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ABSTRACT: In Zeiten massiven Personalabbaus erfreuen sich Outplacement-Leistungen wachsender Beliebtheit. Das empirische Wissen zu Fragen
der Outplacement-Gewährung ist jedoch begrenzt. Im vorliegenden Beitrag werden Ergebnisse einer Befragung von über 1.000 Unternehmen
präsentiert, die systematisch Aufschluss gibt über den Einsatz extern bezogener Outplacement-Leistungen in Deutschland sowie
über die Determinanten der Outplacement-Gewährung. In unserem Beitrag rekurrieren wir dabei in Anlehnung an Pull (2008) auf verschiedene Logiken der Outplacement-Gewährung und schließen hieraus auf die Determinanten der Gewährung von Outplacement-Leistungen.
Im Anschluss werden die Hypothesen mit empirischer Evidenz konfrontiert. Die durchgeführte Logit-Analyse zu den Determinanten
der Outplacement-Gewährung liefert Unterstützung für eine finanzwirtschaftliche Argumentation, nach der die Gewährung von
Outplacement-Leistungen zu unmittelbaren und direkten Kosteneinsparungen an anderer Stelle führt, sowie dafür, dass Outplacement-Leistungen
als Rekrutierungsinstrument eingesetzt werden. Effizienzlohntheoretische und verhandlungsbasierte Erklärungsansätze der Gewährung
von Outplacement-Leistungen erfahren hingegen keine Unterstützung in den Daten.
In times of massive employment reduction, outplacement services are increasingly popular. However, the empirical knowledge
of the provision of outplacement services is limited. In our paper we present the results of an original survey of more than
1,000 German firms that systematically renders information on the use of externally provided outplacement services in Germany
as well as on the determinants of outplacement provision. Theoretically we recur on the work by Pull (2008) who unfolds different rationales of outplacement provision, and derive implications for the determinants of outplacement
provision. In asecond step the implications from theory are confronted with empirical evidence. Our empirical analysis renders
support for an accounting-based logic of outplacement provision according to which the provision of outplacement services
is motivated by immediate and direct cost savings, as well as for asignalling based logic where firms use the provision of
outplacement services as asignal to future job applicants. Implications based on gift exchange theory as well as those based
on collective bargaining do not find support in the data.
Zeitschrift für ArbeitsmarktForschung 04/2012; 42(2):155-169.
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ABSTRACT: "In times of massive employment reduction, outplacement services are increasingly popular. However, the empirical knowledge of the provision of outplacement services is limited. In our paper we present the results of an original survey of more than 1,000 German firms that systematically renders information on the use of externally provided outplacement services in Germany as well as on the determinants of outplacement provision. Theoretically we recur on the work by Pull (2008) who unfolds different rationales of outplacement provision, and derive implications for the determinants of outplacement provision. In a second step the implications from theory are confronted with empirical evidence. Our empirical analysis renders support for an accounting-based logic of outplacement provision according to which the provision of outplacement services is motivated by immediate and direct cost savings, as well as for a signalling based logic where firms use the provision of outplacement services as a signal to future job applicants. Implications based on gift exchange theory as well as those based on collective bargaining do not find support in the data." (Author's abstract, IAB-Doku) ((en))
Zeitschrift für ArbeitsmarktForschung - Journal for Labour Market Research. 01/2009; 42(2):155-169.
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ABSTRACT: Das Urteil des Bundesverfassungsgerichtes verpflichtet den Gesetzgeber, bis Ende 2005 eine neue Regelung zur Finanzierung der Lohnersatzleistungen während des Mutterschutzes zu erlassen. Das Bundesverfassungsgericht hat in seinem Urteil zwar offen gelassen, welche Finanzierungsvariante der Gesetzgeber wählen sollte. Jedoch wird eine Ausweitung des in Deutschland für Kleinbetriebe mit bis zu 20 Mitarbeitern bereits praktizierten Umlageverfahrens U2 auf alle Betriebe in die Diskussion gebracht. Prof. Dr. Dorothea Alewell, Universität Jena, und Prof. Dr. Kerstin Pull, Universität Tübingen, kommen zu dem Ergebnis, dass ein Übergang vom individuellen Arbeitgeberzuschuss hin zu einer allgemeinen Umlagefinanzierung bzw. Pflichtversicherung zwar eine Minderung der Benachteiligung von Frauen auf dem Arbeitsmarkt erwarten lässt, die arbeitgeberseitig anfallenden Kosten des Mutterschutzes würden jedoch weiterhin auf den Faktor Arbeit überwälzt (nunmehr auf Männer und Frauen) mit den zu befürchtenden negativen Auswirkungen auf die Beschäftigung. Eine steuerfinanzierte Lösung wäre aus ihrer Sicht deutlich vorzuziehen, weil sie das gesellschaftliche Ziel des Schutzes von Schwangeren und jungen Müttern auf eine breite gesellschaftliche Finanzierungsbasis stellt und dabei zugleich negative Wirkungen auf die Arbeitsmarktposition von Frauen vermeidet.
Ifo Schnelldienst. 01/2005; 58(04):22-27.
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ABSTRACT: "It has often been discussed whether institutional regulations aimed at protecting specific groups of the labour market have indeed succeeded in achieving the intended goal or whether they have actually aggravated the labour market position of these groups. In our paper we analyse German maternity and parental leave regulations, concentrating on potentially negative implications of these regulations on the labour market position of mothers and young women respectively. We identify three main cost components that might influence the employment and wage position of young women: costs of wage subsidies borne by the employers during maternity leave, costs of human capital depreciation during maternity and parental leave and costs of reorganisation. We summarise empirical evidence regarding these aspects and conclude with legal and political implications concerning the improvement of the employment situation of women." (Author's abstract, IAB-Doku) ((en))
Zeitschrift für ArbeitsmarktForschung - Journal for Labour Market Research. 01/2005; 38(2/3):341-356.
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ABSTRACT: At present, we find legal provisions for maternity leave in almost every country. While these vary distinctly from country to country, their common and central feature is that they allow mothers to leave their workplace for a limited time around childbirth and to return to their jobs afterwards. This provision will typically impose costs on employers and affect the labor market situation of young women. However, there is no clear understanding about the nature and scope of these effects. Existing international comparisons typically include a large number of countries and only briefly review the regulations in place, concentrating on leave duration as a proxy for the costs of maternity leave imposed on the employer. In contrast, we compare maternity leave regulations in a limited number of countries in more detail (Denmark, Germany, the Netherlands, Japan, the U.S.A. and the U.K.), and we consider both, direct and indirect costs of maternity leave accruing to the employer. Concerning indirect costs, we distinguish the costs of human capital depreciation and the costs of re-organization: While the first will arguably rise with leave duration, the latter might be especially high for medium leave durations rendering work-sharing agreements problematic while not yet allowing for practicable replacement solutions. Furthermore, regulations affecting the predictability of leave duration will play an important role for the re-organization process and are consequently also included in the analysis.
Family & Children's Law eJournal. 01/2003;
