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Hat die Befristung von Arbeitsverträgen einen Einfluss auf die Weiterbildung geringqualifiziert beschäftigter Personen?

  • Eva Reinowski
  • Jan Sauermann
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    Fixed-term contracts are considerd as one of the most popular instruments of labour market flexibility. Although they provide new labour market options for employer and employees, it is argued that they may lead to decreasing investments in human capital. From the theoretical point of view it is not clear wheter a fixed-term contract is a drawback for the participation in work-related training. The paper deals with the influence of fixed-term contracts on work-related training especially for low-skilled workers. Based on the Micro Census data of 2004, we estimate a bivariate probit model for the probability of fixed-term employment and participating in work-related training. This model enables us to control for selection effects that may arise from unobservable factors. From the estimation results we can conclude that holding a fixed-term contract does not mean a systematical disadvantage for the training probability of low-skilled employees.

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    Paper provided by Halle Institute for Economic Research in its series IWH Discussion Papers with number 2.

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    Date of creation: Feb 2008
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    Handle: RePEc:iwh:dispap:2-08
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    1. Jennifer Hunt, 1994. "Firing Costs, Employment Fluctuations and Average Employment: An Examination of Germany," NBER Working Papers 4825, National Bureau of Economic Research, Inc.
    2. Pischke, Jörn-Steffen, 2000. "Continuous Training in Germany," IZA Discussion Papers 137, Institute for the Study of Labor (IZA).
    3. Boockmann, Bernhard & Hagen, Tobias, 2008. "Fixed-term contracts as sorting mechanisms: Evidence from job durations in West Germany," Labour Economics, Elsevier, vol. 15(5), pages 984-1005, October.
    4. Acemoglu, Daron & Pischke, Jörn-Steffen, 1998. "The Structure of Wages and Investment in General Training," CEPR Discussion Papers 1833, C.E.P.R. Discussion Papers.
    5. Acemoglu, Daron, 1997. "Training and Innovation in an Imperfect Labour Market," Review of Economic Studies, Wiley Blackwell, vol. 64(3), pages 445-64, July.
    6. Wallette, Mårten, 2005. "Temporary Jobs and On-the-Job Training in Sweden - A Negative Nexus?," Working Papers 2005:13, Lund University, Department of Economics.
    7. Thomas Zwick, 2005. "Continuing Vocational Training Forms and Establishment Productivity in Germany," German Economic Review, Verein für Socialpolitik, vol. 6(2), pages 155-184, 05.
    8. David H. Autor, 2000. "Why Do Temporary Help Firms Provide Free General Skills Training?," NBER Working Papers 7637, National Bureau of Economic Research, Inc.
    9. Gary S. Becker, 1962. "Investment in Human Capital: A Theoretical Analysis," Journal of Political Economy, University of Chicago Press, vol. 70, pages 9.
    10. Cecilia Albert & Carlos García-Serrano & Virginia Hernanz, 2004. "Firm-provided training and temporary contracts," Spanish Economic Review, Springer, vol. 7(1), pages 67-88, January.
    11. Katz, Eliakim & Ziderman, Adrian, 1990. "Investment in General Training: The Role of Information and Labour Mobility," Economic Journal, Royal Economic Society, vol. 100(403), pages 1147-58, December.
    12. Jan Sauermann, 2006. "Who Invests in Training if Contracts are Temporary? - Empirical Evidence for Germany Using Selection Correction," IWH Discussion Papers 14, Halle Institute for Economic Research.
    13. Brigitte Loose & Udo Ludwig, 2004. "Flexibilisierung des Arbeitseinsatzes stärkt Anpassung der Industriebetriebe an Geschäftsschwankungen – ein empirischer Ost-West-Vergleich anhand des IAB-Betriebspanels," Wirtschaft im Wandel, Halle Institute for Economic Research, vol. 10(12), pages 325-331.
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