Technological change, organizational change, and job turnover

Abstract

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. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent, nonprofit limited liability company (Gesellschaft mit beschränkter Haftung) supported by the Deutsche Post AG. The center is associated with the University of Bonn and offers a stimulating research environment through its research networks, research support, and visitors and doctoral programs. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. The current research program deals with (1) mobility and flexibility of labor, (2) internationalization of labor markets, (3) welfare state and labor market, (4) labor markets in transition countries, (5) the future of labor, (6) evaluation of labor market policies and projects and (7) general labor economics. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available on the IZA website (www.iza.org) or directly from the author. This paper uses a German employer-employee matched panel data set to investigate the effect of organizational and technological changes on gross job and worker flows. The empirical results indicate that organizational change is skill-biased because it reduces predominantly net employment growth rates of unskilled and medium-skilled workers via higher job destruction and separation rates, whereas the employment patterns of skilled workers are not affected significantly. New information technologies do not have significant effects on gross job and worker flows as soon as establishment fixed-effects are controlled for.JEL Classification: J63, L23, O33

ICT uses, innovation and SMEs productivity: Modeling direct and indirect effects in small local firms

“…In Germany, a set of studies based on several time samples of its industry's firms also confirmed the existence of relationships of dependence between labour productivity and digital technology and organisational innovation processes, though once again, evidence of relationships of complementarity was only found in the explanation of labour efficiency for co-innovation between ICT and human capital (Bauer and Bender, 2003;Hempell, 2005;Hempell and Zwick, 2008).…”

Labour market perspective on the quality of vocational education in Poland

“…increase in demand for carers of elderly people), it is much more difficult to precisely define the impact of new technologies on the occupational structure. It is difficult to predict which professions may become redundant due to new technologies and which may experience increased demand, or which new professions may appear in a few years, a dozen, or in several decades (Bauer and Bender, 2004;Eichhorst, 2015;Galor and Tsiddon, 1997;Merritt, 2014). As a result, it is becoming increasingly important for labour market participants to attain basic general skills, such as reading with comprehension and logical reasoning.…”

The Hunt for Red Flags: Human Resource Perspectives on Internet-based Job Candidate Screening

“…Classic theories of rationalization predict that technology-led de-skilling should reduce the rewards of most kinds of labor (e.g., Braverman 1974;Head 2003). The skill-biased technological change thesis posits that organizational adoption of ICTs brings greater economic returns to highly skilled workers than to their less-skilled counterparts (e.g., Bauer and Bender 2004;Fernandez 2001). Other approaches see the outcomes of technological change as contingent on jurisdictional negotiation between different worker groups (e.g., Vallas 2001;Zetka 2001).…”