| Working Paper |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| "Identifying Couples in Administrative Data" for the years 2001–2014 |
0 |
2 |
9 |
30 |
0 |
5 |
23 |
82 |
| A note on recruiting intensity and hiring practices: Cross-sectional and time-series evidence |
1 |
1 |
2 |
43 |
2 |
2 |
5 |
75 |
| A simple algorithm to link "last hires" from the Job Vacancy Survey to administrative records |
0 |
0 |
2 |
12 |
0 |
2 |
8 |
30 |
| AKM effects for German labour market data |
2 |
5 |
18 |
64 |
3 |
11 |
33 |
145 |
| AKM effects for German labour market data 1985-2021 |
1 |
1 |
3 |
9 |
1 |
3 |
8 |
28 |
| Auswirkungen des gesetzlichen Mindestlohns auf Betriebe und Unternehmen |
0 |
0 |
1 |
18 |
0 |
1 |
6 |
75 |
| Decomposing the large firm wage premium in Germany |
0 |
0 |
0 |
5 |
0 |
0 |
1 |
32 |
| Decomposing the large firm wage premium in Germany |
0 |
0 |
0 |
19 |
0 |
1 |
1 |
51 |
| Do minimum wages improve self-rated health?: Evidence from a natural experiment |
0 |
0 |
0 |
21 |
1 |
1 |
2 |
20 |
| Does Online Search Improve the Match Quality of New Hires? |
0 |
0 |
0 |
23 |
0 |
1 |
2 |
42 |
| Does Online Search Improve the Match Quality of New Hires? |
0 |
0 |
0 |
22 |
0 |
0 |
1 |
22 |
| Does online search improve the match quality of new hires? |
0 |
0 |
0 |
20 |
1 |
2 |
4 |
51 |
| Does online search improve the match quality of new hires? |
0 |
0 |
0 |
5 |
0 |
0 |
4 |
42 |
| Employment protection in dual labor markets: Any amplification of macroeconomic shocks? |
0 |
0 |
0 |
58 |
0 |
0 |
0 |
182 |
| Firm Productivity, Wages, and Sorting |
0 |
3 |
14 |
80 |
0 |
6 |
35 |
139 |
| Firm productivity, wages, and sorting |
0 |
0 |
4 |
44 |
0 |
1 |
7 |
113 |
| Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap |
2 |
2 |
4 |
22 |
2 |
2 |
19 |
55 |
| Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap |
0 |
0 |
0 |
7 |
1 |
2 |
3 |
18 |
| Gender-specific application behavior, matching, and the residual gender earnings gap |
0 |
0 |
0 |
32 |
1 |
1 |
8 |
52 |
| Going Public and the Internal Organization of the Firm |
0 |
0 |
0 |
14 |
0 |
0 |
5 |
22 |
| History dependence in wages and cyclical selection: Evidence from Germany |
0 |
0 |
1 |
25 |
0 |
2 |
4 |
36 |
| History dependence in wages and cyclical selection: Evidence from Germany |
0 |
0 |
1 |
20 |
0 |
1 |
3 |
47 |
| History dependence in wages and cyclical selection: evidence from Germany |
0 |
0 |
3 |
36 |
0 |
0 |
7 |
92 |
| IAB Job Vacancy Survey data linked to administrative data of the IAB (IABSE-ADIAB) 1975-2020 |
0 |
0 |
0 |
1 |
0 |
0 |
2 |
4 |
| IAB-Stellenerhebung verknüpft mit administrativen Daten des IAB (IABSE-ADIAB) 1975-2020 |
0 |
0 |
0 |
0 |
0 |
1 |
2 |
7 |
| Labor Market Sorting in Germany |
0 |
0 |
0 |
53 |
2 |
3 |
3 |
186 |
| Labor Market Sorting in Germany |
0 |
0 |
0 |
18 |
0 |
0 |
1 |
57 |
| Labor Market Sorting in Germany |
0 |
0 |
0 |
5 |
0 |
0 |
1 |
39 |
| Matching Through Search Channels |
0 |
0 |
0 |
0 |
0 |
0 |
3 |
3 |
| Matching Through Search Channels |
0 |
0 |
1 |
14 |
0 |
0 |
10 |
27 |
| Matching through Search Channels |
0 |
0 |
2 |
20 |
0 |
2 |
7 |
22 |
| Matching through Search Channels |
0 |
1 |
3 |
25 |
0 |
1 |
4 |
23 |
| Measuring workers' financial incentives |
0 |
0 |
1 |
13 |
1 |
2 |
5 |
47 |
| Recruiting Intensity and Hiring Practices: Cross-Sectional and Time-Series Evidence |
0 |
1 |
3 |
32 |
1 |
2 |
5 |
60 |
| Recruiting Intensity and Hiring Practices: Cross-Sectional and Time-Series Evidence |
0 |
0 |
0 |
17 |
0 |
0 |
1 |
39 |
| Recruiting Intensity and Hiring Practices: Cross-Sectional and Time-Series Evidence |
0 |
0 |
0 |
11 |
0 |
0 |
0 |
33 |
| The Administrative Wage and Labor Market Flow Panel Extension for the IAB Job Vacancy Survey 2010 - 2014 |
0 |
0 |
0 |
1 |
0 |
0 |
0 |
7 |
| The German minimum wage: Effects on business expectations, profitability, and investments |
0 |
1 |
1 |
57 |
0 |
1 |
4 |
131 |
| The “clean energy transition” and the cost of job displacement in energy-intensive industries |
0 |
0 |
9 |
9 |
2 |
4 |
19 |
19 |
| Wie Männer und Frauen sich bei der Jobsuche unterscheiden: Bewerbungsverhalten kann die Hälfte der bereinigten Verdienstlücke erklären (How men and women differ in their job search: Gender-specific application behavior can explain half of the adjusted earnings gap) |
0 |
1 |
2 |
12 |
0 |
2 |
6 |
18 |
| Total Working Papers |
6 |
18 |
84 |
917 |
18 |
62 |
262 |
2,173 |
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