While worker flow analysis has grown in importance in many countries, Austria still lacks a specific longitudinal dataset as a prerequisite to perform similar analyses. For this reason, this article provides a coherent procedure to construct a longitudinal dataset based on the rotational panel structure of the Austrian quarterly LFS from 2004 to 2014. The procedure, which is available for researcher, is grounded on the discussion of several related and important issues inherent in constructing this sort of longitudinal data: First, it deals with the construction of the quarterly-matched dataset and the quality-of-measurement of several labour market variables. Second, the paper analyses non-response as a sample selection process, and shows that the selected (quarterly-matched) dataset causes biased estimates of worker flows. Third, the article proposes an iterative raking procedure to obtain survey weights as a bias-correcting device for any future analysis. Based on these adjustments, we present unbiased time-series of worker flows and transition rates, and conclude that the employment-unemployment margin is highly sensitive to economic shocks and that the Austrian labour market is additionally shaped by large movements within the participation margin. (authors' abstract) / Series: Department of Economics Working Paper Series

There is a growing literature studying unemployment dynamics by means of worker flow data between labor market states. This paper contributes to this literature stream by analyzing the dynamics of the Austrian unemployment rate applying novel worker flow data for 2005-2016. Our main results can be summarized along two dimensions: First, we show that worker flows between unemployment and inactivity are major determinants of unemployment fluctuations in Austria. Second, we show for the working-age population that the contribution of male worker flows to the overall variation of the unemployment rate is higher, but that this relation turns when it comes to the youth cohort. The gender differences are probably related to the early occupational and educational segregation of young men and women in Austria. The paper concludes by stressing a strong need for further empirical and theoretical research which aims to link structural differences in an economy with different responses to the business cycle. / Series: Department of Economics Working Paper Series

[pt] Esse trabalho usa dados de empregador e empregado para investigar o canal de crédito como um canal de transmissão relevante da crise financeira em 2008 sobre o mercado de trabalho. Eu estudo o impacto entre setores da indústria das decisões das firmas em relação à força de trabalho. Eu uso medidas como taxas de contratação e demissão. Eu encontro que crédito foi um mecanismo de transmissão importante da crise sobre a economia real. Mais especificamente, eu encontro que as taxas de demissão são maiores para firmas mais dependentes de financiamento durante a crise. Trabalhadores mais jovens e menos qualificados foram mais afetados negativamente, através do canal de crédito. Eu também encontro evidências de realocação de trabalhadores entre setores; setores menos dependentes de financiamento roubaram mais trabalhadores de outros setores, especialmente de firmas pequenas. Eu também encontro evidências de realocação de trabalhadores dentro dos setores e entre intervalos de tamanho de firma. / [en] This paper uses matched employer-employee data to investigate the credit channel as a relevant transmission channel of the 2008 financial crisis on the labor market in Brazil. I study the cross-sector impact on employment decisions of firms of the manufacturing industry. I use measures such as hiring and firing rates as outcomes. I find that the credit was an important transmission mechanism of the crises to the real economy. More specifically, I find that the firing rate is higher for more financially dependent industries during the crisis. Younger and less skilled workers were more adversely affected through the credit channel. I also find evience of reallocation of workers across sectors; less financially dependent sectors poached more workers from other sectors, and particularly so from smaller firms. I also find some evidence of reallocation within sector and across firm size intervals.

