Continuous training in Germany

By Jörn-Steffen Pischke. Social Science Research Network, 2001

334 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/a8f8eed6632b9722c3dfe8ecb237db1dca09d874

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In Economics and Econometrics

Citations in the corpus

Training and Innovation (2009, background): “…may be an additional way to continue to accumulate leading-edge knowledge.2 And, indeed, we observe that a large portion of human capital investment occurs within firms in the form of training (Acemoglu 1997), which is usually, at least to some extent, cofinanced by employers (Pischke 2001).”
Unions, Work-Related Training, and Wages: Evidence for British Men (2003, background): “The incidence of work-related training appears to be lower in Germany between 1986 and 1989 at about 31% for men aged 16-64 (Pischke 2001), and even lower in the United States for which Lynch (1992) finds that 22% of white males had some training between 1980 and 1983.”
Participation in continuous, on-the-job training and the impact on job satisfaction: longitudinal evidence from the German labour market (2007, methodology): “…does so in order to enhance their occupational status and knowledge while on the job (Georgellis and Lange, 1997) and 58 per cent of employees point to some form of continuous training or on-the-job learning as ‘the single most important place for acquiring job skills’ (Pischke, 2001: 524).”
Returns to firm-provided training: evidence from French worker-firm matched data1 (2000, methodology): “Using German panel data and individual Ž .fixed effect models, Pischke 1996 analysed a three-year period and reported a return to company-provided training programs of 2% for men and 5% for women.”
Competencies for young European higher education graduates: labor market mismatches and their payoffs (2008, background): “…the importance of on-the-job training for improving competencies has long been emphasized (Becker, 1964; Mincer, 1974) and there have been many debates about its impact on productivity and wages (Acemoglu & Pischke, 1998; Brown, 1989; Kunze, 2005; Lynch, 1992; Pischke, 2000; Raaum & Torp, 2002).”
Workplace Training in Europe (2005, positive): “To take this into account Pischke, 2001, estimated fixed effect growth equations by adding individual specific growth rates of earnings tiδ to equation (4.2).”
Why do low-educated workers invest less in further training? (2010, methodology): “To account for nonlinearities in wage growth, we follow Pischke (2001) and control for the quartics of age,”