Employer Size and On-the-Job Training Decisions

Holtmann, A. G.; Idson, Todd L.

doi:10.2307/1060178

Cited by 44 publications

(43 citation statements)

References 32 publications

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“…Second, it is likely that larger firms have better opportunities to re-allocate tasks, if certain employees are absent due to training participation (Pannenberg 1995, p. 54). Third, larger firms are more likely to implement internal labor markets (Doeringer and Piore 1971), which lead to longer expected tenure periods and less risky training investments (Holtmann and Idson 1991).…”

Section: Hypothesis 7 (Job Status)mentioning

confidence: 99%

Determinants of further training – evidence for Germany

Grund

Martin

2012

The International Journal of Human Resource Management

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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. www.econstor.eu 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 Foundation. 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.IZA Discussion Paper No. 5315 November 2010 ABSTRACT Determinants of Further Training: Evidence for GermanyBased on a German representative sample of employees we explore the relevance and development of further training in private sector firms. We focus on formal training and explore possible individual and job-based determinants of its incidence. We also show changes over time during a 20 year observation period from 1989 to 2008. Most hypotheses are supported by the empirical evidence. Job status and firm size are the most relevant characteristics for training participation. Furthermore, our analyses reveal a general trend of rising training rates from 1989 to 2008 indicating an increased importance in the German labor market.JEL Classification: M53

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Section: Hypothesis 7 (Job Status)mentioning

confidence: 99%

Determinants of further training – evidence for Germany

Grund

Martin

2012

The International Journal of Human Resource Management

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“…However, for some of the firm level variables commonly used in the literature: firm size (see: Adams (1970); Schumacher and Baldwin (2000); Holtmann and Idson (1991); Brown (1990); Dunne and Schmitz (1995); Barron, Black, and Loewenstein (1987)) and `difficulty of the job' (Loewenstein and Spletzer (1999)) we found minuscule coefficients. The first result suggests that, once we control for differences in the organisational practices implemented in the workplace, firm size per se has a negligible effect.…”

Section: Resultsmentioning

confidence: 64%

Disability, Health and Access to Training

Fumagalli¹

2009

PsycEXTRA Dataset

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“…At international level, some studies show that there is a positive relationship between the probability of receiving training and the size of the company, expressed in terms of the number of workers (Hashimoto, 1979;Oi, 1983;Holtmann & Idson, 1991;Barron, Black & Loewenstein, 1987;Lynch, 1994). Others highlight the academic experience of the employees themselves (for example, Altonji & Spletzer, 1991;Lynch & Black, 1995;Bishop, 1996;Harris, 1999), the type of contract (Oosterbeek, 1996), the salary level (Barron et al, 1987;Lynch, 1992;Bishop, 1994), or the unionization of employees (Arulampalam & Booth, 1998;Jonker & de Grip, 1999), among other corporate factors.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…The characterization is divided into two blocks. The first includes variables that are validated in the scientific literature as determining factors in corporate training, such as company size (Holtmann & Idson, 1991;Black, Noel & Wang, 1999;Crespo & Sanz, 2000;Caparrós et al, 2005); the type of employment relationships (García-Espejo, 1999;Planas & Passard, 2000;Tugores & Alba-Ramírez, 2002;Caparrós, Navarro & Rueda, 2004;Castany, 2008), the sector (Harris, 1999;García Moreno et al, 2007;Turcotte, Léonard & Montmarquette, 2003), the foreign capital investment (Alba-Ramírez, 1994), level of training of employees (Peraita, 2000;García Moreno et al, 2007), among other variables. The second block provides a more detailed analysis of research and development activities, innovation, and technology uses, to validate the association between the existence of innovative activity in a company and corporate investment in human capital development, as stated by Alba-Ramírez (1994) or García Moreno et al (2007) for the Spanish economy.…”

Section: Descriptive Analysismentioning

confidence: 99%

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The impact of innovation and the use of ICTs on human capital development in Spanish industry

Batalla-Busquets

Myrthianos

2015

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Purpose: The analysis of the characteristics of the industrial companies that invest in the training of their human capital in comparison to the organizations that do not train their employees. This characterization is focused especially on the innovative capacity of firms and their technological applications. It also analyzes the factors that determine the likelihood that a company invests in personnel training.

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Employer Size and On-the-Job Training Decisions

Cited by 44 publications

References 32 publications

Determinants of further training – evidence for Germany

Determinants of further training – evidence for Germany

Disability, Health and Access to Training

The impact of innovation and the use of ICTs on human capital development in Spanish industry

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