Economic change and continuous vocational training in the work history: a longitudinal multilevel analysis of the employees’ participation in further training and the effects on their occupational careers in Germany, 1970–2008

Abstract

Since the 1970s German employment research has told the story that investment in further training on the job is essential to ensure the firms' economic competitive ability and to secure the employees' occupational qualifications (

What Influences Participation in Non-formal and Informal Modes of Continuous Vocational Education and Training? An Analysis of Individual and Institutional Influencing Factors

“…The two central deciding cost factors are invested time and money. If one of these is too high, the probability that a person will participate in the activity decreases ( Chevalier et al, 2004 ; Cedefop, 2011 ; Becker, 2019 ; Diebolt et al, 2019 ).…”

“…Furthermore, the complexity of work tasks can influence participation in CVET ( Baethge and Baethge-Kinsky, 2004 ). A meta-analysis by Becker (2019) shows that CVET in companies is positively affected by economic modernization. The aspect of challenging working conditions is therefore addressed in the present model by the company’s technical innovation , and we control for the sector as well.…”

On the Effect of Employer Offered Leave of Work on Participation in Continuing Vocational Education and Training – Investigating the Intention-Behavior Relation

“…However, such surveys are characterized by a "conceptual diversity of CVET" (Lischewski et al, 2020, p. 3), therewith giving a "scattered impression" (Kyndt and Baert, 2013, p. 307) of CVET participation. However, research has identified patterns of CVET participation (e.g., Grund and Martin, 2012;Becker, 2019;BMBF, 2019;Lischewski et al, 2020). To explain such patterns, scholars build on different theoretical approaches.…”

“…To explain such patterns, scholars build on different theoretical approaches. This includes the theory of human capital (e.g., Becker, 2019), rational choice approaches (e.g., Rüter et al, 2020), expectation-value theory (e.g., Gorges and Kandler, 2012) or the theory of planned behavior (for details: see theoretical framework). In a review of antecedents for formal and informal work-related learning, Kyndt and Baert (2013) identified a total of 117 antecedents of participation covering socio-demographic, personal and job characteristics, characteristics of the learning activity as well as the company and the broader context.…”

“…Academia, policymakers, and companies have continuously stressed the importance of continuing vocational education and training (CVET) for modern societies (e.g., OECD, 2013;CEDEFOP, 2015;Becker, 2019). CVET is expected to enable economic and social benefits for the society, economy, and individuals, such as safeguarding the labor force, enhancing the economic efficiency and productivity, contributing to the sustainable employability of adults and their social capital as well as opening individual career moves and improving career opportunities (e.g., Barrett and O'Connell, 2001;de Grip and Sauermann, 2013;CEDEFOP, 2015;Ruhose et al, 2020).…”