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Worker Heterogeneity, New Monopsony, and Training

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  • Alison L. Booth
  • Gylfi Zoega

Abstract

A worker's output depends not only on his/her own ability but also on that of colleagues, who can facilitate the performance of tasks that each individual cannot accomplish on his/her own. We show that this common-sense observation generates monopsony power and is sufficient to explain why employers might expend resources on training employees even when the training is of use to other firms. We show that training will take place in better-than-average or 'good' firms enjoying greater monopsony power, whereas 'bad' firms will have low-ability workers unlikely to receive much training. Copyright 2008 The Authors. Journal compilation CEIS, Fondazione Giacomo Brodolini and Blackwell Publishing Ltd. 2008.

Suggested Citation

  • Alison L. Booth & Gylfi Zoega, 2008. "Worker Heterogeneity, New Monopsony, and Training," LABOUR, CEIS, vol. 22(2), pages 247-270, June.
  • Handle: RePEc:bla:labour:v:22:y:2008:i:2:p:247-270
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    File URL: http://www.blackwell-synergy.com/doi/abs/10.1111/j.1467-9914.2007.00406.x
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    Cited by:

    1. Giuseppe Croce & Emanuela Ghignoni, 2012. "Employer-provided Training and Knowledge Spillovers: Evidence from Italian Local Labour Markets," Regional Studies, Taylor & Francis Journals, vol. 46(3), pages 339-353, May.
    2. Görlitz, Katja & Rzepka, Sylvi, 2014. "Does regional training supply determine employees' training participation?," Discussion Papers 2014/9, Free University Berlin, School of Business & Economics.

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