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  1. Do recruiters select workers with different personality traits for different tasks?
    a discrete choice experiment
    Autor*in: Wehner, Caroline; Grip, Andries de; Pfeifer, Harald
    Erschienen: September 2020
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    This paper explores whether firms recruit workers with different personality traits for different tasks. For our analysis, we used data from a discrete choice experiment conducted among recruiters of 634 firms in Germany. Recruiters were asked to... mehr

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    This paper explores whether firms recruit workers with different personality traits for different tasks. For our analysis, we used data from a discrete choice experiment conducted among recruiters of 634 firms in Germany. Recruiters were asked to choose between job applicants who differed in seven aspects: professional competence, the 'big five' personality traits and the prospective wage level. We found that all personality traits affect the hiring probability of the job applicant; among them, conscientiousness and agreeableness have the strongest effects. However, recruiters' preferences differed for different job tasks. For analytical tasks, recruiters prefer more open and conscientious applicants, whereas they favour more open, extraverted, and agreeable workers for interactive tasks.

     
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    hdl: 10419/227260
    Schriftenreihe: Discussion paper series / IZA ; no. 13733
    Umfang: 1 Online-Ressource (circa 28 Seiten), Illustrationen
  2. Do recruiters select workers with different personality traits for different tasks
    a discrete choice experiment
    Autor*in: Wehner, Caroline; Grip, Andries de; Pfeifer, Harald
    Erschienen: [2020]
    Verlag:  Graduate School of Business and Economics, Maastricht

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    Schriftenreihe: [Research memorandum] / Maastricht University, Graduate School of Business and Economics (GSBE) ; RM/20, 035
    Umfang: 1 Online-Ressource (circa 29 Seiten), Illustrationen
  3. Supply shocks in the market for apprenticeship training
    Autor*in: Mühlemann, Samuel; Pfann, Gerard A.; Pfeifer, Harald; Dietrich, Hans
    Erschienen: [2020]
    Verlag:  Graduate School of Business and Economics, Maastricht

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    Schriftenreihe: [Research memorandum] / Maastricht University, Graduate School of Business and Economics (GSBE) ; RM/20, 036
    Umfang: 1 Online-Ressource (circa 42 Seiten), Illustrationen
  4. Do recruiters select workers with different personality traits for different tasks?
    a discrete choice experiment
    Autor*in: Wehner, Caroline; Grip, Andries de; Pfeifer, Harald
    Erschienen: [2020]
    Verlag:  Research Centre for Education and the Labour Market, Maastricht

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    Schriftenreihe: ROA research memorandum / Researchcentrum voor Onderwijs en Arbeidsmarkt ; ROA-RM-2020, 12 (December 2020)
    Umfang: 1 Online-Ressource (circa 30 Seiten), Illustrationen
  5. Supply shocks in the market for apprenticeship training
    Autor*in: Mühlemann, Samuel; Pfann, Gerard A.; Pfeifer, Harald; Dietrich, Hans
    Erschienen: [2020]
    Verlag:  Research Centre for Education and the Labour Market, Maastricht

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    Schriftenreihe: ROA research memorandum / Researchcentrum voor Onderwijs en Arbeidsmarkt ; ROA-RM-2020, 13 (December 2020)
    Umfang: 1 Online-Ressource (circa 43 Seiten), Illustrationen
  6. The effect of business cycle expectations on the German apprenticeship market: estimating the impact of COVID-19
    Autor*in: Mühlemann, Samuel; Pfeifer, Harald; Wittek, Bernhard
    Erschienen: June 2020
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    A firm's expectation about the future business cycle is an important determinant of the decision to train apprentices. As German firms typically train apprentices to either fill future skilled worker positions, or as a substitute for other types of... mehr

