Labor-Management Communication about Training
龍 神林 and
Takao Kato ()
No 706, Discussion Paper Series from Institute of Economic Research, Hitotsubashi University
We empirically examine the labor-management communication about the in-house training program, and its relation to the actual training policy such as off-the-job training and on-the-job training. A governmental data from Japan, Survey on Labor management Communication reveals that the institutions of labor-management communication may affect the interests of employers and employees. This effect is not always in favor of in-house training program; e.g. formal collective bargaining may crowd out the interests of workers in training, partially due to the time/effort constraint. As a matter of fact, while the active labor-management communication about training is related to the actual provision of off-the-job training, it is not to the on-the-job training. We further find the consistent evidence by exploiting the indirect proxy of training policy through the wage structure of establishments. The willingness of workers to communicate the training program is related to the long-range human resource practices such as steep wage-tenure profiles.
Keywords: Training; Collective Bargaining; Labor-Management Communication (search for similar items in EconPapers)
JEL-codes: J24 J53 M53 (search for similar items in EconPapers)
New Economics Papers: this item is included in nep-hrm
References: View references in EconPapers View complete reference list from CitEc
Citations: Track citations by RSS feed
Downloads: (external link)
This item may be available elsewhere in EconPapers: Search for items with the same title.
Export reference: BibTeX
RIS (EndNote, ProCite, RefMan)
Persistent link: https://EconPapers.repec.org/RePEc:hit:hituec:706
Access Statistics for this paper
More papers in Discussion Paper Series from Institute of Economic Research, Hitotsubashi University Contact information at EDIRC.
Bibliographic data for series maintained by Hiromichi Miyake ().