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Returns to continuous training in Germany: new evidence from propensity score matching estimators

Author

Listed:
  • Mühler, Grit
  • Beckmann, Michael

    (University of Basel)

  • Schauenberg, Bernd
Abstract
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-in-differences (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 equirements, while career-relevant changes may be conditioned to general training.

Suggested Citation

  • Mühler, Grit & Beckmann, Michael & Schauenberg, Bernd, 2007. "Returns to continuous training in Germany: new evidence from propensity score matching estimators," Working papers 2007/04, Faculty of Business and Economics - University of Basel.
    • Handle: RePEc:bsl:wpaper:2007/04
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    Cited by:

    1. Cong Feng & Scott Fay & Kexin Xiang, 2021. "When do we need higher educated salespeople? The role of work experience," Review of Managerial Science, Springer, vol. 15(5), pages 1391-1429, July.
    2. Stefan Denzler & Jens Ruhose & Stefan C. Wolter, 2022. ""The Double Dividend of Training" - Labor Market Effects of Work-Related Continuous Education in Switzerland," CESifo Working Paper Series 10009, CESifo.
    3. Christiane Hinerasky & Rene Fahr & Sabine Simons, 2014. "Wage Returns of Company Training - Evidence from a Comparison Group Approach," Working Papers Dissertations 17, Paderborn University, Faculty of Business Administration and Economics.
    4. Ruhose, Jens & Thomsen, Stephan L. & Weilage, Insa, 2019. "The benefits of adult learning: Work-related training, social capital, and earnings," Economics of Education Review, Elsevier, vol. 72(C), pages 166-186.
    5. Siang, Liew & Noor, Zulridah, 2015. "The Impact of Training on the Conditional Wage Distribution in Selected Service Subsectors in Malaysia," Jurnal Ekonomi Malaysia, Faculty of Economics and Business, Universiti Kebangsaan Malaysia, vol. 49(1), pages 37-48.
    6. Kuhn, Dieter, 2011. "Delayering and Firm Performance: Evidence from Swiss firm-level Data," Working papers 2011/02, Faculty of Business and Economics - University of Basel.
    7. Britta Gauly & Clemens M Lechner, 2019. "Self-perfection or self-selection? Unraveling the relationship between job-related training and adults’ literacy skills," PLOS ONE, Public Library of Science, vol. 14(5), pages 1-23, May.
    8. Roman, Monica & Popescu, Madalina Ecaterina, 2014. "The effects of training on Romanian migrants’ income: a propensity score matching approach," MPRA Paper 63251, University Library of Munich, Germany, revised Oct 2014.
    9. Anna Ruzik-Sierdzinska & Claudia Villosio & Michele Belloni & Maciej Lis & Monika Potoczna, 2013. "Age and productivity. Human Capital Accumulation and Depreciation," CASE Network Reports 0114, CASE-Center for Social and Economic Research.
    10. Dan A. Black & Lars Skipper & Jeffrey A. Smith & Jeffrey Andrew Smith, 2023. "Firm Training," CESifo Working Paper Series 10268, CESifo.
    11. Michele Belloni & Claudia Villosio, 2014. "Training and wages of older workers in Europe," Working Papers 2014:27, Department of Economics, University of Venice "Ca' Foscari".
    12. Lang, Julia, 2012. "The aims of lifelong learning: Age-related effects of training on wages and job security," VfS Annual Conference 2012 (Goettingen): New Approaches and Challenges for the Labor Market of the 21st Century 62073, Verein für Socialpolitik / German Economic Association.
    13. Katja Görlitz, 2010. "Continuous Training and Wages – An Empirical Analysis Using a Comparison-group Approach," Ruhr Economic Papers 0197, Rheinisch-Westfälisches Institut für Wirtschaftsforschung, Ruhr-Universität Bochum, Universität Dortmund, Universität Duisburg-Essen.
    14. Görlitz, Katja, 2011. "Continuous training and wages: An empirical analysis using a comparison-group approach," Economics of Education Review, Elsevier, vol. 30(4), pages 691-701, August.
    15. Beckmann, Michael & Armbruster, Kathrin, 2010. "Business environment, managerial strategies, and the allocation of decision-making authorities in Swiss Firms," Working papers 2010/06, Faculty of Business and Economics - University of Basel.
    16. Julia Lang, 2012. "The Aims of Lifelong Learning: Age-Related Effects of Training on Wages and Job Security," SOEPpapers on Multidisciplinary Panel Data Research 478, DIW Berlin, The German Socio-Economic Panel (SOEP).
    17. repec:zbw:rwirep:0197 is not listed on IDEAS

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    More about this item

    Keywords

    Continuous training; wage effect; average treatment effect; selectivity bias; propensity score matching estimators; combined matching difference-in-differences estimator;
    All these keywords.

    JEL classification:

    • C21 - Mathematical and Quantitative Methods - - Single Equation Models; Single Variables - - - Cross-Sectional Models; Spatial Models; Treatment Effect Models
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • M53 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Training

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