Unions, Work-Related Training, and Wages: Evidence for British Men

Booth, Alison L.; Francesconi, Marco; Zoëga, Gylfi

doi:10.1177/001979390305700104

Cited by 76 publications

(17 citation statements)

References 38 publications

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“…This leads to missing data for these years. Following Booth et al (2003), we transferred values from prior years 1, 2 and 3 to fill missing values in years 2-4 provided the employee remains in the same job. This recovers somewhat more than 2,000 observations for analysis but may somewhat bias toward zero the effects for the years with imputation.…”

Section: Explanatory Variables and Design Of Analysismentioning

confidence: 99%

Do unions protect older employees' pay?

White

2018

Industrial Relations Journal

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There was a substantial fall in older British employees' wages and earnings, relative to younger employees, over the 1990s and 2000s. This shift in the lifetime fortunes of employees was possibly stimulated by pressures of increased competition, and intensified technological and organisational change, along with the high cost to employers of elder employment. A panel analysis for the period 1990–2006 shows that older (age 45‐plus) employees in non‐union jobs fared much worse, in terms of relative pay, than did those in unionised jobs. Unions were partially successful in maintaining the relative pay of older employees, compared with younger employees, and this applied to both older female and older male employees.

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Section: Explanatory Variables and Design Of Analysismentioning

confidence: 99%

Do unions protect older employees' pay?

White

2018

Industrial Relations Journal

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“…The mechanisms whereby trade unions can affect training are rather complex, which makes any attempt to associate unionism with positive or negative returns quite difficult. Booth, Francesconi and Zoega (2003) provided an overview of the different channels whereby unions can affect provision of continuing training. The implications of unionism for training depend, inter alia, on More incentives for workers to invest in training because of increased job mobility…”

Section: Labour Market /Welfare Institutions and Participation In Adumentioning

confidence: 99%

“…Wage compression is another channel that trade unions may use to influence training provision (Booth, Francesconi & Zoega, 2003). By reducing wage dispersion, they may distort workers' incentives to invest in training.…”

Section: Higher In Countries With Higher Protectionmentioning

confidence: 99%

The Role of Diverse Institutions in Framing Adult Learning Systems

Saar¹,

Ure²,

Desjardins³

2013

Euro J of Education

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This article considers the role of diverse institutions in framing adult learning systems. The focus is on institutional characteristics and configurations in different countries and their potential impact on the extent of adult learning, as well as on inequalities in access to adult learning. Typologies of education and training systems as well as labour market and welfare systems are introduced in relation to specific particularities relevant to adult learning. An emphasis is placed on how institutions that are interwoven into several systems are relevant to adult learning. This is then considered and elaborated in the context of post‐Socialist countries in order to highlight important nuances that are relevant to adult learning and skill formation systems.

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“…Numerous studies, such as Akyeampong (2002), Fang and Verma (2002) and Hebdon and Brown (2008), have documented the favourable impacts of collective agreement coverage for affected workers, including access to training (Boheim & Booth, 2004;Booth et al, 2003). Finally, in terms of occupation, although managers/professionals apparently have the highest participation rates, other white-collar workers seem to participate more in employer-supported training than those in blue-collar occupations (Peters, 2004;Xu & Lin, 2007).…”

Section: Declining Versus Participating In Employer-supported Traininmentioning

confidence: 99%

Declining versus participating in employer-supported training in Canada*

Cooke

Chowhan

Brown

2011

International Journal of Training and Development

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Although employer-supported training may be beneficial to all stakeholders, some workers have difficulty accessing it, and a surprising number of workers decline some or all of it when it is offered. We present a conceptual model that uses four categories to define workers according to whether or not they are excluded from, participate in and/or decline training. Our aim is to examine the characteristics of workers in each category in order to better inform public policy. The study utilizes the Statistics Canada's 2005 Workplace and Employee Survey data set. We found that 44 percent of workers were 'excluded', in that they did not participate in nor decline employer-supported training. A further 47 percent took all the training offered to them (i.e. are 'takers'), whereas 3 percent were 'decliners' because they declined all of the offered training. Finally, the remaining 6 percent are 'choosers' because they both took and declined some employer-supported training. Thus, 9 percent of Canadian workers declined some employer-supported training in 2005. This was 16 percent of those who were offered training. Consistent with existing literature and dual labour market theory, our descriptive and multivariate regression results indicate that individuals exhibiting the characteristics of 'primary' workers are more likely to access and are also more likely to decline training than their 'secondary' counterparts. Considering the importance of training, these results have significant social and policy implications.

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Unions, Work-Related Training, and Wages: Evidence for British Men

Cited by 76 publications

References 38 publications

Do unions protect older employees' pay?

Do unions protect older employees' pay?

The Role of Diverse Institutions in Framing Adult Learning Systems

Declining versus participating in employer-supported training in Canada*

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