Within-Firm Human Capital Externalities in Tunisia

Müller, Christophe; Nordman, Christophe Jalil

doi:10.1080/00220388.2010.506912

Cited by 4 publications

(3 citation statements)

References 35 publications

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“…One study that did touch on training in a MENA country (Tunisia) is Muller and Nordman (2011). These authors identified cases where such training did take place and showed that this was where wage rates were generally low during training but higher afterwards, thereby supporting the explanation of Acemoglu and Pischke (1998).…”

Section: Some Empirical Studies On Such Training In Developing Countriesmentioning

confidence: 49%

Under-provision of private training by MENA firms: what to Do about It?

Liaqat

Nugent

2015

IZA J Labor Develop

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This paper shows that firms in the Middle East and North Africa (MENA) provide training to their workers less frequently than firms in other regions and yet seem to be more in need of it. Utilizing firm level data from the Enterprise Surveys for over 100 countries, it attempts to explain that paradox and also identify alternative policy actions that MENA countries might use to substantially increase firm-supplied training by MENA firms. In particular, it points to the potential usefulness of reforms of labor regulations in MENA countries to be less rigid, but also coupling this with stronger enforcement so as to encourage existing firms to be more formal and new firms to enter, grow in size and adopt characteristics more favorable to training over time.

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Section: Some Empirical Studies On Such Training In Developing Countriesmentioning

confidence: 49%

Under-provision of private training by MENA firms: what to Do about It?

Liaqat

Nugent

2015

IZA J Labor Develop

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“…The full list of papers and their details can be found in Appendix A. See also Muller and Nordman (2011) which includes two estimates using IV.…”

Section: Continued On Next Pagementioning

confidence: 99%

What Drives Social Returns to Education? A Meta-Analysis

Cui¹,

Martins

2021

SSRN Journal

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Any opinions expressed in this paper are those of the author(s) and not those of IZA. Research published in this series may include views on policy, but IZA takes no institutional policy positions. The IZA research network is committed to the IZA Guiding Principles of Research Integrity. The IZA Institute of Labor Economics is an independent economic research institute that conducts research in labor economics and offers evidence-based policy advice on labor market issues. Supported by the Deutsche Post Foundation, IZA runs the world's largest network of economists, whose research aims to provide answers to the global labor market challenges of our time. Our key objective is to build bridges between academic research, policymakers and society. IZA 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.

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“…With such a special specification and a basic set of correlates, we found a preliminary evidence of correlation of OJT with current wages. Similarly, Muller and Nordman (2011) include OJT variables in current wage equations, while focusing on withinfirm human capital externalities. However, in these previous studies, the dynamic dimension of the data on wages was not exploited, in particular the possibility of combining the employees' starting and current wages in the analysis.…”

Section: Wage Determinationmentioning

confidence: 99%

Wages and on-the-job training in Tunisia

Müller

Nordman²

2017

Middle East Development Journal

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International audienceTraining costs may hamper intra-firm human capital accumulation. As a consequence, firms may be tempted to have workers pay for their on-the-job training (OJT). In this paper, we analyse the links of OJT and worker remuneration in the suburb of Tunis, using case study data for eight firms. We find that the duration of former OJT negatively influences starting wages, while there is no anticipated effect of future training on wages at the firm entry. In contrast, current wages are positively affected by former OJT but negatively affected by ongoing OJT. These results provide very rare empirical support in Less Developed Countries (LDCs) for classical human capital theories and cost sharing theories applied to OJT

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Within-Firm Human Capital Externalities in Tunisia

Cited by 4 publications

References 35 publications

Under-provision of private training by MENA firms: what to Do about It?

Under-provision of private training by MENA firms: what to Do about It?

What Drives Social Returns to Education? A Meta-Analysis

Wages and on-the-job training in Tunisia

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