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Lohnstarrheit / Wage Rigidity

In Krisenzeiten greifen Arbeitgeberinnen und Arbeitgeber eher auf Entlassungen als auf das Mittel der Nominallohnsenkung zurück. Dies kann am Einfluss der Gewerkschaften, an unflexiblen Lohnsystemen der Firmen oder auch an Fairnessnormen liegen. Welche Auswirkungen haben nach unten starre Löhne auf dem Arbeitsmarkt? Führen sie in Verbindung mit einer niedrigen Inflationsrate zu höherer Arbeitslosigkeit? Diese IAB-Infoplattform präsentiert wissenschaftliche Literatur zum Thema Abwärtslohnrigidität.

In times of crisis, employers tend to resort to dismissals instead of the medium of reduction in nominal wages. This may be due to the influence of the trade unions, the inflexibility of company wage systems, or possibly also norms of fairness. What effect do downwardly rigid wages have on the labour market? Do they lead - in conjunction with a lower inflation rate - to higher unemployment? This IAB info platform presents scientific literature on the topic of downward wage rigidity.

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  • Literaturhinweis

    Wage Rigidity and Employment Outcomes: Evidence from Administrative Data (2024)

    Ehrlich, Gabriel; Montes, Joshua;

    Zitatform

    Ehrlich, Gabriel & Joshua Montes (2024): Wage Rigidity and Employment Outcomes: Evidence from Administrative Data. In: American Economic Journal. Macroeconomics, Jg. 16, H. 1, S. 147-206. DOI:10.1257/mac.20200125

    Abstract

    "This paper examines the relationship between downward nominal wage rigidity and employment outcomes using linked employer-employee data. Wage rigidity prevents 27.1 percent of counterfactual wage cuts, with a standard deviation of 19.2 percent across establishments. An establishment with the sample-average level of wage rigidity is predicted to have a 3.3 percentage point higher layoff rate, a 7.4 percentage point lower quit rate, and a 2.0 percentage point lower hire rate. Estimating a structural model by indirect inference implies that the cost of a nominal wage cut is 33 percent of an average worker’s annual compensation. (JEL E24, J23, J31, J63, M51)" (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Job security, asymmetric information, and wage rigidity (2024)

    Snell, Andy; Stüber, Heiko ; Thomas, Jonathan P. ;

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    Snell, Andy, Heiko Stüber & Jonathan P. Thomas (2024): Job security, asymmetric information, and wage rigidity. In: European Economic Review, Jg. 161, 2023-10-23. DOI:10.1016/j.euroecorev.2023.104622

    Abstract

    "We consider a labor market with risk averse workers, directed search and asymmetric information in which firms can commit to wage contracts but not to retain workers. The model predicts that in downturns (i) there is equal treatment of incumbents and new hires, (ii) wages are insensitive to the severity of the downturn, (iii) this leads to an amplified employment effect, and (iv) wages are determined by forecasts of labor market conditions rather than actual values. By contrast in upswings, new-hire wages are more attuned to actual conditions than forecasts, whilst incumbent wages remain relatively rigid. We find that these novel predictions are well supported in German administrative data." (Author's abstract, IAB-Doku, © Elsevier) ((en))

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  • Literaturhinweis

    Defining the problem of low wage growth in Australia and Denmark: From the actors' perspectives (2023)

    Andersen, Soren Kaj; Lansbury, Russell D.; Wright, Chris F. ;

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    Andersen, Soren Kaj, Chris F. Wright & Russell D. Lansbury (2023): Defining the problem of low wage growth in Australia and Denmark: From the actors' perspectives. In: European journal of industrial relations, Jg. 29, H. 2, S. 177-194. DOI:10.1177/09596801221132424

    Abstract

    "Low wage growth is a challenge common to many OECD countries including countries with very different institutional systems. This paper utilises and extends Rochefort and Cobb’s (1993) ‘problem definition’ framework to analyse how employer and union representatives in Australia and Denmark explain the causes of low wage growth. Drawing on elite interviews, which allow us to assess the nuance of actors’ perceptions, we find disagreement among Australian actors about the role of the collective bargaining system in contributing to low wage growth. Despite disagreement over the extent of the low wage growth problem in Denmark, both unions and employers expressed confidence in the ability of the bargaining system to resolve it. We argue that the greater degree of consensus in Denmark compared with Australia reflects differences in national institutional systems and knowledge regimes, which have influenced the ways actors in these countries perceive low wage growth." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Minimum Wages, Wage Dispersion and Financial Constraints in Firms (2023)

    Arabzadeh, Hamzeh; Balleer, Almut; Gehrke, Britta; Taskin, Ahmet Ali ;

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    Arabzadeh, Hamzeh, Almut Balleer, Britta Gehrke & Ahmet Ali Taskin (2023): Minimum Wages, Wage Dispersion and Financial Constraints in Firms. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16455), Bonn, 56 S.