Dans la première partie, la thèse analyse l'effet de la législation relative à la protection de l'emploi sur les flux de travailleurs (embauches, licenciements, démissions, changements d'emploi) dans les pays de l'OCDE. Les résultats suggèrent qu'une régulation plus contraignante diminue le taux de réallocation au sein du même secteur et les transitions d'un emploi à un autre, en particulier vers des emplois permanents. En revanche, une régulation plus restrictive n'a pas d'effet significatif sur les séparations impliquant un changement de secteur ou une perte d'emploi. La possibilité de réintégration en cas de licenciement abusif semble être le déterminant le plus important.La deuxième partie contribue au débat sur le salaire minimum en Europe en apportant de nouvelles données sur les pays où les salaires sont fixés au niveau sectoriel en les comparant avec les pays où le salaire minimum est fixé au niveau national. Les résultats montrent que les systèmes avec des minima sectoriels sont associés à un salaire minimum relativement plus élevé que les systèmes dotés de salaire minimum national, mais cela va de pair avec davantage de travailleurs rémunérés en dessous des minima en vigueur.La troisième partie estime l'effet de la diversité sur la productivité et les salaires en Belgique et en France. Les résultats montrent que la diversité en termes d'années d'éducation est bénéfique pour la productivité et les salaires alors que la diversité d'âge est nuisible. Bien que la diversité de genre génère des gains importants dans les secteurs à forte intensité technologique, le résultat inverse est obtenu dans les industries plus traditionnelles ou dans les firmes non familiales. / In the first part it analyses the effect of employment protection legislation on worker flows, i.e. the rate of worker reallocation, in OECD countries. Findings suggest that the more restrictive the regulation, the smaller is the rate of within-industry job-to-job transitions, in particular towards permanent jobs. By contrast, it finds no significant effect as regards separations involving an industry change or leading to non-employment. The extent of reinstatement in the case of unfair dismissal appears to be the most important regulatory determinant.The second part revisits the debate on minimum wages in Europe bringing new evidence on systems without a statutory minimum wage and comparing them with countries with a statutory one. Results show that systems with bargained sectoral-level minima are associated with higher Kaitz indices than systems with statutory floors, but also with more individuals actually paid below prevailing minima. Higher collective bargaining coverage can to some extent reduce this trade-off between high wage floors and non-compliance or non-coverage. The third part brings some evidence on the effect of diversity on firm productivity and wages in Belgium and France. Findings show that educational diversity is beneficial for firm productivity and wages while age diversity is harmful. Gender diversity is found to generate significant gains in high-tech/knowledge-intensive sectors or in family firms, while a negative effect is found in more traditional industries or in non-family firms.

L'objet de cette thèse est d'appréhender les dynamiques du marché du travail. Afin d'éclairer sur les mécanismes à l'origine des variations des stocks, comme le taux de chômage, cette thèse étudie en profondeur les flux de travailleurs. En effet, les évolutions des stocks masquent un mouvement incessant de flux entre les états du marché du travail. Lorsque certains individus trouvent un emploi, d'autres perdent le leur, tandis que d'autres encore se retirent de l'activité. Dans le but d'envisager ces éventualités, la thèse propose des analyses appliquées, à partir de données d'enquête, mais aussi des analyses théoriques, basées sur des modèles macroéconomiques modernes. Les quatre essais composant cette thèse suggèrent que l'inactivité et l'accès à l'emploi ont un rôle prédominant dans l'explication du chômage français. Il apparait également que les expériences en matière de transition sur le marché du travail sont diversifiées et dépendent, dans bien des cas, des caractéristiques individuelles. Ainsi, les « moins qualifiés » subissent les trajectoires les moins favorables et les femmes voient leur probabilité de réintégrer le marché du travail se réduire en fonction du nombre d'enfants. Au niveau macroéconomique, il est montré que les flux de travailleurs ne répondent pas de la même manière aux chocs économiques. Qui plus est, l'environnement économique a un impact direct sur les flux. Les périodes d'incertitude, caractérisées par une forte imprévisibilité, modifient le comportement des agents. Les gains retirés des activités de recherche d'emploi étant réduits, moins d'individus souhaitent devenir actifs. / This thesis aims at understanding labor market dynamics. In order to shed light on the mechanisms at the origin of labor market stocks, e.g. the unemployment rate, this thesis studies flows of workers. Indeed, changes in stocks hide a perpetual movement of worker flows between labor market states. When some individuals are finding a job, some others are losing their, while others are withdrawing from participation. To take into account all these alternatives, this thesis proposes applied studies, based on survey data, but also theoretical analyses, based on modern macroeconomic models. The four essays of this thesis suggest that non-participation and return to job are dominant in explaining French unemployment variations. It is also shown that, in terms of worker flows, paths are multiples and depend on individual own characteristics: “unskilled” workers accumulate difficulties on the labor market; women have lower chances of participating when their family size increases. At a macroeconomic level, this thesis shows that worker flows responses to aggregate shocks differ according to their origin. Moreover, the economic environment has a direct impact on worker flows. Times of uncertainty, characterized by a high level of unpredictability, change the behavior of economic agents. As search activities have a lower probability to be successful, fewer individuals move from non-participation to participation.

