Fixed-term contracts and wages revisited using linked employer-employee data

Pfeifer, Christian

doi:10.1007/s12651-012-0107-9

Cited by 9 publications

(10 citation statements)

References 16 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…For example, firms with an average rate of return to tenure of one percentage point (WTP=1) pay workers with FTCs approximately 12 % (−0.0315-0.0977= −0.1292 log points) lower wages than workers with permanent contracts. The mean wage disadvantage for workers with FTCs is in line with previous studies for Germany (Hagen 2002;Mertens and McGinnity 2005;Pfeifer 2012). …”

Section: Estimation Strategy and Resultssupporting

confidence: 90%

“…From an empirical perspective, it is well established that workers with FTCs earn on average significant lower wages than workers with permanent contracts (e.g., Booth et al 2002;Hagen 2002;OECD 2002, pp. 141-144;Brown and Sessions 2003;Mertens and McGinnity 2004;Brown and Sessions 2005;Mertens and McGinnity 2005;Mertens et al 2007;Pfeifer 2012). Some studies also explore the wage differentials across the wage distribution and find larger than average wage differentials at the lower tail of the wage distribution and low but still significant wage disadvantages for FTCs at the top of the wage distribution (Mertens and McGinnity 2005;Mertens et al 2007;Pfeifer 2012).…”

Section: Introductionmentioning

confidence: 99%

“…Additionally, about every tenth worker in Germany has a FTC and institutional restrictions for FTCs have been deregulated in the last three decades (OECD 2002;Hagen 2002;Mertens and McGinnity 2005;Gebel and Giesecke 2009;Pfeifer 2012). FTCs were highly regulated until the introduction of the Employment Promotion Act ("Beschäftigungsförderungsgesetz") in 1985.…”

mentioning

confidence: 99%

See 2 more Smart Citations

A Note on Dual Internal Labor Markets and Wages of Temporary Workers: Evidence from Linked-Employer-Employee Data

Pfeifer

2014

J Labor Res

Self Cite

View full text Add to dashboard Cite

I use linked employer-employee data from the German Federal Statistical Office to estimate within-firm wage differentials between temporary workers with fixed-term contracts and workers with permanent contracts in the context of dual internal labor markets. Wage-tenure profiles of permanent workers are estimated separately for each firm to obtain a proxy for the prevalence of internal labor markets. Temporary workers earn significantly lower wages in firms with steeper wage-tenure profiles. This finding is consistent with the segmentation in a primary permanent workforce with high wages and a secondary temporary workforce with low wages, if internal labor markets are more prevalent.

show abstract

Section: Estimation Strategy and Resultssupporting

confidence: 90%

Section: Introductionmentioning

confidence: 99%

mentioning

confidence: 99%

See 1 more Smart Citation

A Note on Dual Internal Labor Markets and Wages of Temporary Workers: Evidence from Linked-Employer-Employee Data

Pfeifer

2014

J Labor Res

Self Cite

View full text Add to dashboard Cite

show abstract

“…Regarding wage gaps experienced by fixed-term workers, a recent study shows that, controlling for personal characteristics and occupational and firm-specific effects, there is a wage gap of about 10% attributable to the type of contract (Pfeifer 2012). With respect to temporary work agency employees, controlling for individual characteristics, there is a considerable raw wage gap stemming from differences in the collective agreements of agency firms and user firms, tasks, skills and experience amounting to about 40 to 50% (Baumgarten et al 2012).…”

Section: Fig 3: Working-age Population By Employment Status 1992-2012mentioning

confidence: 99%

Not so standard anymore? Employment duality in Germany

Eichhörst

Tobsch

2015

J Labour Market Res

View full text Add to dashboard Cite

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA 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. This paper gives an overview of the transformation of the German labour market since the mid-1990s with a special focus on the changing patterns of labour market segmentation or 'dualization' of employment in Germany. While labour market duality in Germany can partially be attributed to labour market reforms promoting, in particular, non-standard forms of employment and allowing for an expansion of low pay, structural changes in the economy as well as strategic choices by employers and social partners also play a prominent role. Our main argument is that the liberalization of non-standard contracts has contributed to the expansion of overall labour market inclusion and job growth in Germany and that at least some forms of non-standard work provide stepping stones into permanent regular jobs. Atypical contracts do not necessarily undermine the dominance of standard employment relationships and job quality in this primary segment but rather form a supplementary part of employment in sectors that depend on more flexible and maybe cheaper forms of labour.JEL Classification: J21, J31, J42

show abstract

“…Given the context in which temporary employment grows, it is widely expected that there would be a wage differential between temporary workers and non-temporary workers (Lass and Wooden 2017). Indeed, a wage penalty for temporary workers has been found in a number of countries, including India (Saha et al 2013), Portugal (Boeheim and Cardoso 2007), Germany (Pfeifer 2012), Britain (Brown and Sessions 2005), and the US (Segal and Sullivan 1997;Houseman 2001).…”

Section: Introductionmentioning

confidence: 99%