Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/158826 
Year of Publication: 
2016
Citation: 
[Journal:] Journal for Labour Market Research [ISSN:] 2510-5027 [Volume:] 49 [Issue:] 4 [Publisher:] Springer [Place:] Heidelberg [Year:] 2016 [Pages:] 349-366
Publisher: 
Springer, Heidelberg
Abstract: 
This paper focuses on the German labor market for older workers. It does so in comparison with other countries and with a unique focus on the role of employer incentives for retaining and hiring older workers. It argues that while employment of older German workers has improved due to changes in government policy, the labor market for older workers remains characterized by far less mobility and opportunity. While we recognize the potential explanations of reduced productivity and age discrimination, we review evidence pointing to the importance of life-cycle contracts (Hutchens, J Lab Econ, 4, 439 - 457, 1986; Lazear, J Polit Economy, 87, 1261 - 1284, 1979). These contracts can be efficient but typically imply that older workers will have difficulty being re-hired into career jobs after separation. We suggest that attempts to reduce or eliminate such life-cycle contracts are likely to be counter-productive but suggest how other countries, particularly Japan, have dealt with this issue.
Subjects: 
ältere Arbeitnehmer
berufliche Integration
Personaleinstellung
Beschäftigungsentwicklung
Arbeitslose
Diskriminierung
Lohnhöhe
Erwerbsquote - internationaler Vergleich
Männer
Frauen
Arbeitsproduktivität
institutionelle Faktoren
Anciennitätsprinzip
Leistungsmotivation
Bundesrepublik Deutschland
USA
Japan
Frankreich
JEL: 
J14
J33
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by Logo
Document Type: 
Article

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