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    A firm's expectation about the future business cycle is an important determinant of the decision to train apprentices. As German firms typically train apprentices to either fill future skilled worker positions, or as a substitute for other types of labor, the current coronavirus crisis will have a strong and negative impact on the German economy according to the current business cycle expectations of German firms. To the extent that the training decision of a firm depends on its perception of the business cycle, we expect a downward shift in the firm's demand for apprentices and consequently also a decrease in the equilibrium number of apprenticeship contracts. We analyze German data on the apprenticeship from 2007 to 2019 and apply firstdifferences regressions to account for unobserved heterogeneity across states and occupations, allowing us to identify the association between changes in two popular measures of business cycle expectations (the ifo Business Climate Index and the ifo Employment Barometer) and subsequent changes in the demand for apprentices, the number of new apprenticeship contracts, unfilled vacancies and unsuccessful applicants. Taking into account the most recent data on business cycle expectations up to May 2020, we estimate that the coronavirus-related decrease in firms' expectations about the business cycle can be associated with a predicted 9% decrease in firm demand for apprentices and an almost 7% decrease in the number of new apprenticeship positions in Germany in 2020 (-34,700 apprenticeship contracts; 95% confidence interval: +/- 8,800).

     
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    hdl: 10419/223810
    Schriftenreihe: Discussion paper series / IZA ; no. 13368
    Umfang: 1 Online-Ressource (circa 43 Seiten), Illustrationen
  7. Managers' risk preferences and firm training investments
    Autor*in: Caliendo, Marco; Cobb-Clark, Deborah A.; Pfeifer, Harald; Uhlendorff, Arne; Wehner, Caroline
    Erschienen: January 2022
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    We provide the first estimates of the impact of managers' risk preferences on their training allocation decisions. Our conceptual framework links managers' risk preferences to firms' training decisions through the bonuses they expect to receive.... mehr

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    We provide the first estimates of the impact of managers' risk preferences on their training allocation decisions. Our conceptual framework links managers' risk preferences to firms' training decisions through the bonuses they expect to receive. Risk-averse managers are expected to select workers with low turnover risk and invest in specific rather than general training. Empirical evidence supporting these predictions is provided using a novel vignette study embedded in a nationally representative survey of firm managers. Risk-tolerant and risk-averse decision makers have significantly different training preferences. Risk aversion results in increased sensitivity to turnover risk. Managers who are risk-averse offer significantly less general training and, in some cases, are more reluctant to train workers with a history of job mobility. All managers, irrespective of their risk preferences, are sensitive to the investment risk associated with training, avoiding training that is more costly or targets those with less occupational expertise or nearing retirement. This suggests the risks of training are primarily due to the risk that trained workers will leave the firm (turnover risk) rather than the risk that the benefits of training do not outweigh the costs (investment risk).

     
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    hdl: 10419/250704
    Schriftenreihe: Discussion paper series / IZA ; no. 15043
    Schlagworte: manager decisions; employee training; risk attitudes; human capital investments
    Umfang: 1 Online-Ressource (circa 48 Seiten), Illustrationen
  8. Managers' risk preferences and firm training investments
    Autor*in: Caliendo, Marco; Cobb-Clark, Deborah A.; Pfeifer, Harald; Uhlendorff, Arne; Wehner, Caroline
    Erschienen: 2022
    Verlag:  Universität Potsdam, Potsdam

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    Auflage/Ausgabe: This version: February 15,2022
    Schriftenreihe: CEPA discussion papers ; No. 44
    Schlagworte: Manager Decisions; Employee Training; Risk Attitudes; Human Capital Investments
    Umfang: 1 Online-Ressource (45 Seiten, 728 KB), Illustrationen; Tabellen
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    We provide the first estimates of the impact of managers’ risk preferences on their training allocation decisions. Our conceptual framework links managers’ risk preferences to firms’ training decisions through the bonuses they expect to receive. Risk-averse managers are expected to select workers with low turnover risk and invest in specific rather than general training. Empirical evidence supporting these predictions is provided using a novel vignette study embedded in a nationally representative survey of firm managers. Risk-tolerant and risk-averse decision makers have significantly different training preferences. Risk aversion results in increased sensitivity to turnover risk. Managers who are risk-averse offer significantly less general training and, in some cases, are more reluctant to train workers with a history of job mobility. All managers, irrespective of their risk preferences, are sensitive to the investment risk associated with training, avoiding training that is more costly or targets those with less occupational expertise or nearing retirement. This suggests the risks of training are primarily due to the risk that trained workers will leave the firm (turnover risk) rather than the risk that the benefits of training do not outweigh the costs (investment risk)
  9. Kosten und Nutzen der betrieblichen Ausbildung 2017/18 (BIBB-CBS 2017/18)
    Abschlussbericht zu Forschungsprojekt 2.1.316 (Laufzeit I/2017 - II/2020)
    Autor*in: Pfeifer, Harald; Wenzelmann, Felix; Schönfeld, Gudrun; Risius, Paula; Wehner, Caroline
    Erschienen: 30.06.2020
    Verlag:  Bundesinstitut für Berufsbildung, Bonn

