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Determinanten des Angebots an Lehrstellen – Der Einfluss von IKT, Organisation und Humankapital

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Abstract

In weiten Teilen der Wirtschaft hat sich ein «neues Unternehmensmodell» durchgesetzt, das im Kern auf der Kombination von drei Elementen beruht: a) intensive Nutzung von Informations- und Kommunikationstechnologien (IKT), b) vermehrt partizipative Formen der Arbeitsorganisation, c) Einsatz (hoch) qualifizierter Arbeitskräfte. Vor diesem Hintergrund stellt sich die Frage, ob das System der Berufslehre in der Schweiz seine überragende Stellung für den Erwerb beruflicher Qualifikationen weiterhin halten wird. Zur Klärung dieser Frage untersuchen wir anhand von Mikrodaten die Determinanten des Lehrstellenangebots von Unternehmen, wobei sowohl die «Ausbildungsbereitschaft» (bietet eine Firma überhaupt Lehrstellen an?) als auch die «Ausbildungsintensität» (wie viele Lehrlinge beschäftigt eine in der Lehrlingsausbildung aktive Firma?) analysiert wird. Die Studie zeigt, dass die Kernelemente des neuen Unternehmensmodells – wenn auch in unterschiedlichem Mass – die Ausbildungsbereitschaft erhöhen, während bei der Erklärung der Ausbildungsintensität nur die Ausstattung mit Humankapital eine Rolle spielt. Die Resultate lassen – mit gewissen Einschränkungen – den Schluss zu, dass das System der Berufslehre, insbesondere nachdem es seit den 1990er-Jahren modernisiert wurde, den neuen Anforderungen weitgehend gewachsen ist.

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Bibliographic Info

Article provided by KOF Swiss Economic Institute, ETH Zurich in its journal KOF Analysen.

Volume (Year): 3 (2009)
Issue (Month): 1 (March)
Pages: 79-93

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Handle: RePEc:kof:anskof:v:3:y:2009:i:1:p:79-93

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Keywords: Berufslehre; Ausbildung; IKT; Arbeitsorganisation; Humankapital;

References

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  1. Piva, Mariacristina & Santarelli, Enrico & Vivarelli, Marco, 2003. "The Skill Bias Effect of Technological and Organisational Change: Evidence and Policy Implications," IZA Discussion Papers 934, Institute for the Study of Labor (IZA).
  2. Lindbeck, Assar & Snower, Dennis J, 2000. "Multitask Learning and the Reorganization of Work: From Tayloristic to Holistic Organization," Journal of Labor Economics, University of Chicago Press, vol. 18(3), pages 353-76, July.
  3. Acemoglu, Daron & Pischke, Jorn-Steffen, 1999. "Beyond Becker: Training in Imperfect Labour Markets," Economic Journal, Royal Economic Society, vol. 109(453), pages F112-42, February.
  4. Daron Acemoglu & Jorn-Steffen Pischke, 1996. "Why Do Firms Train? Theory and Evidence," NBER Working Papers 5605, National Bureau of Economic Research, Inc.
  5. Spyros Arvanitis, 2008. "Are Firm Innovativeness and Firm Age Relevant for the Supply of Vocational Training? A Study Based on Swiss Micro Data," KOF Working papers 08-198, KOF Swiss Economic Institute, ETH Zurich.
  6. Jens Mohrenweiser & Uschi Backes-Gellner, 2006. "Distinguishing Companies with Different Apprenticeship Training Motivations – Evidence from German Establishment Data," Economics of Education Working Paper Series 0007, University of Zurich, Institute for Strategy and Business Economics (ISU).
  7. Hans Gersbach & Armin Schmutzler, 2006. "A Product-Market Theory of Industry-Specific Training," SOI - Working Papers 0610, Socioeconomic Institute - University of Zurich.
  8. Heinz Hollenstein & Tobias Stucki, 2008. "The Impact of ICT Usage, Workplace Organisation and Human Capital on the Provision of Apprenticeship Training : A Firm-level Analysis Based on Swiss Panel Data," KOF Working papers 08-205, KOF Swiss Economic Institute, ETH Zurich.
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