Arbeitspapier
Financing on-the-job training: Shared investment or promotion based system? Evidence from Germany
Though the shared investment hypothesis of human capital theory, i.e. that employers and employees share the costs of and the return on investment in firm-specific human capital, is widely accepted, we know little about the empirical evidence. The paper shows that in German data (1984-1991) there is no empirical evidence for the shared investment hypothesis. Rather we observe that employers use career ladders to protect one-sided investments against opportunistic bargaining. In contrast to these shortcomings we find convincing evidence for human capital theory, analysing the effects of on-the-job training itself on subsequent job mobility, career ladders and wage growth.
- Language
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Englisch
- Bibliographic citation
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Year: 1996 ; Berlin: Deutsches Institut für Wirtschaftsforschung (DIW)
Human Capital; Skills; Occupational Choice; Labor Productivity
Wage Level and Structure; Wage Differentials
Job, Occupational, and Intergenerational Mobility; Promotion
Labor Turnover; Vacancies; Layoffs
ZBW - Deutsche Zentralbibliothek für Wirtschaftswissenschaften, Leibniz-Informationszentrum Wirtschaft
- Handle
- Last update
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20.09.2024, 8:21 AM CEST
Data provider
ZBW - Deutsche Zentralbibliothek für Wirtschaftswissenschaften - Leibniz-Informationszentrum Wirtschaft. If you have any questions about the object, please contact the data provider.
Object type
- Arbeitspapier
Associated
- Pannenberg, Markus
- Deutsches Institut für Wirtschaftsforschung (DIW)
- ZBW - Deutsche Zentralbibliothek für Wirtschaftswissenschaften, Leibniz-Informationszentrum Wirtschaft
Time of origin
- 1996