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    Universitätsbibliothek Mannheim
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    Medientyp: Buch (Monographie)
    Format: Online
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    Schlagworte: Betriebliche Berufsausbildung; Kosten-Nutzen-Analyse; Ausbildungskosten; Bildungsertrag; Ausbildungsbereitschaft; Betriebsbefragung; BIBB-Erhebung; Quantitative Angaben
    Umfang: 1 Online-Ressource (circa 38 Seiten), Illustrationen
  10. Kosten und Nutzen der betrieblichen Ausbildung 2012 (BIBB-CBS 2012)
    Abschlussbericht zu Forschungsprojekt 2.1.306 (Laufzeit I/2012 - IV/2015)
    Autor*in: Wenzelmann, Felix; Jansen, Anika; Pfeifer, Harald; Schönfeld, Gudrun
    Erschienen: Dezember 2015
    Verlag:  Bundesinstitut für Berufsbildung, Bonn

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    Schlagworte: Betriebliche Berufsausbildung; Kosten-Nutzen-Analyse; Ausbildungskosten; Bildungsertrag; Betriebsbefragung; BIBB-Erhebung; 2012; Quantitative Angaben
    Umfang: 1 Online-Ressource (circa 35 Seiten), Illustrationen
  11. Managers' risk preferences and firm training investments
    Autor*in: Caliendo, Marco; Cobb-Clark, Deborah A.; Pfeifer, Harald; Uhlendorff, Arne; Wehner, Caroline
    Erschienen: 2022
    Verlag:  Universität Potsdam, Potsdam

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    Auflage/Ausgabe: This version: February 15,2022
    Schriftenreihe: CEPA discussion papers ; No. 44
    Schlagworte: Manager Decisions; Employee Training; Risk Attitudes; Human Capital Investments
    Umfang: 1 Online-Ressource (45 Seiten, 728 KB), Illustrationen; Tabellen
    Bemerkung(en):

    Gesehen am 17.02.2022

    We provide the first estimates of the impact of managers’ risk preferences on their training allocation decisions. Our conceptual framework links managers’ risk preferences to firms’ training decisions through the bonuses they expect to receive. Risk-averse managers are expected to select workers with low turnover risk and invest in specific rather than general training. Empirical evidence supporting these predictions is provided using a novel vignette study embedded in a nationally representative survey of firm managers. Risk-tolerant and risk-averse decision makers have significantly different training preferences. Risk aversion results in increased sensitivity to turnover risk. Managers who are risk-averse offer significantly less general training and, in some cases, are more reluctant to train workers with a history of job mobility. All managers, irrespective of their risk preferences, are sensitive to the investment risk associated with training, avoiding training that is more costly or targets those with less occupational expertise or nearing retirement. This suggests the risks of training are primarily due to the risk that trained workers will leave the firm (turnover risk) rather than the risk that the benefits of training do not outweigh the costs (investment risk)
  12. The effects of supply shocks in the market for apprenticeships
    evidence from a German high school reform
    Autor*in: Mühlemann, Samuel; Pfann, Gerard A.; Pfeifer, Harald; Dietrich, Hans
    Erschienen: January 2018
    Verlag:  Universität Zürich, IBW - Institut für Betriebswirtschaftslehre, Zürich

