251 research outputs found
New mobilities across the lifecourse: A framework for analysing demographically-linked drivers of migration
Date of acceptance: 17/02/2015Taking the life course as the central concern, the authors set out a conceptual framework and define some key research questions for a programme of research that explores how the linked lives of mobile people are situated in time–space within the economic, social, and cultural structures of contemporary society. Drawing on methodologically innovative techniques, these perspectives can offer new insights into the changing nature and meanings of migration across the life course.Publisher PDFPeer reviewe
The Impact of Social Support Networks on Maternal Employment: A Comparison of West German, East German and Migrant Mothers of Pre-School Children
Revisiting German labour market reform effects—a panel data analysis for occupational labour markets
Wages in high-tech start-ups - do academic spin-offs pay a wage premium?
Due to their origin from universities, academic spin‐offs operate at the forefront of the
technological development. Therefore, spin‐offs exhibit a skill‐biased labour demand, i.e. spin‐offs
have a high demand for employees with cutting edge knowledge and technical skills. In order to accommodate
this demand, spin‐offs may have to pay a relative wage premium compared to other
high‐tech start‐ups. However, neither a comprehensive theoretical assessment nor the empirical
literature on wages in start‐ups unambiguously predicts the existence and the direction of wage differentials
between spin‐offs and non‐spin‐offs. This paper addresses this research gap and examines
empirically whether or not spin‐offs pay their employees a wage premium. Using a unique linked
employer‐employee data set of German high‐tech start‐ups, we estimate Mincer‐type wage regressions
applying the Hausman‐Taylor panel estimator. Our results show that spin‐offs do not pay a
wage premium in general. However, a notable exception from this general result is that spin‐offs that
commercialise new scientific results or methods provide higher wages to employees with linkages to
the university sector – either as university graduates or as student workers
Ethnic Minority–Majority Unions in Estonia
Ethnic minority–majority unions—also referred to as mixed ethnic unions—are often seen as the ultimate evidence of the integration of ethnic minorities into their host societies. We investigated minority–majority unions in Estonia, where ethnic minorities account for one-third of the total population (Russians 26%, followed by Ukrainians, Byelorussians, Finns and other smaller groups). Using data from the 2000 Estonian census and regression models, we found that Slavic women are less likely to be in minority–majority unions than are members of other minority groups, with Russians being the least likely. Finns, who are culturally most similar to the Estonian majority population, are the most likely to form a union with an Estonian. For ethnic minority women, the likelihood of being in minority–majority unions is highest in rural areas and increases over generations, with third-generation immigrants being the most likely. Estonian women are most likely to have a minority partner when they or their parents were born abroad and when they live in urban areas. Our findings suggest that both the opportunity to meet potential partners and openness to other ethnic groups are important factors for understanding the dynamics of minority–majority unions
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