| Working Paper |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| Aging Workforces and Challenges to Human Resource Management in German Firms |
0 |
0 |
0 |
617 |
0 |
1 |
4 |
2,312 |
| Alter und Produktivität: Betriebswirtschaftlich relevante Erkenntnisse der Alternsforschung im Überblick |
0 |
0 |
0 |
239 |
0 |
0 |
0 |
559 |
| Alternde Beschäftigte und betriebliche Produktivität: eine empirische Analyse |
0 |
0 |
0 |
131 |
0 |
0 |
1 |
274 |
| Altersbilder bei Personalverantwortlichen in (deutschen) Unternehmen |
0 |
0 |
0 |
156 |
0 |
0 |
1 |
486 |
| Another piece of the puzzle: Firms' investment in training as optimization of skills inventory |
0 |
0 |
0 |
60 |
0 |
0 |
0 |
133 |
| Apprentice pay in Britain, Germany and Switzerland: institutions, market forces, market power |
0 |
0 |
1 |
146 |
0 |
0 |
5 |
637 |
| Apprenticeship Training – What for? Investment in Human Capital or Substitute for Cheap Labour? |
1 |
1 |
16 |
449 |
2 |
2 |
23 |
1,235 |
| Apprenticeships |
0 |
0 |
6 |
56 |
0 |
1 |
12 |
85 |
| Arbeitsrechtliche Regulierungen und ihr Einfluss auf Unternehmensgründungen |
0 |
0 |
0 |
29 |
0 |
0 |
0 |
312 |
| Avoiding Labor Shortages by Employer Signaling - On the Importance of Good Work Climate and Labor Relations |
1 |
1 |
3 |
207 |
2 |
3 |
11 |
1,366 |
| Avoiding Labor Shortages by Employer Signaling - On the Importance of Good Work Climate and Labor Relations |
0 |
0 |
1 |
188 |
1 |
1 |
2 |
638 |
| Benefits of Apprenticeship Training and Recent Challenges - Empirical Results and Lessons from Switzerland and Germany |
0 |
0 |
2 |
115 |
0 |
0 |
7 |
249 |
| Berufliche Bildung als Innovationstreiber: Ein lange vernachlässigtes Forschungsfeld |
0 |
0 |
7 |
49 |
0 |
0 |
12 |
76 |
| Career Entry and Success After Tertiary Vocational Education |
0 |
1 |
4 |
127 |
0 |
2 |
13 |
382 |
| Class Size in Early Grades, Student Grit and Later School Outcomes |
0 |
1 |
1 |
56 |
0 |
2 |
5 |
149 |
| Combining knowledge stock and knowledge flow to generate superior incremental innovation performance - Evidence from Swiss manufacturing |
1 |
1 |
2 |
115 |
1 |
1 |
4 |
235 |
| Composition and Performance of Research Training Groups |
0 |
0 |
0 |
50 |
0 |
0 |
2 |
164 |
| Composition of junior research groups and PhD completion rate: disciplinary differences and policy implications |
0 |
0 |
0 |
4 |
1 |
1 |
3 |
22 |
| Corporate Ownership and Initial Training in Britain, Germany and Switzerland |
0 |
0 |
1 |
65 |
0 |
0 |
1 |
197 |
| Curriculum Updates in Vocational Education and Changes in Graduates' Skills and Wages |
4 |
9 |
35 |
96 |
6 |
15 |
68 |
162 |
| Die Wirkung des Betriebsverfassungsgesetzes am Beispiel der Freistellung von Betriebsräten – ein Beitrag zur Rechtstatsachenforschung |
0 |
0 |
0 |
69 |
0 |
0 |
1 |
580 |
| Differences between entrepreneurs and employees in their educational paths |
0 |
0 |
1 |
189 |
0 |
0 |
4 |
990 |
| Differences in Initial Training and Wages of Japanese Engineering and Retailing Companies - Who Pays for Higher Training Costs? |
0 |
1 |
1 |
38 |
0 |
1 |
1 |
152 |
| Different Degrees of Skill Obsolescence across Hard and Soft Skills and the Role of Lifelong Learning for Labor Market Outcomes |
0 |
0 |
3 |
12 |
0 |
0 |
7 |
13 |
| Different degrees of skill obsolescence across hard and soft skills and the role of lifelong learning for labor market outcomes |
0 |
1 |
11 |
99 |
3 |
8 |
33 |
187 |
| Discriminatory Social Attitudes and Varying Gender Pay Gaps within firms |
0 |
0 |
2 |
173 |
1 |
1 |
10 |
525 |
| Distinguishing Companies with Different Apprenticeship Training Motivations – Evidence from German Establishment Data |
0 |
0 |
0 |
116 |
0 |
1 |
4 |
619 |
| Do Preferences and Biases Predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
0 |
43 |
0 |
1 |
2 |
46 |
| Do Preferences and Biases Predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
0 |
32 |
0 |
3 |
3 |
70 |
| Do Preferences and Biases predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
0 |
103 |
0 |
0 |
3 |
138 |
| Do Preferences and Biases predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
0 |
21 |
0 |
0 |
0 |
45 |
| Does Ethnic Diversity in Schools Affect Occupational Choices? |
0 |
0 |
0 |
28 |
0 |
0 |
1 |
12 |
