When Do Companies Train Low‐Skilled Workers? The Role of Institutional Arrangements at the Company and Sectoral Level

Wotschack, Philip

doi:10.1111/bjir.12503

Cited by 23 publications

(12 citation statements)

References 41 publications

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“…Expectations are also confirmed for job‐related practices, which are both positively associated with off‐the‐job training volumes, although British firms' coefficients are not always significant. As far as industrial dummies are concerned, most of them are highly significant in both countries, consistently with the findings of a recent study (Wotschack, 2019) on the differences in training provision between sectors. Finally, union power, is positively related to training volumes in the UK, in line with previous evidence (Boheim and Booth, 2004), whilst the relationship is non‐significant in Italian firms.…”

Section: Resultssupporting

confidence: 89%

Off‐the‐job training and the shifting role of part‐time and temporary employment across institutional models. Comparing Italian and British firms

Pedrini

2020

Industrial Relations Journal

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This article investigates intensity and composition of off-the-job training investments of Italian and British firms in relation to their workforce heterogeneity with respect to the presence of non-standard workers. The main purpose is to assess the relationship between off-the-job training volumes and composition and the recourse to the main types of non-standard employment, that is temporary and part-time contracts, at firm level. Empirical evidence drawn from national surveys of the two countries shows more similarities than expected in terms of the correlation between non-standard employment and training volumes whilst substantial differences arise when disaggregating training interventions according to the types of skills to be developed. Both institutional settings and the different roles of part-time and temporary employment in the labour markets of the two countries contribute to the interpretation of the results.

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Section: Resultssupporting

confidence: 89%

Off‐the‐job training and the shifting role of part‐time and temporary employment across institutional models. Comparing Italian and British firms

Pedrini

2020

Industrial Relations Journal

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“…Therefore the study contributes to training literature by identifying that under specific circumstances well‐established training determinants (like education) might produce (at least partially) different results than expected. This conclusion is in line with Kyndt et al (2013) and Wotschack’s (2020a) call to analyse training determinants in various organisational and sectoral contexts.…”

Section: Discussionsupporting

confidence: 90%

“…Two additional control variables include: the size of the bank (coded as several dummies, less than 50 employees as reference category) and the size of the competition. Many studies indicate that bigger companies train more intensely (e.g., Grund & Martin, 2012; Wotschack, 2020a). Moreover, this variable is also important to verify if LE appears only when the organisation is small and therefore its area of operation probably remains more local.…”

Section: Methodsmentioning

confidence: 99%

“…Since researchers indicate a positive effect of both training (e.g., Koster et al, 2011) and LE (e.g., Baù et al, 2019) on company's success, it seems important to analyse the eventual result of their interrelationship. Second, although research provides a long list of training determinants (e.g., Grund & Martin, 2012; Shields, 1998), scholars still call for training analyses regarding a broader context of different types of companies or sectors (e.g., Kyndt et al, 2013; Wotschack, 2020a). To date, the concept of embeddedness occurs in training literature (e.g., Wotschack, 2020b) and LE is utilised in many articles describing management practices and employees’ attitudes (e.g., Andersson et al, 2005; Newburry, 2001; Newburry & Yakova, 2006), however, studies about the direct relationship between LE and training are scarce.…”

Section: Introductionmentioning

confidence: 99%

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Local embeddedness and training intensity: The mobility constraints perspective

Piasecki

2021

Int J Training Development

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The aim of this article is to analyse the relationship between a company's local embeddedness and training intensity. It is argued that local embeddedness might influence training through several mechanisms, which eventually should lead to a higher level of training intensity. In order to verify this hypothesis, several two‐level ordered logit models were analysed on the basis of data gathered from employees working in Polish cooperative banks (N = 1707). Results confirm a positive correlation between local embeddedness and training intensity (measured by the number of training events and the number of training days). Next, it was verified to what extent this relationship might be attributed to the employees’ mobility constraints. To reach this goal, the level of education was employed as a moderator in a company's local embeddedness and training intensity relationship. The interaction analysis revealed that for lower thresholds (lower intensity of training) the positive correlation between local embeddedness and training intensity occurred only for employees with higher education. Since the employees with a higher level of education are generally perceived as those who receive more training, but are also more willing to change the employer, this result suggests the occurrence of a mobility constraints mechanism of local embeddedness.

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“…Organizations with structures of employee representation and formalized HR practices show better outcomes regarding training participation of low skilled workers. In contrast to technical‐ or market‐driven determinants, their effects are also more enduring (Wotschack, 2019).…”

Section: Conclusion and Discussionmentioning

confidence: 99%

Drivers of training participation in low skilled jobs: the role of ‘voice’, technology, innovation and labor shortages in German companies

Wotschack

2020

Int J Training Development

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This article investigates the role of ‘voice’, technology, innovation (of products, services, or processes) and labor shortages in the training participation of low skilled workers in German companies. By building on the key findings of previous research, hypotheses on drivers of training participation are derived from filter theory and the concept of social embeddedness. Regression and cluster analysis based on the German IAB Establishment Panel (wave 2011) show evidence that training participation is shaped by ‘voice’‐related institutional company characteristics such as employee representation or formalized HR practices. Both characteristics often cluster together. Regression analyses confirm that companies in this cluster train a higher share of their low‐skilled workforce. The share is particularly high when companies in this cluster face labor shortages. Apart from that, advanced technology and recent innovations at the company level are not related to higher rates of training participation among low skilled workers.

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When Do Companies Train Low‐Skilled Workers? The Role of Institutional Arrangements at the Company and Sectoral Level

Cited by 23 publications

References 41 publications

Off‐the‐job training and the shifting role of part‐time and temporary employment across institutional models. Comparing Italian and British firms

Off‐the‐job training and the shifting role of part‐time and temporary employment across institutional models. Comparing Italian and British firms

Local embeddedness and training intensity: The mobility constraints perspective

Drivers of training participation in low skilled jobs: the role of ‘voice’, technology, innovation and labor shortages in German companies

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