| Working Paper |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| A Note on Risk Aversion and Labour Market Outcomes: Further Evidence from German Survey Data |
0 |
0 |
0 |
123 |
0 |
4 |
9 |
308 |
| Adjustment of Deferred Compensation Schemes, Fairness Concerns, and Hiring of Older Workers |
0 |
0 |
0 |
50 |
2 |
6 |
22 |
329 |
| Age and Gender Composition of the Workforce, Productivity and Profits: Evidence from a New Type of Data for German Enterprises |
0 |
0 |
1 |
60 |
0 |
1 |
16 |
256 |
| Age and gender composition of the workforce, productivity and profits: Evidence from a new type of data for German enterprises |
0 |
0 |
1 |
97 |
3 |
8 |
33 |
732 |
| An Intra-Firm Perspective on Wage Profiles and Employment of Older Workers with Special Reference to Human Capital and Deferred Compensation |
0 |
0 |
0 |
81 |
1 |
3 |
16 |
272 |
| Analysing the Gender Wage Gap Using Personnel Records of a Large German Company |
0 |
0 |
0 |
84 |
1 |
5 |
11 |
429 |
| Base Salaries, Bonus Payments, and Work Absence among Managers in a German Company |
0 |
1 |
1 |
30 |
0 |
2 |
7 |
174 |
| Base Salaries, Bonus Payments, and Work Absence among Managers in a German Company |
0 |
0 |
1 |
29 |
2 |
5 |
26 |
160 |
| Before-after differences in labor market outcomes for participants in medical rehabilitation in Germany |
0 |
0 |
0 |
47 |
0 |
1 |
11 |
84 |
| Betriebliche Determinanten von Teilzeitarbeit, Mini- und Midi-Jobs; Eine theoretische und empirische Analyse mit niedersächsischen Betriebsdaten |
0 |
0 |
0 |
56 |
1 |
5 |
10 |
511 |
| Effective Working Hours and Wages: The Case of Downward Adjustment via Paid Absenteeism |
0 |
0 |
1 |
154 |
0 |
2 |
17 |
2,923 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
0 |
28 |
3 |
4 |
6 |
161 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
0 |
72 |
1 |
5 |
15 |
354 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
0 |
41 |
0 |
2 |
11 |
176 |
| Explaining Age and Gender Differences in Employment Rates: A Labor Supply Side Perspective |
0 |
1 |
1 |
50 |
0 |
2 |
7 |
151 |
| Explaining Age and Gender Differences in Employment Rates: A Labor Supply Side Perspective |
0 |
0 |
1 |
89 |
1 |
2 |
15 |
282 |
| Fairness and the labour market; A theoretical and empirical analysis of layoffs in Germany |
0 |
0 |
0 |
71 |
0 |
2 |
16 |
386 |
| Firms' Wage Structures, Workers' Fairness Perceptions, Job Satisfaction and Turnover Intentions: Evidence from Linked Employer-Employee Data |
0 |
0 |
2 |
44 |
2 |
10 |
25 |
84 |
| Homogene und heterogene Teilnahmeeffekte des Hamburger Kombilohnmodells: ein Verfahrensvergleich von Propensity Score Matching und OLS-Regression |
0 |
0 |
0 |
39 |
0 |
1 |
6 |
263 |
| Intra-firm Wage Compression and Cost Coverage of Training: Evidence from Linked Employer-Employee Data |
0 |
0 |
0 |
31 |
2 |
6 |
11 |
111 |
| Is Innovative Firm Behavior Correlated with Age and Gender Composition of the Workforce? Evidence from a New Type of Data for German Enterprises |
0 |
0 |
0 |
97 |
0 |
3 |
10 |
124 |
| Is innovative firm behavior correlated with age and gender composition of the workforce? Evidence from a new type of data for German enterprises |
0 |
0 |
0 |
7 |
1 |
3 |
9 |
92 |
| Is innovative firm behavior correlated with age and gender composition of the workforce? Evidence from a new type of data for German enterprises |
0 |
0 |
0 |
106 |
0 |
2 |
9 |
105 |
| Life Satisfaction in Germany after Reunification: Additional Insights on the Pattern of Convergence |
0 |
0 |
0 |
9 |
1 |
4 |
17 |
58 |