    Abstract

    "This paper studies how minimum wages affect the wage distribution if firms face financial constraints. Using German employer-employee data and firm balance sheets, we document that the within-firm wage dispersion decreases more with higher minimum wages when firms are financially constrained. We introduce financial frictions into a search and matching labor market model with stochastic job matching, imperfect information, and endogenous effort. In line with the empirical literature, the model predicts that a higher minimum wage reduces hirings and separations. Firms become more selective such that their employment and wage dispersion fall. If effort increases strongly, firms may increase employment at the expense of higher wage dispersion. Financially constrained firms are more selective and reward effort less. As a result, within-firm wage dispersion and employment in these firms fall more with the minimum wage." (Author's abstract, IAB-Doku) ((en))

    Beteiligte aus dem IAB

    Gehrke, Britta; Taskin, Ahmet Ali ;
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  • Literaturhinweis

    Aktuelle Entwicklungen bei der Verteilung der Arbeitseinkommen und Kompetenzen (Podium) (2023)

    Bellmann, Lutz ; Dustmann, Christian; Biewen, Martin ; Fanfani, Bernardo ; Oberfichtner, Michael ; Fitzenberger, Bernd ; Caldwell, Sydnee; Ostermann, Kerstin ; Spitz-Oener, Alexandra; Müller, Steffen;

    Zitatform

    Bellmann, Lutz, Christian Dustmann, Martin Biewen, Bernardo Fanfani, Michael Oberfichtner, Bernd Fitzenberger, Sydnee Caldwell, Kerstin Ostermann, Alexandra Spitz-Oener & Steffen Müller; Christian Dustmann, Martin Biewen, Bernardo Fanfani, Michael Oberfichtner, Bernd Fitzenberger, Sydnee Caldwell, Kerstin Ostermann, Alexandra Spitz-Oener & Steffen Müller (sonst. bet. Pers.) (2023): Aktuelle Entwicklungen bei der Verteilung der Arbeitseinkommen und Kompetenzen (Podium). In: IAB-Forum H. 30.10.2023 Nürnberg. DOI:10.48720/IAB.FOO.20231030.01

    Abstract

    "Zu einem besseren Verständnis der Lohnfindung und Lohnverteilung sowie der beruflichen Qualifikationen beizutragen – das war das Ziel der internationalen Konferenz „Recent Developments in Wage Determination, Distribution, and Job Skills“ am IAB." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Recent Developments in the Distribution of Labour Income and Skills (2023)

    Bellmann, Lutz ; Spitz-Oener, Alexandra; Biewen, Martin ; Dustmann, Christian; Oberfichtner, Michael ; Fitzenberger, Bernd ; Caldwell, Sydnee; Ostermann, Kerstin ; Fanfani, Bernardo ; Müller, Steffen;

    Zitatform

    Bellmann, Lutz, Alexandra Spitz-Oener, Martin Biewen, Christian Dustmann, Michael Oberfichtner, Bernd Fitzenberger, Sydnee Caldwell, Kerstin Ostermann, Bernardo Fanfani & Steffen Müller; Alexandra Spitz-Oener, Martin Biewen, Christian Dustmann, Michael Oberfichtner, Bernd Fitzenberger, Sydnee Caldwell, Kerstin Ostermann, Bernardo Fanfani & Steffen Müller (sonst. bet. Pers.) (2023): Recent Developments in the Distribution of Labour Income and Skills. In: IAB-Forum H. 15.12.2023 Nürnberg. DOI:10.48720/IAB.FOO.20231215.02

    Abstract

    "Contributing to a better understanding of wage determination and wage distribution as well as job skills – that was the aim of the international conference “Recent Developments in Wage Determination, Distribution, and Job Skills” at the IAB." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Wage reactions to regional and national unemployment (2023)

    Blien, Uwe ; Wolf, Katja; Mutl, Jan; Phan thi Hong, Van;

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    Blien, Uwe, Jan Mutl, Van Phan thi Hong & Katja Wolf (2023): Wage reactions to regional and national unemployment. In: Regional Science Policy & Practice, Jg. online first accepted manuscript, S. 1-11., 2023-05-02. DOI:10.1111/rsp3.12675

