely to be offered a minijob. In contrast, fathers are more likely than (single) mothers to be offered further education, retraining and integration or German courses, although this could partly be due to fathers’ greater need for (language) support. Job center staff can also refer benefit recipients to external counselling services if these are necessary for employment integration. Of the three types of counselling services considered, the greatest need among single mothers and parents in couple households is for a health assessment and for debt counselling, while the need for addiction counselling is low. For all groups of parents, but in particular for fathers, the proportion of individuals with an unmet need for counselling slightly exceeds the proportion of parents that received the respective counselling. Overall, all three groups of parents rate the support provided by job center staff as rather trustful and cooperative. However, they tend to not have the impression that they are being helped to develop a new perspective and also tend to disagree with the statement that they had conversations regarding the improvement of their labour market prospects. (Single) mothers show significantly lower approval ratings for these items than fathers, which might be because they are more often exempt from the job search obligation." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | Bundesrepublik Deutschland ; IAB-Open-Access-Publikation ; Auswirkungen ; Beschäftigungseffekte ; Beschäftigungsentwicklung ; Rechtsanspruch ; Betriebsgröße ; Schwellenwert ; IAB-Betriebs-Historik-Panel ; Reformpolitik ; IAB-Stellenerhebung ; Teilzeit- und Befristungsgesetz ; Teilzeitarbeit ; IAB-Haushaltspanel ; Arbeitszeitverkürzung ; 2014-2021 |
| Date: | 2024–03–06 |
| URL: | http://d.repec.org/n?u=RePEc:iab:iabfob:202403&r=ger |
| By: | Gürtzgen, Nicole (Institute for Employment Research (IAB), Nuremberg, Germany ; Univ. Regensburg) |
| Abstract: | "Since the introduction of temporary part-time work on 1 January 2019, employees have been entitled to reduce their contractual working hours for a limited period of time and then resume their originally agreed working hours. The results of this report show that the reform was not associated with major changes in part-time employment in companies whose employees were entitled to make use of such temporary working time reductions. In our analysis, we define establishments that were not affected by the reform as those that belong to companies with up to 45 employees, while affected establishments are part of companies with more than 45 and up to 200 employees. Establishments that are part of larger companies with more than 200 employees were also affected by the reform, but are not considered here for the sake of poorer comparability. A comparison of part-time rates in establishments that were affected by the reform and those that were not shows that over the entire observation period from 2014 to 2021, part-time rates in non-affected establishments were higher than in affected establishments. This pattern has not changed after the introduction of temporary part-time work came into force in 2019. With the onset of the Covid-19 recession, establishments experienced a slightly lower increase in part-time employment. The lower increase can be observed both in affected establishments (i.e., those belonging to companies with more than 45 and up to 200 employees) and in smaller establishments that are exempt from the regulations. However, the post-reform slow-down of the increase in part-time employment appears to have been slightly lower in affected establishments. A causal interpretation of these results if limited by the fact that, especially for the years 2020 and 2021, it is generally hard to disentangle reform-induced effects on part-time employment from Covid-19 related shocks. Overall, our findings suggest that for an establishment with 200 employees the increase in the number of part-time employees over the post-reform relative to the pre-reform period is on average 1 person higher than in establishments that were not affected by the reform. However, this increase is too small to help ensure that part-time shares in affected establishments can keep pace with the higher shares of non-affected establishments. A mandatory restriction, which stipulates an upper limit of temporary working time reductions in companies with more than 45 and up to 200 employees, cannot plausibly explain this small change. Another explanation could be that individual take-up is low as the current rules are perceived as too inflexible. For example, according to the current regulation employees can apply for temporary part-time work for a minimum of one year and for a maximum of 5 years. In addition, it is not possible to return to the originally agreed working hours during the requested period. Moreover, the negligible effects on part-time shares observed during the Covid-19 recession may also reflect that workers may have shown greater reluctance to reduce their working hours during this period. The question of whether the reform has increased the share of part-time work during the economic recovery after the recession is left for future research." (Author's abstract, IAB-Doku) ((en)) |
| Keywords: | Bundesrepublik Deutschland ; IAB-Open-Access-Publikation ; Auswirkungen ; Beschäftigungseffekte ; Beschäftigungsentwicklung ; Rechtsanspruch ; Betriebsgröße ; Schwellenwert ; IAB-Betriebs-Historik-Panel ; IAB-Betriebs-Historik-Panel ; Reformpolitik ; IAB-Stellenerhebung ; IAB-Stellenerhebung ; Teilzeit- und Befristungsgesetz ; Teilzeitarbeit ; Arbeitszeitverkürzung ; 2014-2021 |
| Date: | 2024–02–28 |
| URL: | http://d.repec.org/n?u=RePEc:iab:iabfob:202402&r=ger |
| By: | Virginia Sondergeld; Katharina Wrohlich |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:diw:diwddc:dd106&r=ger |
| By: | Liedtke, Falk |
| Abstract: | In the 1910s and 1920s, the major Berlin private banks created extensive branch networks. Among them the Commerzbank stood out in particular, building up the second-largest branch network by the mid-1920s. However, the expansion was plagued by problems from the outset. Until the 1930s, Commerzbank was only moderately successful in implementing its business strategies in the new branches. The organization of the customer lending business in particular was burdened by arbitrary and often risky business decisions by the branches, which ultimately contributed significantly to the bank's liquidity problems during the banking crisis of 1931. The risky branch business was directly linked to the aggressive expansion strategies of the major Berlin banks, whose rapidly growing number of branches competed with each other in an increasingly crowded market in the 1920s. An examination of the surviving sources from Commerzbank's branch business reveals an instrumentalization of the customer lending business, whereby an increasing willingness to take risks in lending was used as a tool in competition with a growing number of rival banks. |
| Keywords: | Bank History, Credit, Competition, Financial Crisis History, History ofFinancial Institutions, Lending, Market Structure |
| JEL: | N24 D04 G21 |
| Date: | 2024 |
| URL: | http://d.repec.org/n?u=RePEc:zbw:ibfpps:289478&r=ger |