Die vorliegende Dissertation besteht aus vier Aufsätzen, die sich mit Fragen des Außenhandels und der Arbeitsmarktökonomie auseinandersetzen. Der erste Aufsatz untersucht in einem internationalen Oligopol die Interaktion zwischen Handelsliberalisierung, Produkt- und Prozessinnovationen und der relativen Nachfrage nach niedrig qualifizierten Arbeitnehmern. Der Abbau von Handelsschranken führt zu einer Verschärfung des Wettbewerbs, auf die die konkurrierenden Firmen reagieren, indem sie ihre Investitionen in Produkt- und Prozessinnovationen ausweiten. Infolgedessen sinkt die Nachfrage nach niedrig qualifizierten Arbeitnehmern. Der zweite Aufsatz analysiert die Wirkung eines einseitigen Mindestlohnes in einem Zwei-Länder-Modell, in dem Firmen den ausländischen Markt entweder durch Exporte oder durch lokale Tochterfirmen bedienen. Eine Liberalisierung des Handels erhöht die negativen Beschäftigungseffekte von Mindestlöhnen. Dagegen begrenzt die Existenz von multinationalen Unternehmen den durch Mindestlöhne verursachten Arbeitsplatzabbau. Der dritte Aufsatz untersucht, wie sich kollektive Tarifverhandlungen bei freiem Marktzutritt auf die Produktivität und den wirtschaftlichen Erfolg von heterogenen Firmen auswirken. Zentrale Lohnverhandlungen verschärfen den Auswahlprozess und erhöhen die durchschnittliche Produktivität und den Gewinn überlebender Firmen. Stattdessen begünstigen dezentrale Tarifverhandlungen weniger produktive Firmen. Sind die Firmen internationalem Wettbewerb ausgesetzt, so können auch zentrale Tarifverhandlungen die Produktivität reduzieren. Der vierte Beitrag untersucht empirisch die Auswirkungen von Offshoring auf Arbeiterflüsse in Deutschland. Während Offshoring die Stabilität von Beschäftigungsverhältnissen in der verarbeitenden Industrie nicht beeinflusst, geht es einher mit einer Zunahme der Beschäftigungsstabilität im Dienstleistungssektor. Die Effekte von Offshoring hängen ferner stark vom Alter und der Bildung des einzelnen Arbeitnehmers ab. / This dissertation consists of four essays that contribute to the literature on international trade and labour markets. The first essay studies the interaction between economic integration, product and process innovation, and relative skill demand in a model of international oligopoly. As trade barriers are dismantled foreign competition intensifies. Competing enterprises respond by investing more aggressively in both product and process innovation. The relative demand for unskilled workers decreases as a result. The second essay studies labour market outcomes in a model of intra-industry trade between a rigid-wage Europe and a flexible-wage America. Firms can choose to serve the foreign market either through exports or through local subsidiaries. The essay demonstrates that the adverse employment effects of a unilateral wage floor increase significantly when trade barriers are removed. Multinational firms mitigate the adverse employment effects of one-sided wage rigidity. The third essay analyses how different unionisation structures affect firm productivity and firm performance in a monopolistic competition model with heterogeneous firms and free entry. While centralised bargaining induces tougher selection among heterogeneous producers and increases average productivity and profit levels, firm-level bargaining allows less productive entrants to remain in the market. The positive effect of centralised bargaining on average productivity can, however, be overturned when firms face international low-wage competition. Finally, the fourth chapter analyses empirically the effect of offshoring on workers'' labour market transitions in Germany. The results suggest that the effects of offshoring are strongly age- and skill-specific and also vary between sectors. While offshoring does not affect overall job stability in the manufacturing sector, it is associated with an increase in overall job stability in the service sector.

