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The future of forests is closely linked to climate change and energy transition because the preconditions for forest management are changed through climate and energy policies (Beland Lindahl and Westholm 2012). Forest management has multiple objectives, and different stakeholders have competing interests in forests. A strong dichotomy between environmental and economic interests has characterized forest policy and most conflicts about forests in the past (Winkel and Sotirow 2011). Climate change and energy transition modify this established conflict line because new conflicts related to climate mitigation, climate adaptation, and renewable energies have blurred the clear opposition between environmental and economic interest (Mautz 2010). In the context of the new challenges of climate change and energy transition, the need for effective, efficient and legitimate forest governance is gaining a new importance. Based on 86 qualitative interviews about forest conflicts and forest governance in five qualitative case studies, theoretical approaches focusing on multi-level and multi-scale governance are merged with the field of environmental and natural resource conflict research in this thesis. Forest conflicts and their governance are a multi-level and multi-scale issue. However, not so much is known about how collective and individual state and non-state actors act in complex governance systems and how they perceive governance systems. In order to contribute to the understanding of these knowledge gaps, this thesis tests the applicability of three theoretical perspectives on multiple scales and levels of decision-making (multi-level governance, polycentricity, politics of scale) to fruitfully study forest conflicts. Furthermore, the thesis provides empirical insights about forest conflicts in the face of energy transition and climate change. Based on the theoretical and empirical findings, this thesis provides practical recommendations to policy makers and practitioners on how to improve governance in forestry and the management of other natural resources. For example, this thesis shows the importance of considering different actor constellations in participatory processes at different governance levels, and that not every actor will react the same way to a certain method of decision-making. Furthermore, this thesis illustrates how trust building measures, such as enhanced communication between stakeholders, transparency in decision-making and forest education can reduce the risk of destructive conflict escalation. This thesis also demonstrates that energy transition and the discussion about climate change are sources of new conflicts, can change old conflicts, and add new, additional levels to forest governance. Thus, climate change and energy transition cause further fragmentation of forest governance and make forest governance more multi-level, create additional venue-shopping opportunities, and bring new actors into forest governance, causing new power constellations in the policy field. Forest governance is in a reconfiguration process which can be conceptualized as shift towards multi-level governance. Level choice and the relation of state and non-state actors in decision-making are important aspects of governance, thus the theoretical approach has yielded valuable insights in forest conflicts and the importance of scale construction in conflict discourses can be illustrated. Different levels are associated with different functions, strengths, and weaknesses of stakeholders; the perceptions of appropriate scale choice are often based on frames. The empirical findings have shown that level choice is often a normative and/or cultural decision, often no objective ´best´ decision-making level exists. Some actors consider different competing, overlapping, and nested decision-making levels to be an opportunity for interest realization; others feel helpless and overwhelmed in complex, multi-level systems. Different re-scaling strategies (up-scaling, down-scaling, fit re-scaling) are applied by actors to realize their interests. Non-state actors have an important function in linking processes from different levels. However, multi-level governance and related concepts have their limits for the explanation of forest conflict processes because some important factors cannot be captured with this approach. For example, social-psychological factors and conflict frames are important for the understanding of conflict development and governance and at a local level individual action and the relations between individuals crucially set the preconditions for the governance of conflicts.
While it is a stylized fact that exporting firms pay higher wages than nonexporting firms, the direction of the link between exporting and wages is less clear. Using a rich set of German linked employer-employee panel data we follow over time plants that start to export. We show that the exporter wage premium does already exist in the years before firms start to export, and that it does not increase in the following years. Higher wages in exporting firms are thus due to self-selection of more productive, better paying firms into export markets; they are not caused by export activities.
Using unique recently released nationally representative high-quality data at the plant level, this paper presents the first comprehensive evidence on the relationship between productivity and size of the export market for Germany, a leading actor on the world market for manufactured goods. It documents that firms that export to countries inside the euro-zone are more productive than firms that sell their products in Germany only, but less productive than firms that export to countries outside the euro-zone, too. This is in line with the hypothesis that export markets outside the euro-zone have higher entry costs that can only by paid by more productive firms.
Using unique recently released nationally representative high-quality longitudinal data at the plant level, this paper presents the first comprehensive evidence on the relationship between exports and productivity for Germany, a leading actor on the world market for manufactured goods. It applies and extends the now standard approach from the international literature to document that the positive productivity differential of exporters compared to non-exporters is statistically significant, and substantial, even when observed firm characteristics and unobserved firm specific effects are controlled for. For West German plants (but not for East German plants) some empirical evidence for self-selection of more productive firms into export markets is found. There is no evidence for the hypothesis that plants which start to export perform better in the three years after the start than their counterparts which do not start to sell their products on the world market. Results for West Germany support the hypothesis that the productivity differential between exporters and nonexporters is at least in part the result of a market driven selection process in which those export starters that have low productivity at starting time fail as a successful exporter in the years after the start, and only those that were more productive at starting time continue to export.
An empirical analysis of various waves of the ALLBUS social survey shows that union density fell substantially in western Germany from 1980 to 2004 and in eastern Germany from 1992 to 2004. Such a negative trend can be observed for men and women and for different groups of the workforce. Regression estimates indicate that the probability of union membership is related to a number of personal and occupational variables such as age, public sector employment and being a blue collar worker (significant in western Germany only). A decomposition analysis shows that differences in union density over time and between eastern and western Germany to a large degree cannot be explained by differences in the characteristics of employees. Contrary to wide-spread perceptions, changes in the composition of the workforce seem to have played a minor role in the fall in union density in western and eastern Germany.
Do exporters really pay higher wages? First evidence from German linked employer-employee data
(2006)
Many plant-level studies find that average wages in exporting firms are higher than in non-exporting firms from the same industry and region. This paper uses a large set of linked employer-employee data from Germany to analyze this exporter wage premium. We show that the wage differential becomes smaller but does not completely vanish when observable and unobservable characteristics of the employees and of the work place are controlled for. For example, blue-collar (white-collar) employees working in a plant with an export-sales ratio of 60 percent earn about 1.8 (0.9) percent more than similar employees in otherwise identical non-exporting plants.
Based on data from a recent representative survey of the adult population in Germany this paper documents that the patterns of variables influencing nascent and infant entrepreneurship are quite similar and broadly in line with our theoretical priors – both types of entrepreneurship are fostered by the width of experience and a role model in the family, and hindered by risk aversion, while being male is a supporting factor. Results of this study using cross section data are in line with conclusions from longitudinal studies for other countries finding that between one in two and one in three nascent entrepreneurs become infant entrepreneurs, and that observed individual characteristics – with the important exception of former experience as an employee in the industry of the new venture - tend to play a minor role only in differentiating who starts and who gives up.