| Life Satisfaction in Germany after Reunification: Additional Insights on the Pattern of Convergence |
0 |
0 |
0 |
12 |
0 |
2 |
12 |
70 |
| Life satisfaction in Germany after reunification: Additional insights on the pattern of convergence |
0 |
0 |
0 |
34 |
2 |
3 |
15 |
116 |
| Mikroökonomische Beschäftigungseffekte des Hamburger Modells zur Beschäftigungsförderung |
0 |
0 |
0 |
49 |
0 |
2 |
10 |
436 |
| Ownership Structure and Firm Performance in the Egyptian Manufacturing Sector |
0 |
0 |
0 |
51 |
2 |
3 |
11 |
164 |
| Physical Attractiveness, Employment, and Earnings |
0 |
0 |
2 |
153 |
3 |
20 |
44 |
673 |
| Physical Attractiveness, Employment, and Earnings |
0 |
0 |
2 |
184 |
9 |
22 |
46 |
1,139 |
| Relative Wage Positions and Quit Behavior: New Evidence from Linked Employer-Employee Data |
0 |
0 |
0 |
53 |
0 |
2 |
7 |
199 |
| Relative Wage Positions and Quit Behavior: New Evidence from Linked Employer-Employee Data |
0 |
0 |
0 |
36 |
0 |
2 |
5 |
154 |
| Religious Activity, Risk Taking Preferences, and Financial Behaviour: Empirical Evidence from German Survey Data |
0 |
0 |
0 |
70 |
2 |
4 |
16 |
291 |
| Risk Aversion and Sorting into Public Sector Employment |
0 |
0 |
0 |
160 |
0 |
7 |
26 |
545 |
| Shortening the Potential Duration of Unemployment Benefits and Labor Market Outcomes: Evidence from a Natural Experiment in Germany |
0 |
0 |
0 |
15 |
1 |
1 |
6 |
56 |
| Shortening the potential duration of unemployment benefits and labor market outcomes: Evidence from a natural experiment in Germany |
0 |
0 |
0 |
36 |
0 |
2 |
13 |
93 |
| The Heterogeneous Economic Consequences of Works Council Relations |
0 |
0 |
0 |
12 |
2 |
3 |
13 |
82 |
| The Heterogeneous Economic Consequences of Works Council Relations |
0 |
0 |
0 |
10 |
1 |
2 |
7 |
68 |
| The Impact of Participation in Sports on Educational Attainment: New Evidence from Germany |
0 |
0 |
0 |
194 |
2 |
7 |
24 |
1,031 |
| The Impact of Participation in Sports on Educational Attainment: New Evidence from Germany |
0 |
0 |
1 |
390 |
0 |
2 |
18 |
2,526 |
| Training Participation of a Firm's Aging Workforce |
0 |
0 |
0 |
92 |
1 |
5 |
11 |
249 |
| Training Participation of an Aging Workforce in an Internal Labor Market |
0 |
0 |
0 |
23 |
0 |
3 |
13 |
146 |
| Training Participation of an Aging Workforce in an Internal Labor Market |
0 |
0 |
0 |
56 |
2 |
3 |
11 |
205 |
| Unfair Wage Perceptions and Sleep: Evidence from German Survey Data |
0 |
0 |
0 |
13 |
0 |
3 |
11 |
61 |
| Unfair Wage Perceptions and Sleep: Evidence from German Survey Data |
0 |
0 |
0 |
3 |
3 |
5 |
16 |
93 |
| Unfair Wage Perceptions and Sleep: Evidence from German Survey Data |
0 |
0 |
0 |
11 |
0 |
0 |
12 |
52 |
| Why Women Don't Ask: Gender Differences in Fairness Perceptions of Own Wages and Subsequent Wage Growth |
0 |
0 |
1 |
31 |
0 |
4 |
17 |
66 |
| Why Women Don’t Ask: Gender Differences in Fairness Perceptions of Own Wages and Subsequent Wage Growth |
0 |
0 |
0 |
25 |
1 |
7 |
22 |
108 |
| Total Working Papers |
0 |
2 |
15 |
3,208 |
52 |
202 |
721 |
17,148 |
| Journal Article |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| 25 Years of German Reunification |
0 |
0 |
0 |
12 |
0 |
1 |
7 |
47 |
| A Note on Dual Internal Labor Markets and Wages of Temporary Workers: Evidence from Linked-Employer-Employee Data |
0 |
0 |
0 |
30 |
1 |
3 |
9 |
87 |
| AN EMPIRICAL NOTE ON COMMUTING DISTANCE AND SLEEP DURING WORKWEEK AND WEEKEND |
1 |
2 |
2 |
6 |
4 |
9 |
15 |
41 |
| Age and gender effects of workforce composition on productivity and profits: Evidence from a new type of data for German enterprises |
