Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion.Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. This paper analyses the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS). Several measures of performance are analysed including absence, quits, financial performance, labour productivity and product quality. While there is clear evidence that training is positively associated with job satisfaction, and job satisfaction in turn is positively associated with most measures of performance, the relationship between training and performance is complex, depending on both the particular measures of training and of performance used in the analysis.JEL Classification: J0, J2, J3

Job satisfaction is significantly higher in Wales than in London and the South East, the rest of England and Scotland. This is despite the fact that among these four regions, earnings are lowest in Wales. Using data from the British Household Panel Survey (BHPS), we investigate the determinants of job satisfaction and attempt to explain why workers in Wales are happier in their work than workers in other parts of the UK. We find that workers in Wales appear to be less concerned about pay than workers in other regions. We suggest that because lower earnings tend to be associated with higher levels of unemployment and inactivity, being in work may be regarded more favourably in more economically depressed regions. We also suggest the climate of industrial relations, as perceived by workers, is better in Wales than elsewhere.Keywords: Job satisfaction, Wales, regional labour markets. using data from the 1997 International Social Survey Program. They found that levels of job satisfaction varied across countries and these differences could be partly attributed to differences in work role inputs and outputs. Further, while some They find that low paid workers report a significantly lower level of job satisfaction than higher paid workers in most countries, but that the reverse applies in the UK. Green and Tsitsianis (2005) attempt to explain trends in job satisfaction over time inBritain and Germany. Contrary to expectations they find that changing job insecurity does not explain the modest fall in job satisfaction in either country, but intensification of work effort and declining task discretion can explain part of the decline in job satisfaction in Britain. In this paper we focus on regional differences in job satisfaction within a single country, which to our knowledge has not been analysed before. To the extent that there are regional differences in earnings we might expect this to be reflected in reported job satisfaction. However, this may be moderated by the fact that lower earnings go hand in hand with higher levels of unemployment and inactivity, so that being in work may be regarded more favourably in more economically depressed regions.We make use of the British Household Panel Survey (BHPS) which asks individuals all things considered, how satisfied or dissatisfied they are with their present job Earlier studies have shown that low-paid workers have job satisfaction which is as high, if not higher, than higher paid workers, though in part this may be the result of compositional effects (Leontaridi, Sloane and Jones 2004.) This paper extends the analysis to regions with differing concentrations of high and low paid workers and enables us to control for both industry and occupational groups.

Using the first six waves of the Welsh boosts to the British Household Panel Survey this paper attempts to explain the determinants of overall job satisfaction and four facets of job satisfaction in Wales, distinguishing between female and male workers and low-paid and higher paid workers. The motivation of the paper is the claim made widely in the EU that low-paid jobs are jobs of inherently low quality, in which case we should expect that job satisfaction would be lower in low-paid jobs. Since there are proportionately more low-paid workers in Wales than in either England or Scotland we would also expect to find that job satisfaction would be lower in Wales than in the other two countries.Pay, job satisfaction, Wales, J0, J3, J4,

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Estimates of the UK's stock of human capital are derived by applying a lifetime labour income methodology to data from the UK Labour Force Survey. The results show that using an annual discount rate of 3.5 per cent and assuming annual labour productivity growth of 2 per cent, the market value of the UK's human capital stock in 2009 was £16,686 billion. This is more than two-and-a-half times the Blue Book estimate of the Net Worth of the UK for the same year and £2,703 billion higher than the estimate for the human capital stock in 2001. In 2009, the average human capital stock per head of working age population was £419,326. This is £46,797 higher than in 2001 but only £717 higher than in 2007. Less time in paid employment over their lifetime and lower average labour market earnings means that the total market value of women's human capital (£6,481 billion) was around 63 per cent of men's (£10,206 billion). In 2009, one-third of the human capital stock was embodied in the 21.7 per cent of the working age population whose highest educational attainment was a degree or equivalent.