The Aims of Lifelong Learning: Age-Related Effects of Training on Wages and Job Security

Lang, Julia

doi:10.2139/ssrn.2142518

Cited by 9 publications

(27 citation statements)

References 33 publications

(33 reference statements)

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“…This can be supported by studies indicating stronger perceived non-monetary aspects of training among older workers than younger ones (e.g. perceived job security; OECD, 2004b;Bassanini, 2006;Lang, 2012). Such differences could lead to different level of job satisfaction among older and younger training participants.…”

Section: Training -A New Determinant Of Job Satisfaction?mentioning

confidence: 84%

“…While the monetary returns refer to an increase in worker's productivity which is expected to elevate his future earnings (Lynch, 1992;Mincer, 1989a;Pischke, 2001;Evertsson, 2004), non-monetary returns refer to returns such as promotion, employment stability (Büchel & Pannenberg, 2004) and job security (Bassanini, 2006;Lang, 2012), all of which are expected to rise with the training investment. Although there are only few empirical studies concentrating on the relation between training and nonmonetary returns, recent studies have pointed to a weak correlation between training and wages which is in contrast to the human capital theory (Pischke, 2001;Leuven & Oosterbeek, 2008;Görlitz, 2011).…”

Section: The Human Capital Theory: the Concept Of Trainingmentioning

confidence: 99%

“…In accordance, training can assist to improve their productivity by developing new skills and improving old ones (OECD, 2006). This will help to close the gap between older workers' wages and productivity (Bassanini, 2006;Lang, 2012) and will thus result in an improvement in older workers' employability (Lang, 2012). Nevertheless, learning is affected by the changes resulted from the process of aging, such as decreased vision and hearing as well as changes in attention, memory, and the speed of processing.…”

Section: Training and The Employment Prospects Of Older Workersmentioning

confidence: 99%

“…between the age groups) is less appropriate using OR and LnOR (Karlson et al 2012;Mood, 2010). Such a comparison can be done by using average marginal effect which helps to overcome the problems of unobserved heterogeneity (Best & Wolf, 2012 (OECD, 2004b;Bassanini, 2006;Lang, 2012) as training raises their value in the labour force (OECD, 2004b). Similarly, participation in training may raise the self-security of workers by feeling useful and valued by their employers (extrinsic rewards), whereas these aspects are found to be highly important for older workers and less for younger ones (Valentine et al, 1998).…”

Section: The Probability Of Job Satisfaction Conditioned On Participamentioning

confidence: 99%

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Further Training for Older Workers: A Solution for an Ageing Labour Force?

Zboralski-Avidan¹

2016

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Section: Training -A New Determinant Of Job Satisfaction?mentioning

confidence: 84%

Section: The Human Capital Theory: the Concept Of Trainingmentioning

confidence: 99%

Section: Training and The Employment Prospects Of Older Workersmentioning

confidence: 99%

Section: The Probability Of Job Satisfaction Conditioned On Participamentioning

confidence: 99%

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Further Training for Older Workers: A Solution for an Ageing Labour Force?

Zboralski-Avidan¹

2016

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“…Many studies analyse the effect of training on various labour market outcomes such as (un)employment (Bonnal et al 1997, Gritz 1993, Dieckhoff 2007, Picchio and van Ours 2013, Crépon et al 2007Lechner et al 2008), reintegration into work (Ok andTergeist 2003, Dieckhoff 2007), career advancement (Dieckhoff 2007), early retirement (Kristensen 2012, de Luna et al 2010, Montizaan et al 2007, job satisfaction and perceived job security (Lang 2012). Much of the research attention has been devoted to studying the effects of training on workers' productivity.…”

Section: The Effect Of Training On Workers' Productivity: a Reviewmentioning

confidence: 99%

Age and Productivity. Human Capital Accumulation and Depreciation

et al. 2013

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This NEUJOBS research report focuses on links between age, productivity and lifelong learning. Various data sources (EU-SILC, LFS, Structure of Earnings Survey, SHARE, ELSA, SHARELIFE) and methodological approaches were used in this report.Our analysis identifies clusters of countries with common characteristics of ageearnings profiles (for certain groups of employees) and allows for an explanation of those differences. Some differences can be attributed to the share of sectors, education types, and occupations in country-specific employment. Others are due to labour market institutions and the (dis)incentives to work at older ages provided by social security systems. Additionally, the dynamics of earnings after age 50 differ less between educational and occupational groups than at earlier ages. We show that the dynamics of average wages are strongly influenced by the timing of entering and leaving labour market. An estimation of the impact of LLL on productivity (measured by earnings) at older ages shows that for employees aged 50+, participation in training increases wages in the short-term. NEUJOBS Working Documents are intended to give an indication of work beingconducted within the NEUJOBS research project and to stimulate reactions from other experts in the field. Texts published in this series are ultimately destined for academic publishing. The views expressed in this paper are those of the authors and do not necessarily represent any institution with which they are affiliated. See the last page for more information about the NEUJOBS project.

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Training and wages of older workers in Europe

Belloni

Villosio

2014

Eur J Ageing

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The financial deficits of many social security systems caused by ageing populations and stagnating economies are forcing workers to retire later from the labour market. An extended working life, combined with rapid technological progress in many sectors, is likely making older workers' skills obtained in school obsolete. In this context, lifelong investment in training is widely recognised among the international research and policy community as a key element to increase or at least limit the decline in productivity of older workers. This paper investigates the relationship between training undertaken by European older workers and their wages, relying on the Survey of Health, Ageing and Retirement in Europe. There is no evidence of training wage premium for older workers residing in many European countries including Denmark, Sweden, Belgium, the Netherlands, and Switzerland. Very high premiums are instead found for Austria, Germany, Greece and Italy. It is, however, likely that these high premiums are overestimated due to training endogeneity and sample selection bias.

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The Aims of Lifelong Learning: Age-Related Effects of Training on Wages and Job Security

Cited by 9 publications

References 33 publications

Further Training for Older Workers: A Solution for an Ageing Labour Force?

Further Training for Older Workers: A Solution for an Ageing Labour Force?

Age and Productivity. Human Capital Accumulation and Depreciation

Training and wages of older workers in Europe

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