0 |
0 |
0 |
13 |
1 |
5 |
18 |
82 |
| An Empirical Note on Religiosity and Social Trust using German Survey Data |
1 |
1 |
2 |
61 |
2 |
4 |
19 |
226 |
| An empirical note on wages in an internal labour market |
0 |
0 |
1 |
26 |
0 |
2 |
6 |
86 |
| Analysing the Gender Wage Gap (GWG) Using Personnel Records |
0 |
0 |
1 |
28 |
0 |
2 |
12 |
115 |
| Base Salaries, Bonus Payments, and Work Absence among Managers in a German Company |
0 |
1 |
1 |
6 |
0 |
4 |
16 |
56 |
| Before-After Differences in Labor Market Outcomes for Participants in Medical Rehabilitation in Germany |
0 |
0 |
0 |
1 |
0 |
2 |
8 |
17 |
| Betriebsräte, Tarifverträge und freiwillige Kündigungen von Arbeitnehmern |
0 |
0 |
0 |
2 |
0 |
0 |
4 |
13 |
| CYCLICAL ABSENTEEISM AMONG PRIVATE SECTOR, PUBLIC SECTOR AND SELF‐EMPLOYED WORKERS |
0 |
0 |
0 |
6 |
1 |
2 |
6 |
89 |
| Class size, student performance and Tiebout bias |
0 |
0 |
0 |
29 |
0 |
3 |
9 |
145 |
| Determinants of Promotions in an Internal Labour Market |
0 |
0 |
0 |
31 |
1 |
7 |
16 |
179 |
| Determinants of fair own wage perceptions: the moderating effect of works councils and performance evaluations |
0 |
0 |
0 |
15 |
0 |
2 |
6 |
49 |
| Do unfair perceived own pay and top managers’ pay erode satisfaction with democracy? |
0 |
0 |
1 |
7 |
0 |
1 |
5 |
33 |
| Do workers perceive high wage settlements of craft unions as fair? |
0 |
0 |
0 |
1 |
0 |
3 |
9 |
30 |
| Editorial: Effects of the Introduction of the Statutory Minimum Wage in Germany |
0 |
0 |
0 |
7 |
0 |
2 |
5 |
28 |
| Effective working hours and wages: the case of downward adjustment via paid absenteeism |
0 |
0 |
0 |
21 |
2 |
4 |
11 |
136 |
| Eine multivariate Szenarienanalyse zur Gerechtigkeitswahrnehmung be-triebsbedingter Kündigungen |
0 |
0 |
0 |
3 |
1 |
1 |
5 |
89 |
| Explaining age and gender differences in employment rates: a labor supply-side perspective |
0 |
0 |
0 |
3 |
0 |
5 |
15 |
42 |
| Fairness und Kündigungen: eine theoretische und empirische Analyse (Fairness and layoffs * a theoretical and empirical analysis) |
0 |
0 |
0 |
29 |
2 |
3 |
9 |
226 |
| Fixed-term contracts and wages revisited using linked employer-employee data |
0 |
0 |
0 |
0 |
0 |
0 |
5 |
13 |
| Fixed-term contracts and wages revisited using linked employer-employee data |
0 |
0 |
0 |
9 |
1 |
1 |
4 |
57 |
| Fixed-term contracts and wages revisited using linked employer-employee data |
0 |
0 |
0 |
4 |
0 |
4 |
6 |
19 |
| Fixed‐term Contracts and Employment Adjustment: An Empirical Test of the Core–Periphery Hypothesis Using German Establishment Data |
0 |
0 |
0 |
29 |
0 |
0 |
5 |
101 |
| Flexibility, Dual Labour Markets, and Temporary Employment. Empirical Evidence from German Establishment Data |
0 |
0 |
0 |
3 |
0 |
1 |
4 |
34 |
| Flexibility, Dual Labour Markets, and Temporary Employment. Empirical Evidence from German Establishment Data |
0 |
0 |
0 |
126 |
0 |
2 |
12 |
364 |
| Handicaps in Job Assignment: Insiders, Outsiders and Gender |
0 |
0 |
0 |
31 |
0 |
0 |
11 |
124 |
| Homogene und heterogene Teilnahmeeffekte des Hamburger Kombilohnmodells: Ein Verfahrensvergleich von Propensity Score Matching und linearer Regression |
0 |
0 |
0 |
17 |
0 |
1 |
3 |
110 |
| Impact of wages and job levels on worker absenteeism |
0 |
0 |
0 |
70 |
1 |
3 |
9 |
264 |
| Intra-firm Wage compression and Coverage of Training Costs |
0 |
0 |
0 |
3 |
0 |
1 |
3 |
24 |
| Is innovative firm behavior correlated with age and gender composition of the workforce? Evidence from a new type of data for German enterprises |
