https://hdl.handle.net/10419/158031 Mon, 05 Oct 2026 08:57:33 GMT 2026-10-05T08:57:33Z https://hdl.handle.net/10419/336937 Title: Artificial intelligence and autonomy at work: Empirical insights from Germany Authors: Giering, Oliver; Kirchner, Stefan Abstract: Artificial intelligence (AI) is a prominent topic regarding the digitalisation of work and its diffusion is expected to radically change job quality. Overall, there exists a large discrepancy between discursive expectations and quantitative empirical evidence. In this article, we use a novel module from the German Socio-Economic Panel to examine the overall prevalence of AI at work, the determinants that increase the likelihood of AI use, and its association with autonomy. The results show that 38% of German workers use AI, and AI use is associated with the use of specific digital technologies. Workers in high-level, non-routine occupations are more likely to use AI, particularly in comparison to manual workers. Moreover, the association between AI and autonomy is merely superficial and cannot be properly evaluated without considering workplace preconditions. Wed, 01 Jan 2025 00:00:00 GMT https://hdl.handle.net/10419/336937 2025-01-01T00:00:00Z https://hdl.handle.net/10419/336931 Title: Skilled labour immigration: A vignette analysis on the willingness to accept migrants from outside the EU Authors: Wolff, Richard; Struck, Olaf; Osiander, Christopher Abstract: Labour migration is of great economic and social importance. We use a factorial survey experiment to analyse under which criteria predominantly employed citizens approve of immigration of skilled workers from outside the EU to Germany. The criteria of the German Skilled Immigration Act for Qualified Professionals and procedural rules for checking qualifications as well as alternatives frequently discussed in the political sphere are taken into account. We find that the willingness to accept labour migrants is positively associated with (a) migrants having a definitive job offer, (b) holding (certified) professional qualifications and (c) the presence of skilled worker shortages in an industry. The vast majority of citizens favour the provisions of the act. They would also accept even less rigorous checks on qualifications. Wed, 01 Jan 2025 00:00:00 GMT https://hdl.handle.net/10419/336931 2025-01-01T00:00:00Z https://hdl.handle.net/10419/336946 Title: The impact of work arrangements on the choice to work from home: A discrete-continuous choice experiment Authors: von Jorck, Gerrit; Börger, Tobias; Ghirardello, Linda; Meyerhoff, Jürgen; Praetorius, Barbara Abstract: An important question regarding the future of working conditions revolves around employees' choice of whether to work from home or at their regular workplace. While many employees have become accustomed to working from home during the Covid19 pandemic and want to continue doing so, many employers want them to return to work on-site more intensively. In this study, we conduct a choice experiment with employees in Berlin and Brandenburg in Germany to investigate this rebalancing process. We examine how employers can influence employees' decision to either work from home or on-site and how the allocation of workdays between home and the regular workplace reacts to a set of work arrangements for different occupational groups. These work arrangements include flexible working hours, fixed desks, canteens, the presence of colleagues on-site, and an employer allowance for days worked from home. The results show that the most important incentive to work from home is produced by the employer allowance for working from home. The most important pull factors for working at the regular workplace are the provision of both a fixed, own desk and flexible working hours granted during days worked on-site. Overall, however, the impact of work arrangements on the choice to work from home or on-site is rather small. Wed, 01 Jan 2025 00:00:00 GMT https://hdl.handle.net/10419/336946 2025-01-01T00:00:00Z https://hdl.handle.net/10419/336926 Title: Productivity labour adjustment costs: How do new hires and leavers (incl. retirees) compare? Authors: Vandenberghe, Vincent Abstract: Labour turnover is a crucial element of contemporary economic life of firms. It can improve productivity if more productive workers replace less productive ones. However, in the short run, it generates sizeable labour adjustment costs (LACs), including productivity losses for firms. This paper sheds new light on the turnover-productivity relationship focusing on productivity LACs. We use firm-level 2014-2022 Belgian data with information on stayers, new hires and leavers: those who are fired, those leaving voluntarily, and those who are about to retire. We use the Hellerstein-Neumark (HN) framework to quantify the productivity of these different labour types, using stayers as a benchmark. We posit that evidence of significant productivity handicaps is a good indicator of productivity LACs. Results suggest no productivity LACs for new hires. By contrast, for leavers, they point to significant ones. What is more, findings for prospective (early) retirees indicate a very sizeable drop in productivity during their last year of employment. Wed, 01 Jan 2025 00:00:00 GMT https://hdl.handle.net/10419/336926 2025-01-01T00:00:00Z