Human capital investment: the returns from education and training to the individual, the firm and the economy

By Richard Blundell, L. Dearden, C. Meghir, B. Sianesi. 2005

845 citations recorded by the source corpus.

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In Economics and Econometrics

Citations in the corpus

The labour market impact of adult education and training: a cohort analysis (2004, positive): “The literature on the wage gains from adult work related training is somewhat more substantial, suggesting a positive affect from on- and off-the job training on individuals’ wages and their likelihood of employment ((Blundell et al., 1999a and 1999b; Green, 1996 and Green et al., 1996).”
The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector (2011, background): “Affective commitment refers to the employees‟ identification and emotional attachment to their employing organisation (Allen and Meyer, 1990).”
Who Benefits from Training and R&D, the Firm or the Workers? (2006, neutral): “The lack of panel data on training activities at the firm level is one reason (for a comprehensive survey, see Blundell et al., 1999).”
Strategic planning directions of Malaysia’s higher education: university autonomy in the midst of political uncertainties (2010, background): “This approach is based on empirical evidences that there is a positive correlation between human capital formations and tertiary/vocational education ( Blundell et al. 1999 ).”
Workplace Training in Europe (2005, neutral): “126 Blundell et al, 1999, report OLS, fixed effect and instrumental variable estimates using the same data but for a somewhat larger sample, and consider employer provided training courses.”
Innovation and productivity in formal and informal firms in Ghana (2017, positive): “Specialised labour force has also been found to be one of the contributing factors of firms’ labour productivity (Blundell et al., 1999).”
R&D, worker training and innovation: firm-level evidence (2016, positive): “Blundell et al. (1999) point out that workers who are more highly educated and skilled are a direct source of innovation.2 According to the OECD (2010) report: ‘Empowering people to innovate relies not only on broad and relevant education, but also on the development of wide-ranging skills that comp”
The sources of management innovation: When firms introduce new management practices (2009, background): “Well-educated employees are also likely – all else being equal – to travel more, to join professional organizations, and to seek out advancement within their firms (Alvesson, 1995; Blundell et al.,1999).”
Communities in Action: Pathways to Health Equity (2017, background): “To individuals, education confers significant wage advantages; therefore, in theory, individuals have a strong incentive to pursue education (Blundell et al., 1999).”