This thesis consists of four self-contained studies in empirical labor economics. Micro data on both employers and workers are used to analyze the questions asked in the essays. By using disaggregated information, issues related to firm and individual heterogeneity can be studied.The first essay, The Impact of Temporary Contracts on Gross Job and Worker Flows (with Mahmood Arai), examines job and worker flow dynamics for temporary and permanent contracts. The micro approach to job flows concerns changes in employment at the plant or firm level. Data used in earlier research on gross labor flows do not allow for a distinction between different types of employment contracts (an exception is Abowd et al. (1999). This distinction is especially important in Europe since several European countries discriminate between permanent and temporary contracts in their employment legislation.The data contain quarterly information on the stock of permanent and temporary contracts, as well as direct information on hires and separations for permanent and temporary workers. The information is from a representative sample of around 10,000 Swedish private establishments.The results indicate that temporary contracts, covering only around 10 percent of all contracts, stand for half of all gross job (and worker) flows. This means that gross job (and worker) flow rates for temporary contracts are around 10 times larger than job (and worker) flows for permanent contracts. Our results imply that job reallocation associated with temporary contracts is acyclical in both manufacturing and non-manufacturing sectors. For permanent contracts, job reallocation only exhibits a countercyclical pattern in manufacturing, characterized by a low fraction of temporary contracts. Services employing a higher fraction of temporary contracts exhibit no cyclical pattern in job reallocation, implying that establishments in services use temporary contracts as an adjustment buffer and can adjust its labor input more smoothly.The share of temporary contracts varies with the industry structure and changes as a result of sectoral shifts. This implies that cross-country comparisons, as well as studies of the dynamics of job and worker flows, based on aggregated time-series data, can be distorted by the impact of the fraction of temporary labor on gross labor flows. This, in turn, makes the distinction between permanent and temporary contracts crucial in analyzing job and worker flows, especially when labor protection laws discriminate between short-and long-term employment contracts. The second essay, Wage Dispersion and Allocation of Jobs, investigates the relationship between job turnover and the distribution of wages. One possible explanation for similar labor reallocation rates across labor markets with very different employment-protection legislations is related to differences in wage setting institutions. Bertola and Rogerson (1997) argue that although job-security laws lead to lower job flows, their impact might be reduced if differences in wage-setting institutions have opposite effects. Bertola and Rogerson’s conclusion is that when labor protection laws and wages are jointly considered, the result might very well be that job flows in countries with high adjustment costs and a compressed wage structure mimic those in countries with low adjustment costs and decentralized wages.Using establishment data on job turnover and wages for a panel of around 10,000 establishments in the Swedish private sector, the relationship between wage compression and job reallocation is studied at the industry level.Estimating industry fixed-effects models for 14 two-digit industries yield results indicating large sector differences regarding the effect of the degree of wage dispersion on job reallocation. In accordance with the Bertola and Rogerson hypothesis, this effect is positive in the manufacturing sector. Running separate regressions for job creation and job destruction shows a negative and significant effect of wage dispersion on job destruction, whereas it is insignificant in the job-creation equation. These results are in accordance with wages being more rigid downwards than upwards. The quantitative effect of the impact of wage dispersion on job turnover is limited, however. A one standard deviation increase in wage dispersion reduces the total job reallocation by around 10 percent. Turning to the non-manufacturing sector, the Bertola and Rogerson hypothesis is not supported.Further results include (i) a strong positive effect of the industry-share of temporary employees on job reallocation and (ii) a negative relationship between the use of overtime and job turnover.In the third essay, Wages, Profits and Individual Unemployment Risk: Evidence from Matched Worker-Firm Data (with Mahmood Arai), the impact of firm performance on individual wages is studied. Several studies have found a positive and significant effect of profits on wages. The most widely suggested interpretation for this phenomenon is that employers and employees engage in rent-sharing, thereby splitting the profits created between themselves.The purpose of this study is to examine the extent of rent-sharing and the impact of individual and aggregated unemployment risk on wages of individual workers. We use a sample of over 170,000 Swedish employees for 1991 and 1995 matched with their employing firm’s profits and the unemployment registers. The matched data contain detailed