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This article examines the relationship between institutions and the remuneration of different jobs by comparing the German and Belgian labour markets with respect to a typology of institutions (social representations, norms, conventions, legislation and organizations). The observed institutional differences between the two countries lead to the hypotheses of (I) higher overall pay inequality in Germany; ...
In:
Socio-Economic Review
11 (2013), 1, 131-157
| Stephan Kampelmann, François Rycx
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This article uses detailed German household panel data to address important unresolved issuesrelated to task-biased technological change. Implementing a task-based model of occupationalemployment and earnings, results show that the task composition of occupations in 1985 issignificantly associated with relative employment changes and accounts at least partially for thejob polarisation that occurred ...
In:
Brussels Economic Review - Cahiers Economiques de Bruxelles
56 (2013), 2, 113-142
| Stephan Kampelmann, François Rycx
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Die Autorin untersucht die Lebenszufriedenheit verschiedener Einwanderungsgruppen in Deutschland. Dabei geht es zum einen um eine deskriptive Darstellung der Lebenszufriedenheit von Einwanderern im Vergleich zur Lebenszufriedenheit von Westdeutschen, zum anderen um die multidimensionale Erklärung von Lebenszufriedenheit im Allgemeinen sowie der Lebenszufriedenheit von MigrantInnen unterschiedlicher ...
Opladen, Berlin & Toronto:
Budrich Unipress,
2014,
| Sylvia Kämpfer
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The research in this article is focused on formal performance appraisals (PA), one of the most important human resource management practices in firms. In detail, the study analyzes the effect of PAs on employees’ overall job satisfaction. We are able to differentiate between appraisals that are linked to monetary outcomes, such as bonus payments and promotions, and appraisals that have no monetary ...
In:
International Journal of Human Resource Management
28 (2017), 5, 750-774
| Patrick Kampkötter
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This paper introduces a new data source available for HRM researchers and personnel economists,the Linked Personnel Panel (LPP). The LPP is a longitudinal and representative employer-employee data set covering establishments in Germany and designed for quantitative empirical HR research. The LPP offers a unique structure. First, the data set combines employer and employee surveys that can be matched ...
In:
Evidence-based HRM
4 (2016), 2, 94-115
| Patrick Kampkötter, Jens Mohrenweiser, Dirk Sliwka, Susanne Steffes, Stefanie Wolter
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Die Nutzung systematischer Leistungsbeurteilungen nimmt spürbar zu. Sie sind jedoch häufig verzerrt. Dies kann der Anreizsetzung schaden.
In:
Personal - Zeitschrift für Human Resource Management
(2013), 46-49
| Patrick Kampkötter, Dirk Sliwka
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Bochum:
Ruhr-Universität Bochum, Fakultät für Sozialwissenschaft,
1995,
(Diskussionspapier Nr. 95-05)
| Christian Kampmann
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Bonn:
Bundesministerium für Arbeit und Sozialordnung, Referat L P 3,
1996,
(Gutachten des Deutschen Instituts für Wirtschaftsforschung im Auftrag des Bundesministeriums für Arbeit und Sozialordnung)
| Christian Kampmann, Jürgen Schupp, Gert G. Wagner
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In:
Zeitschrift für angewandte Umweltforschung
9 (1996), 2, 188-199
| Christian Kampmann, Gert G. Wagner
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Using data from the German Socio-Economic Panel, we examined the impact of social contacts on immigrant occupational status and income. In addition to general social contacts, we also analyzed the effects of bonding (i.e., co-ethnic) and bridging (i.e., inter-ethnic) ties on economic outcomes. Results show that general social contacts have a positive effect on the occupational status and, in particular, ...
In:
International Migration Review
46 (2012), 3, 680-709
| Agnieszka Kanas, Barry R. Chiswick, Tanja van der Lippe, Frank van Tubergen