Wage Effects of On-the-Job Training: A Meta-Analysis A meta-analysis is used to study the average wage effects of on-the-job training. This study shows that the average reported wage effect of on-the-job training, corrected for publication bias, is 2.6 per cent per course. The analyses reveal a substantial heterogeneity between training courses, while wage effects reported in studies based on i...

PURPOSE The study was done to identify turnover intention in new nurses according to characteristics of the nurses and other factors affecting turnover and to provide data to set up a strategy to reduce the turnover. METHODS Data were collected from 1,077 new nurses who had less than 12 months employment experience and worked in one of 188 hospitals. Eight research instruments were used. Data...

Length of exposure to instruction in a training program is important in determining the labor market outcomes of participants. Employing methods to estimate the causal effects from continuous treatments, we provide insights regarding the effects of different lengths of exposure to academic and vocational instruction in Job Corps (JC)—America’s largest and most comprehensive job training program...

Imperfect Information, On-the-Job Training, and the Employer Size-Wage Puzzle: Theory and Evidence This paper develops a two-period labor market model with imperfect information and on-thejob training, and uses data from National Longitudinal Survey of Youth 1979 Cohorts (NLSY79) to test its predictions. We find that training does not explain the positive relationship between employer size and ...

We propose a new framework for building and evaluating machine learning algorithms. We argue that many real-world problems require an agent which must quickly learn to respond to demands, yet can continue to perform and respond to new training throughout its useful life. We give a framework for how such agents can be built, describe several metrics for evaluating them, and show that subtle chan...

The analysis of how individuals obtain and are paid for their skills is fundamental to labor economics. The basic idea of human capital theory is that workers and firms invest in workers’ skills in order to increase their productivity, much as persons invest in financial or physical assets to earn income. Workers develop many skills through formal education not tied to an employer, but an impor...

As stand-alone concepts, job satisfaction and job training have each been researched extensively. However, encouraged by researchers who have found a myriad of effects of job training on employee behavior in the workplace, the concepts of job training and job satisfaction are being examined together. Results of many studies indicate that the effects of job training go beyond those that might be...

This paper analyzes the returns to training that was co-fi nanced by the German voucher program Bildungsprämie. The estimation strategy compares outcomes of participants in voucher training with voucher recipients who intended to participate in training, but did not do so because of a random event like course cancellation by the provider of training. We fi nd no impact of voucher training on wa...

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