information on individual characteristics, including their unemployment experience during 1992-1995 as well as annual profits as reported in the firms’ balance-sheet reports.The contribution of this paper is that it provides evidence on the wage determination, based on disaggregated individual and firm data dealing with the problems of firm and worker heterogeneity, and the endogeneity of profits. Our results imply positive effects of profits on wages, both in 1991 and 1995. The reported elasticities imply that the wage inequality in Sweden due to the spread in profits is as high as 13% of the mean wages in 1991, according to Lester’s range of pay. These correlations are robust for controlling for time-invariant unobserved individual- and firm characteristics.Using firm-reported short-term product market elasticity and the number of competitors as instruments for profits suggest Lester’s measure of wage inequality due to profits to be as high as 50% of the mean wages.Finally, we investigate the impact of individual heterogeneity with respect to unemployment risk that might also affect wages. We include the individuals’ unemployment event record in our regressions, and our results confirm that individuals with a higher unemployment risk also have lower wages. Including aggregated measures along with individual unemployment risk in our estimations show results suggesting that there exists a robust negative correlation between unemployment risk and wages at various aggregation levels.The final essay, Pay Inequality and Firm Performance: Evidence from Matched Employer-Employee Data, tests several implications from tournament models on the same matched employer-employee data set as in essay 3.According to a variety of theories, the wage distribution both within and between firms can have important effects on individual productivity and firm performance. One argument for high wage differentials, based on incentive effects, is found in Lazear and Rosen’s (1981) tournament theory. Higher wage differentials lead to higher individual effort, and are therefore productivity enhancing. This, in turn, suggests that there is a positive relationship between wage dispersion and productivity. The opposite relationship is found in theories stressing fairness and cooperation between co-workers.For white-collar workers, the results show a positive effect of intra-firm pay spread on firm performance for 1991 and 1995. This applies to different measures of wage dispersion, capturing both raw differences and differences corrected for the fact that part of the wage spread is due to differences in human capital accumulation. To take firm heterogeneity into account, difference equations are estimated on a panel of firms. Once more, consistent with tournament theory, a positive and significant effect of wage dispersion on profits is found. The results for managers are based on information on about 10,000 managers. For various measures of wage dispersion and specifications, a positive and significant association between managerial pay and profits is found. No support is found for the hypothesis of a positive relationship between the number of managers (contestants) and wage spread. Instead, the results show a negative and significant effect of the number of executives and pay spread among managers.Finally, consistent with tournament theory, higher wage dispersion is found in firms operating in volatile product markets characterized by a high degree of output uncertainty. / Diss. Stockholm : Handelshögsk., 2002

EXECUTIVE SUMMARY <p><p>This thesis aims to give a contribution to the academic debate on three specific issues related to institutions and heterogeneity in the labour market. In the first part it analyses the effect of employment protection legislation on worker flows, i.e. the rate of worker reallocation, in OECD countries. The second part revisits the debate on minimum wages in Europe bringing new evidence on systems without a statutory minimum wage and comparing them with countries with a statutory one. The third part delves in a relatively newer debate, about the pros and cons of workforce diversity for firms, bringing some evidence on the effect of diversity on firm productivity and wages in Belgium and France.<p><p>Chapter 1 exploits a unique dataset including cross-country comparable hiring and separation rates by type of transition for 24 OECD countries, 23 business-sector industries and 13 years to study the effect of dismissal regulations on different types of gross worker flows, defined as one-year transitions. Chapter 1 uses both a difference-in-difference approach – in which the impact of regulations is identified by exploiting likely cross-industry differences in their impact – and standard time-series analysis – in which the effect of regulations is identified through regulatory changes over time. Findings suggest that the more restrictive the regulation, the smaller is the rate of within-industry job-to-job transitions, in particular towards permanent jobs. By contrast, it finds no significant effect as regards separations involving an industry change or leading to non-employment. The extent of reinstatement in the case of unfair dismissal appears to be the most important regulatory determinant of gross worker flows. The chapter also present a large battery of robustness checks that suggest that our findings are robust.