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    Format: Online
    Schriftenreihe: Working paper / Swiss Leading House ; no. 143
    Schlagworte: apprenticeship market; labor supply shock; G8 reform
    Umfang: 1 Online-Ressource (circa 35 Seiten), Illustrationen
  13. The effect of business cycle expectations on the German apprenticeship market
    estimating the impact of Covid-19
    Autor*in: Mühlemann, Samuel; Pfeifer, Harald; Wittek, Bernhard
    Erschienen: June 2020
    Verlag:  Universität Zürich, IBW - Institut für Betriebswirtschaftslehre, Zürich

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    Schriftenreihe: Working paper / Swiss Leading House ; no. 171
    Umfang: 1 Online-Ressource (circa 43 Seiten), Illustrationen
  14. The effect of business cycle expectations on the German apprenticeship market
    estimating the impact of Covid-19
    Autor*in: Mühlemann, Samuel; Pfeifer, Harald; Wittek, Bernhard
    Erschienen: [2020]
    Verlag:  Graduate School of Business and Economics, Maastricht

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    Schriftenreihe: [Research memorandum] / Maastricht University, Graduate School of Business and Economics (GSBE) ; RM/20, 020
    Umfang: 1 Online-Ressource (circa 43 Seiten), Illustrationen
  15. The effect of business cycle expectations on the German apprenticeship market
    estimating the impact of Covid-19
    Autor*in: Mühlemann, Samuel; Pfeifer, Harald; Wittek, Bernhard
    Erschienen: [2020]
    Verlag:  Research Centre for Education and the Labour Market, Maastricht

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    Schriftenreihe: ROA research memorandum / Researchcentrum voor Onderwijs en Arbeidsmarkt ; ROA-RM-2020, 8 (July 2020)
    Umfang: 1 Online-Ressource (circa 44 Seiten), Illustrationen
  16. Kosten und Nutzen der dualen Ausbildung aus Sicht der Betriebe
    Ergebnisse der fünften BIBB-Kosten-Nutzen-Erhebung
    Autor*in: Schönfeld, Gudrun; Jansen, Anika; Wenzelmann, Felix; Pfeifer, Harald
    Erschienen: [2016]
    Verlag:  W. Bertelsmann Verlag GmbH & Co. KG, Bielefeld

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    Humboldt-Universität zu Berlin, Universitätsbibliothek, Jacob-und-Wilhelm-Grimm-Zentrum
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    Quelle: Staatsbibliothek zu Berlin
    Sprache: Deutsch
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    ISBN: 9783763911868; 9783763957316
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    9783763911868
    RVK Klassifikation: DL 2000 ; DL 4000 ; DL 4110 ; QV 240
    DDC Klassifikation: Bildung und Erziehung (370)
    Schriftenreihe: Berichte zur beruflichen Bildung
    Schlagworte: Berufsausbildung; Kosten-Nutzen-Analyse; Unternehmen; Duales System
    Weitere Schlagworte: Berufsausbildung; Berufsbildung; duale Ausbildung
    Umfang: 228 Seiten, Diagramme, 24 cm
  17. The employment effects of raising negotiated minimum wages for apprentices
    Autor*in: Linckh, Carolin; Neuber-Pohl, Caroline; Pfeifer, Harald
    Erschienen: May 2023
    Verlag:  Universität Zürich, IBW - Institut für Betriebswirtschaftslehre, Zürich

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    Format: Online
    Schriftenreihe: Working paper / Swiss Leading House ; no. 202
    Schlagworte: Minimum wage; Apprenticeship market; Collective bargaining
    Umfang: 1 Online-Ressource (circa 47 Seiten), Illustrationen
  18. Negative labor supply shocks and adjustments of training in firms
    evidence from worker outflows from German border regions
    Autor*in: Neuber-Pohl, Caroline; Pregaldini, Damiano; Backes-Gellner, Uschi; Dummert, Sandra; Pfeifer, Harald
    Erschienen: June 2023
    Verlag:  Universität Zürich, IBW - Institut für Betriebswirtschaftslehre, Zürich

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    Schriftenreihe: Working paper / Swiss Leading House ; no. 203
    Schlagworte: Negative labor supply shock; wage effects; training incentives; apprenticeship training supply and demand
    Umfang: 1 Online-Ressource (circa 43 Seiten), Illustrationen
  19. Evaluating apprenticeship training programs for firms
    cost-benefit surveys of employers help design more effective training policies
    Autor*in: Mühlemann, Samuel; Pfeifer, Harald
    Erschienen: March 2023
    Verlag:  Forschungsinstitut zur Zukunft der Arbeit GmbH (IZA), Bonn

