Training Contracts, Employee Turnover, and the Returns from Firm-Sponsored General Training
Mitchell Hoffman and
No 10835, IZA Discussion Papers from Institute of Labor Economics (IZA)
Firms may be reluctant to provide general training if workers can quit and use their gained skills elsewhere. "Training contracts" that impose a penalty for premature quitting can help alleviate this inefficiency. Using plausibly exogenous contractual variation from a leading trucking firm, we show that two training contracts significantly reduced post-training quitting, particularly when workers are approaching the end of their contracts. Simulating a structural model, we show that observed worker quit behavior exhibits aspects of optimization (for one of the two contracts), and that the contracts increased firm profits from training and reduced worker welfare relative to no contract.
Keywords: training contract; firm-sponsored general training; organizations; trucking; truck driver; truckload (search for similar items in EconPapers)
JEL-codes: J24 M53 J41 (search for similar items in EconPapers)
New Economics Papers: this item is included in nep-cta, nep-hrm and nep-lma
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Working Paper: Training Contracts, Employee Turnover, and the Returns from Firm-sponsored General Training (2017)
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