Biased expectations and labor market outcomes: Evidence from German survey data and implications for the East–West wage gap

Layer 1 — Overview

Research question. The paper asks two questions: (1) How do workers’ biased expectations about job finding and job separation shape the labor market equilibrium and wages? (2) Are differences in expectation biases across workers a quantitatively important driver of wage differentials, specifically the East–West German wage gap?

Data. The empirical analysis uses the German Socio-Economic Panel (SOEP), a nationally representative longitudinal survey of approximately 30,000 participants per wave. The working-age sample (ages 25–65) covers nine biennial survey waves from 1999 to 2015, yielding 67,772 observations for job separation expectations and 6,423 for job finding expectations. Perceived transition probabilities are reported on a 0–100 scale in steps of 10 percentage points. Actual (statistical) transition probabilities are constructed by estimating probit models that predict realized transitions within 24 months using a rich set of individual, job, and employer characteristics, and are rounded to the nearest decile for consistency with the survey scale.

Main empirical findings. Employed workers in Germany overestimate their job separation probability by 6.4 percentage points on average (perceived: 19.8%; actual: 13.3%), a pessimistic bias significant at the 1% level. Unemployed workers overestimate their job finding probability by 8.2 percentage points on average (perceived: 57.0%; actual: 48.8%), an optimistic bias also significant at the 1% level. The East–West divergence is striking. East German workers exhibit a pessimistic job separation bias of 12.1 percentage points, compared to only 4.7 percentage points in the West, despite broadly similar actual separation rates (15.1% vs. 12.8%). For job finding, West Germans overestimate their probability by 12.9 percentage points, while East Germans overestimate by only 2.0 percentage points — meaning East Germans are also substantially less optimistic about re-employment. These East–West differences survive controls for compositional differences and alternative definitions of job separation (dismissals only; selected reasons; spell-based) and job finding (including those out of the labor force). The biases are stable over the 1999–2015 sample period with no discernible trend. A cohort analysis shows that the excess pessimism in East Germany is concentrated among cohorts who were already in the labor market at the time of German reunification (born in the 1950s and 1960s), consistent with persistent effects of the communist GDR experience. Individuals do not systematically learn over time: mean changes in individual-level absolute deviations between consecutive waves are close to zero. Individual deviations between perceived and actual rates have statistically significant but quantitatively negligible predictive power for subsequent transitions (a 1 pp higher perceived job separation is associated with only a 0.001 pp higher realized separation rate), ruling out private information as a first-order explanation for the biases.

Model. The authors extend the Diamond–Mortensen–Pissarides (DMP) frictional labor market framework by (i) allowing workers to hold biased perceived transition rates (λw for job finding, σw for job separation) while firms have rational expectations, and (ii) introducing wage contracts of explicit length T periods after which parties re-bargain. Common knowledge of each party’s perceived values is assumed, and generalized Nash bargaining is applied. The contract length T is a key parameter: there exists a critical threshold T* such that a pessimistic job separation bias raises the equilibrium wage for T < T* (the continuation-value effect dominates) and lowers it for T ≥ T* (the within-contract discounting effect dominates). An optimistic job finding bias unambiguously raises the equilibrium wage by inflating the perceived value of unemployment and hence the reservation wage.

Quantitative results. The model is calibrated to East Germany. The job separation bias (∆σ = 0.0194) and job finding bias (∆λ = 0.0044) are set to SOEP-based estimates. The critical threshold implied by calibrated parameter values is T* = 10 quarters. The baseline contract length, constructed from the share of permanent (88%) and temporary (12%) contracts in SOEP and average remaining tenure until retirement, is T = 67 quarters (a lower bound). This exceeds T*, so the pessimistic separation bias depresses wages in the baseline. A counterfactual experiment assigns West German bias levels to East German workers, while holding all other parameters fixed. For the preferred calibration range (γ ∈ {0.35, 0.50}, T ∈ {67, 106, 159}), East German wages rise by 1.07 to 2.36 percent. This corresponds to a reduction in the conditional East–West German wage gap (23 percent) of 4.6 to 10.6 percent, and a reduction in the unconditional gap (30 percent) of 3.6 to 7.9 percent. Although wages rise, equilibrium unemployment increases by 0.70 to 1.01 percentage points, widening the already large East–West unemployment gap (approximately 7 percentage points). Net of the unemployment effect, expected lifetime income (computed at actual, unbiased transition rates) rises by 0.7 to 1.88 percent for East German workers under West German biases, implying an unambiguous welfare gain. Under a biennial calibration (robustness), wages increase by up to 3.3 percent and expected lifetime income rises by up to 2.23 percent.

