Do Microcredentials Help New Workers Enter the Market? Evidence from an Online Labor Platform

Kässi, Otto; Lehdonvirta, Vili

doi:10.3368/jhr.0519-10226r3

Cited by 8 publications

(7 citation statements)

References 23 publications

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“…The Karel de Grote University College in Antwerp, for instance, offers a microdegree in supply chain management, which targets learners who are interested in studying the subject but not ready to commit to enrol in a bachelor's degree. The microdegree is a set of courses that are part of a bachelor's degree in supply chain management and count for around 20 ECTS (European Credit Transfer and Accumulation System) (Karel de Grote Hogeschool, 2023 [77]).…”

Section: Improving Articulation Between Upper Secondary and Higher Ed...mentioning

confidence: 99%

Micro-credentials for lifelong learning and employability

2023

OECD Education Policy Perspectives

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The Council of the European Union (EU) adopted a proposal for a Council Recommendation on a European Approach to Micro-credentials for Lifelong Learning and Employability in June 2022 (Council of the European Union, 2022 [1]). It recommends a list of measures that EU Member States could consider implementing to support the development of a micro-credential ecosystem and deliver on their potential to support lifelong learning and employability. EU Member States are invited to implement the Council Recommendation and inform the Commission of planned national measures by December 2023. Governments in other regions, particularly Asia-Pacific and North America, are taking similar steps to develop a policy infrastructure for micro-credentials.The OECD launched a Micro-credential Implementation Project in August 2022 to assist countries in their efforts to develop national measures. With financial support from the EU, it aims to i) strengthen the evidence base on the current and near-term potential of micro-credentials and related challenges and ii) outline practical approaches and steps that countries can take to deliver on that potential and address challenges. This paper is the first of two planned project publications, aiming to strengthen the evidence base on the potential of micro-credentials. Taking into account the evidence already developed by different bodies with respect to micro-credential innovation (including OECD's recent papers "Micro-credential Innovations in Higher Education (OECD, 2021[2])" and "Quality and Value of Micro-credentials in Higher Education (OECD, 2021[3])"), it principally focuses on the areas where evidence is still limited, namely whether micro-credentials can contribute to: a) enhancing employability, labour market participation and outcomes among completers; b) widening pathways from upper secondary, including vocational education and training (VET), to higher education and improving completion of higher education; and c) promoting social inclusion among disadvantaged learners and workers. This paper will be followed by a second paper that outlines practical approaches and steps that countries can take to deliver on the potential of micro-credentials. The second paper is envisioned to be published towards the end of 2023 and will include a set of implementation and monitoring indicators that countries can use to facilitate national discussions and case studies from the four EU Member States that participate in the project, namely Finland, the Slovak Republic, Slovenia and Spain.

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Section: Improving Articulation Between Upper Secondary and Higher Ed...mentioning

confidence: 99%

Micro-credentials for lifelong learning and employability

2023

OECD Education Policy Perspectives

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“…These studies find that while skills are considered as an important predictor of wages, workers seem to have limited opportunities to learn and grow on online platforms [ 12 , 27 , 28 , 65 ]. Skill certificates can increase worker earnings [ 32 ]. However, there is contradicting evidence about the role of reputation systems in building trust, ranging from having an inclusive effect benefiting workers from developing countries disproportionately [ 21 ] to reputation leading to increasing inequality (“super star effect”) [ 66 ].…”

Section: Literature Reviewmentioning

confidence: 99%

“…In the studies on skills and signalling mechanisms, the operationalisation of skills represents a common challenge: many of the reviewed studies present simplistic operationalisations of skills or do not explicitly measure them at all. For example, Kässi and Lehdonvirta (2022) [ 32 ] focus on the wage effects of online workers obtaining skill certificates rather than on skill-based or occupational differences. Lehdonvirta et al (2019) [ 5 ] compare only two occupations (writing vs. graphic design), similarly to Beerepoot and Lambregts (2015) [ 12 ] who operationalise differences in skill levels with only two occupations (web development = high skill vs. administrative support = low skill).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Here, we examine the global geography of remote freelance work mediated by online labour platforms empirically based on a data set covering 1.8 million remote jobs from 2013 to 2020 to show that remote platform work mirrors the geographical and skill-based polarisation of labour markets at large [ 31 ]. The data comes from one platform, which is among the largest in terms of global market shares [ 8 , 32 ]. In the discussion section, we consider what implications our findings may have for remote platform work more generally and other types of remote work, including regular employment performed remotely over the Internet.…”

Section: Introductionmentioning

confidence: 99%

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The global polarisation of remote work

Braesemann

Stephany²,

Teutloff³

et al. 2022

PLoS ONE

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The Covid-19 pandemic has led to the rise of digitally enabled remote work with consequences for the global division of labour. Remote work could connect labour markets, but it might also increase spatial polarisation. However, our understanding of the geographies of remote work is limited. Specifically, in how far could remote work connect employers and workers in different countries? Does it bring jobs to rural areas because of lower living costs, or does it concentrate in large cities? And how do skill requirements affect competition for employment and wages? We use data from a fully remote labour market—an online labour platform—to show that remote platform work is polarised along three dimensions. First, countries are globally divided: North American, European, and South Asian remote platform workers attract most jobs, while many Global South countries participate only marginally. Secondly, remote jobs are pulled to large cities; rural areas fall behind. Thirdly, remote work is polarised along the skill axis: workers with in-demand skills attract profitable jobs, while others face intense competition and obtain low wages. The findings suggest that agglomerative forces linked to the unequal spatial distribution of skills, human capital, and opportunities shape the global geography of remote work. These forces pull remote work to places with institutions that foster specialisation and complex economic activities, i. e. metropolitan areas focused on information and communication technologies. Locations without access to these enabling institutions—in many cases, rural areas—fall behind. To make remote work an effective tool for economic and rural development, it would need to be complemented by local skill-building, infrastructure investment, and labour market programmes.

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“…Spence (1973, as cited in Kässi & Lehdonvirta, 2022) in a study on the labor market stated that recruiting workers is an uncertain decision, because employers basically do not know the true competencies of workers. Ross (1977( , as cited in Yuniningsih et al, 2018 assumes that the conflicting interests between the principal and the agent have resulted in managers (agents) tending to focus on providing basic information for information users, with an orientation towards profitable profitability indicators.…”

Section: Signal Theorymentioning

confidence: 99%

The Effect of Good Corporate Governance on Earnings Quality Banking Companies Listed on the IDX for 2010-2019

Siahainenia¹

2022

RMBE

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This study aims to examine the effect of Good Corporate Govenance (through CEO Duality,Board Size, Board Composition, and Audit Committee) on Earning Quality in conventional banking companies, with firm size as a control variable. The data used in this study are financial statement for the period 2010 – 2019. The analytical method used is panel data regression analysis using E – Views software. The population in this study were conventional banking companies listed on IDX in the period 2010 – 2019with a sample size of 26. This study found that Board Composition had a significant effect on Earnings Quality, while CEO Duality, Board Size, and Audit Committee had no significant effect on Earnings Quality. This Study also founf that Firm Size was not able to control the effect of CEO Duality, Board Size, Board Composition, and Audit Committee on Earnings Quality.

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Do Microcredentials Help New Workers Enter the Market? Evidence from an Online Labor Platform

Cited by 8 publications

References 23 publications

Micro-credentials for lifelong learning and employability

Micro-credentials for lifelong learning and employability

The global polarisation of remote work

The Effect of Good Corporate Governance on Earnings Quality Banking Companies Listed on the IDX for 2010-2019

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