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This paper investigates the effect of the size of the local labor market on skill mismatch. Using survey data for Germany, I find that workers in large cities are both less likely to be overqualified for their job and to work in a different field than the one they are trained for. Different empirical strategies are employed to account for the potential sorting of talented workers into more urbanized areas. Results on individuals never moving from the place of childhood and fixed-effects estimates obtaining identification through regional migrants suggest that sorting does not fully explain the existing differences in qualification mismatch across areas. This provides evidence of the existence of agglomeration economies through better matches. However, lower qualification mismatch in larger cities is found to explain only a small part of the urban wage premium.

Cover -- Half Title -- Maritime and Transport Law Library -- Title Page -- Copyright Page -- Table of Contents -- Glossary -- Introduction -- Table of Conventions -- Table of Legislation -- Table of Cases -- Part I The Preventive Conventions -- Chapter 1 International Convention relating to Intervention on the High Seas in Cases of Oil Pollution Casualties, 1969 and Protocol of 1973 -- Section I - The Convention of 1969 -- 1 The history of the Convention -- 2 The scope of application of the Convention -- 2.1 The notion of 'maritime casualty' -- 2.2 The area in which the measures may be taken

In this study, we examine the incidence and direct consequences of job mismatch for German graduates. Beyond measuring job mismatch by the comparison of qualification obtained by employees and required for a job, we employ self-reported skill mismatch variables concerning overall skills and more detailed information about the surplus or deficit in specific competences. The results indicate that a substantial share of graduates underutilizes own skills in the job. The rate of overqualification and skill mismatch is found to differ strongly between fields of study, type of university and gender. In addition, we investigate to what extent jobs of matched graduates differ from jobs held by mismatched graduates. Jobs of the latter are found to exhibit lower complexity and creativity requirements but to be more monotone than matching jobs. Furthermore, we provide a conceptual underpinning of the possible explanations of job-worker mismatch and its implication for different actors in the economy.