Scope conditions. Results apply to a stationary environment (no aggregate fluctuations). Firms are assumed to have rational expectations; an extension shows results hold provided firm bias is smaller than worker bias. Workers are assumed homogeneous in their bias levels; learning is abstracted from. The quantitative magnitudes are sensitive to the workers’ bargaining power γ and the contract length T, both of which are subject to uncertainty in calibration.

Layer 2 — Q&A

Q1: How are actual (statistical) transition probabilities constructed, and why are probit-predicted probabilities preferred over realized sample means? A: Realized transition rates in the sample mix transitions for various idiosyncratic reasons that vary substantially across population groups, so raw sample means do not reflect the probability a given individual faces at interview time. The authors estimate probit models separately for job separation (employed sample) and job finding (unemployed sample), including a rich set of covariates — age, gender, education, tenure, firm size, unemployment experience, industry, survey year, and East Germany indicator, among others — and predict individual-level probabilities at the time of the interview. For consistency with the survey’s discrete response format, probit-predicted probabilities are rounded to the nearest decile (0%, 10%, …, 100%). The bias is computed as the individual-level difference between perceived and probit-predicted actual probabilities, averaged over the sample.

Q2: What is the magnitude and direction of the aggregate expectation biases in Germany? A: Employed workers overestimate job separation by 6.4 percentage points on average (perceived 19.8% vs. actual 13.3%), a pessimistic bias significant at the 1% level. Unemployed workers overestimate job finding by 8.2 percentage points (perceived 57.0% vs. actual 48.8%), an optimistic bias also significant at the 1% level. Both directions are statistically robust across alternative definitions of separation and finding, as well as to trimming extreme responses (0% and 100% answers) and adjusting for directional rounding.

Q3: How large are the East–West differences in expectation biases, and do they survive controls for compositional differences? A: East German workers exhibit a pessimistic job separation bias of 12.1 percentage points, more than 2.5 times the West German level of 4.7 percentage points, despite actual separation rates being broadly comparable (15.1% vs. 12.8%). For job finding, West Germans are optimistic by 12.9 percentage points while East Germans are optimistic by only 2.0 percentage points, a difference of 10.9 percentage points. The paper states these differences persist after accounting for compositional differences between regions, and are robust across all alternative definitions of job separation (Dismissals, Selected, Spell) and job finding (out of U or O). The table of robustness results (Table 2) confirms that in all specifications, the pessimistic separation bias is substantially larger in the East and the optimistic finding bias is substantially smaller.

Q4: What cohort analysis is conducted to explore the origins of greater East German pessimism? A: The authors conduct a regression of the individual-level bias on birth-cohort indicators, controlling for age, demographic, and economic characteristics. They find that the pessimistic job separation bias is most pronounced among cohorts born in the 1950s and 1960s — those who experienced adult working life in the communist GDR and lived through reunification — and is smaller for cohorts born before 1950 and substantially smaller for cohorts born after 1970. For job finding, the optimistic bias is comparably low among cohorts born in the 1960s and earlier, but rises significantly for later-born East German cohorts. This cohort pattern is consistent with a long-lasting “experience effect” of communist institutions and the reunification shock on beliefs, analogous to findings in the broader literature on the persistent effects of communism.

Q5: Is there evidence that individuals update their biased expectations over time? A: To assess learning, the authors use the panel dimension and compute for each individual in two consecutive survey waves the absolute value of the deviation between perceived and actual transition probabilities, then examine the change in this absolute deviation between waves. The histograms of individual-level changes show substantial dispersion but means close to zero in all four sub-groups (East/West, job separation/finding), indicating no systematic convergence of beliefs toward actual rates. Biases are also stable in the time-series dimension, with perceived and actual rates moving largely in parallel across survey waves from 1999 to 2015, leaving the aggregate bias level roughly constant.

