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The Returns to Continuous Training in Germany: New Evidence from Propensity Score Matching Estimators
Mühler, Grit
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Beckmann, Michael
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Schauenberg, Bernd
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URL:
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https://ub-madoc.bib.uni-mannheim.de/1583
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URN:
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urn:nbn:de:bsz:180-madoc-15839
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Dokumenttyp:
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Arbeitspapier
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Erscheinungsjahr:
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2007
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Titel einer Zeitschrift oder einer Reihe:
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None
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Sprache der Veröffentlichung:
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Englisch
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Einrichtung:
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Sonstige Einrichtungen > ZEW - Leibniz-Zentrum für Europäische Wirtschaftsforschung
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MADOC-Schriftenreihe:
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Veröffentlichungen des ZEW (Leibniz-Zentrum für Europäische Wirtschaftsforschung) > ZEW Discussion Papers
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Fachgebiet:
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330 Wirtschaft
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Fachklassifikation:
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JEL:
J31 J24 C21 M53 ,
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Normierte Schlagwörter (SWD):
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Weiterbildung , Bildungsertrag , Arbeitsmarktpolitik , Schätztheorie , Deutschland
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Freie Schlagwörter (Englisch):
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Continuous training , wage effect , average treatment effect , selectivity bias , propensity score matching estimators
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Abstract:
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The present paper examines the wage effects of continuous training programs using individual-level data from the German Socio Economic Panel (GSOEP). In order to account for selectivity in training participation we estimate average treatment effects (ATE and ATT) of general and firm-specific continuous training programs using several state-of-the-art propensity score matching (PSM) estimators. Additionally, we also apply a combined matching difference-indifferences (MDiD) estimator to account for unobserved individual characteristics (e.g. motivation, ability). While the estimated ATE and ATT for general training are significant ranging between about 4 and 7.5 %, the corresponding wage effects of firm-specific training are mostly insignificant. Using the more appropriate MDiD estimator, however, we find a more precise and highly significant wage effect of about 5 to 6 %, though only for general training and not for firm-specific training. These results are consistent with standard human capital theory insofar as general training is associated with larger wage increases than firm-specific training. Furthermore, we conclude that firms may intend to use specific training to adjust to new job requirements, while career-relevant changes may be conditioned to general training.
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Zusätzliche Informationen:
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 | Das Dokument wird vom Publikationsserver der Universitätsbibliothek Mannheim bereitgestellt. |
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