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La valorisation salariale et professionnelle de la formation en entreprise diffère-t-elle selon le sexe ? : l'exemple canadien

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  • Nathalie Havet

    ()
    (GATE - Groupe d'analyse et de théorie économique - CNRS : UMR5824 - Université Lumière - Lyon II - Ecole Normale Supérieure Lettres et Sciences Humaines)

Abstract

L'objet de cet article est d'évaluer la valorisation salariale et professionnelle des formations continues, formelles et informelles, en centrant l'analyse sur les différences entre sexes. Pour ce faire, les données canadiennes de l'Enquête sur le milieu de travail et les employés (EMTE) 1999-2000 sont utilisées. On estime, par maximum de vraisemblance simulé, un probit trivarié récursif qui modélise simultanément la probabilité de suivre les différentes formations en entreprise et leur influence sur l'obtention d'une promotion. Les rendements salariaux des formations en entreprise et la rentabilité des promotions sont évalués à l'aide d'équation de salaires où ces variables sontinstrumentées.

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Bibliographic Info

Paper provided by HAL in its series Post-Print with number halshs-00360079.

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Date of creation: 2006
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Publication status: Published, Economie et Prévision, 2006, 175-176, 4-5, pp. 147-161
Handle: RePEc:hal:journl:halshs-00360079

Note: View the original document on HAL open archive server: http://halshs.archives-ouvertes.fr/halshs-00360079/en/
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Related research

Keywords: différences hommes/femmes ; formation professionnelle ; maximum de vraisemblance simulé ; probit multivariée ; promotion;

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References

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  1. Craig A. Olson & Brian E. Becker, 1983. "Sex discrimination in the promotion process," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 36(4), pages 624-641, July.
  2. John Geweke & Michael Keane & David Runkle, 1994. "Alternative computational approaches to inference in the multinomial probit model," Staff Report 170, Federal Reserve Bank of Minneapolis.
  3. Hill, Elizabeth T., 2001. "Post-school-age training among women: training methods and labor market outcomes at older ages," Economics of Education Review, Elsevier, vol. 20(2), pages 181-191, April.
  4. Groot, Wim & van den Brink, Henriette Maassen, 1996. "Glass ceilings or dead ends: Job promotion of men and women compared," Economics Letters, Elsevier, vol. 53(2), pages 221-226, November.
  5. Stephen J. Spurr & Glenn T. Sueyoshi, 1994. "Turnover and Promotion of Lawyers: An Inquiry into Gender Differences," Journal of Human Resources, University of Wisconsin Press, vol. 29(3), pages 813-842.
  6. McCue, Kristin, 1996. "Promotions and Wage Growth," Journal of Labor Economics, University of Chicago Press, vol. 14(2), pages 175-209, April.
  7. Gregory B. Lewis, 1986. "Gender and Promotions: Promotion Chances of White Men and Women in Federal White-Collar Employment," Journal of Human Resources, University of Wisconsin Press, vol. 21(3), pages 406-419.
  8. Gronau, Reuben, 1988. "Sex-Related Wage Differentials and Women's Interrupted Labor Careers--The Chicken or the Egg," Journal of Labor Economics, University of Chicago Press, vol. 6(3), pages 277-301, July.
  9. Anne B. Royalty, 1996. "The effects of job turnover on the training of men and women," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 49(3), pages 505-521, April.
  10. Robert E. Lipsey, 1994. "Foreign-Owned Firms and U.S. Wages," NBER Working Papers 4927, National Bureau of Economic Research, Inc.
  11. Duncan, Greg J & Hoffman, Saul, 1979. "On-the-Job Training and Earnings Differences by Race and Sex," The Review of Economics and Statistics, MIT Press, vol. 61(4), pages 594-603, November.
  12. Leete, Laura, 2001. "Whither the Nonprofit Wage Differential? Estimates from the 1990 Census," Journal of Labor Economics, University of Chicago Press, vol. 19(1), pages 136-70, January.
  13. Christopher J. Ruhm & Carey Borkoski, 2003. "Compensation in the Nonprofit Sector," Journal of Human Resources, University of Wisconsin Press, vol. 38(4).
  14. David N. Laband & DBernard F. Lentz, 1993. "Is There Sex Discrimination in the Legal Profession? Further Evidence on Tangible and Intangible Margins," Journal of Human Resources, University of Wisconsin Press, vol. 28(2), pages 230-258.
  15. Lynch, Lisa M, 1992. "Private-Sector Training and the Earnings of Young Workers," American Economic Review, American Economic Association, vol. 82(1), pages 299-312, March.
  16. Pudney, Stephen & Shields, Michael A, 2000. " Gender and Racial Discrimination in Pay and Promotion for NHS Nurses," Oxford Bulletin of Economics and Statistics, Department of Economics, University of Oxford, vol. 62(0), pages 801-35, Special I.
  17. Stephen J. Spurr, 1990. "Sex discrimination in the legal profession: A study of promotion," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 43(4), pages 406-417, April.
  18. Zadia Feliciano & Robert E. Lipsey, 1999. "Foreign Ownership and Wages in the United States, 1987 - 1992," NBER Working Papers 6923, National Bureau of Economic Research, Inc.
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Cited by:
  1. Nathalie Havet, 2012. "Les bénéficiaires de la validation des acquis de l’expérience : l’exemple de la Région Rhône-Alpes," Working Papers 1211, Groupe d'Analyse et de Théorie Economique (GATE), Centre national de la recherche scientifique (CNRS), Université Lyon 2, Ecole Normale Supérieure.
  2. Benoit Dostie & Pierre Thomas Léger, 2008. "Une analyse des déterminants de l’incidence et de l’intensité de la formation des travailleurs québécois selon l’âge et comparaison avec l’Ontario," CIRANO Working Papers 2008s-23, CIRANO.

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