Q6: How does the model rule out private information as an alternative explanation for the biases? A: If biases reflected private information about idiosyncratic risk not captured by observable characteristics, individual-level deviations between perceived and actual rates should predict subsequent realized transitions. The authors add the individual-level deviation as an additional regressor in the probit transition models. The estimated coefficients are statistically significant and positive, but quantitatively negligible: a 1 percentage point higher expected job separation probability is associated with only a 0.001 percentage point higher realized separation probability, and a 1 percentage point higher expected job finding probability with a 0.002 percentage point higher realized finding probability. These magnitudes are too small to materially alter the interpretation of the biases as reflecting systematic expectation errors rather than private information.

Q7: What is the role of contract length T in the model, and what is the critical threshold T?* A: The wage contract length T determines which of two opposing effects of pessimistic job separation expectations dominates in bargaining. The first (negative wage) effect: a pessimistic worker discounts future wages within the current contract more heavily than the firm does, so the worker values the contract less and accepts a lower wage. The second (positive wage) effect: a pessimistic worker also discounts the continuation value of future contracts more heavily, making it less attractive to remain in the match, so the firm must offer a higher wage to retain the worker. For short contract lengths (T < T*), the second (positive) effect dominates, so the pessimistic bias raises wages. For long contracts (T ≥ T*), the first (negative) effect dominates, so the pessimistic bias depresses wages. The critical threshold T* is the smallest positive integer such that T*/λw(θ) < β times a weighted sum involving σw and T*. Using calibrated parameter values for East Germany, T* = 10 quarters (2.5 years). The baseline contract length is T = 67 quarters (approximately 16.8 years), well above T*, placing the economy in the regime where pessimism depresses wages.

Q8: How does the optimistic job finding bias affect equilibrium wages and unemployment? A: An optimistic job finding bias (λw > p(θ)) raises the perceived value of unemployment U because workers expect to escape unemployment sooner. A higher value of unemployment raises the worker’s outside option in bargaining, increases the reservation wage, and thereby pushes up the bargained wage. In general equilibrium, the job creation condition (which is unaffected by worker expectations) is unchanged, so the upward rotation of the wage curve reduces labor market tightness θ, raises equilibrium unemployment, and extends average unemployment duration. This comparative static holds unambiguously for any contract length T.

Q9: What are the quantitative results of the counterfactual experiment assigning West German biases to East German workers? A: The counterfactual assigns West German bias levels (smaller pessimistic separation bias, larger optimistic finding bias) to East German workers while holding all other parameters at East German calibrated values. For the preferred calibration with γ ∈ {0.35, 0.50} and T ∈ {67, 106, 159}, wages in East Germany rise by 1.07 to 2.36 percent. This implies a reduction in the conditional East–West wage gap (23 percent) of 4.6 to 10.6 percent and a reduction in the unconditional gap (30 percent) of 3.6 to 7.9 percent. Equilibrium unemployment in East Germany rises by 0.70 to 1.01 percentage points as a side effect. Net of the unemployment effect, ex-ante unbiased expected lifetime income rises by 0.7 to 1.88 percent, confirming a positive welfare effect of reducing East German pessimism to West German levels. Under the biennial calibration robustness check, wage increases reach up to 3.3 percent, the conditional wage gap narrows by up to 11 percent, and lifetime income rises by up to 2.23 percent.

Q10: How is the bargaining power parameter γ calibrated and why does it matter for the results? A: The paper considers a range γ ∈ {0.35, 0.50, 0.65}, rather than a single calibrated value, because γ plays a crucial role in the sensitivity of wages to expectation biases. Lower bargaining power reduces the equilibrium wage directly; however, because lower wages spur job creation, the model requires a higher vacancy cost κ to match the empirical job finding rate, which in turn increases the elasticity of wages with respect to the bias (see the wage equation, which shows that the bias effect scales with κθ/p(θ)). The paper argues that γ = 0.65 is inconsistent with the empirical wage–bias relationship estimated in SOEP data (which is negative and about twice as negative in East Germany as in the West), while γ ∈ {0.35, 0.50} is consistent. Lower bargaining power is also argued to be realistic for East Germany given weaker union representation there relative to the West.

