Two to Tango: The Determinants of Workers’ and FIrms’ Willingness to Participate in Job-Related Training

Maximiano, Sandra

doi:10.2139/ssrn.3589704

Cited by 10 publications

(24 citation statements)

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“…Moreover, the possibility to retrieve employer-employee linked data would allow to fully address the tricky issue of workers' compliance to training programmes (c.f. Croce and Tancioni, 2007;Maximiano, 2012). This aspect appears particularly relevant for female workers; indeed, according to the results presented in the previous section, firms are less likely to supply training to their employed women.…”

Section: Discussionmentioning

confidence: 84%

“…In practical terms, it may be difficult to disentangle the factors determining the willingness of workers to participate (demand side) and the propensity of employers (supply side) to support internal learning programmes (c.f. Maximiano, 2012). By contrast, the approach followed in this paper should have the advantage to sidestep -at least in part -the tricky issue of compliance to training activities; indeed, while firms may be in the position to force the training participation of their employees by threatening layoffs or carrying out softer moral suasion activities (Bassanini and Ok, 2007), workers -especially in small business units -can hardly lead unwilling employers to offer training.…”

Section: Ejtd 389mentioning

confidence: 91%

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Workforce ageing and the training propensity of Italian firms

Guerrazzi

2014

European Journal of Training and Development

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Purpose – The purpose of this paper is to take into consideration the propensity to offer vocational training of a large sample of Italian private firms by retrieving cross-sectional data from INDACO (2009). Design/methodology/approach – Estimating a probit model, the author assesses how the age and the gender composition of the employed workforce, as well as a set of relevant corporate characteristics, such as size, sector, geographical location, innovation strategies, R&D investments and use of social safety valves, are linked to the willingness of firms to supply on-the-job training. Findings – First, as far as the average age of the whole employed workforce is concerned, it was found that the propensity of surveyed firms toward training provision follows an inverted U-shaped pattern. Furthermore, it was shown that larger firms have a higher training propensity with respect to small firms, and the same attitude holds for productive units that adopted innovation strategies and/or invested in R&D projects. By contrast, it was found that the propensity to support training activities is negatively correlated to the percentage of employed women and the use social valves. Research limitations/implications – The sample of business units taken into consideration is quite large, but it has some biases toward larger and manufacturing firms. Moreover, the cross-sectional perspective of the analysis does not allow implementation of the finer identification procedures that can be applied with panel data. Furthermore, the lack of employer – employee linked data does not allow to fully address the issue of compliance to training activities. Social implications – From a policy point of view, the results shown throughout the paper suggest some broad guidelines. First, especially in small firms, vocational training for young and older workers should be somehow stimulated. Moreover, as far as mature employees are concerned, those interventions should be framed in an active ageing perspective. Subsidies and targeted job placement programmes are often claimed as being the most appropriate ways to improve the underprivileged position of older workers. However, continuous learning during the whole working life still appears as the most effective device to reduce the employment disadvantages in the older years. Originality/value – While there are a number of papers that study the age patterns of training participation by using workers’ data retrieved from personnel and/or labour force surveys, this work is the first attempt to provide a probabilistic assessment of the decisions of Italian firms regarding training provision by taking into account the ageing perspectives of the incumbent workforce.

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Section: Discussionmentioning

confidence: 84%

Section: Ejtd 389mentioning

confidence: 91%

Workforce ageing and the training propensity of Italian firms

Guerrazzi

2014

European Journal of Training and Development

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“…First, multiple socio-demographic factors have been found to influence the probability of undertaking training. Older and less educated workers, for example, are less likely to receive training (Oosterbeek, 1996;Maximiano, 2012;Lynch and Black, 1998;Bassanini et al, 2007). Many studies suggest that men are more likely to receive training than are women (Lynch, 1992;Dieckhoff and Steiber, 2011;Fitzenberger and Muehler, 2015), though other studies find that the gender gap in training either favors women (Simpson and Stroh, 2002) or disappears entirely once occupational characteristics are controlled (Oosterbeek, 1996).…”

Section: Control Variablesmentioning

confidence: 99%

“…Investment rates differ by labor market sector (Oosterbeek, 1998) and are higher in larger firms (Lynch and Black, 1998;Maximiano, 2012). Finally, evidence suggests that personality traits such as locus of control (Caliendo et al, 2020)…”

Section: Control Variablesmentioning

confidence: 99%

Risk Preferences and Training Investments

et al. 2020

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We analyze workers' risk preferences and training investments. Our conceptual framework differentiates between the investment risk and insurance mechanisms underpinning training decisions. Investment risk leads risk-averse workers to train less; they undertake more training if it insures them against future losses. We use the German SocioEconomic Panel (SOEP) to demonstrate that risk affinity is associated with more training, implying that, on average, investment risks dominate the insurance benefits of training. Crucially, this relationship is evident only for general training; there is no relationship between risk attitudes and specific training. Thus, as expected, risk preferences matter more when skills are transferable-and workers have a vested interest in training outcomes-than when they are not. Finally, we provide evidence that the insurance benefits of training are concentrated among workers with uncertain employment relationships or limited access to public insurance schemes.

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“…However, we expect that the probability that the business cycle confounds our estimation results is low. of education (Maximiano and Oosterbeek, 2006). In general, more highly educated workers have a high training propensity due to their stronger motivation to invest in their human capital, irrespective of the duration of their remaining work life.…”

Section: Skill Groups and Training Participationmentioning

confidence: 99%

Pension rights, human capital development and well-being

Montizaan¹

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People interested in the research are advised to contact the author for the final version of the publication, or visit the DOI to the publisher's website.• The final author version and the galley proof are versions of the publication after peer review.• The final published version features the final layout of the paper including the volume, issue and page numbers. Link to publication General rightsCopyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights.• Users may download and print one copy of any publication from the public portal for the purpose of private study or research. • You may not further distribute the material or use it for any profit-making activity or commercial gain • You may freely distribute the URL identifying the publication in the public portal. I am deeply indebted to my promotor Andries de Grip and co-promotor FrankCörvers for their invaluable and stimulating support throughout the course of this dissertation. I thank Andries and Frank for their guidance and their useful suggestions. Furthermore, I wish to thank Maarten Lindeboom, Thomas Dohmen and Maarten Vendrik for their inspiring cooperation. Many people have given their views on different parts of this thesis. For their comments on earlier paper versions of different chapters of this study I wish to thank

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Two to Tango: The Determinants of Workers’ and FIrms’ Willingness to Participate in Job-Related Training

Cited by 10 publications

References 0 publications

Workforce ageing and the training propensity of Italian firms

Workforce ageing and the training propensity of Italian firms

Risk Preferences and Training Investments

Pension rights, human capital development and well-being

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