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    <title>EconStor Collection:</title>
    <link>https://hdl.handle.net/10419/299752</link>
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        <rdf:li rdf:resource="https://hdl.handle.net/10419/315015" />
        <rdf:li rdf:resource="https://hdl.handle.net/10419/315016" />
        <rdf:li rdf:resource="https://hdl.handle.net/10419/324327" />
        <rdf:li rdf:resource="https://hdl.handle.net/10419/324325" />
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    <dc:date>2026-04-30T17:23:40Z</dc:date>
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  <item rdf:about="https://hdl.handle.net/10419/315015">
    <title>How did you find your job? Effects of the job search channels on labour market outcomes in Germany</title>
    <link>https://hdl.handle.net/10419/315015</link>
    <description>Title: How did you find your job? Effects of the job search channels on labour market outcomes in Germany
Authors: Afonina, Mariya; Zaharieva, Anna
Abstract: We study the effect of finding a job through one's social contact on starting wages. Using combined SOEP-INKAR data for Germany and propensity score analysis - both matching and weighting - we document that referral hiring is associated with a wage penalty of 10%. This penalty is stable over time. Separating by the type of the social contact, we find that referrals from former colleagues are associated with a 9% wage premium compared to a direct formal application. In contrast, referrals from friends are associated with a 7% wage penalty. Our results highlight persistent self-selection of workers on observable and unobservable characteristics. Using information from a short test of cognitive abilities (symbol digit test) we document that workers recommended by former colleagues perform best in the ability test, consistent with the predictions from a sorting model. The lowest performance is recorded for those relying on the help of their friends. The effects are primarily driven by the sub-sample of women. No significant differences across search channels are found for personality traits.</description>
    <dc:date>2025-01-01T00:00:00Z</dc:date>
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  <item rdf:about="https://hdl.handle.net/10419/315016">
    <title>Causes of climate models uncertainty and implications for economic policy</title>
    <link>https://hdl.handle.net/10419/315016</link>
    <description>Title: Causes of climate models uncertainty and implications for economic policy
Authors: Greiner, Alfred
Abstract: In this paper it is shown that climate models are characterized by uncertainty and its causes are pointed out. It is well known that a higher greenhouse gas concentration raises the radiative forcing of the earth and the physics behind it is well understood. However, as regards the feedback effects of higher temperatures, parameter uncertainty, model uncertainty and the chaotic nature of the climate system give rise to a considerable degree of ignorance regarding the climate system. Given this uncertainty costly CO2 abatement measures are difficult to justify with the currently available technology. But, due to technical progress more efficient technologies are expected to reduce abatement costs in the future such that a net zero emission policy could be justified to avoid possible, but uncertain, climate damages. In any case, fixing a deadline by which the net zero goal must be met is not welfare maximizing and more flexibility is needed to avoid prohibitive costs.</description>
    <dc:date>2025-01-01T00:00:00Z</dc:date>
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  <item rdf:about="https://hdl.handle.net/10419/324327">
    <title>From means to margins: The uneven effects of hiring market concentration on the gender wage gap in Germany</title>
    <link>https://hdl.handle.net/10419/324327</link>
    <description>Title: From means to margins: The uneven effects of hiring market concentration on the gender wage gap in Germany
Authors: Afonina, Mariya; Rickmeier, Katrin
Abstract: In this paper, we study the impact of monopsony power on the gender wage differentials at various parts of the wage distribution from 2019 to 2022. We are measuring hiring labour market concentration by constructing the HHI on the basis of online job advertisement data from Germany.The wages and a rich set of demographic characteristics are acquired from the German Socio-Economic Panel. With the help of RIF-IV, we establish that the impact of labour market concentration is more pronounced in higher deciles of the distribution for the aggregated sample, reaching -2.4% for the monthly wages and -9.6% for the hourly ones. Respective values for the medians equal to -0.9% and -4.7%. However, disaggregating by sex reveals different distributional effects for women and men. For men, the effects are consistent with the aggregated sample, where the impact is insignificant in the lower deciles and increases towards the upper end. For women, however, the impact is highest at the lower and upper deciles and the set of effects demonstrates a hump-shape. Furthermore, women in western Germany are considerably more affected than women in the East. The findings suggests that hiring labour market concentration contributes to a widening of the gender wage gap especially at the lower end of the wage distribution.</description>
    <dc:date>2025-01-01T00:00:00Z</dc:date>
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  <item rdf:about="https://hdl.handle.net/10419/324325">
    <title>Firm hierarchy and employment segregation</title>
    <link>https://hdl.handle.net/10419/324325</link>
    <description>Title: Firm hierarchy and employment segregation
Authors: Neugart, Michael; Zaharieva, Anna
Abstract: Firms organize their production processes differently, with consequences for various metrics of the economy. A so-far little explored issue is whether and how the deepness of firms, meaning the number of hierarchical levels, affects employment segregation in the labor market. We show how the Duncan index, a widely used measure of segregation, changes as firm organizations become deeper, first in a simplified flow model of the labor market, and then when transition probabilities are endogenized in a simulation model with internal promotions and external worker mobility across firms in a frictional environment. Our results suggest that a new hierarchical level can reduce segregation and serve as a stepping stone for disadvantaged workers in the "bottleneck" part of the career ladder. Yet, a new level can turn into a stumbling block for disadvantaged workers increasing segregation, if it is introduced in parts of the career ladder preceding the "bottleneck".</description>
    <dc:date>2025-01-01T00:00:00Z</dc:date>
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