    Abstract

    "This paper analyses the entire wage effects of unemployment for an especially long observation period. In a three-step approach, the wage reaction at national level (wage setting curve or aggregate wage equation) is added to the reaction at regional level (wage curve). Spatial models with instrumental variables are used." (Author's abstract, IAB-Doku, © Wiley) ((en))

    Beteiligte aus dem IAB

    Blien, Uwe ; Wolf, Katja; Phan thi Hong, Van;
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  • Literaturhinweis

    Labor economics (2023)

    Borjas, George J.;

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    Borjas, George J. (2023): Labor economics. New York: MacGraw-Hill, 494 S.

    Abstract

    "Labor Economics, ninth edition by George J. Borjas provides a modern introduction to labor economics, surveying the field with an emphasis on both theory and facts. Labor Economics is thoroughly integrated with the adaptive digital tools available in McGraw-Hill’s Connect, proven to increase student engagement and success in the course. All new Data Explorer questions using data simulation to help students grasp concepts Materials are fresh and up to date by introducing and discussing the latest research studies where conceptual or empirical contributions have increased our understanding of the labor market. The book has undergone Diversity, Equity, and Inclusion reviews to implement content around topics including generalizations and stereotypes, gender, abilities/disabilities, race/ethnicity, sexual orientation, diversity of names, and age." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Macroeconomic Dynamics with Rigid Wage Contracts (2023)

    Broer, Tobias; Harmenberg, Karl; Öberg, Erik; Krusell, Per;

    Zitatform

    Broer, Tobias, Karl Harmenberg, Per Krusell & Erik Öberg (2023): Macroeconomic Dynamics with Rigid Wage Contracts. In: The American economic review. Insights, Jg. 5, H. 1, S. 55-72. DOI:10.1257/aeri.20210672

    Abstract

    "We adapt the wage contracting structure in Chari (1983) to a dynamic, balanced-growth setting with recontracting as in Calvo (1983). The resulting wage-rigidity framework dampens income effects in the short run, thus allowing significant responses of hours to aggregate shocks. In reduced form, the model dynamics are similar to that in Jaimovich and Rebelo (2009), with their habit parameter replaced by our probability of wage-contract resetting. That is, if wage contracts are reset frequently, labor supply behaves in accordance with King, Plosser, and Rebelo (1988) preferences, whereas if they are never reset, we obtain the setting in Greenwood, Hercowitz, and Huffman (1988)." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Endogenous Labor Supply in an Estimated New-Keynesian Model: Nominal versus Real Rigidities (2023)

    Cairó, Isabel; Pfajfar, Damjan; Chung, Hess T.; Morales-Jimenez, Camilo; Ferrante, Francesco; Fuentes-Albero, Cristina;

    Zitatform

    Cairó, Isabel, Hess T. Chung, Francesco Ferrante, Cristina Fuentes-Albero, Camilo Morales-Jimenez & Damjan Pfajfar (2023): Endogenous Labor Supply in an Estimated New-Keynesian Model: Nominal versus Real Rigidities. (Finance and economics discussion series / Federal Reserve Board, Washington 2023-069), Washington, DC, 57 S.

    Abstract

    "The deep deterioration in the labor market during the Great Recession, the subsequent slow recovery, and the missing disinflation are hard to reconcile for standard macroeconomic models. We develop and estimate a New-Keynesian model with financial frictions, search and matching frictions in the labor market, and endogenous intensive and extensive labor supply decisions. We conclude that the estimated combination of the low degree of nominal wage rigidities and high degree of real wage rigidities, together with the small role of pre-match costs relative to post-match costs, are key in successfully forecasting the slow recovery in unemployment and the missing disinflation in the aftermath of the Great Recession. We find that endogenous labor supply data are very informative about the relative degree of nominal and real wage rigidities and the slope of the Phillips curve. We also find that none of the model-based labor market gaps are a sufficient statistic of labor market slack, but all contain relevant information about the state of the economy summarized in a new indicator for labor market slack we put forward." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Sticky Wages on the Layoff Margin (2023)

    Davis, Steven J.; Krolikowski, Pawel M.;

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    Davis, Steven J. & Pawel M. Krolikowski (2023): Sticky Wages on the Layoff Margin. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16351), Bonn, 57 S.

