Beschäftigungs- und Lohnwirkungen von betrieblichen Reorganisationsprozessen (Employment and wage effects of reorganisation of firms)
Abstract"Organizational change is characterized by different measures of business policy, work organization and personnel policy, e.g. delayering, teamwork, job-rotation, further training and education, incentive payment and flexible working time. These measures work both, alone and in combination, on employment and remuneration of employees of different skill levels. Relocation of responsibilities, team work or close customer contact call for communication skills, social competence, judgment, initiative, creativity and even the individual capacity to work in teams. If these skills are rather attributed to highly qualified workers, an enterprise may be strived to establish a higher qualification level after an organizational change. Against this background the hypothesis seems to be justified to assume, that organizational change causes adverse employment effects for low skilled workers. Based on linked employer-employee data of the Institute of Employment Research (IAB) Nuremberg, built with the IAB Establishment Panel and the employment statistics register, positive effects of organizational change on labour demand can be shown. No empirical evidence could be found for a skill bias caused by organizational change in this respect. The demand functions, deducted from the generalized 'Leontief'-cost function, have been estimated for four skill levels as seemingly unrelated regressions (SUR). Our results indicate a significant influence of these variables, which measure reorganizational change. Evidence for a skill bias of reorganizational measures could not be found. Moreover positive effects on wages and stabilizing effects on employment appeared more often among middle or highly educated employees. This result corroborates the hypothesis of a skill biased organizational change. Clearly destabilizing effects on employment for low skilled workers could not be found in this study, despite using alternative methodological approaches." (Author's abstract, IAB-Doku) ((en))
Download InfoIf you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
As the access to this document is restricted, you may want to look for a different version under "Related research" (further below) or search for a different version of it.
Bibliographic InfoArticle provided by Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany] in its journal Zeitschrift für ArbeitsmarktForschung – Journal for Labour Market Research.
Volume (Year): 44 (2011)
Issue (Month): 1/2 ()
Find related papers by JEL classification:
- J21 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Force and Employment, Size, and Structure
- J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
- J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
- J38 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Public Policy
You can help add them by filling out this form.
reading list or among the top items on IDEAS.Access and download statisticsgeneral information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (IAB, Geschäftsbereich Dokumentation und Bibliothek).
If references are entirely missing, you can add them using this form.