The Erosion of the German System of Industrial Relations

Hassel, Anke

doi:10.1111/1467-8543.00138

Cited by 317 publications

(235 citation statements)

References 5 publications

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“…87 Secondly, contracts with unions set wage floors only. Finally, hardship or opening clauses (Härte-undÖffnungsklauseln) have been increasingly implemented into collective agreements, and the negotiation of establishment-level agreements has become more common (betriebliche Bündnisse zur Beschäftigungs-und Wettbewerbssicherung) (see, for example, Hassel, 1999, Hassel and Rehder, 2001, and Carlin and Soskice, 2009). …”

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confidence: 99%

Interacting Labor and Product Market Regulation and the Impact of Immigration on Native Wages

Prantl

Spitz‐Oener

2013

SSRN Journal

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Does interacting product and labor market regulation alter the impact of immigration on wages of competing native workers? Focusing on the large, sudden and unanticipated wave of migration from East to West Germany after German reunification and allowing for endogenous immigration, we compare native wage reactions across different segments of the West German labor market: one segment without product and labor market regulation, to which standard immigration models best apply, one segment in which product and labor market regulation interact, and one segment covering intermediate groups of workers. We find that the wages of competing native West Germans respond negatively to the large influx of similar East German workers in the segment with almost free firm entry into product markets and weak worker influence on the decision-making of firms. Competing native workers are insulated from such pressure if firm entry regulation interacts with labor market institutions, implying a strong influence of workers on the decision-making of profit-making firms.

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confidence: 99%

Interacting Labor and Product Market Regulation and the Impact of Immigration on Native Wages

Prantl

Spitz‐Oener

2013

SSRN Journal

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“…** significant on 5%-level, * significant on 10%-level. Source: own calculation; LIAB-Data 1997, 1999and 2001 …”

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confidence: 99%

Gender Earnings Gap in German Firms: The Impact of Firm Characteristics and Institutions

Heinze

Wolf²

2006

SSRN Journal

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Die Discussion Papers dienen einer möglichst schnellen Verbreitung von neueren Forschungsarbeiten des ZEW. Die Beiträge liegen in alleiniger Verantwortung der Autoren und stellen nicht notwendigerweise die Meinung des ZEW dar.Discussion Papers are intended to make results of ZEW research promptly available to other economists in order to encourage discussion and suggestions for revisions. The authors are solely responsible for the contents which do not necessarily represent the opinion of the ZEW.Download this ZEW Discussion Paper from our ftp server:ftp://ftp.zew.de/pub/zew-docs/dp/dp06020.pdf Gender Earnings Gap in German Firms AbstractMost existing analyses on the gender wage gap (GWG) have neglected the establishment as a place where inequality between male and female employees arises and is maintained. The use of linked employee-employer data permits us to move beyond the individual and consider the importance of the workplace to explain gender pay differentials. That is, we first provide a comprehensive study on the effects of various firm characteristics and the institutional framework on the GWG in Germany. The innovation of our research is that we do not just compare average male and female wages (of specific groups of employees), but look at within-firm gender wage differentials. Our results indicate that the mean GWG within firms is smaller than the average overall GWG. Furthermore, we can show that firms with formalized co-determination (works council) and those covered by collective wage agreements are more likely to have smaller GWG. It is also interesting to note that the wage differential between men and women decreases with firm size and increases with the wage level. JEL Classification: J16 and J31Keywords: gender wage gap; unions, works councils, discrimination, within-firms wage differentials. Non-technical summaryMost studies analyze gender pay differentials by focusing primarily on differences in the wage-determining characteristics of men and women and how these characteristics are rewarded. The goal of our research is to move beyond the individual and consider the importance of the workplace to explain gender pay differentials. The innovation of our research approach is that we do not just compare average male and female wages (of specific groups of employees), but look at within-firm gender wage differentials. In the following study, we will focus on the impact of works council and the collective bargaining coverage.An attempt to explain the wage differences between men and women would not be comprehensive and convincing, if Becker's theory on discrimination were not considered at all. We hence propose alternative concepts to test the hypotheses derived from the discrimination model. The empirical analysis is based on the German LIAB data, a representative linked employer-employee panel including information on all employees of firms covered by the IAB establishment survey.To investigate the theoretical hypotheses regarding the effect of firm and institutional characteristics on wage i...

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“…Likewise, vertical disintegration is especially disruptive to coordinated bargaining (Doellgast & Greer, 2007;Hassel, 1999).…”

Section: Ir-hrm Nexusmentioning

confidence: 99%

Public Policy Influences on Academia in the European Union

et al. 2017

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The aim of this research is to examine the public policy influences on academic investigations that contain a substantial convergence among human resource management-industrial relations and corporate social responsibility-stakeholder approach by means of using bibliometric and content analyses of relevant publications in the Scopus and ScienceDirect databases. Totally, 160 publications were subject to bibliometric, cluster, and summative content analyses. In this context, this study claims that public policy in the EU influences academic investigations and scholars. The investigation draws attention to the importance of active participation of different public institutions and key stakeholders (e.g., trade unions, works councils, academic associations) that prepare a basis for collaboration, solidarity, and communication for strengthening EU social model, social dialogue, collective bargaining, and the protection of social rights. The research findings illuminate the fact that European public policies have significant effects on shaping and encouraging investigations that are considered within the scope of IR-HRM and CSR-SA. One of the most crucial recommendations of this study is that the investigations which are out of this framework can be considered quite idealistic. Therefore, researchers may attempt to publish more scientific investigations in frame of IR-HRM and CSR-SA to enhance the comprehensiveness and depth of these two clusters.

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The Erosion of the German System of Industrial Relations

Cited by 317 publications

References 5 publications

Interacting Labor and Product Market Regulation and the Impact of Immigration on Native Wages

Interacting Labor and Product Market Regulation and the Impact of Immigration on Native Wages

Gender Earnings Gap in German Firms: The Impact of Firm Characteristics and Institutions

Public Policy Influences on Academia in the European Union

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