<p><p>The second part brings new evidence to the debate on minimum wages in Europe by collecting data on systems without a statutory minimum wage and comparing them with countries with a statutory one. Since the mid-2000s, academics, trade unionists and policymakers have been involved in controversial debates about the need for a harmonised European minimum wage policy. <p><p>Chapter 2 provides a description of minimum wage systems in Europe.<p><p>Chapter 3 explores the link between different institutional features of minimum wage systems and the minimum wage bite. It notably addresses the striking absence of studies on sectoral-level minima and exploit unique data covering 17 European countries and information from more than 1,100 collective bargaining agreements. Results provide evidence for a neglected trade-off: systems with bargained sectoral-level minima are associated with higher Kaitz indices than systems with statutory floors, but also with more individuals actually paid below prevailing minima. Higher collective bargaining coverage can to some extent reduce this trade-off between high wage floors and non-compliance or non-coverage. <p>Chapter 4 builds on the previous ones and explores how the diversity of minimum wage systems affects earnings inequalities within European countries. Empirical results confirm the intuition of many practitioners that the combination of sectoral minima and high collective bargaining coverage can be regarded as a functional equivalent of a binding statutory minimum wage, at least for earnings inequalities. Regression results suggest indeed that both a national statutory minimum and, in countries with sectoral minima, higher collective bargaining coverage is significantly associated with lower levels of (overall and inter-industry) wage inequalities and a smaller fraction of workers paid below prevailing minima. Several robustness checks confirm these findings.<p><p>The third part of the thesis does not study a labour market institution as such but the effect of workers diversity, a feature that might prompt some kind of regulations in the future but it is already strongly affecting firms which need to balance their public image and corporate social responsibility practices with internal organisation and profit maximisation.<p><p>Chapter 5 estimates the impact of workforce diversity on productivity, wages, and productivity–wage gaps (i.e. profits) using detailed Belgian linked employer–employee panel data and different econometric tools to solve for endogeneity and heterogeneity issues. Findings show that educational diversity is beneficial for firm productivity and wages while age diversity is harmful. While gender diversity is found to generate significant gains in high-tech/knowledge-intensive sectors, the opposite result is obtained in more traditional industries. Estimates neither vary substantially with firm size nor point to sizeable productivity–wage gaps except for age diversity.<p>Chapter 6 extends the analysis of workforce diversity to the French case using data from a comprehensive establishment-level survey (REPONSE) for 2011 matched with companies’ balance sheet data. Controlling for a wide set of workers’ and firms’ characteristics, findings suggest that, very much in line with previous studies, demographic diversity (age and gender) has a negative effect on productivity and wages while educational diversity has a positive effect. Contrary to some widespread beliefs, the chapter finds no differential effect according to manager characteristics (gender, age, tenure) but some heterogeneity according to the type of proprietary structures of the firms (family firms vs. firms quoted in the stock exchange vs. foreign owner vs. workers among shareholders).<p><p>RESUME<p>Cette thèse vise à apporter une contribution originale au débat académique sur trois questions spécifiques liées aux institutions et à l'hétérogénéité dans le marché du travail. Dans la première partie, la thèse analyse l'effet de la législation relative à la protection de l'emploi sur les flux de travailleurs (embauches, licenciements, démissions, changements d’emploi) dans les pays de l'OCDE. La deuxième partie contribue au débat sur le salaire minimum en Europe en apportant de nouvelles données sur les pays systèmes où les salaires sont fixés au niveau sectoriel en les comparant avec les pays où le salaire minimum est fixé au niveau national. La troisième partie aborde la question relativement récente du rôle de la diversité de la main-d'œuvre pour les entreprises, et estime l'effet de la diversité sur la productivité et les salaires en Belgique et en France.<p><p>La première partie (chapitre 1) analyse une base de données qui comprend les flux d’entrées (embauches) et de sorties (démissions et licenciements) du marché du travail pour 24 pays de l'OCDE et 23 industries sur une période de 13 ans pour étudier l'effet de la réglementation relative au licenciement sur les différents types de flux de travailleurs (mesurés en termes de transitions annuelles). Le chapitre utilise à la fois une approche en double différence - dans laquelle l'impact de la régulation est identifié par l'analyse des différents besoins de réallocation selon les industries (l’hôtellerie a un taux de réallocation beaucoup plus élevé que la chimie par exemple) à travers les pays– et d'analyse de séries temporelles - dans laquelle l'effet de la régulation est identifié par des changements réglementaires au cours du temps. Les résultats suggèrent qu’une régulation plus contraignante diminue le taux de réallocation au sein du même secteur et les transitions d'un emploi à un autre, en particulier vers des emplois permanents. En revanche, une régulation plus restrictive n’a pas d'effet significatif sur les séparations impliquant un changement de secteur ou une perte d’emploi. La possibilité de réintégration en cas de licenciement abusif semble être le déterminant le plus important des flux de travailleurs.