How the upward mobility chances of workers in unskilled or semi-skilled jobs are shaped by influences at the organisational and sectoral level remains an open question. This article aims to close this research gap by examining the role of internal labour market characteristics in the promotion prospects and wage increases of workers in semi-skilled and unskilled positions. The hypotheses are derived from dual and segmented labour market theory. Regression analyses based on linked-employer-employee-data (LIAB), covering 44,024 workers in semi-skilled and unskilled positions from 2005 to 2010, underline the importance of the internal labour market. A considerable share of workers moved to skilled positions through company change. For the workers who stayed with the company, career advancements were associated with regular training investments and formalised regulations at the company level. Collective agreements, in contrast, were associated with lower chances of upward mobility, but higher wages.

中文翻译：

---

细分劳动力市场中的交叉者：半熟练和非熟练工作的职业进步和工资变化


组织和部门层面的影响如何影响从事非技能或半技能工作的工人的向上流动机会仍然是一个悬而未决的问题。本文旨在通过研究内部劳动力市场特征对半熟练和非熟练职位工人的晋升前景和工资增长的作用来弥补这一研究空白。这些假设源自二元和分割的劳动力市场理论。基于雇主雇员关联数据 (LIAB) 的回归分析涵盖了 2005 年至 2010 年间 44,024 名半熟练和非熟练工人，强调了内部劳动力市场的重要性。相当一部分工人通过公司变革转移到技术岗位。对于留在公司的员工来说，职业发展与公司层面的定期培训投资和正式法规相关。相比之下，集体协议与向上流动的机会较低，但工资较高有关。