Educational mismatch and promotions to managerial positions: a test of the career mobility theory

Grunau, Philipp; Pecoraro, Marco

doi:10.1080/00036846.2016.1213369

Cited by 18 publications

(11 citation statements)

References 38 publications

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“…They explained that the reason is country-specific: the U.S. and Germany have different allocation mechanisms and job mobility is freer in the U.S. than in Germany. Contrary findings from a most recent research by Grunau and Pecoraro (2017), using German administrative data, supported career mobility theory. Applying multinomial logit and Ordinary Least Square (OLS) models, the study found that over-educated workers have a higher likelihood of promotion to managerial positions.…”

Section: Introductioncontrasting

confidence: 96%

Job mismatches and career mobility

Wen

Maani

2018

Applied Economics

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Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author.

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Section: Introductioncontrasting

confidence: 96%

Job mismatches and career mobility

Wen

Maani

2018

Applied Economics

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“…Based on US data, the authors found support for the career mobility model, which was also demonstrated by subsequent studies (e.g., Robst 1995;Rubb 2006;Sicherman 1991). Although the empirical evidence on the link between overeducation and upward mobility is not clear-cut in the context of European labour markets (e.g., Baert et al 2013;Büchel and Mertens 2004;Korpi and Tåhlin 2009), a recent study by Grunau and Pecoraro (2017) confirms Sicherman and Galor's prediction for Germany. By analogy, according to Sicherman and Galor (1990), migrants can be assigned to jobs for which they are overeducated and can accept low wages during the first years in the host country, with the hope of improving their position and earnings in the following years.…”

Section: Review Of the Literaturesupporting

confidence: 58%

Does the Recognition of Foreign Credentials Decrease the Risk for Immigrants of Being Mismatched in Education or Skills?

Pecoraro

Wanner

2019

IMISCOE Research Series

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There is evidence that immigrants experience difficulties in finding a job that matches their human capital endowment upon arrival in the host country. Based on data from the Migration-Mobility Survey 2016, our empirical analysis has two goals. First, it measures the incidence of educational and skills mismatches among different groups of recent immigrants according to their origin and status of foreign credential recognition. Second, it investigates whether the recognition of foreign qualification improves access to the labour market by reducing the risk of being mismatched in education or skills. Results show that recent migrants face the lowest risk of educational and skills mismatches when holding a Swiss diploma or having obtained recognition of foreign credentials. Although our analytical approach does not allow us to identify causal relationships, credential recognition seems to play a beneficial role in the immigrants’ assimilation process.

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“…This paper finds that in the U.S. at the aggregate level the rise in managerial intensity has been quite modest since 2002 and that the management wage premium in fact has declined slightly. The ongoing efforts at increased business professionalism across the economy this century may be playing a role in the observed pattern of some convergence in the management wage premium across industries (Claussen et al, 2014;Grunau and Pecoraro, 2017;Longnecker and Ariss, 2002;Mohamed et al, 2012). The many differences across industries in their capital intensity, rate of tech innovations, degree of unionized workforce, and exposure to foreign competition likely contribute to the observed pattern of slight divergence in management intensity across U.S. industries since 2002.…”

Section: Discussionmentioning

confidence: 99%

Changes in Management Intensity, Management Wage Premium, and Employment Growth Across the U.S. Economy 2002 to 2020

2022

JABE

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With 228 matched U.S. industries for 2002 and 2020, aggregated data has slightly rising management intensity (MI), defined as management's share of total employment, and minimally declining management wage premium (MWP), defined as the average wage for management divided by the average wage for all other workers. Meaningful pattern differences in MI and MWP across economic sectors are found along with unconditional divergence from 2002 to 2020 in MI, but unconditional convergence in MWP from 2002 to 2020. No association is found between MI and total employment growth, but a negative association between MWP and total employment growth exists.

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Educational mismatch and promotions to managerial positions: a test of the career mobility theory

Cited by 18 publications

References 38 publications

Job mismatches and career mobility

Job mismatches and career mobility

Does the Recognition of Foreign Credentials Decrease the Risk for Immigrants of Being Mismatched in Education or Skills?

Changes in Management Intensity, Management Wage Premium, and Employment Growth Across the U.S. Economy 2002 to 2020

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