The Determinants of Participation in Non-Mandatory Training

Renaud, Stéphane; Lakhdari, Mehdi; Morin, Lucie

doi:10.7202/011336ar

Cited by 24 publications

(27 citation statements)

References 44 publications

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“…The coefficients of the separate probit estimations for participation in orientation and training that improves/increases current skills are shown in columns 3 through 6. Consistent with previous findings (e.g., Renaud, Lakhdari, & Morin, ), we find that, compared to women, men working in the public sector are less likely to undertake any job training (column 1) and also less likely to undertake training that improves/increases current skills, irrespective of whether they work in the public or the private sector (columns 5 and 6). However, the estimated coefficient in column 3 suggests that male public‐sector employees are significantly more likely than female employees to participate in orientation training.…”

Section: Resultssupporting

confidence: 90%

Orientation Training and Job Satisfaction: A Sector and Gender Analysis

Tabvuma

Georgellis

Lange

2015

Human Resource Management

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Using data from the British Household Panel Survey (BHPS), we investigate how various types of job training impact upon employees’ job satisfaction and its domains. We find that orientation training exerts a significant positive effect on newcomer male employees’ job satisfaction in both the private and public sectors, but it increases the job satisfaction of newcomer female employees only in the public sector. Other types of job training have only a weak effect on job satisfaction. We attribute the predominance of orientation training as a strong predictor of job satisfaction to its important function of facilitating the workplace socialization of new employees by reducing the uncertainty about aspects of the job that are not always easily contractible. © 2015 Wiley Periodicals, Inc.

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Section: Resultssupporting

confidence: 90%

Orientation Training and Job Satisfaction: A Sector and Gender Analysis

Tabvuma

Georgellis

Lange

2015

Human Resource Management

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“…tabela 1. Źródło: opracowanie własne na podstawie: [Green, 1993;Blundell, Dearden, Meghir, 1996;Oosterbeek, 1998;Shields, 1998;Harris, 1999;Leuven, Oosterbeek, 1999;Nisar, 2004;Renaud, Lakhdari, Morin, 2004;Almeida-Santos, Mumford, 2005;Asplund, 2005;Bassanini i in. 2005;Litwiński, 2007;Franck, Nüesch, Pieper, 2009;Backes-Gellner, Oswald, Tuor, 2011;Thangavelua i in.…”

Section: Czynniki Wpływające Na Uczestnictwo Pracowników W Szkoleniachunclassified

Kapitał ludzki, cechy pracownika, stanowisko czy organizacja? Uwarunkowania szkoleń pracowników w świetle wyników wybranych badań

Piasecki

2015

Optimum

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StreszczenieCelem artykułu jest zaprezentowanie przeglądu literatury, w której omówiono czynniki wpływające na występowanie szkoleń i sposób ich oddziaływania, a także stworzenie na tej podstawie zestawienia obejmującego najważniejsze ze wspomnianych czynników wraz ze spodziewanym wpływem na prawdopodobieństwo uczestnictwa pracowników w szkoleniu. Przyjmując za podstawę rozważań teorię kapitału ludzkiego, teorię dyskryminacji statystycznej i teorie segmentacji rynku pracy, wyróżniono cztery grupy czynników wpływających na szkolenia pracowników: związane z: kapitałem ludzkim pracownika, jego cechami osobistymi, specyfiką wykonywanej pracy oraz uwarunkowaniami organizacyjnymi. Opierając się na dotychczasowych wynikach badań oraz refleksji teoretycznej, wyjaśniono sposób oddziaływania wyróżnio-nych grup czynników na występowanie szkoleń pracowniczych. We wnioskach końcowych przedstawiono możliwości wykorzystania zaprezentowanej analizy w dalszych badaniach.Słowa kluczowe: uwarunkowania szkoleń, teoria kapitału ludzkiego, teoria dyskryminacji statystycznej, teorie segmentacji rynku pracy HUMAN CAPITAL, EMPLOYEE CHARACTERISTICS, POSITION OR ORGANISATION? THE DETERMINANTS OF EMPLOYEE TRAINING IN LIGHT OF SELECTED STUDIES SummaryThe aim of the paper is to present a review of the literature concerned with factors behind the occurrence of professional training courses and their influence, and to list the most important factors and their predicted impact on training participation probability. With human capital theory, statistical discrimination theory and labour market segmentation theories as a premise for the analysis, on the basis of the literature review, four groups of employee training determinants were distinguished: those connected with employees' human capital, their personal traits, the nature of the job, and the organisational circumstances. Referring to prior research as well as theoretical reflection, the way in which these factors influence the occurrence of training is explained. The concluding section contains suggestions regarding the application of the presented analysis in further research.

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“…That is, the profitability of training decreases with age because a younger worker has more years to amortize her/his training investments (Renaud et al, 2004). Renaud et al (2004) showed that age negatively influenced training participation. In our study, this discussion can be applied to training for entrepreneurs directly.…”

Section: Entrepreneurial Characteristicsmentioning

confidence: 99%

Determinants of Training Implementation and Intention in Lao Firms

Takahashi

Somphon

2014

IJSMBA

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Abstract:The present study aims to investigate determinants of training implementation and intention for firms in Lao PDR. In developing countries like Lao PDR in particular, enterprises are increasingly required to be internationally competitive through such efforts as developing human resources to deal with regionalization and globalization. Training is seen as a major way to develop human resources, but it has not yet been implemented intensively enough. Therefore, it is worth investigating the determinants of training in these firms. We utilize data from the Enterprise Survey 2013 by Deutsche Gesellschaft für Internationale Zusammenarbeit and analyze stratified random sample of 658 small and medium enterprises using ordinary least squares (OLS) and logistic regressions. The results are non-uniform among the different dependent variables, such as engagement in vocational training, the existence of training intention for entrepreneurs and employees, and skills variety of training premeditation for employers and employees. For instance, a gender of entrepreneur has a significantly positive effect on training implementation but an insignificant effect on training plan. Education of entrepreneur has an unconvincing effect on training execution but a significantly positive outcome on training will. Some other independent variables show more inconclusive but explainable results (e.g., firm size, competition problems, membership of a business organization, and age of entrepreneur). However, located in Vientiane Capital has a significant effect but firm-age and ethnicity of entrepreneur are insignificant. The results suggest to pay more careful attention to the potential differences among different training-related variables.

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The Determinants of Participation in Non-Mandatory Training

Cited by 24 publications

References 44 publications

Orientation Training and Job Satisfaction: A Sector and Gender Analysis

Orientation Training and Job Satisfaction: A Sector and Gender Analysis

Kapitał ludzki, cechy pracownika, stanowisko czy organizacja? Uwarunkowania szkoleń pracowników w świetle wyników wybranych badań

Determinants of Training Implementation and Intention in Lao Firms

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