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Interne Arbeitsmärkte und Einsatz temporärer Arbeitsverhältnisse : Eine Fallstudie mit Daten eines deutschen Dienstleistungsunternehmens


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  • Oberst, Mathias
  • Schank, Thorsten
  • Schnabel, Claus


Die Auswertung von Personaldaten eines deutschen Unternehmens identifiziert einige Merkmale eines internen Arbeitsmarktes für die Stammbelegschaft von dauerhaft beschäftigten Mitarbeitern. Dazu zählen eine überdurchschnittlich lange und hierarchisch zunehmende Betriebszugehörigkeit sowie eine mit der Hierarchieebene steigende Entlohnung. Im Gegensatz zu einem idealtypischen internen Arbeitsmarkt nehmen jedoch die Lohndifferenziale nicht mit der Hierarchie überproportional zu, und Humankapitalvariablen spielen eine wichtigere Rolle bei der Entlohnung als Hierarchievariablen. Neben seiner Stammbelegschaft setzt das Unternehmen in starkem Maße auf eine Randbelegschaft von befristet Beschäftigten und Leiharbeitnehmern. Eine ökonometrische Analyse zeigt, dass die Kosten pro geleisteter Arbeitsstunde bei befristet Beschäftigten um 14 Prozent und bei Leiharbeitnehmern sogar um 29 Prozent unter denen vergleichbarer Stammmitarbeiter liegen. Dies deutet darauf hin, dass Unternehmen durch eine gelungene Mischung von Stamm- und Randbelegschaft Kosten- und Wettbewerbsvorteile haben können. -- The analysis of the personnel data of a German firm finds some characteristics of internal labour markets for the core group of permanent employees. These include above-average and hierarchically rising years of tenure as well as wages that increase with hierarchy levels. In contrast to an ideal internal labour market, however, wage differentials do not rise more than proportionally with hierarchy levels, and human capital variables play a more important role than hierarchy variables in explaining wages. In addition to its core of permanent workers the firm makes strong use of peripheral workers such as fixed-term employees and temporary agency workers. An econometric analysis indicates that the costs per hour effectively worked are 14 per cent lower for fixed-term employees and even 29 per cent lower for temporary agency workers than for permanent employees with similar characteristics. This suggests that firms can have cost and competition advantages by employing the right mix of permanent and temporary workers.

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Bibliographic Info

Paper provided by Friedrich-Alexander-University Erlangen-Nuremberg, Chair of Labour and Regional Economics in its series Discussion Papers with number 46.

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Date of creation: 2006
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Handle: RePEc:zbw:faulre:46

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Keywords: Interner Arbeitsmarkt; Leiharbeit; befristet Beschäftigte;

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  1. Michael C. Burda & Michael Kvasnicka, 2006. "Zeitarbeit in Deutschland: Trends und Perspektiven," Perspektiven der Wirtschaftspolitik, Verein für Socialpolitik, vol. 7(2), pages 195-225, 05.
  2. Gerlach, Knut & Stephan, Gesine, 2005. "Individual tenure and collective contracts," IAB Discussion Paper 200510, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].
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  7. Treble, John & van Gameren, Edwin & Bridges, Sarah & Barmby, Tim, 2001. "The internal economics of the firm: further evidence from personnel data," Labour Economics, Elsevier, vol. 8(5), pages 531-552, December.
  8. Baker, George & Gibbs, Michael & Holmstrom, Bengt, 1994. "The Internal Economics of the Firm: Evidence from Personnel Data," The Quarterly Journal of Economics, MIT Press, vol. 109(4), pages 881-919, November.
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Cited by:
  1. Elke J. Jahn, 2010. "Reassessing the Pay Gap for Temps in Germany," Journal of Economics and Statistics (Jahrbuecher fuer Nationaloekonomie und Statistik), Justus-Liebig University Giessen, Department of Statistics and Economics, vol. 230(2), pages 208-233.
  2. Jahn, Elke J., 2008. "Reassessing the Wage Penalty for Temps in Germany," IZA Discussion Papers 3663, Institute for the Study of Labor (IZA).


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