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Firm-Specific Training and Contract Length

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  • Cantor, Richard

Abstract

Wages subject to continuous renegotiations provide inefficient incentives for the creation of firm-specific human capital if training requires both firm investment and worker effort. Noncontingent career-long, fixed-wage contracts do not induce efficient levels of training because they award all the quasi-rents from training to the firm, leaving no incentive for trainee effort. Intermediate-length, fixed-wage contracts with known expiration dates can improve training incentives. During the life of the contract, all the quasi-rents accrue to the firm, but the trainee puts forth effort because he can appropriate future rents after the contract expires. Copyright 1990 by The London School of Economics and Political Science.

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Bibliographic Info

Article provided by London School of Economics and Political Science in its journal Economica.

Volume (Year): 57 (1990)
Issue (Month): 225 (February)
Pages: 1-14

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Handle: RePEc:bla:econom:v:57:y:1990:i:225:p:1-14

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Cited by:
  1. Danziger, Leif, 1995. "Discrete shocks and fixed duration of labor contracts," Labour Economics, Elsevier, vol. 2(4), pages 359-379, December.
  2. Malcomson, James M. & Maw, James W. & McCormick, Barry, 2000. "General training by firms, apprentice contracts, and public policy," Discussion Paper Series In Economics And Econometrics 0021, Economics Division, School of Social Sciences, University of Southampton.
  3. Mohamed Ben Halima & Bassem Ben Halima, 2008. "Determinants for Labour Contract Length: A French Microeconometric Study," Post-Print halshs-00365976, HAL.
  4. Lindner, Axel, 1998. "Modelling the German system of vocational education," Labour Economics, Elsevier, vol. 5(4), pages 411-423, December.
  5. Mohamed Ben Halima, 2005. "The determinants for labour contract length A French micro-econometric study," Post-Print halshs-00180067, HAL.

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