Shortage of Skilled Labor, Unions and the Wage Premium: A Regression Analysis with Establishment Panel Data for Germany

Kölling, Arnd

doi:10.1007/s12122-022-09334-1

Cited by 11 publications

(7 citation statements)

References 32 publications

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“…The result for the parameters concerning the observations since the introduction of a statutory minimum wage in Germany in 2015 are mainly insignificant for both regimes. This is in line with Kölling's (2020) results that the introduction of the statutory minimum wage did not change the own-wage elasticities and that monopsonistic structures on the labour market for low-skilled have continued since 2015. This means that I cannot confirm Hypothesis III, directly.…”

Section: Empirical Model and Datasupporting

confidence: 89%

Monopsony power and the demand for low-skilled workers

Kölling

2022

Econ. labour relat. rev.

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This study analyses firms’ labour demand when employers have at least some monopsony power. It is argued that without taking into account (quasi-)monopsonistic structures of the labour market, wrong predictions are made about the effects of minimum wages. Using switching fractional panel probit regressions with German establishment data, I find that slightly more than 80% of establishments exercise some degree of monopsony power in their demand for low-skilled workers. The outcome suggests that a 1% increase in payments for low-skilled workers would, in these firms, increase employment for this group by 1.12%, while firms without monopsony power reduce the number of low-skilled, by about 1.63% for the same increase in remuneration. The study can probably also be used to explain the limited employment effects of the introduction of a statutory minimum wage in Germany and thus leads to a better understanding of the labour market for low-skilled workers. JEL Codes: J23, J42, C23, D24

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Section: Empirical Model and Datasupporting

confidence: 89%

Monopsony power and the demand for low-skilled workers

Kölling

2022

Econ. labour relat. rev.

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“…The shortage of skilled workers has intensified in Western countries in the last decade (e.g. K€ olling, 2022;Perryer et al, 2010). Germany has also been severely affected as its companies have faced increasing difficulty in filling their vacancies with skilled workers (Bellmann and H€ ubler, 2014;K€ olling, 2022).…”

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confidence: 99%

“…The shortage of skilled workers has intensified in Western countries in the last decade (e.g. Kölling, 2022; Perryer et al. , 2010).…”

mentioning

confidence: 99%

“…Germany has also been severely affected as its companies have faced increasing difficulty in filling their vacancies with skilled workers (Bellmann and Hübler, 2014; Kölling, 2022). The coronavirus disease 2019 (COVID-19) outbreak has further exacerbated the situation (Kölling, 2022), but even before the pandemic, a particularly severe shortage of skilled workers affected certain sectors, such as the hotel and restaurant industry, the healthcare sector, and the manufacturing industry (Bellmann and Hübler, 2014). The demographic situation in Germany will further exacerbate this shortage in the coming years.…”

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confidence: 99%

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Culture meets commitment: how organizational culture influences affective commitment

Dunger

2023

IJOTB

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PurposeOrganizational culture has been identified as an important factor in increased employee commitment. Particularly during a shortage of skilled workers, commitment is a meaningful indicator of higher loyalty and retention. However, limited research has studied the relationship between organizational culture and commitment from a global perspective. Most research focuses on specific aspects of culture and examines the aspects' effects on commitment separately. The author's objective is to identify influential organizational culture's dimensions and assess dimensions' relationship to commitment holistically.Design/methodology/approachFor this purpose, the author analyzed a data set with 241,648 participants from 9 industries in Germany. The survey captures individual attitudes toward certain aspects of organizational culture and assesses workers' commitment to their organizations.FindingsThe results of a linear regression show that all cultural dimensions considered, namely transformational leadership behavior, team cohesion, compensation, fairness and caring attitude, if well-developed, positively and significantly influence organizational commitment. Interestingly, team cohesion has the greatest effect on commitment, followed by transformational leadership behavior, compensation, caring attitude and fairness.Originality/valueThis paper aims to examine the relationship between organizational culture and commitment holistically, thereby revealing which aspects of corporate culture are particularly important for increasing workers' commitment.

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“…Zimmermann 1991, Blanchflower andBryson 2003). Concerning the existence and size of a collective bargaining premium in Germany, the evidence is mixed (see, e.g.,Gürtzgen 2009, Hirsch and Müller 2020, Kölling 2022. The recent analysis byKölling (2022) estimates a wage premium of 2.5% for workers in establishments with collective bargaining agreements.…”

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confidence: 99%