Social Capital and Retraining Policies.

Autor/in	Cappelli, Peter
Institution	National Center for Postsecondary Improvement, Stanford, CA.
Titel	Social Capital and Retraining Policies.
Quelle	(2001), (44 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Beigaben	Tabellen
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Tagungsbericht; Stellungnahme; Adult Learning; At Risk Persons; Comparative Analysis; Definitions; Dislocated Workers; Education Work Relationship; Educational Attitudes; Educational Finance; Employer Attitudes; Employer Employee Relationship; Employment Practices; Human Capital; Human Resources; Job Layoff; Labor Force Development; Labor Turnover; Literature Reviews; Organizational Climate; Organizational Objectives; Postsecondary Education; Predictor Variables; Retraining; Skill Obsolescence; Social Capital; Statistical Analysis; Training Objectives; Work Environment + Suchen Sie Ihr Suchwort? Adulte education; Adult training; Erwachsenenbildung; Risikogruppe; Begriffsbestimmung; Arbeitsloser; Educational attitude; Bildungsverhalten; Erziehungseinstellung; Bildungsfonds; Arbeitgeberinteresse; Berufspraxis; Humankapital; Beurlaubung; Arbeitskräftebestand; Organisationsklima; Business goal; Unternehmensziel; Post-secondary education; Tertiäre Bildung; Prädiktor; Umschulung; Sozialkapital; Statistische Analyse; Training objectiv; Ausbildungsziel; Trainingsziel; Arbeitsmilieu
Abstract	The question of why some employers opt to lay off current workers and hire new workers with different skills while other employers retrain and retain their workers was examined. First, the literature on employer-provided training and the role of social capital in the workplace was reviewed. Next, data from a 1994 national employers survey of firms in the manufacturing sector with more than 100 employees (of the 4,633 eligible establishments contacted, 3,358 (73%) responded) were analyzed to test the following hypotheses: (1) retraining should be more common where employers use work systems that rely on social capital (strongly supported); (2) the incidence of retraining should be greater where fixed employment costs are greater (mixed support); (3) retraining should be greater where other employer-provided training is greater (rejected); and (4) employers who retrain at-risk employees do so as part of a general policy of progressive employment practices (not supported). The analysis established that retraining is driven by the goal of preserving the social capital among current employees that is generated by specific systems of work organization. The explanations that retraining is just an employee benefit driven by employer paternalism or is simply part of an overall strategy of investment in training were rejected. A variable correlation matrix is appended. (Contains 59 references.) (MN)
Anmerkungen	For full text: http://workforcesecurity.doleta.gov/nrc/pdf/capelli.pdf.
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01