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Boris Hirsch

Leuphana University of Lüneburg, and IZA, Germany

The IZA World of Labor project offers concise, reliable reviews on state-of-the-art empirical research at an accessible level. In that it provides a tremendous starting point for evidence-based policies and helps to inform academics, policymakers, and the general audience alike

IZA World of Labor role

Author

Current position

Full Professor of Economics, Leuphana University Lüneburg

Research interest

Labor economics (in particular models of imperfectly competitive labor markets and applied labor economics), industrial relations, migration

Website

https://www.leuphana.de/institute/ivwl/personen/boris-hirsch.html

Past positions

Postdoctoral Researcher, Friedrich-Alexander-University Erlangen-Nuremberg, 2009–2016

Qualifications

Habilitation in Economics and Econometrics, Friedrich-Alexander-University Erlangen-Nuremberg, 2016

Selected publications

  • “Dual labor markets at work: The impact of employers’ use of temporary agency work on regular workers’ job stability.” Industrial and Labor Relations Review 69:5 (2016): 1191‒1215.

  • “Is there monopsonistic discrimination against immigrants?” Industrial and Labor Relations Review 68:3 (2015): 501‒528 (with E. J. Jahn).

  • “The impact of female managers on the gender pay gap: Evidence from linked employer‒employee data for Germany.” Economics Letters 119:3 (2014): 348‒350.

  • “The productivity effect of temporary agency work: Evidence from German panel data.” Economic Journal 122:562 (2012): F216‒F235 (with S. Mueller).

  • “Differences in labor supply to monopsonistic firms and the gender pay gap: An empirical analysis using linked employer‒employee data from Germany.” Journal of Labor Economics 28:2 (2010): 291‒330 (with T. Schank and C. Schnabel).

article(s)

  • Gender wage discrimination

    Does the extent of competition in labor markets explain why female workers are paid less than men?

    Boris Hirsch, November 2016
    There are pronounced and persistent wage differences between men and women in all parts of the world. A significant element of these wage disparities can be attributed to differences in worker and workplace characteristics, which are likely to mirror differences in worker productivity. However, a large part of these differences remains unexplained, and it is common to attribute them to discrimination by the employer that is rooted in prejudice against female workers. Yet recent empirical evidence suggests that, to a large extent, the gaps reflect “monopsonistic” wage discrimination—that is, employers exploiting their wage-setting power over women—rather than any sort of prejudice.
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