Appendix Table B2.1 : Average Individual Characteristics by Type of Intra-firm Mobilitya
|
Job Change |
Job Change and | |||
|
No |
Yes |
No Rank |
Rank Changeb | |
|
Education |
11.72 |
12.93 |
13.31 |
12.05 |
|
(0.02) |
(0.15) |
(0.19) |
(0.28) | |
|
Age |
42.57 |
36.33 |
36.34 |
36.48 |
|
(0.10) |
(0.47) |
(0.54) |
(1.00) | |
|
Experience |
24.85 |
17.40 |
17.03 |
18.43 |
|
(0.10) |
(0.49) |
(0.55) |
(1.05) | |
|
Tenure |
12.82 |
8.29 |
8.71 |
7.38 |
|
(0.08) |
(0.40) |
(0.46) |
(0.81) | |
|
Women (%) |
40.14 |
39.06 |
43.81 |
27.99 |
|
(0.004) |
(0.02) |
(0.03) |
(0.04) | |
|
German (%) |
90.57 |
95.13 |
97.06 |
90.38 |
|
(0.002) |
(0.01) |
(0.01) |
(0.03) | |
|
Blue-Collar (%) |
40.41 |
22.99 |
21.73 |
26.55 |
|
(0.004) |
(0.02) |
(0.02) |
(0.04) | |
|
White-Collar (%) |
48.48 |
56.55 |
51.55 |
68.15 |
|
(0.004) |
(0.02) |
(0.03) |
(0.04) | |
|
Civil Servant (%) |
11.09 |
20.45 |
26.71 |
5.28 |
|
(0.003) |
(0.02) |
(0.02) |
(0.02) | |
|
Private Sector (%) |
72.60 |
74.30 |
56.14 |
83.95 |
|
(0.004) |
(0.02) |
(0.03) |
(0.03) | |
|
Employment Contract |
95.86 |
95.21 |
97.84 |
88.59 |
|
(0.002) |
(0.01) |
(0.009) |
(0.03) | |
|
Large Firms |
37.23 |
48.37 |
52.29 |
39.51 |
|
(0.004) |
(0.02) |
(0.03) |
(0.05) | |
|
Wage Growth |
1.92 |
6.02 |
2.94 |
13.97 |
|
(0.001) |
(0.009) |
(0.01) |
(0.01) | |
|
Number of Years in Sample |
8.93 |
8.86 |
9.02 |
8.53 |
|
Frequencyc |
(0.02) |
(0.15) |
(0.17) |
(0.28) |
|
91.6 |
2.9 |
70.06 |
29.94 | |
a-Based on a sample of 11159 observations (3487 workers).
b-Rank changes include change up or down. It is is a dummy indicating a higher or lower rank
in period t compared to t-1. Rank changes for those reporting a change in job.
c-The percentages do not add up to 100 because frequencies are computed over the total
sample which also includes between firms job changers.
On average, intra-firm job changers are younger, more educated and more predominantly German men.
Among the three types of occupation, white-collar workers are the most likely to experience intra-firm
job changes. Overall, 91.6% of the observations correspond to no change in job and 2.9% to a change
in job within the firm. Finally, average wage growth associated with a job change is 6.02%, more than
3 times higher than with no reported job changes (1.92%). Workers experiencing a change in rank in
addition to a change in job have similar average characteristics than job changers. About 70% of the
job changers don’t experience a change in rank and 21.5 % correspond to a change to a higher rank (or
what I define a promotion). The remaining 8.7% are changes to a lower rank which seems relatively
high for demotions but not surprising given that the analysis is based on survey data which are sensitive
to miss-classification errors. This point is addressed in appendix B3. The main difference with a change
in rank is the associated wage growth which more than doubles.
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