<p><p>La deuxième partie de la thèse (chapitres 2, 3 et 4) apporte un regard nouveau sur le débat sur les salaires minima en Europe, en particulier par la collecte de données sur les pays avec des minima sectoriels et la comparaison avec les pays avec un salaire fixé au niveau national. Le second chapitre fournit une description détaillée des différents systèmes de salaire minimum en vigueur en Europe. Le troisième chapitre étudie le lien entre les différentes caractéristiques institutionnelles des systèmes de salaire minimum et leur niveau par rapport au salaire médian. L’analyse pallie notamment l'absence frappante d'études sur les minima au niveau sectoriel en examinant des données couvrant 17 pays européens et plus de 1100 conventions collectives. Les résultats montrent un arbitrage jusqu’ici négligé: les systèmes avec des minima négociés au niveau sectoriel sont associés à un salaire minimum relativement plus élevé que les systèmes dotés de salaire minimum national, mais cela va de pair avec davantage de travailleurs rémunérés en dessous des minima en vigueur. Une meilleure couverture de la négociation collective peut, dans une certaine mesure, réduire cet arbitrage entre salaires minima relativement plus élevés et leur non-respect ou non-couverture. Le quatrième chapitre explore l’impact de la diversité des systèmes de salaire minimum sur l’inégalité salariale au sein des pays européens. Les résultats empiriques confirment l'intuition que la combinaison de minima sectoriels et de couverture élevée de la négociation collective peut être considérée comme l’équivalent fonctionnel d'un salaire minimum légal national. Les résultats suggèrent en effet que, dans les pays avec des minima sectoriels, une plus grande couverture de la négociation collective est associée à des niveaux inférieurs d’inégalités, globales et intersectorielles, et à une plus petite fraction des travailleurs rémunérés en dessous des minima en vigueur.<p><p>La troisième partie de la thèse (chapitres 5 et 6) n’étudie pas une institution du marché du travail en tant que telle, mais la diversité des travailleurs. Il s’agit d’un phénomène qui pourrait inspirer un certain type de régulation à l'avenir, mais qui affecte déjà fortement les entreprises qui ont besoin de trouver un équilibre entre leur image publique et la responsabilité sociale avec l'organisation des ressources humaines et la maximisation du profit. Le cinquième chapitre estime l'impact de la diversité de la main-d'œuvre sur la productivité, les salaires, et l’écart productivité-salaire. Pour ce faire, nous utilisons des données belges de panel appariées employeur-employé entre 1999 et 2006 et différents outils économétriques pour résoudre les questions d'endogénéité et d'hétérogénéité. Les résultats montrent que la diversité en termes d’années d'éducation est bénéfique pour la productivité et les salaires alors que la diversité d’âge est nuisible. Bien que la diversité de genre génère des gains importants dans les secteurs à forte intensité technologique ou de connaissance, le résultat inverse est obtenu dans les industries plus traditionnelles. Les résultats ne varient pas avec la taille des entreprises et ne mettent aucun écart important entre productivité et salaires en évidence à l'exception de la diversité d’âge. Le sixième chapitre étend l'analyse de la diversité de la main-d'œuvre au cas français. Nous utilisons les données de l’enquête REPONSE qui permettent, entre autres, une analyse approfondie, autour du thème des liens entre politiques de gestion du personnel, stratégies économiques et performances des entreprises. Tout en prenant en considération un large éventail de caractéristiques des travailleurs et des entreprises, les résultats suggèrent que la diversité démographique (âge et genre) a un effet négatif sur la productivité et les salaires tandis que la diversité d'éducation a un effet positif. Contrairement à une idée assez répandue, les caractéristiques des dirigeants (genre, âge, ancienneté) n’ont aucun effet sur la diversité. En revanche le type de structure de propriété des entreprises (entreprises familiales, entreprises cotées en bourse, propriétaire étranger ou participation des travailleurs dans l’actionnariat) implique une certaine hétérogénéité de l’effet de la diversité (firmes familiales plus favorable à la diversité de genre, firmes cotées en bourse plus favorable à la diversité d’éducation) / Doctorat en sciences économiques, Orientation économie / info:eu-repo/semantics/nonPublished

