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We analyze the effects of socio-economic and institutional determinants, especially labor-market institutions and features of social protection systems, on migrants' location choices. Based on micro-data for France, Germany, the UK, and the USA, we study migration to one of these four countries using a multinomial choice framework. Our estimates confirm conventional results regarding wages, networks, and unemployment rates. In addition, we find that there are indications of "insider-outsider effects" for union coverage and unemployment benefits, while employment protection does not have a clear-cut impact on migration. Good education and health systems tend to attract migrants, while generous pension systems deter them.

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may be saved and copied for your personal and scholarly purposes.You are not to copy documents for public or commercial purposes, to exhibit the documents publicly, to make them publicly available on the internet, or to distribute or otherwise use the documents in public. licence. www.econstor.eu If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated Job Changes and Interregional Migration of Graduates February 26, 2016 AbstractWe empirically analyze job changes and related location choices for graduates in Germany and its determinants. Using a longitudinal, representative survey-based dataset, we not only observe the transition of graduates to the labor market but also every subsequent job change within five years after graduation. Contrary to what is often assumed in the literature, our findings show that around 75% of the graduates have more than one job within our observation period and for a non-negligible share of them, job changes are related to interregional migration. Whereas job changes mostly depend on the field of study and previous employment conditions, migration is predominantly affected by previous migration paths and regional characteristics. JEL-Classification: J61, J62, R11, I23, H72Keywords: job changes, interregional migration, graduates, longitudinal graduate survey IntroductionIn recent decades, migration of high-skilled has notably increased (see, e.g., Docquier and Marfouk 2005 for international evidence). From a global perspective, this development is positive as a more mobile high-skilled workforce leads to a more efficient allocation of labor across regions and countries and allows for better adjustments to economic change (Borjas et al. 1997). From the regional or national perspective, however, the effects are less clear. In particular, whether the investment in higher education pays out depends on graduate mobility. If more graduates in a region lead to more human capital there, this can be expected to foster economic growth and innovative performance (see, e.g., Audretsch et al. 2005, Baptista and Mendonça 2010, Fritsch and Aamoucke 2013 and to lead to higher tax revenues (Gérard and Uebelmesser 2014). But there is considerable theoretical and empirical evidence that the individual propensity to migrate is positively correlated with human capital endowment (Coulom...