Q11: How does the empirical relationship between the job separation bias and wages serve as a model validation target? A: Using SOEP data, the authors regress log hourly wages on the individual-level difference between perceived and actual job separation rates, controlling for individual fixed effects and other covariates, and allow the slope to differ between East and West Germany. They find a statistically significant and negative relationship in both regions, with the effect approximately twice as large in East Germany as in the West. The estimate implies that if East German workers’ job separation pessimism were reduced to West German levels, hourly wages in the East would be about 1 percent higher. This empirical gradient is used as an external validation check — not a calibration target — to assess which combinations of (γ, T) in the model are quantitatively plausible.

Q12: What does the model predict about the general equilibrium effects on unemployment from reducing East German pessimism? A: Reducing East German pessimism — both the pessimistic separation bias and the low optimistic finding bias — shifts the wage curve upward in equilibrium. Because the job creation condition is unaffected by worker beliefs (firms have rational expectations), higher wages reduce the firm’s incentive to post vacancies, lowering labor market tightness θ. This leads to higher equilibrium unemployment and longer average unemployment duration. The counterfactual with West German biases implies that East German unemployment would rise by 0.70 to 1.01 percentage points, further widening the approximately 7 percentage point East–West unemployment gap. The authors note this is a welfare-relevant trade-off, but show that the wage gain dominates the unemployment cost in terms of expected lifetime income.

Q13: What robustness checks are performed on the quantitative results? A: The paper considers (i) a narrower definition of job separation (dismissals only) to match the most likely interpretation of the survey question; (ii) targeting the officially reported East German unemployment rate (14.5% average from the Federal Employment Agency) rather than the SOEP-implied rate of 8.6% as a calibration target; (iii) a biennial calibration frequency instead of quarterly. The main results — wage increases and narrowing of the wage gap — are quantitatively similar across these alternatives, with one exception: the biennial calibration yields substantially larger wage increases (up to 3.3%), a larger reduction in the conditional wage gap (up to 11%), and larger lifetime income gains (up to 2.23%).

Key Concepts

Expectation bias (job separation / job finding). In this paper, a bias in expectations is defined as a systematic average difference between an individual’s perceived transition probability and the actual (statistically predicted) transition probability for their demographic and job group. A pessimistic job separation bias means workers overestimate the probability of losing their job (σw > σ); an optimistic job finding bias means unemployed workers overestimate the probability of re-employment (λw > p(θ)). Biases are not attributed to private information but to systematic expectation errors.

Actual (statistical) transition probability. The paper defines actual transition probabilities not as raw sample transition rates but as individual-level predicted probabilities from probit models estimated on realized transitions within 24 months, conditional on a comprehensive set of individual, job, and employer characteristics observed at interview time. These are rounded to the nearest decile for comparability with the survey’s discrete response format.

Wage contract length (T). The contract length T is the number of periods for which a bargained wage is fixed before the match parties re-bargain. A job match consists of a sequence of consecutive wage contracts of length T. The paper departs from the standard DMP assumption of period-by-period bargaining (T = 1) and shows that T is central to how job separation expectations feed into the bargained wage. A permanent job approximates T → ∞.

Critical contract length (T).* A theoretically derived threshold: the pessimistic job separation bias raises equilibrium wages for contract lengths T < T* and depresses wages for T ≥ T*. Specifically, T* is the smallest positive integer such that T*/λw(θ) < β times a weighted sum involving β, σw, and T*. In the East German calibration, T* = 10 quarters.

Generalized Nash bargaining with common knowledge / agree to disagree. The model assumes that both the worker and the firm know each other’s perceived values of the job match and outside options and accept them as the basis for bargaining, even though they differ. Workers use their biased perceived transition rates to value employment and unemployment; firms use actual rates. There is no private information. The paper refers to this as workers and firms “agreeing to disagree.”

Ex-ante unbiased expected lifetime income (EI_{W,U}). A welfare measure defined as the present discounted value of income for an individual entering the economy, computed at actual (unbiased) job separation and job finding probabilities rather than at workers’ perceived (biased) rates. This measure captures the net welfare effect of changing expectation biases because it correctly accounts for actual employment transitions, even though the behavioral responses in equilibrium are driven by biased perceptions.

Effective discount factor (β(1 − σw)). When a worker holds pessimistic job separation expectations, future payoffs within the current contract are discounted not at the pure time discount factor β but at β(1 − σw), which is smaller when σw is larger. A more pessimistic worker therefore effectively discounts future wage payments more steeply, and this differential discounting relative to the firm (which uses β(1 − σ)) is the key mechanism generating the contract-length dependence of the wage effect.