Diese Arbeit besteht aus theoretischen und empirischen Beiträgen zur Such- und Matchingliteratur, mit Schwerpunkt auf dem deutschen Arbeitsmarkt. Das erste Kapitel beschreibt das Such- und Matchingmodell des Arbeitsmarktes sowie sein empirisches Gegenstück, den Flussansatz. Das zweite Kapitel zeigt, dass eine Anhebung der Arbeitslosenunterstützung in einem Modell mit skill mismatch und endogener Jobzerstörung zu einer längeren erwarteten Dauer des der Arbeitslosigkeit folgenden Beschäftigungsverhältnisses führt. Andererseits senkt ein Anstieg von skill mismatch in der aggregaten Produktionsfunktion die Arbeitslosenrate. Das dritte Kapitel liefert eine empirische Untersuchung der Arbeiterflüsse der westdeutschen Volkswirtschaft, wobei administrative Mikrodaten verwendet werden. Nach einer Darstellung ihrer Querschnitts- und Zeitreiheneigenschaften wird deren Zyklizität untersucht. Trennungen sind weniger volatil als die Bildung neuer Beschäftigungsverhältnisse, jedoch ist die Zusammensetzung ersterer starken Schwankungen unterworfen. Eine ökonometrische Untersuchung zeigt, dass ein wichtiger Grund für Arbeiterflüsse in die Arbeitslosigkeit während einer Rezession der Rückgang der Einstellungsneigung von Firmen ist, was auch aus dem Rückgang der direkten Job-zu-Job-Übergänge ersichtlich ist. Das vierte Kapitel untersucht die Interaktion zwischen strukturellem Wandel und Arbeitsmarktdynamik. Ein wird gezeigt, dass die Geschwindigkeit der sektoralen Reallokation um das Jahr 1990 in Westdeutschland erheblich und dauerhaft zunahm. Unterschiede im Beschäftigungswachstum zwischen Sektoren lassen sich auf unterschiedliche Zugangsraten (nicht Austrittsraten) zurückführen. Neue Beschäftigungsverhältnisse werden in wachsenden Sektoren vor allem mit Hilfe von Arbeitern aus der Nichterfassung, in schrumpfenden Sektoren auch mit Hilfe von Arbeitslosen, gebildet. Direkte Job-zu-Job-Übergänge spielen bei der sektoralen Reallokation keine Rolle, obwohl sie für die zyklischen Eigenschaften des Arbeitsmarktes äußerst wichtig sind. / This dissertation consists of theoretical and empirical contributions to the literature on search and matching, with a particular focus on the German labour market. The first chapter provides an introduction to the search and matching model of the labour market and its empirical counterpart, the flow approach to labour market dynamics. The second chapter shows that raising unemployment benefits in a model with endogenous job destruction and skill mismatch leads to a longer expected duration of post-unemployment job matches. On the other hand, an increase in skill mismatch in the aggregate production function lowers the level of unemployment in an economy with high unemployment benefits. The third chapter empirically investigates worker flows in the West German economy using administrative micro data. After providing stylised facts on the cross-sectional and the time-series features of gross worker flows, their cyclical properties are investigated. While separations are found to be less volatile than hirings, there are important compositional changes over the business cycle, i.e. the flows underlying separations are relatively volatile. Furthermore, an econometric panel data analysis shows that a major reason for workers becoming unemployed during a recession is a reduction in the hiring activity of firms, which is witnessed by a reduction in direct job-to-job transitions. The fourth chapter uses the same data set in order to examine the interaction between structural change and labour market dynamics. The pace of sectoral reallocation is shown to have permanently accelerated around 1990 in the West German economy. Sectors differ in employment growth rates because of differences in inflow rates, rather than outflow rates. Growing sectors mainly recruit workers from non-participation, while for shrinking sectors, unemployment flows also play an important role. Direct job-to-job transitions, while being crucial for the cyclicality of the labour market, are negligible for sectoral reallocation.

[pt] Estudos recentes estimam que a elegibilidade ao programa de seguro desemprego aumenta a probabilidade de demissão em 12 por cento no Brasil. Esse artigo desenvolve um modelo de equilíbrio parcial onde trabalhadores buscam por emprego e podem se demitir para coletar benefícios do seguro desemprego. Calibramo-lo usando dados do Brasil e o utilizamos para medir as consequências desse comportamento sobre o acúmulo de capital humano específico à firma e sobre a produtividade do trabalho na economia. Por meio de exercícios contrafactuais, descobrimos que tornar a elegibilidade ao seguro desemprego mais estrita aumentaria o salário médio, a estabilidade no emprego, mas também a taxa de rotatividade. Discutimos esse último resultado e concluímos que isso depende de como a política modifica a fração de trabalhadores empregados que voluntariamente se separam de seus empregos. Em outro exercício, encontramos uma relação negativa entre a mudança na taxa de reposição do programa de seguro desemprego e a duração média do emprego. / [en] Recent studies estimate that eligibility for unemployment insurance program raises layoff probability by 12 per cent in Brazil. This paper develops a partial equilibrium model where workers search for jobs and might quit them in order to collect UI benefits. We calibrate it using data from Brazil and use it to assess the consequences of this behavior on firmspecific human capital accumulation and labor productivity in the economy. Through counterfactual exercises, we find that a stricter job tenure eligibility threshold would raise the average wage, the job tenure, but also the turnover rate. We discuss this last result and conclude that it depends on how the policy modifies the fraction of employed workers who voluntarily separate from their jobs. In another exercise, we find a negative relationship between the change in the UI replacement rate and the average employment duration.