发表机构
Friedrich-Alexander-Universität Erlangen-Nürnberg（埃尔朗根-纽伦堡大学）
机构由 AI 辅助整理，请以论文原文为准。AI 中文总结
本文以德国IAB企业面板数据为基础，发现企业退出集体谈判后每周工时仅小幅增加，未更多利用其他工时调整渠道，对工时约束是企业退出集体谈判主要驱动因素的观点提出质疑。
AI 中文摘要
德国雇主声称集体协议限制了他们在工时方面的灵活性。本文利用2008年至2024年的IAB企业面板数据，研究企业退出集体谈判后的工时调整情况。我们通过固定效应模型和事件研究模型发现，退出集体谈判仅与每周工时出现约0.3%至0.6%的小幅增长相关，对应每周增加8至13分钟，且该调整在退出集体谈判覆盖后不久就会发生。我们还发现，没有证据表明退出后企业会更多利用周六或周日工作等其他工时调整渠道。与此前的调查证据相反，我们的研究结果对工时约束是企业退出集体谈判覆盖的主要驱动因素之一这一观点提出了质疑。
英文摘要
Employers in Germany argue that collective agreements restrict their flexibility concerning working hours. Using data from the IAB Establishment Panel for the years 2008 to 2024, we investigate working-time adjustments after exit from collective bargaining. We find that exit is associated with only a modest increase in weekly working hours of around 0.3 to 0.6 per cent using fixed-effects and event-study models, corresponding to eight to thirteen additional minutes per week. This adjustment occurs shortly after leaving collective bargaining coverage. We further find no evidence that other margins of working-time adjustment, such as Saturday or Sunday work, are used more extensively after exit. In contrast to previous survey evidence, our findings call into question that working-hours constraints are one of the main drivers of exit from collective bargaining coverage.