0 |
0 |
0 |
0 |
3 |
6 |
9 |
18 |
| Is innovative firm behavior correlated with age and gender composition of the workforce?: evidence from a new type of data for German enterprises |
0 |
0 |
0 |
0 |
1 |
3 |
13 |
20 |
| Life Satisfaction in Germany After Reunification: Additional Insights on the Pattern of Convergence |
0 |
0 |
1 |
23 |
1 |
2 |
11 |
122 |
| Life Satisfaction in Germany After Reunification: Additional Insights on the Pattern of Convergence |
0 |
0 |
0 |
3 |
1 |
2 |
5 |
35 |
| Life satisfaction and the consumption values of partners and friends: Empirical evidence from German panel survey data |
0 |
1 |
2 |
42 |
0 |
4 |
11 |
132 |
| Mikroökonomische Beschäftigungseffekte des Hamburger Modells zur Beschäftigungsförderung - Evaluation eines Kombilohns |
0 |
0 |
0 |
13 |
1 |
2 |
5 |
91 |
| Non-linear Effects of Comparison Income in Quit Decisions: Status versus Signal! |
0 |
0 |
0 |
12 |
0 |
3 |
8 |
76 |
| Ownership structure and firm performance in the Egyptian manufacturing sector |
0 |
0 |
0 |
43 |
0 |
3 |
30 |
213 |
| Physical attractiveness, employment and earnings |
0 |
0 |
1 |
71 |
1 |
5 |
20 |
296 |
| Relative Wage Positions and Quit Behavior: Evidence from Linked Employer-Employee Data |
0 |
0 |
0 |
3 |
0 |
2 |
8 |
71 |
| Religious activity, risk-taking preferences and financial behaviour: Empirical evidence from German survey data |
1 |
2 |
3 |
30 |
2 |
10 |
18 |
189 |
| Risk Aversion and Sorting into Public Sector Employment |
0 |
0 |
0 |
40 |
2 |
9 |
20 |
237 |
| Sport und Arbeitseinkommen: Individuelle Ertragsraten von Sportaktivitäten in Deutschland |
0 |
0 |
3 |
30 |
0 |
5 |
17 |
93 |
| Students’ Time Allocation and School Performance: A Comparison between Student Jobs, Sports and Music Participation |
0 |
0 |
4 |
16 |
1 |
7 |
32 |
78 |
| Temporary Agency Work and Firm Performance: A Replication Study with Extensions |
0 |
0 |
0 |
10 |
1 |
1 |
11 |
41 |
| The Gender Composition of Establishments' Workforces and Gender Gaps in Wages and Leadership Positions |
0 |
0 |
0 |
3 |
1 |
2 |
5 |
37 |
| The Heterogeneous Economic Consequences of Works Council Relations |
0 |
0 |
0 |
13 |
1 |
2 |
8 |
80 |
| The Perceived Fairness of Layoffs in Germany: Participation, Compensation, or Avoidance? |
0 |
0 |
2 |
85 |
0 |
2 |
14 |
405 |
| The impact of industrial relations and wage structures on repayment agreements for employer-financed training |
0 |
1 |
4 |
23 |
2 |
5 |
10 |
155 |
| The impact of participation in sports on educational attainment--New evidence from Germany |
0 |
0 |
4 |
192 |
1 |
11 |
39 |
917 |
| The nexus between top managers' human capital and firm productivity |
0 |
1 |
3 |
10 |
1 |
4 |
12 |
45 |
| Unfair wahrgenommene eigene Entlohnung, Arbeitszufriedenheit und Kündigungsabsicht: Empirische Evidenz auf Basis des SOEPs |
0 |
0 |
0 |
37 |
0 |
1 |
11 |
97 |
| UnfairWage Perceptions and Sleep: Evidence from German Survey Data |
0 |
0 |
0 |
1 |
0 |
4 |
18 |
23 |
| Why women do not ask: gender differences in fairness perceptions of own wages and subsequent wage growth |
0 |
0 |
0 |
16 |
1 |
5 |
14 |
75 |
| Work Effort During and After Employment Probation: Evidence from German Personnel Data |
0 |
0 |
1 |
74 |
0 |
2 |
7 |
250 |
| ‘HAVE YOU FELT ANGRY LATELY?’: A NOTE ON UNFAIR WAGE PERCEPTIONS AND THE NEGATIVE EMOTION OF ANGER |
0 |
0 |
0 |
1 |
0 |
0 |
4 |
24 |
| Total Journal Articles |
3 |
9 |
36 |
1,420 |
38 |
180 |
632 |
6,746 |
LogEc is hosted by the
Örebro University School of Business.