The provision and effects of company provided further training for the labour market integration of low skilled workers

计划中的项目的目的是调查公司在提供进一步培训方面的不平等和福利如何受到公司背景特点的影响。通过使用IAB和专家小组的关联雇主-雇员数据(LIAB)，该项目希望分析公司背景的差异如何影响进一步培训的参与率，以及在收入增长、就业能力和劳动力市场向上流动方面与培训相关的福利。重点是低技能工人，他们缺乏适当或足够的专业资格。主要的问题是，公司提供的培训在多大程度上以及在什么条件下通过更好地将低技能工人群体整合到劳动力市场来减少现有的不平等。这个问题被细分为三个研究问题：(1)公司环境的哪些特征增加了低技能工人通过公司提供的进一步培训获得职业资格的机会？(2)公司环境的哪些特征增加了通过公司提供进一步培训获得职业资格的低技能工人在收入增长、就业保障和工作晋升方面实现相关劳动力市场好处的机会？(3)哪些公司环境使低技能工人更有利于改变公司(搬家)以实现与培训相关的劳动力市场好处，哪些公司环境使留在原来的公司(留守人员)更有利？从理论上讲，公司提供进一步培训的提供和效果的不平等可以用交易成本和筛选/信号问题来解释：希望投资于进一步培训的公司和员工在成本和投资回报的不确定性方面面临严重的约束。对于低技能工人群体来说尤其如此，因为雇主往往将他们归因于糟糕和不确定的生产率影响。根据交易成本理论，契约和规则方面的治理结构被认为是解决经济交换关系不确定性问题的重要途径之一。此外，通过构建社会嵌入性的概念，考虑了公司背景的其他维度，如结构嵌入性(紧张网络)、时间嵌入性(长期交换关系)、规范性嵌入性(团结规范)和权力关系的嵌入性。

It is the aim of the planned project to investigate how inequalities in the provision and benefits of company provided further training are influenced by characteristics of the company context. By using the Linked-Employer-Employee data (LIAB) of the IAB and the Panel WeLL the project wants to analyze how differences in the company context affect participation rates in further training as well as training-related benefits in terms of income growth, employability, and upward labor market mobility. The focus is on low skilled workers, who lack a proper or adequate professional qualification. Leading is the question to what extent and under which conditions company provided training reduces existing inequalities by better integrating the group of low skilled workers in the labor market. This question is subdivided in three research questions: (1) Which characteristics of the company context increase the chance that low skilled workers achieve a professional qualification by company provided further training? (2) Which characteristics of the company context increase the chance that low skilled workers who have achieved a professional qualification by company provided further training can realize related labor market benefits in terms of income growth, employment security, and job promotion? (3) Which company settings make it more beneficial for low skilled workers to change the company (movers) in order to realize training related labor market benefits and which company settings make it more beneficial to stay in the original company (stayers)? Theoretically, inequalities in the provision and effects of company provided further training are explained by transaction cost and screening/signaling problems: Companies and employees who wish to invest in further training face serious constraints in terms of costs and uncertainty about the returns of their investment. This holds particularly true for the group of low skilled workers, since employers tend to ascribe them poor and uncertain productivity effects. Following transaction cost theory, governance structures in terms of contracts and regulations are postulated as one important solution to the problem of uncertainty in economic exchange relationships. Moreover, by building on the concept of social embeddedness, additional dimensions of the company context are taken into account, like the structural embeddeness (tense networks), the temporal embeddedness (longterm exchange relationships), the normative embeddedness (solidarity norms), and the embeddedness in power relations.