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This paper focuses on the role personality traits play in determining individual unemployment duration. We argue that a worker's job search intensity is decisively driven by her personality traits, reflected in her propensity to motivate and control herself while searching for a job. Moreover, personality traits, in as far as they can be signaled to a potential employer, may also enhance the probability of receiving and accepting a job offer.For our econometric duration analysis, we use the well-accepted taxonomy "Big Five" to classify personality traits. Based on individual unemployment data taken from the German Socio-Economic Panel (SOEP) our empirical findings reveal that the personality traits Conscientiousness and Neuroticism have a strong impact on the instantaneous probability of finding a job, where the former has a positive effect and the latter has a negative effect. The direction of the effect on the subsequent employment duration is the opposite. We do not find any significant effects of the personality traits Extraversion and Agreeableness on the duration of unemployment. The personality traitOpenness eases finding a job only for female unemployed workers and workers with migration background.

This article is a study of bicameral conflict resolution between the Council and the European Parliament in the European Union, which has established a bicameral conciliation process under the co-decision procedure. Scholars commonly agree that the European Parliament has gained power under the co-decision procedure, but the impact of the conciliation process on the power distribution between the Council and the European Parliament remains unclear. The scholarly debate suggests that the power of the institutional actors depends on their proximity to the status quo, the (im-)patience and the specific preference distribution of the institutional actors, although most analyses assume that the Commission plays an insignificant role. Using an ordered probit model, this study examines the power distribution between the two institutional actors, the factors for their bargaining success and the role of the Commission in the period between 1999 and 2002. The findings show that the European Parliament wins most conflicts, but that the Council is more successful in multi-dimensional disputes. The results confirm some theoretical claims made in the literature, such as the importance of the status quo location and of preference cohesiveness. However, they also reject a major assumption in the literature on the irrelevance of the Commission in the conciliation process, which we show to have an influential informational position for parliamentary success. T H E C O N C I L I A T I O N C O M M I T T E E : I N S T I T U T I O N O F B I C A M E R A L C O N F L I C T R E S O L U T I O NThis study examines bicameral conflict resolution in the conciliation process of the European Union (EU). Compared to the insightful scholarly discussion on the merits of bicameralism in general, and the increasing role of the European Parliament (EP) in EU legislation in particular, we have little evidence on the mechanism of the conciliation process and the distribution of power between the European Parliament and the Council in the conciliation committee. The predominant view is that conciliation committees are smaller, and therefore it is easier to bargain and trade votes in a co-operative manner.1 This co-operative perspective has drawn attention to the question of bicameral representation in conciliation committees and shifted the focus away from institutional characteristics of decision making and the analysis of conciliation outcomes. In their seminal study on bicameralism, Tsebelis and Money remind us of the mixed nature of conciliation committees: 'decision making in these committees is cooperative', but 'the composition of the committee, its decision-making rule, and the set of bicameral restrictions are critically important to the results of bicameral bargaining'.

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 AbstractThis paper deals with the labor market entrance of young people in the Federal Republic of Germany. The main focus is on failures during this stage. First, an overview of the youth labor market in Germany is given. Then, the transition from vocational training to work is analyzed: The duration of the first spell of non-employment after completition of formal vocational training is analyzed by means of a proportional hazard function approach. Besides the strong influence of the human capital variables there is a striking effect of the family background of the youths. The following section addresses as to what extent early failures in the work history have long-lasting effects on future incomes.

Financial transaction prices, Autoregressive conditional multinomial model, GLARMA, Count data, Market microstructure effects, C22, C25, G10,

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This paper investigates the relationship between personality traits and female labor force participation. While research on the role of cognitive skills for individual labor market success has a long tradition in economics, comparatively little is known about the channels through which non-cognitive skills affect individual labor market behavior. There is striking evidence that personality traits play a major role in explaining individual differences in school attendance and school performance. However, comparatively little is known about how and which personality traits effect labor supply decisions. In this paper, we relate personality traits to preference parameters using a conventional structural framework of labor force participation. This allows us to separate the direct effects of personality traits affecting the individual participation decision through different individual preferences from the indirect effects through wages.We can show that personality traits play an important role in the female labor force participation decision. The channels through which personality traits effect labor force participation are manifold and depend on the specific trait. Aggregation of traits to a single index is therefore a suboptimal strategy. PsycINFO classification: 2223, 3120 JEL classification: C35, J22, J24

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