Worker Reciprocity and the Returns to Training: Evidence from a Field Experiment

Sauermann, Jan

doi:10.2139/ssrn.2655128

Cited by 3 publications

(1 citation statement)

References 49 publications

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“…the possibility that trained workers leave the firm before it has had time to recoup its training investment. Firms can reduce this risk by targeting training towards workers with a lower propensity for turnover, using contracts that impose penalties for premature quitting (see Hoffman and Burks, 2017), and establishing employment practices that encourage longterm relationships and worker reciprocity (see Frazis et al, 2000;Leuven, 2005;Sauermann, 2021). 8 Crucially, the investment risks created by worker turnover vary not only with worker characteristics (e.g.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Managers' Risk Preferences and Firm Training Investments

Caliendo

Cobb‐Clark

Pfeifer³

et al. 2022

SSRN Journal

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Section: Theoretical Frameworkmentioning

confidence: 99%

Managers' Risk Preferences and Firm Training Investments

Caliendo

Cobb‐Clark

Pfeifer³

et al. 2022

SSRN Journal

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Affective commitment through further training: the roles of firm provision and employee participation

Grund

Titz

2021

Rev Manag Sci

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This study investigates the relation of further training and employees’ affective commitment by disentangling the relevance of a firm’s general support for further training and the individual’s actual participation. Using linked employer-employee data, we consider both the firm’s and the individual’s perspective and control for several HR instruments additionally to the usual demographics and job characteristics. We also distinguish between subgroups of employees regarding age and schooling. Results show that employees’ participation in further training and a firm’s support for further training are both positively related to affective commitment. Furthermore, our results hint for differences in employees’ expectations regarding the amount of the firm’s support for further training. Whereas there is no meaningful relation of the general firm’s support for further training to commitment of university graduates, participation in further training measures and the individuals’ perceived support for personnel development is particularly relevant for this group of employees.

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The labor supply of fixed-wage workers: Estimates from a real effort experiment

Carpenter

2016

European Economic Review

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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. 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 Foundation. 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.IZA Discussion Paper No. 9778 February 2016 ABSTRACT The Labor Supply of Fixed-Wage Workers: Estimates from a Real Effort ExperimentFixed-wage workers comprise the bulk of the labor force and yet little is known about how they respond to wage changes. Given recent interest in theories of reciprocity and intrinsic motivation and their implications for effort provision, the neoclassical prediction seems less obvious today. To better understand the motivation of these workers, I estimate their labor supply using a real effort experiment. Two results stand out. First, no one theory seems to fit the pooled data. On average, people work considerably harder than the minimum but they do not respond to changes in the wage. Second, pooling the data is deceptive because there seem to be distinct types with differing responses to the wage. Most workers can be classified as reciprocal or intrinsically motivated and, indeed, these types respond as theory would predict: reciprocators return wage gifts with increased effort and extrinsic incentives crowd out motivation for intrinsic workers.JEL Classification: C91, J22

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Worker Reciprocity and the Returns to Training: Evidence from a Field Experiment

Cited by 3 publications

References 49 publications

Managers' Risk Preferences and Firm Training Investments

Managers' Risk Preferences and Firm Training Investments

Affective commitment through further training: the roles of firm provision and employee participation

The labor supply of fixed-wage workers: Estimates from a real effort experiment

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