A Relational Inequality Approach to First- and Second-Generation Immigrant Earnings in German Workplaces

Melzer, Silvia Maja; Tomaskovic‐Devey, Donald; Schunck, Reinhard; Jacobebbinghaus, Peter

doi:10.1093/sf/soy021

Cited by 31 publications

(58 citation statements)

References 44 publications

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“…In contrast to gender, citizenship composition, while statistically significant, had very small effect sizes. This is consistent with prior work that shows that citizenship is a weak status distinction in German workplaces [36].…”

Section: Discussionsupporting

confidence: 92%

The organizational production of earnings inequalities, Germany 1995–2010

Tomaskovic‐Devey

Melzer

2020

PLoS ONE

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Germany has experienced sharply rising earnings inequalities, both between and within workplaces. Working from prior literature on rising employment dualization and the fissuring of workplaces into high and low wage employers, we explore a set of organizational explanations for rising between and within workplace inequality focusing on the role of employment dualization, skill segregation/complexity, and firm fissuring. We describe and model these hypothesized processes with administrative data on a large random sample panel of German workplaces. We find that rising inequalities are associated with polarization in industrial wage rates and the birth of new low wage workplaces, as well as increased establishment skill specialization and the growth of part-time jobs in workplace divisions of labor. We conclude with recommendations for future research that directly examines more proximate mechanisms and their relative importance in different institutional contexts.

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Section: Discussionsupporting

confidence: 92%

The organizational production of earnings inequalities, Germany 1995–2010

Tomaskovic‐Devey

Melzer

2020

PLoS ONE

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“…Hallmarks in this broader literature are Chiswick (1978) and Borjas (1985) who studied adaptation processes of immigrants in the United States. Research in this tradition found that migrants are more often unemployed than non-migrants, they earn lower wages, they use their vocational skills to a lesser extent and they are less often promoted (Adsera and Chiswick 2007;Dustmann and Frattini 2013;Fleischmann and Dronkers 2010;Guzi et al 2015;Landesmann et al 2015;Melzer et al 2018;Nieto et al 2015;Pichler 2011;Reyneri and Fullin 2011;Tomaskovic-Devey et al 2015). Catching-up with their native counterparts takes them around one or two decades (Adsera and Ferrer 2016;Blau and Kahn 2007;Borjas 2015;Duleep and Dowhan 2002).…”

Section: Working Hours Of Migrants Vis-à-vis Non-migrantsmentioning

confidence: 99%

“…2 015; Melzer et al . 2018; Nieto et al. 2 015; Pichler 2011; Reyneri and Fullin 2011; Tomaskovic‐Devey et al .…”

Section: Working Hours Of Migrants Vis‐à‐vis Non‐migrantsmentioning

confidence: 99%

Behind Migrant and Non‐Migrant Worktime Inequality in Europe: Institutional and Cultural Factors Explaining Differences

Ortlieb

Winterheller

2020

Brit J Industrial Rel

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Migrants often work longer hours than their non-migrant counterparts. In this article, we examine reasons behind this inequality, arguing that institutional working time configurations at the country level have impact on worktime inequality. Our crosscountry comparative study uses data from the European Labour Force Survey. We focus on France, Sweden, Austria and the UK as archetypal examples of working time configurations and breadwinner models in Europe. Our findings indicate that institutional and cultural factors play a role in working hour differences between migrants and non-migrants. We conclude that more centralized worktime regulation and bargaining foster equality, and we suggest several avenues for future research.

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“…The cross-sectional nature of the data limits the interpretation of the individual level effects to correlational associations. This limitation is less crucial for the interpretation of the influence of workplace attributes on bullying, as organizational characteristics usually change very slowly (DiMaggio and Powell 1983;Stainback et al 2010), which makes it more plausible to assume that organizational characteristics influence social relationships within workplaces and not the other way around (e.g., Avent-Holt and Tomaskovic-Devey 2012; Melzer et al 2018). Nevertheless, we interpret those effects as relations and not causal effects.…”

Section: Datamentioning

confidence: 95%

How Individual Involvement with Digitalized Work and Digitalization at the Workplace Level Impacts Supervisory and Coworker Bullying in German Workplaces

Melzer

Diewald

2020

Social Sciences

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Digitalized work has gained importance across industrialized countries. Simultaneously, research investigating the consequences of digitalized work for workplace relations among employees, supervisors, and coworkers, such as workplace bullying, is largely missing. This study is, to the best of our knowledge, the first to investigate how digitalized work influences supervisory and coworker bullying dependent on individual, job, and workplace characteristics. We use representative linked-employer-employee data from 3612 employees located in 100 large workplaces in Germany across all industrial sectors and apply random effects multilevel linear analyses. Individual involvement in digitalized work is related to less supervisory bullying for all employees, and for lower qualified employees to less coworker bullying. At the workplace level, when digitalization has advanced, supervisory bullying increases for highly qualified employees. Neither the individual nor the workplace effects of digitalization are explained by mediating factors such as job autonomy, routine or machine work, competency, or psychological or physical stress. Competence and job autonomy prevent the occurrence of bullying, while routine work, psychological stress, and physically demanding work are positively related to bullying. All effects are more pronounced for supervisory bullying than for coworker bullying. Individual involvement with digitalized work seems to change relational dynamics within workplaces and to protect employees from bullying. For highly qualified employees, this is probably related to the gathering of key competencies; for lower qualified employees, it might be linked to working with digital devices. In workplaces where digitalization has progressed, digitalized work may disrupt and change the established work processes and relations and increase the necessity for new coordination and, thus, the occurrence of conflicts.

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A Relational Inequality Approach to First- and Second-Generation Immigrant Earnings in German Workplaces

Cited by 31 publications

References 44 publications

The organizational production of earnings inequalities, Germany 1995–2010

The organizational production of earnings inequalities, Germany 1995–2010

Behind Migrant and Non‐Migrant Worktime Inequality in Europe: Institutional and Cultural Factors Explaining Differences

How Individual Involvement with Digitalized Work and Digitalization at the Workplace Level Impacts Supervisory and Coworker Bullying in German Workplaces

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