    Apprenticeship training programs typically last several years and require substantial investments by training firms, largely due to the associated labor costs for participants and instructors. Nevertheless, apprentices also add significant value in... mehr

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    Apprenticeship training programs typically last several years and require substantial investments by training firms, largely due to the associated labor costs for participants and instructors. Nevertheless, apprentices also add significant value in the workplace. One tool to measure the costs and benefits of training for firms is employer surveys, which were first introduced in the 1970s in Germany. Such cost-benefit surveys (CBS) help to better understand a firm's demand for apprentices and to identify market failures. Therefore, CBS are an important tool for designing effective training policies.

     
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    hdl: 10419/274636
    Schriftenreihe: IZA world of labor ; 2023, 506
    Schlagworte: apprenticeship and firm-sponsored training; cost-benefit surveys; return to training investment; human capital
    Umfang: 1 Online-Ressource (circa 8 Seiten), Illustrationen
  20. The impact of hiring costs for skilled workers on apprenticeship training
    a comparative study
    Autor*in: Aepli, Manuel; Mühlemann, Samuel; Pfeifer, Harald; Schweri, Jürg; Wenzelmann, Felix; Wolter, Stefan C.
    Erschienen: April 2024
    Verlag:  IZA - Institute of Labor Economics, Bonn, Germany

    This study analyzes the relationship between firms' costs of hiring skilled workers and their provision of internal apprenticeship training. Our empirical analysis draws on four waves of firm surveys conducted in Germany and Switzerland that include... mehr

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    This study analyzes the relationship between firms' costs of hiring skilled workers and their provision of internal apprenticeship training. Our empirical analysis draws on four waves of firm surveys conducted in Germany and Switzerland that include detailed information on firms' hiring costs for skilled workers and training practices. Using an indicator of labor market tightness as an instrumental variable, we identify a substantial hiring cost elasticity of apprenticeship contracts of 1.4 for Swiss firms. Although we also find a positive and increasing cost elasticity for German firms over time, its magnitude is considerably smaller. Our results are consistent with the perspective that longer-term post-training benefits are more significant in a country with frictions in the labor market and contribute to a better understanding of firms' training behavior.

     
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    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/295942
    Schriftenreihe: Discussion paper series / IZA ; no. 16919
    Schlagworte: hiring costs for skilled workers; apprenticeship training
    Umfang: 1 Online-Ressource (circa 29 Seiten)
  21. The impact of hiring costs for skilled workers on apprenticeship training
    a comparative study
    Autor*in: Aepli, Manuel; Mühlemann, Samuel; Pfeifer, Harald; Schweri, Jürg; Wenzelmann, Felix; Wolter, Stefan C.
    Erschienen: April 2024
    Verlag:  CESifo, Munich, Germany

    This study analyzes the relationship between firms’ costs of hiring skilled workers and their provision of internal apprenticeship training. Our empirical analysis draws on four waves of firm surveys conducted in Germany and Switzerland that include... mehr

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    This study analyzes the relationship between firms’ costs of hiring skilled workers and their provision of internal apprenticeship training. Our empirical analysis draws on four waves of firm surveys conducted in Germany and Switzerland that include detailed information on firms’ hiring costs for skilled workers and training practices. Using an indicator of labor market tightness as an instrumental variable, we identify a substantial hiring cost elasticity of apprenticeship contracts of 1.4 for Swiss firms. Although we also find a positive and increasing cost elasticity for German firms over time, its magnitude is considerably smaller. Our results are consistent with the perspective that longer-term post-training benefits are more significant in a country with frictions in the labor market and contribute to a better understanding of firms’ training behavior.

