Training, Job Satisfaction, and Workplace Performance in Britain: Evidence from WERS 2004

Abstract

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. The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post World Net. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion.Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. This paper analyses the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS). Several measures of performance are analysed including absence, quits, financial performance, labour productivity and product quality. While there is clear evidence that training is positively associated with job satisfaction, and job satisfaction in turn is positively associated with most measures of performance, the relationship between training and performance is complex, depending on both the particular measures of training and of performance used in the analysis.JEL Classification: J0, J2, J3

Retaining through training even for older workers

“…Training programmes are found to have a modest or no effect on unemployment exit rates (Gerfin and Lechner, 2002;Andrén and Andrén, 2006;Crépon et al, 2007;Lechner et al, 2008;Lalive et al, 2008;Sianesi, 2008) and on wages (Heckman et al, 1999). Positive effects are instead found on the future employment stability (Crépon et al, 2007;Lechner et al, 2008) and Jones et al (2009) show that training is significantly and positively associated with job satisfaction.…”

Injury-related absenteeism and job satisfaction: insights from Greek and UK data

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Productivity in German Manufacturing Firms: Does Fixed-Term Employment Matter?

“…Yet, as shown by Zwick (2006) for the German case, on-the-job training enhances rm productivity. Moreover, employees receiving training are also more satis ed with their job and, therefore, have a higher job performance (Jones et al, 2009). Regarding the relationship of xed-term employment and the incentive to invest in human capital, an increasing share of employees with temporary contracts reduces labor productivity due to lower investments in rm speci c human capital.…”