Continuous training and wages: An empirical analysis using a comparison-group approach

Görlitz, Katja

doi:10.1016/j.econedurev.2011.02.008

Cited by 52 publications

(45 citation statements)

References 24 publications

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“…Zwick (2006) finds that training increases the productivity but there was no significant rise of wages. This result is also confirmed by Görlitz (2011), who investigates the short-term impact of on-the-job training on wages using German linked employer-employee data. Hence, the empirical literature suggests that training yields a productivity-dependent rent that is not offset by increased wages.…”

Section: Previous Literature and Hypothesessupporting

confidence: 62%

Training and minimum wages: first evidence from the introduction of the minimum wage in Germany

et al. 2017

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We analyze the short-run impact of the introduction of the new statutory minimum wage in Germany on further training at the workplace level. Applying difference-in-difference methods to data from the IAB Establishment Panel, we do not find a reduction in the training incidence but a slight reduction in the intensity of training at treated establishments. Effect heterogeneities reveal that the negative impact is mostly driven by employer-financed training. On the worker level, we observe a reduction of training for medium-and high-skilled employees but no significant effects on the training of low-skilled employees.

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Section: Previous Literature and Hypothesessupporting

confidence: 62%

Training and minimum wages: first evidence from the introduction of the minimum wage in Germany

et al. 2017

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“…Several empirical studies have shown that job-related training is associated with higher wages and productivity (e.g. Acemoglu & Pischke, 1999;Blundel et al, 1999;Leuven & Oosterbeek, 2008;Görlitz, 2011). However, due to lack of data on skill development, there is hardly any empirical literature on the contribution of different forms of human capital investments to workers' skill development.…”

Section: Introductionmentioning

confidence: 99%

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Sequeda¹,

Künn²,

Grip³

2017

Research in Labor Economics

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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. This paper provides more insight into the relevance of the assumption of human capital theory that the productivity of job-related training is driven by the improvement of workers' skills. We analyse the extent to which training and informal learning on the job are related to employee skill development and consider the heterogeneity of this relationship with respect to workers' skill mismatch at job entry. Using data from the 2014 European Skills Survey, we find -as assumed by human capital theory -that employees who participated in training or informal learning show greater improvement of their skills than those who did not. The contribution of informal learning to employee skill development appears to be larger than that of training participation. Nevertheless, both forms of learning are shown to be complementary. This complementarity between training and informal learning is related to a significant additional improvement of workers' skills. The skill development of workers who were initially underskilled for their job seems to benefit the most from both training and informal learning, whereas the skill development of those who were initially overskilled benefits the least. Work-related learning investments in the latter group seem to be more functional in offsetting skill depreciation than in fostering skill accumulation. 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 SJEL Classification: J24, M53

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“…While the monetary returns refer to an increase in worker's productivity which is expected to elevate his future earnings (Lynch, 1992;Mincer, 1989a;Pischke, 2001;Evertsson, 2004), non-monetary returns refer to returns such as promotion, employment stability (Büchel & Pannenberg, 2004) and job security (Bassanini, 2006;Lang, 2012), all of which are expected to rise with the training investment. Although there are only few empirical studies concentrating on the relation between training and nonmonetary returns, recent studies have pointed to a weak correlation between training and wages which is in contrast to the human capital theory (Pischke, 2001;Leuven & Oosterbeek, 2008;Görlitz, 2011).…”

Section: The Human Capital Theory: the Concept Of Trainingmentioning

confidence: 76%

“…Beside the participation effect, acknowledgment in the few job opportunities one has might result in decreased job aspirations among older workers and thus in higher satisfaction. Furthermore, also found a strong non-linear relationship between age and job satisfaction particularly for full-time workers and for men while Burgard and Görlitz (2011) found statistically significant U-shaped relationship for both male and female. Another possible explanation for the high job satisfaction among older workers concerns their better jobs which are consequence of building up experience and seniority over the years.…”

Section: The Determinants Of Job Satisfactionmentioning

confidence: 99%

Further Training for Older Workers: A Solution for an Ageing Labour Force?

Zboralski-Avidan¹

2016

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Continuous training and wages: An empirical analysis using a comparison-group approach

Cited by 52 publications

References 24 publications

Training and minimum wages: first evidence from the introduction of the minimum wage in Germany

Training and minimum wages: first evidence from the introduction of the minimum wage in Germany

Work-Related Learning and Skill Development in Europe: Does Initial Skill Mismatch Matter?

Further Training for Older Workers: A Solution for an Ageing Labour Force?

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