Betriebe und Frühverrentung: Angebote, die man nicht ablehnt

Bellmann, Lutz; Janik, Florian

doi:10.1007/s12651-009-0023-9

Cited by 9 publications

(5 citation statements)

References 19 publications

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“…Despite the upper ceiling of 50 years of age that we have imposed, this result is most likely driven by the drop‐out of older workers to early retirement. In particular during the early years of the period of observation, which spans the years between 1999 and 2009, legal regulations still foresaw substantial room for early retirement under certain circumstances (Bellmann & Janik, ; Bonin, ).…”

Section: Resultsmentioning

confidence: 99%

Opportunities and competition in thick labor markets: Evidence from plant closures

Haller

Heuermann

2019

Journal of Regional Science

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Since Marshall (1890), it has been widely held in urban economic theory that cities insure workers against the risk of unemployment by offering a larger pool of potential jobs. Using a large administrative panel data set on workers displaced as a result of plant closures, we examine whether positive effects from a higher urban job density are offset by more intense competition between workers. When controlling for the sorting of workers between regions, we find robust evidence that the effect of job competition on unemployment duration exceeds that of job opportunities in absolute value. Our results put the idea of urban risk‐sharing into perspective and provide an explanation for observed longer unemployment durations in cities.

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Section: Resultsmentioning

confidence: 99%

Opportunities and competition in thick labor markets: Evidence from plant closures

Haller

Heuermann

2019

Journal of Regional Science

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“…Gleichwohl können die Arbeitsmarktchancen Älterer auch cycle contracts. As industrial relations also influence the firms' use of early retirement programs (Bellmann and Janik 2010), it would be interesting to examine their specific role in the possible link between early retirement and deferred compensation.…”

Section: Discussionmentioning

confidence: 99%

The hiring and employment of older workers in Germany: a comparative perspective

Heywood

Jirjahn

2015

J Labour Market Res

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This paper focuses on the German labor market for older workers. It does so in comparison with other countries and with a unique focus on the role of employer incentives for retaining and hiring older workers. It argues that while employment of older German workers has improved due to changes in government policy, the labor market for older workers remains characterized by far less mobility and opportunity. While we recognize the potential explanations of reduced productivity and age discrimination, we review evidence pointing to the importance of life-cycle contracts (Hutchens, J Lab Econ, 4, 439–457, 1986; Lazear, J Polit Economy, 87, 1261–1284, 1979). These contracts can be efficient but typically imply that older workers will have difficulty being re-hired into career jobs after separation. We suggest that attempts to reduce or eliminate such life-cycle contracts are likely to be counter-productive but suggest how other countries, particularly Japan, have dealt with this issue.

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“…Previous research on labor demand effects in retirement has been scarce. Bartel and Sicherman (1993), Bello and Galasso (2014) and Bellmann and Janik (2010) explore the role of technology and trade shocks on retirement. The role of seniority wage profiles in retirement decisions has not been studied before.…”

Section: Differentiating Between Voluntary and Involuntary Retirementmentioning

confidence: 99%

Seniority wages and the role of firms in retirement

Frimmel¹,

Horvath

Schnalzenberger³

et al. 2018

Journal of Public Economics

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In general, retirement is seen as a pure labor supply phenomenon, but firms can have strong incentives to send expensive older workers into retirement. Based on the seniority wage model developed by Lazear (1979), we discuss steep seniority wage profiles as incentives for firms to dismiss older workers before retirement. Conditional on individual retirement incentives, e.g., social security wealth or health status, the steepness of the wage profile will have different incentives for workers as compared to firms when it comes to the retirement date. Using an instrumental variable approach to account for selection of workers in our firms and for reverse causality, we find that firms with higher labor costs for older workers are associated with lower job exit age.

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Betriebe und Frühverrentung: Angebote, die man nicht ablehnt

Cited by 9 publications

References 19 publications

Opportunities and competition in thick labor markets: Evidence from plant closures

Opportunities and competition in thick labor markets: Evidence from plant closures

The hiring and employment of older workers in Germany: a comparative perspective

Seniority wages and the role of firms in retirement

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