Einkommenseffekte beruflicher Weiterbildung

Wolter, Felix; Schiener, Jürgen

doi:10.1007/s11577-009-0043-z

Cited by 29 publications

(8 citation statements)

References 21 publications

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“…In a comparative study for Germany, Denmark and the United Kingdom, Dieckhoff (2007) found a significantly positive effect of workplace training on the transition from unemployment to employment, increased upward mobility to better labour market positions and a negative effect on the likelihood to become unemployed. Positive wage effects have been confirmed by Gerfin (2004), Arulampalam and Booth (2001) and Wolter and Schiener (2009). Most studies showed that the returns depend on the particular aspects of the training (e.g.…”

Section: Returns On Workplace Trainingmentioning

confidence: 82%

“…In particular, few studies have explored the link between participation in workplace training and subjective job security. Available evidence (Dieckhoff, 2007;Wolter and Schiener, 2009) confirms that workplace training mitigates labour market risks, but leaves open whether workplace training also leads to increased affective job security. 2 Given that participation in workplace training reduces certain labour market risks, we expect a positive association between workplace training and affective job security.…”

Section: Hypothesesmentioning

confidence: 99%

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Workplace training in Germany and its impact on subjective job security: Short- or long-term returns?

Kohlrausch

Rasner

2014

Journal of European Social Policy

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in IntroductionAn objective shared by all working peopleregardless of their educational background, occupational position, or age -is to achieve high job security throughout working life. Research on the importance of both objective and subjective job security has gained increasing attention in the social sciences over recent years. A high level of subjective job security is an important determinant of a number of positive life outcomes and is therefore a major policy objective. Empirical research has shown that Workplace training in Germany and its impact on subjective job security: Short-or long-term returns?Bettina Kohlrausch and Anika Rasner Section 1.01 Soziologisches Forschungsinstitut Göttingen (SOFI) an der Georg-August-Universität, Germany German Institute for Economic Research (DIW), Socio-Economic Panel Study AbstractBased on data from the Socio-Economic Panel (SOEP) study, this article analyses the effects of workplace training in Germany on subjective job security. Using fixed-effects models, this article tests whether workplace training has positive effects on perceived job security, and if so, whether the returns are of a short-or long-term nature. The results confirm a positive effect of workplace training on perceived job security, not only in the short term but in the long term as well. The inclusion of interaction terms for different levels of education shows that low-educated individuals benefit most from participation in workplace training. The immediate effect on subjective job security is strongest, and the post-training effect is most sustained for this group compared to those with higher levels of education. Lower-educated employees often lack access to workplace training, however. The authors conclude that workplace training has the potential to be a mutually beneficial investment for both employers and employees. More targeted policy incentives should aim at enhancing access to workplace training, most importantly for the loweducated, as for them training might be an effective means for improved employment prospects.

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Section: Returns On Workplace Trainingmentioning

confidence: 82%

Section: Hypothesesmentioning

confidence: 99%

Workplace training in Germany and its impact on subjective job security: Short- or long-term returns?

Kohlrausch

Rasner

2014

Journal of European Social Policy

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“…The latter studies applied a more sophisticated strategy to control for selection into training. Other researchers used the German Microcensus Panel (Wolter and Schiener, 2009) or the German Life History Study (Becker and Schömann, 1996) and found positive training effects on wages. In contrast to the GSOEP, the operationalization of training in these data sets also includes formal further education, which may bias returns upwards.…”

Section: Non-formal Training In Germany: Previous Research and Institmentioning

confidence: 99%

Who Benefits from Training Courses in Germany? Monetary Returns to Non-formal Further Education on a Segmented Labour Market

Ehlert

2017

European Sociological Review

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Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may be saved and copied for your personal and scholarly purposes. You are not to copy documents for public or commercial purposes, to exhibit the documents publicly, to make them publicly available on the internet, or to distribute or otherwise use the documents in public. If the documents have been made available under an Open Content Licence (especially Creative Commons Licences), you may exercise further usage rights as specified in the indicated licence.

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“…Thus, especially non-formally qualified employees benefit regarding income growth. Gender has no influence on salary (Wolter and Schiener, 2009).…”

Section: Reasons and Barriers From The Employees' Point Of Viewmentioning

confidence: 96%

Perspectives on Participation in Continuous Vocational Education Training–An Interview Study

Siegfried

Berger

2020

Front. Psychol.

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In European industrialized countries, a large number of companies in the healthcare, hotel, and catering sectors, as well as in the technology sector, are affected by demographic, political, and technological developments resulting in a greater need of skilled workers with a simultaneous shortage of skilled workers (CEDEFOP, 2015, 2016). Consequently, employers have to address workers who have not been taken into account such as low-skilled workers, workers returning from a career break, people with a migrant background, older people, and jobseekers and train them, in order to guarantee the professionalization of this workforce (Festing and Harsch, 2018). Continuing vocational education and training (CVET) is seen as an indispensable tool; because CVET has advantages for both employers and employees, it helps to increase the productivity of companies (Barrett and O'Connell, 2001), to prevent the widening of socioeconomic disparities (Dieckhoff, 2007), and to open up career opportunities for the workforce (Rubenson and Desjardins, 2009). However, participation rate on CVET seems to differ, depending on institutional factors (such as sector and size of the company) and individual characteristics (such as qualification level, migration background, age and time of absence from work) (e.g., Rubenson and Desjardins, 2009; Wiseman and Parry, 2017). In contrast to previous research, our study aims to provide a holistic view of reasons for and against CVET, combining the different perspectives of employers and (potential) employees. The analysis of reasons and barriers was carried out based on semi-structured interviews. Fifty-seven employers, 73 employees, and 42 jobseekers (potential employees) from the sectors retail, healthcare and social services, hotels and catering, and technology were interviewed. Results point to considerable differences in the reasons and barriers mentioned by the disadvantaged groups. These differences are particularly significant between employees on the one side and employers, as well as jobseekers, on the other side, while the reasons to attend CVET of jobseekers are more similar to those of employers. The results can be used to tailor CVET more closely to the needs of (potential) employees and thus strengthen both the qualification and career opportunities of (potential) employees and the competitiveness and productivity of companies.

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Einkommenseffekte beruflicher Weiterbildung

Abstract: The claim for lifelong learning or vocational further training is most often set out

Cited by 29 publications

References 21 publications

Workplace training in Germany and its impact on subjective job security: Short- or long-term returns?

Workplace training in Germany and its impact on subjective job security: Short- or long-term returns?

Who Benefits from Training Courses in Germany? Monetary Returns to Non-formal Further Education on a Segmented Labour Market

Perspectives on Participation in Continuous Vocational Education Training–An Interview Study

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