Persistence in the determination of work-related training participation: Evidence from the BHPS, 1991–1997

Sousounis, Panos; Bladen‐Hovell, Robin

doi:10.1016/j.econedurev.2010.04.009

Cited by 13 publications

(4 citation statements)

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“…Studies using the longitudinal National Child Development Survey (Blundell et al, 1996) and LFS data (Green et al, 1999) found significant positive effects associated with working in the public sector during the 1990s. These differences have been confirmed by analyses of BHPS data (Sousounis and Bladen-Hovell, 2010) and employer skills surveys (Dickerson and Wilson, 2009). As we discuss later, recent LFS data also suggest that, in general, participation rates remain higher in the public sector.…”

Section: Polarization and Access To Work-related Training In Britainmentioning

confidence: 87%

Polarization in access to work-related training in Great Britain

Lindsay

Canduela

Raeside

2012

Economic and Industrial Democracy

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Policy-makers across industrialized nations have sought to increase participation in work-related training as a route to improved competitiveness. However, research conducted in Britain during the 1990s identified significant differences in participation, suggesting that processes of labour market polarization were being played out in unequal access to training. This article updates and builds upon this work through an analysis of British Labour Force Survey data. The analysis sought to assess continuing inequalities in work-related training, comparing the experiences of samples of public and private sector employees, in order to identify evidence of polarized access to skills development opportunities. The study also sought to establish if union representation increased participation and reduced inequalities in access to training. It was found that older workers, the lower skilled and unqualified, part-timers and temporary workers (among others) remained disadvantaged. Trade union presence had powerful positive effects on participation and reduced some inequalities, especially in the private sector

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Section: Polarization and Access To Work-related Training In Britainmentioning

confidence: 87%

Polarization in access to work-related training in Great Britain

Lindsay

Canduela

Raeside

2012

Economic and Industrial Democracy

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“…A positive association has been found between the likelihood of receiving training and public sector employment. The presence of unions can, however, reduce some of the inequalities in access to training in the private sector (Lindsay, et al, 2012;Sousounis & Bladen-Hovell, 2010). Across Europe, there are concerns that front-loaded educational systems are poorly designed to deliver the type of lifelong learning required to support the more frequent employment and work transitions that are likely in future, and that learning and skills acquisition are required across the life course -that is, at all stages when workers are economically active.…”

Section: Skills Developmentmentioning

confidence: 99%

Skills and the social value of work

Findlay¹

2019

Handbook of the Politics of Labour, Work and Employment

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“…In addition, training persistence indicates that undetected worker heterogeneity is an important driver of training investments. Sousounis and Bladen Hovell (2010) and Bassanini et al (2007), for instance, find evidence that previously unexplained training heterogeneity can be substantially reduced if lagged values of training participation are considered.…”

Section: Introductionmentioning

confidence: 99%

Determinants of Work-Related Training: An Investigation of Observed and Unobserved Firm-, Job- and Worker-Heterogeneity

Steffes

Warnke²

2019

SSRN Journal

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One of the most important policy goals in industrialized countries is to increase the skill level of the labor force by lifelong learning strategies. In this paper our aim is to explain to what extent the variation in training investments is determined either by (observed and unobserved) heterogeneity of firms or of workers, hence we put a new perspective on the determinants of training. Rather than analyzing single determinants or groups of variables, we decompose the variation into a worker-specific and a firm-specific part and show how much of the unexplained variation is independent of both. Our results show that both firm-, job-and worker-level heterogeneity explains training participation and that firm heterogeneity is far less important compared to the others. Also interesting, is the finding that a large part of the overall variance is not driven by firm-or worker heterogeneity, hence training participation seems to be to some extent an unexplained event which happens by chance.

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Persistence in the determination of work-related training participation: Evidence from the BHPS, 1991–1997

Cited by 13 publications

References 14 publications

Polarization in access to work-related training in Great Britain

Polarization in access to work-related training in Great Britain

Skills and the social value of work

Determinants of Work-Related Training: An Investigation of Observed and Unobserved Firm-, Job- and Worker-Heterogeneity

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