Life Course and Inequality Research Group Publications
Publikationen der Forschungsgruppe Lebensverlauf und Ungleichheit
Life Course and Inequality Research Group Events
Veranstaltungen der Forschungsgruppe Lebensverlauf und Ungleichheit
Merz falle vor allem durch Kritik an der Regierung auf, bleibt bei eigenen Plänen aber im Ungefähren, meint der DIW-Chef. Kaum einer kritisiert die Ampelkoalition so scharf wie Friedrich Merz. Vieles deutet aber darauf hin, dass er eine Kehrtwende bei einigen seiner wirtschaftspolitischen Positionen vollziehen müsste, wenn er die Transformation erfolgreich gestalten, eine Deindustrialisierung verhindern ...
This study explores how gender and age interact in shaping beliefs about fair pay through a factorial survey experiment conducted with German employees. Respondents evaluated hypothetical worker descriptions varying in age, gender, and earnings. While no gender gap in fair earnings was found for the youngest hypothetical workers, a significant gap favoring men emerged with increasing age. This suggests ...
We provide novel evidence about the incentive and welfare effects of an increase in the generosity of disability benefits. Importantly, a unique policy variation in Germany allows us to isolate the income effect of a change in benefit generosity. We leverage this quasi-experimental policy variation using an RD design to estimate the effect of increasing disability benefits on employment, earnings, ...
We investigate the effects of a climatic shock on individuals’ tax deduction and tax payable patterns, alongside their income dynamics. Using individual-level annual tax return data and exploiting the 2010–2011 Queensland Floods in Australia as a natural experiment, we find that the floods affect different income groups differently. They also lead to persistent higher tax deductions for high-income ...
We examine how the gender of business-owners is related to the wages paid to female relative to male employees working in their firms. Using Finnish register data and employing firm fixed effects, we find that the gender pay gap is – starting from a gender pay gap of 11 to 12 percent – two to three percentage-points lower for hourly wages in female-owned firms than in male-owned firms. Results are ...
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