    Abstract

    "We design and field an innovative survey of unemployment insurance (UI) recipients that yields new insights about wage stickiness on the layoff margin. Most UI recipients express a willingness to accept wage cuts of 5-10 percent to save their jobs, and one third would accept a 25 percent cut. Yet worker-employer discussions about cuts in pay, benefits or hours in lieu of layoffs are exceedingly rare. When asked why employers don't propose job-saving pay cuts, four-in-ten UI recipients don't know. Sixteen percent say cuts would undermine morale or lead the best workers to quit, and 39 percent don't think wage cuts would save their jobs. For lost union jobs, 45 percent say contractual restrictions prevent wage cuts. Among those on permanent layoff who reject our hypothetical pay cuts, half say they have better outside options, and 38 percent regard the proposed pay cut as insulting. An estimated one-quarter of the layoffs violate the condition for bilaterally efficient separations that holds in leading theories of job separations, frictional unemployment, and job ladders. We draw on our findings and other evidence to assess theories of wage stickiness and its role in layoffs." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Wage Adjustment in Efficient Long-Term Employment Relationships (2023)

    Elsby, Michael; Solon, Gary; Gottfries, Axel; Krolikowski, Pawel;

    Zitatform

    Elsby, Michael, Axel Gottfries, Pawel Krolikowski & Gary Solon (2023): Wage Adjustment in Efficient Long-Term Employment Relationships. (Working paper / Federal Reserve Bank of Cleveland 23-23), Cleveland, OH, 45 S. DOI:10.26509/frbc-wp-202323

    Abstract

    "We present a model in which efficient long-term employment relationships are sustained by wage adjustments prompted by shocks to idiosyncratic productivity and the arrival of outside job offers. In accordance with casual and formal evidence, these wage adjustments occur only sporadically, due to the presence of renegotiation costs. The model is amenable to analytical solution and yields new insights into a number of labor market phenomena, including: (1) key features of the empirical distributions of changes in pay among job stayers; (2) a property of near-“memorylessness” in wage dynamics that implies that initial hiring wages have only limited influence on later wages and allocation decisions; and (3) a crucial role for nonbase pay—specifically, recruitment and retention bonuses—in sustaining efficient employment relationships." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Bonus Question: Does Flexible Incentive Pay Dampen Unemployment Dynamics? (2023)

    Gaur, Meghana; Ndiaye, Abdoulaye; Grigsby, John; Hazell, Jonathon;

    Zitatform

    Gaur, Meghana, John Grigsby, Jonathon Hazell & Abdoulaye Ndiaye (2023): Bonus Question: Does Flexible Incentive Pay Dampen Unemployment Dynamics? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16481), Bonn, 86 S.

    Abstract

    "We introduce dynamic incentive contracts into a model of unemployment dynamics and present three results. First, wage cyclicality from incentives does not dampen unemployment dynamics: the response of unemployment to shocks is first-order equivalent in an economy with flexible incentive pay and without bargaining, vis-a-vis an economy with rigid wages. Second, wage cyclicality from bargaining dampens unemployment dynamics through the standard mechanism. Third, our calibrated model suggests 46% of wage cyclicality in the data arises from incentives. A standard model without incentives calibrated to weakly procyclical wages, matches unemployment dynamics in our incentive pay model calibrated to strongly procyclical wages." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Downward Rigidity in the Wage for New Hires (2023)

    Hazell, Jonathon; Taska, Bledi;

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    Hazell, Jonathon & Bledi Taska (2023): Downward Rigidity in the Wage for New Hires. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16512), Bonn, 79 S.

    Abstract

    "Wage rigidity is an important explanation for unemployment fluctuations. In benchmark models wages for new hires are key, but there is limited evidence on this margin. We use wages posted on vacancies, with job and establishment information, to measure the wage for new hires. We show that our measure of the wage for new hires is rigid downward and flexible upward, in two steps. First, wages change infrequently at the job level, and fall especially rarely. Second, wages do not respond to rises in unemployment, but respond strongly to falls in unemployment. Job information is crucial for detecting downward rigidity." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Lohnentwicklung und Lohnstauchung im Öffentlichen Dienst (2023)

    Lesch, Hagen; Eckle, Lennart;

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    Lesch, Hagen & Lennart Eckle (2023): Lohnentwicklung und Lohnstauchung im Öffentlichen Dienst. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2023,88), Köln, 3 S.

