Suchergebnisse

Although German reunification took place 25 years ago, differences between East and West Germany still remain. After German reunification, people migrated from the east to the west because of differences in living standards and the new opportunities available. Silvia Maja Melzer analyses the causes and consequences of intra-German migration, both theoretically and empirically, from a gender-specific point of view and finds answers to the following questions: Which factors are decisive for the relocation of men and women? How does education influence the gender-specific decision to migrate? Who is relocating or commuting more often, men or women? In order to present a more comprehensive picture of gender-specific migration, contrasts are drawn respectively between men and women or singles and people in partnerships. How does the migration behaviour of East and West German couples and singles differ? What financial consequences result from migration? And: Are east-west migrants happier?

"The aim of this article is to study the impact of regional characteristics, especially regional income levels, on the migration of individuals from East to West Germany. The theoretical framework is based on human capital theory (Becker, 1962; Sjaastad, 1962), which was extended by Borjas (1987, 1990) using the Roy Model (1951), and, subsequently, by Chriswick (1978, 1999). Based on die analytical approach of Windzio (2006, 2007)5, various time-dependent and time-stable regional factors, such as income levels, income distributions, unemployment rates, distance to West Germany and density of population, are estimated. Multilevel regressions on three levels are used to capture the impact of regional characteristics on migration. This makes it possible to control for changes in population in a region over time, as well as for variations in population between regions. The main advantage of this model is that the impact of time-dependent labour market characteristics on individual decisions can be estimated. Usually, only timestable variables can be included in multilevel regressions on the macro level (c.f. Windzio 2006). The German Socio-Economic Panel (SOEP) waves from 1992 to 2006 provide the data for the empirical analyses. While most previous studies consider only periods up to 2001, more recent data is also included in this analysis. Supplementary information on labour market characteristics is provided by the Federal Employment Agency6, and information on the density of population and distance to West Germany is drawn from the Federal Urban Planning Report (Städtebaulicher Bericht der Bundesregierung, 2004)." (Text excerpt, IAB-Doku) ((en))

Digitalized work has gained importance across industrialized countries. Simultaneously, research investigating the consequences of digitalized work for workplace relations among employees, supervisors, and coworkers, such as workplace bullying, is largely missing. This study is, to the best of our knowledge, the first to investigate how digitalized work influences supervisory and coworker bullying dependent on individual, job, and workplace characteristics. We use representative linked-employer-employee data from 3612 employees located in 100 large workplaces in Germany across all industrial sectors and apply random effects multilevel linear analyses. Individual involvement in digitalized work is related to less supervisory bullying for all employees, and for lower qualified employees to less coworker bullying. At the workplace level, when digitalization has advanced, supervisory bullying increases for highly qualified employees. Neither the individual nor the workplace effects of digitalization are explained by mediating factors such as job autonomy, routine or machine work, competency, or psychological or physical stress. Competence and job autonomy prevent the occurrence of bullying, while routine work, psychological stress, and physically demanding work are positively related to bullying. All effects are more pronounced for supervisory bullying than for coworker bullying. Individual involvement with digitalized work seems to change relational dynamics within workplaces and to protect employees from bullying. For highly qualified employees, this is probably related to the gathering of key competencies; for lower qualified employees, it might be linked to working with digital devices. In workplaces where digitalization has progressed, digitalized work may disrupt and change the established work processes and relations and increase the necessity for new coordination and, thus, the occurrence of conflicts.

Obwohl die deutsche Wiedervereinigung mehr als 25 Jahre zurückliegt, bestehen bis heute Unterschiede zwischen Ost- und Westdeutschland. Aufgrund der unterschiedlichen Lebensstandards und Chancen ziehen viele Menschen von Ost nach West. Silvia Maja Melzer analysiert theoretisch wie empirisch Determinanten und Konsequenzen der innerdeutschen Migration und beantwortet folgende Fragen: Welche Faktoren sind ausschlaggebend für die Wanderungen von Männern und Frauen? Wie beeinflusst Bildung das geschlechtsspezifische Migrationsverhalten? Wer wandert oder pendelt häufiger, Frauen oder Männer? Um ein möglichst differenziertes Bild von der geschlechtsspezifischen Migration zu erhalten, werden Vergleiche zwischen alleinstehenden Männern und Frauen und solchen in Partnerschaften gezogen. Unterscheidet sich das Migrationsverhalten von ost- und westdeutschen Paaren und Alleinstehenden? Und: Welche finanziellen Konsequenzen zieht die Migration nach sich? Sind Ost-West Migranten glücklicher? Silvia Maja Melzer (Dr.) ist wissenschaftliche Mitarbeiterin an der Fakultät für Soziologie der Universität Bielefeld.

Der Beitrag untersucht beruflich bedingte Umzüge ost- und westdeutscher Paare sowie die Effekte der Migration auf das Einkommen der PartnerInnen. Auf der Grundlage eines verhandlungstheoretischen Ansatzes partnerschaftlicher Entscheidungsprozesse, der die internen Merkmale der Partnerschaft explizit mit den äußeren regionalen und sozio-ökonomischen Rahmenbedingungen verknüpft, können eine Reihe neuer Hypothesen zu den geschlechtsspezifischen Determinanten und Konsequenzen von Haushaltsumzügen abgeleitet werden. Als empirische Datenbasis dienen die Erhebungswellen 1992 bis 2008 des Sozio-oekonomischen Panels (SOEP), die anhand von Längsschnittanalysen ausgewertet werden. Die lediglich auf den ersten Blick kontraintuitiven Ergebnisse stehen im Einklang mit den theoretischen Überlegungen und legen nahe, dass insbesondere gut gebildete westdeutsche Frauen in Partnerschaften von Umzügen profitieren können, wohingegen ostdeutsche Frauen mit hohem Bildungsniveau nicht in der Lage sind, Umzüge zu ihren Gunsten zu initiieren.

Abstract
The upswing in finance in recent decades has led to rising inequality, but do downswings in finance lead to a symmetric decline in inequality? We analyze the asymmetry of the effect of ups and downs in finance, and the effect of increased capital requirements and the bonus cap on national earnings inequality. We use administrative employer–employee-linked data from 1990 to 2019 for 12 countries and data from bank reports, from 2009 to 2017 in 13 European countries. We find a strong asymmetry in the effect of upswings and downswings in finance on earnings inequality, a weak, if any, mitigating effect of capital requirements on finance's contribution to inequality, and a restructuring but no absolute effect of the bonus cap on financiers' earnings. We suggest that while rising financiers' wages increase inequality in upswings, they are resilient in downswings and thus downswings do not contribute to a symmetric decline in inequality.