     
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/296155
    Schriftenreihe: CESifo working papers ; 11066 (2024)
    Schlagworte: hiring costs for skilled workers; apprenticeship training
    Umfang: 1 Online-Ressource (circa 29 Seiten)
  22. Supply shocks in the market for apprenticeships
    evidence from a German high school reform
    Autor*in: Dietrich, Hans; Mühlemann, Samuel; Pfann, Gerard A.; Pfeifer, Harald
    Erschienen: 31 January 2018
    Verlag:  Centre for Economic Policy Research, London

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    Format: Druck
    Schriftenreihe: Array ; DP 12669
    Schlagworte: Weiterführende Schule; Bildungsreform; Ausbildungsmarkt; Deutschland
    Umfang: 32 Seiten, Illustrationen
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  23. The effects of supply shocks in the market for apprenticeships
    evidence from a German high school reform
    Autor*in: Mühlemann, Samuel; Pfann, Gerard A.; Pfeifer, Harald; Dietrich, Hans
    Erschienen: January 2018
    Verlag:  IZA, Bonn, Germany

    This paper studies the effects of the G8 high school reform in Germany. The reform reduced minimum duration to obtain a high school degree (Abitur) from 9 to 8 years. First, we present a simple model based on a CES technology with heterogeneous... mehr

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    This paper studies the effects of the G8 high school reform in Germany. The reform reduced minimum duration to obtain a high school degree (Abitur) from 9 to 8 years. First, we present a simple model based on a CES technology with heterogeneous inputs to conjecture possible effects of a supply shock of high education apprenticeships. Implementation of the reform across states (Länder) has been realized in different years. A difference-in-differences estimation strategy is used to identify the effects of one-time supply shock in market for high-educated apprentices. Training firms almost fully and immediately absorbed the additional supply of high school graduates in the apprenticeship market. No evidence is found for substitution effects between low and high education apprenticeships. The model explains that these effects may be due to sticky and too low collectively bargained wages for high education apprenticeships relative to their productivity. This renders the market for apprenticeships inefficient.

     
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    Quelle: Verbundkataloge
    Sprache: Englisch
    Medientyp: Buch (Monographie)
    Format: Online
    Weitere Identifier:
    hdl: 10419/177068
    Schriftenreihe: Discussion paper / IZA ; no. 11264
    Umfang: 1 Online-Ressource (circa 35 Seiten), Illustrationen
  24. The structure of hiring costs in Germany
    evidence from firm-level data
    Autor*in: Mühlemann, Samuel; Pfeifer, Harald
    Erschienen: 2013
    Verlag:  IZA, Bonn

    This paper analyzes the structure of hiring costs of skilled workers in Germany. Using detailed and representative firm-level data on recruitment and adaptation costs of new hires, we find that average hiring costs amount to more than 8 weeks of wage... mehr

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    This paper analyzes the structure of hiring costs of skilled workers in Germany. Using detailed and representative firm-level data on recruitment and adaptation costs of new hires, we find that average hiring costs amount to more than 8 weeks of wage payments (4,700 Euros). The structure of hiring costs is convex, as an increase in the number of hires by 1% increases hiring costs by 1.3%. We find moderate effects of labor market institutions on the magnitude but none on the structure of hiring costs. Furthermore, we provide evidence in favor of monopsony power in the German labor market.

     
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    Sprache: Englisch
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    Format: Online
    Weitere Identifier:
    hdl: 10419/89838
    Schriftenreihe: Discussion paper series / Forschungsinstitut zur Zukunft der Arbeit ; 7656
    Schlagworte: Fachkräfte; Personalbeschaffung; Kostenstruktur; Kosten-Nutzen-Analyse; Deutschland
    Umfang: Online-Ressource (34 S.), graph. Darst.
  25. The impact of hiring costs for skilled workers on apprenticeship training
    a comparative study
    Autor*in: Aepli, Manuel; Mühlemann, Samuel; Pfeifer, Harald; Schweri, Jürg; Wenzelmann, Felix; Wolter, Stefan C.
    Erschienen: April 2024
    Verlag:  Universität Zürich, IBW - Institut für Betriebswirtschaftslehre, Zürich

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    Schriftenreihe: Working paper / Swiss Leading House ; no. 214
    Schlagworte: Hiring costs for skilled workers; apprenticeship training
    Umfang: 1 Online-Ressource (circa 29 Seiten)