    Abstract

    "Nachdem im April 2023 bereits ein Tarifergebnis für die Beschäftigten des öffentlichen Dienstes des Bundes und der Kommunen erreicht wurde, finden aktuell Tarifverhandlungen für die Beschäftigten der Länder statt. Die Gewerkschaften fordern 10,5 Prozent mehr Lohn, mindestens aber 500 Euro. Setzen sie dies durch, würde die ohnehin schon stark komprimierte Lohnstruktur weiter gestaucht." (Autorenreferat, IAB-Doku)

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    Wage Stagnation and the Decline of Standardized Pay Rates, 1974-1991 (2023)

    Massenkoff, Maxim; Wilmers, Nathan ;

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    Massenkoff, Maxim & Nathan Wilmers (2023): Wage Stagnation and the Decline of Standardized Pay Rates, 1974-1991. In: American Economic Journal. Applied Economics, Jg. 15, H. 1, S. 474-507. DOI:10.1257/app.20200819

    Abstract

    "Using new establishment-by-occupation microdata, we show that the use of discretionary wage setting significantly expanded in the 1970s and 1980s. Increasingly, wages for blue-collar workers were not standardized by job title or seniority but instead subject to managerial discretion. When establishments abandoned standardized pay rates, wages fell, particularly for the lowest-paid workers in a job and for those in establishments that previously paid above market rates. This shift away from standardized pay rates, in context of a broader decline in worker bargaining power, accelerated the decline in real wages experienced by blue-collar workers in the 1980s." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Fairness and Gini decomposition (2023)

    Moramarco, Domenico;

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    Moramarco, Domenico (2023): Fairness and Gini decomposition. In: Economics Letters, Jg. 233. DOI:10.1016/j.econlet.2023.111409

    Abstract

    "We propose a new decomposition of the Gini coefficient that nests a structuralist and an individualistic definition of unfair inequality, as well as ex ante and ex post measures of inequality of opportunity. We illustrate the decomposition on Belgian data, highlighting the source of a consistent difference between these views about unfair inequality." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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  • Literaturhinweis

    A Multisector Perspective on Wage Stagnation (2023)

    Ngai, L. Rachel; Sevinc, Orhun;

    Zitatform

    Ngai, L. Rachel & Orhun Sevinc (2023): A Multisector Perspective on Wage Stagnation. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16356), Bonn, 36 S.

    Abstract

    "Low-skilled workers are concentrated in sectors that experience fast productivity growth and yet their real wages have been stagnating. We document evidence from the U.S. to show the importance of sectoral reallocations. Key to our two-sector model is the fall in the relative price of the low-skill intensive sector caused by faster productivity growth. When outputs are complements across sectors, this leads to a reallocation of low-skilled workers to the high-skill intensive sector where their marginal product is stagnant. We show that this mechanism is quantitatively important for the stagnation of low-skill real wages and their divergence from aggregate labor productivity during 1980-2010." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Firm Wages in a Frictional Labor Market (2023)

    Rudanko, Leena;

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    Rudanko, Leena (2023): Firm Wages in a Frictional Labor Market. In: American Economic Journal. Macroeconomics, Jg. 15, H. 1, S. 517-550. DOI:10.1257/mac.20200440

    Abstract

    "This paper studies wage setting in a directed search model of multiworker firms facing within-firm equity constraints on wages. The constraints reduce wages, as firms exploit their monopsony power over their existing workers, rendering wages less responsive to productivity in doing so. They also give rise to a time inconsistency in the dynamic firm problem, as firms face a less elastic labor supply in the short run than in the long run, making commitment to future wages valuable. Constrained firms find it profitable to fix wages, and doing so is good for worker welfare and resource allocation in equilibrium." (Author's abstract, IAB-Doku) ((en))

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    How Sticky Wages in Existing Jobs Can Affect Hiring (2022)

    Bils, Mark; Chang, Yongsung; Kim, Sun-Bin;

    Zitatform

    Bils, Mark, Yongsung Chang & Sun-Bin Kim (2022): How Sticky Wages in Existing Jobs Can Affect Hiring. In: American Economic Journal. Macroeconomics, Jg. 14, H. 1, S. 1-37. DOI:10.1257/mac.20190338

    Abstract

    "We consider a matching model of employment with flexible wages for new hires but sticky wages within matches. Unlike most models of sticky wages, we allow effort to respond if wages are too high or too low. In the Mortensen-Pissarides model, employment is not affected by wage stickiness in existing matches. But it is in our model. If wages of matched workers are stuck too high, firms require more effort, lowering the value of additional labor and reducing hiring. We find that effort's response can greatly increase wage inertia." (Author's abstract, IAB-Doku) ((en))

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