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Employee Training and Wage Compression in Britain

  • Filipe Almeida-Santos
  • Karen Mumford

We use linked data for 1,460 workplaces and 19,853 employees from the Workplace Employee Relations Survey 1998 to analyse the incidence and duration of employee training in Britain. We find training to be positively associated with having a recognised vocational qualification and current union membership. Whilst being non-white, shorter current job tenure, and part-time or fixed-term employment statuses are all associated with less training. Furthermore, in line with recent non-competitive training models, higher levels of wage compression (measured in absolute or relative terms) are positively related to training.

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Paper provided by Department of Economics, University of York in its series Discussion Papers with number 04/11.

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Handle: RePEc:yor:yorken:04/11
Contact details of provider: Postal: Department of Economics and Related Studies, University of York, York, YO10 5DD, United Kingdom
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  1. Jorn-Steffen Pischke, 2001. "Continuous training in Germany," LSE Research Online Documents on Economics 2473, London School of Economics and Political Science, LSE Library.
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  7. Booth, Alison L & Zoega, Gylfi, 2001. "Is Wage Compression a Necessary Condition for Firm-Financed General Training?," CEPR Discussion Papers 2845, C.E.P.R. Discussion Papers.
  8. Steven McIntosh, 1999. "A cross-country comparison of the determinants of vocational training," LSE Research Online Documents on Economics 20213, London School of Economics and Political Science, LSE Library.
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