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The new coronavirus pandemic has triggered an economic crisis different from other crises in the acuteness and non-uniformity of its impact on various sectors of the economy. This paper analyzes how the dynamics of firms entering and exiting the market have changed in this environment and which groups of firms have shown to be the most vulnerable to the negative effect of the crisis. Our analysis shows that the number of newly registered firms dwindled sharply in the period of the toughest restrictions imposed to curtail the infection spread in April — May 2020. The recovery which followed in the subsequent months has failed to compensate for the spring's slump, which may suggest a "scarring impact" of the crisis. July and October 2020 saw a substantial rise in companies' exits from the market. The crisis has hurt not only the hardest hit industries but also other areas of economic activity. Liquidations rose most extensively among young firms aged less than three years. Relatively higher productivity firms exited less often than lower productivity companies. This may suggest a "cleansing effect" of the crisis. But with the redundant labor being unable to move to more productive firms, the positive effect of the crisis may be brought to naught. Therefore, for the consequences of the crisis to be remedied, incentives should be provided to new firms' entries and support for efficient companies, especially for young firms showing growth potential. Stimulation of growth in the number of high-productivity firms should go hand in hand with the creation of conditions for new entities' fast development, expansion, and efficiency enhancement.

The sudden closure of higher education providers is virtually unknown among publicly funded higher education institutions in the UK, but "market exit" is commonplace among private higher education providers. The UK government is actively championing the expansion of private higher education providers despite a dearth of research on the factors associated with a heightened risk of market exit within this part of the UK higher education sector. We set out to fill this gap in knowledge by utilizing existing data on private higher education providers active in the UK in 2014 supplemented by newly collected data on the status of these providers in 2019. The likelihood of market exit was higher for more recently founded providers, those operating for profit, those specializing in Business or IT or else having no particular specialization, and those located in London—all features that represent areas of greatest competition in the private higher education sector. Further risk factors associated with an increased likelihood of market exit were no external quality assessment, no access to publicly backed tuition fee loans, and the removal of the legal right to recruit international students. This second set of risk factors suggest that it is not just denial of revenue streams that increases the likelihood of market exit but estrangement from an officially regulated higher education system.

Studies of competition typically have two underlying assumptions: that competition occurs within the boundaries of industries or markets and that all firms in a market or industry are affected equally by competitive pressures. The concept of multipoint competition challenges both assumptions. Multipoint theory addresses how different levels of contact between firms across multiple markets affect competition in individual markets. Its main argument is that high levels of contact between firms across markets will induce mutual forbearance, causing multipoint competitors to refrain from aggressively attacking each other. The restraint stems from the fact that high levels of intermarket contact enable a firm to respond to an aggressive action by a multipoint rival in markets other than the one in which the action takes place. That possibility raises the potential costs of aggressive moves and serves as a credible deterrent, especially if a firm can respond in several markets. In addition, multipoint competition helps firms to interpret their rivals' intentions and signal their own, reducing the likelihood of costly misunderstandings. The authors elaborate on those ideas to examine how a hospital's degree of intermarket contact with its competitors in a particular service market affects the likelihood that it will exit that market. They find that hospitals are less likely to exit markets in which they meet large numbers of their multipoint rivals. As a result of mutual forbearance, competitive rivalry is reduced across the markets that multipoint rivals share, lessening the types of pressures that typically prompt market exit. With lower levels of competitive rivalry, markets shared by multipoint rivals are relatively more hospitable environments in which to operate and are less likely to be exited. Rather than competing intensely, multipoint rivals appear to adopt a "live and let live" approach toward each other. The fact that multipoint contact across markets may lessen competitive pressures within individual markets has implications for the contact between firms in several settings. Multimarket contact can occur across different product or service markets and also across different geographic markets, thus affording an intriguing perspective for the investigation of the rivalry between emerging transnational firms. True transnationals, by successfully integrating global operations while still addressing local market concerns, have been seen by some as having the capabilities necessary for successful performance in international competition. Perhaps transnational firms, because they have an integrated decision-making structure, can coordinate their actions to reduce competitive rivalry with each other across the markets they share. If so, markets dominated by transnationals may become more stable than the current state of international competition would predict.

This study gives an overview of the pathways from work to retirement in Britain and
Germany. Although the institutional incentives differ considerably, both countries face a
trend towards early retirement. In Germany, this development was mostly attributed to the
favourable conditions in the social security system. In the UK, the increasing coverage of
occupational and private pensions seems to be responsible for the low labour force
participation of older persons. For the duration analysis, a distinction is made between
various exit paths from work. The results indicate that the social security or occupational
pension schemes have a strong impact on the age a person leaves the labour force for
retirement. Pension incentives can less explain the moves into other states of nonemployment.

This study addresses a critical gap in our understanding of how the employer and workplace context influences the working career of older employees. Leveraging linked employer–employee data, this study examines the impact of workplace retention practices on an early labour market exit for employees aged fifty-five to sixty-four in Denmark. The findings reveal that, for those eligible for early retirement, work environment adaptation, re-employment of retired employees, and positive views of older employees' productivity significantly contribute to avoiding early retirement. However, these workplace retention practices do not influence unemployment, emphasizing their effectiveness in postponing early retirement rather than mitigating job loss. Moreover, the analysis shows that employees with managerial roles and high skill levels benefit more from workplace retention practices in terms of avoiding both early retirement and unemployment. This finding highlights the employer's key role in shaping inequalities in an ageing workforce by selectively providing opportunities to extend working lives.

Die Autoren gehen in ihrem Beitrag der Frage nach, inwieweit die Arbeitsbedingungen im mittleren Erwerbsalter mit der Bereitschaft zu freiwilligem Engagement im Rentenalter in Verbindung stehen, und ob diese Verbindung durch einen besseren Gesundheitszustand nach dem Austritt aus dem Arbeitsmarkt erklärt werden kann. Sie zeigen anhand einer Auswertung der retrospektiven SHARELIFE-Daten, dass die Neigung älterer Menschen, in der heutigen Zeit als Freiwillige zu dienen, negativ mit schlechten Arbeitsbedingungen im mittleren Lebensalter verbunden ist. Generell nimmt die Beteiligungsquote im höheren Alter ab und verringert sich deutlich ab dem 75. Lebensjahr. Dem Bildungsgrad als Ressource für freiwilliges Engagement kommt dabei eine herausragende Bedeutung zu. Wie der Veränderungsprozess nach der Beendigung des Berufslebens erlebt und gestaltet wird und welche Rolle die Freiwilligenarbeit dabei spielt, hängt neben der individuellen Lebenserfahrung und den Ressourcen ferner auch von der aktuellen gesamtgesellschaftlichen Situation ab. So wird das Ausmaß der Freiwilligenarbeit im frühen Rentenalter positiv von politischen Maßnahmen beeinflusst, die die Arbeitsqualität und die Beschäftigung, das lebenslange Lernen und die berufliche Rehabilitation fördern. (ICI).