The effect of soft skills on French post-secondary graduates’ earnings

Albandea, Inès; Giret, Jean-François

doi:10.1108/ijm-01-2017-0014

Cited by 20 publications

(19 citation statements)

References 55 publications

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“…There is less evidence on the relationship between grit and wages. Albandea and Giret (2018) found positive returns to grit amongst French graduates.…”

Section: Related Literaturementioning

confidence: 94%

Wage premia for skills: the complementarity of cognitive and non-cognitive skills

Palczyńska

2020

IJM

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PurposeThe main purpose of this paper is to assess the degree of complementarity between cognitive skills and non-cognitive skills, and to evaluate their joint impact on individual wages.Design/methodology/approachThe author uses a survey representative of the Polish working-age population with well-established measures of cognitive and non-cognitive skills.FindingsNon-cognitive skills are important in the labour market, not only as separate factors that influence wages, but as complements to cognitive skills. Specifically, the analysis showed that the more neurotic an individual is, the lower his or her returns to cognitive skills are. Social skills were not shown to be complementary to cognitive skills in Poland unlike the recent results in the United States.Originality/valueTo the best of author's knowledge, this is the first study to provide evidence that neurotic individuals have lower returns to cognitive skills. It also tests the existence of the complementarity between social and cognitive skills.

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“…There is less evidence on the relationship between grit and wages. Albandea and Giret (2018) found positive returns to grit amongst French graduates.…”

Section: Related Literaturementioning

confidence: 94%

Wage premia for skills: the complementarity of cognitive and non-cognitive skills

Palczyńska

2020

IJM

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“…On the contrary, Deming (2017) focuses on the growth in soft skill demand in the US labor market. Other work on hard vs soft skills includes Pinto and Ramalheira (2017), Deming (2017), Baert and Verhaest (2018) and Albandea and Giret (2018). In an increasingly polarizing labor market, the returns to skills is an important topic.…”

Section: Introductionmentioning

confidence: 99%

Employers’ preferences for IT-retrainees: evidence from a discrete choice experiment

Vooren

Haelermans²,

Groot

et al. 2019

IJM

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Purpose -The purpose of this paper is to present the results of a discrete choice experiment (DCE) on the competencies of potential information technology (IT)-retrainees. The results give insights in the monetary value and relative returns to both soft and hard skills. Design/methodology/approach -The authors apply a DCE in which the authors propose seven pairs of hypothetical candidates to employers based in the municipality of Amsterdam, the Netherlands. These hypothetical candidates differ on six observable skill attributes and have different starting wages. The authors use the inference from the DCE to calculate the marginal rates of substitution (MRS). The MRS gives an indication of the monetary value of each skill attribute. Findings -Employers prefer a candidate who possesses a degree in an exact field over a similar candidate from another discipline. Programming experience from previous jobs is the most highly valued characteristic for an IT-retrainee. Employers would pay a candidate with basic programming experience a 53 percent higher starting wage. The most high-valued soft skill is listening skills, for which employers are willing to pay a 46 percent higher wage. The results of this paper show that both hard and soft skills are important, but not all soft skills are equally important. Originality/value -The results on the returns to skills provide guidelines to tailor IT training and retraining programs to the needs of the business environment. A key strength of this paper is that the authors have information on the preference orderings for different skills and kinds of experience.

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“…Several researches have concluded that soft skills have more effect on innovation than hard skills (Ibrahim, Boerhannoeddin & Bakare, 2017;Albandea & Giret, 2018;Viviers, Fouche & Reitsma, 2016;Escrig-Tena et al, 2018). However, this research shows that hard skills have a greater effect on teachers' innovation capability.…”

Section: Discussionmentioning

confidence: 57%

Examine Relationship of Soft Skills, Hard Skills, Innovation and Performance: the Mediation Effect of Organizational Learning

Putra¹,

Novitasari

Asbari³

et al. 2020

IJSMS

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The purpose of this research was to measure the effect of hard skills and soft skills towards teachers’ innovation capability which was mediated by an organizational learning and to measure the effect of teachers’ innovation capability towards their performance. Data collection was done by simple random sampling to 251 population of the teachers in five private senior high schools di Tangerang. The returned and valid questionnaire results were 211 samples. SEM method with Smart PLS 3.0 software is used for data processing. Hard skills and soft skills are concluded as a result of research that has a positive and significant effect on the capability of teachers’ innovation, both directly and indirectly through mediation of the organizational learning. As well as the capability of teachers’ innovation has a positive and significant effect on their performance. A model for building innovation capability and teacher performance among teachers in Tangerang through enhancing hard and soft skills with organizational learning as a mediator was proposed as new research. To improve teacher readiness in facing the era of education 4.0 this study was pave.

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The effect of soft skills on French post-secondary graduates’ earnings

Cited by 20 publications

References 55 publications

Wage premia for skills: the complementarity of cognitive and non-cognitive skills

Wage premia for skills: the complementarity of cognitive and non-cognitive skills

Employers’ preferences for IT-retrainees: evidence from a discrete choice experiment

Examine Relationship of Soft Skills, Hard Skills, Innovation and Performance: the Mediation Effect of Organizational Learning

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