| Does Ethnic Diversity in Schools Affect Occupational Choices? |
2 |
4 |
14 |
99 |
2 |
5 |
23 |
100 |
| Does Updating Education Curricula Accelerate Technology Adoption in the Workplace? Evidence from Dual Vocational Education and Training Curricula in Switzerland |
0 |
0 |
0 |
15 |
0 |
2 |
4 |
13 |
| Does updating education curricula accelerate technology adoption in the workplace? Evidence from dual vocational education and training curricula in Switzerland |
0 |
1 |
5 |
124 |
0 |
3 |
12 |
235 |
| Dropping out and revising educational decisions: Evidence from vocational education |
0 |
0 |
2 |
171 |
1 |
4 |
8 |
523 |
| Duale Berufsbildung wird unterschaetzt. Akademiker starten nicht immer von der Poleposition |
0 |
0 |
0 |
57 |
0 |
0 |
1 |
101 |
| Earning While Learning: Labor Market Returns to Student Employment During Tertiary Education |
0 |
3 |
16 |
351 |
4 |
19 |
67 |
868 |
| Economic Crises and the Elderly |
0 |
0 |
0 |
57 |
0 |
0 |
1 |
169 |
| Education Expansion and High-Skill Job Opportunities for Workers: Does a Rising Tide Lift All Boats? |
0 |
0 |
0 |
18 |
0 |
0 |
2 |
8 |
| Education expansion and high-skill job opportunities for workers: Does a rising tide lift all boats? |
0 |
0 |
2 |
178 |
0 |
2 |
12 |
405 |
| Educational diversity and individual pay: The advantages of combining academic and VET graduates in the workplace |
0 |
0 |
3 |
87 |
0 |
2 |
7 |
385 |
| Effect of Workforce Age on Quantitative and Qualitative Organizational Performance: Conceptual Framework and Case Study Evidence |
0 |
0 |
0 |
142 |
0 |
1 |
3 |
438 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
0 |
41 |
0 |
1 |
1 |
164 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
1 |
72 |
0 |
0 |
2 |
339 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
0 |
28 |
0 |
0 |
0 |
155 |
| Effort Provision in Entrepreneurial Teams: Effects of Team Size, Free-Riding and Peer Pressure |
0 |
0 |
0 |
251 |
5 |
6 |
9 |
1,079 |
| Employment of R&D personnel after an educational supply shock: Effects of the introduction of Universities of Applied Sciences in Switzerland |
0 |
0 |
3 |
142 |
0 |
0 |
5 |
286 |
| Empowering refugees: The role of comprehensive training programs in labor market integration |
1 |
5 |
38 |
38 |
3 |
11 |
73 |
73 |
| Entrepreneurial Signaling: Success Factors for Innovative Start-Ups |
0 |
0 |
1 |
234 |
0 |
0 |
6 |
1,146 |
| Erfassung der Wirkung von Lehrerprofessionalitaet aus bildungsoekonomischer Perspektive |
0 |
0 |
0 |
125 |
0 |
1 |
2 |
421 |
| Familienfreundlichkeit im Mittelstand: Betriebliche Strategien zur besseren Vereinbarkeit von Beruf und Familie |
0 |
0 |
0 |
85 |
0 |
0 |
0 |
326 |
| Financial aspects of apprenticeship training in Germany, Great Britain an Switzerland / Finanzielle Aspekte der betrieblichen Ausbildung in Deutschland, Großbritannien und der Schweiz |
0 |
0 |
0 |
8 |
0 |
0 |
1 |
44 |
| Firms' knowledge acquisition during dual-track VET: Which sources are important for innovativeness? |
1 |
1 |
1 |
83 |
2 |
4 |
7 |
134 |
| Firms' method of pay and the retention of apprentices |
0 |
0 |
0 |
94 |
0 |
0 |
2 |
240 |
| Fix the Game, Not the Dame: Restoring Equity in Leadership Evaluations |
0 |
0 |
0 |
40 |
0 |
1 |
4 |
96 |
| Gender Norms, Occupational Choices, and the Innovation Gender Gap |
4 |
11 |
36 |
36 |
13 |
28 |
69 |
69 |
| Girls' preferences for STEM and the effects of classroom gender composition: new evidence from a natural experiment |
0 |
1 |
4 |
111 |
0 |
1 |
9 |
293 |
| Heterogeneous Returns to Education Over Wage Distribution: Who Profits the Most? |
0 |
0 |
1 |
159 |
0 |
0 |
4 |
404 |
| Heterogeneous effects of pupil-to-teacher ratio policies - A look at class size reduction and teacher aide |
2 |
2 |
3 |
167 |
2 |
5 |
6 |
471 |
| How Middle-Skilled Workers Adjust to Immigration: The Role of Occupational Skill Specificity |
0 |
0 |
0 |
32 |
0 |
0 |
1 |
10 |
| How Middle-Skilled Workers Adjust to Immigration: The Role of Occupational Skill Specificity |
0 |
1 |
15 |
247 |
0 |
4 |
62 |
411 |
| How Negative Labor Supply Shocks Affect Training in Firms: Lessons from Opening the Swiss-German Border |
0 |
0 |
3 |
20 |
0 |
0 |
5 |
17 |
| How do apprentices moderate the influence of organizational innovation on the technological innovation process? |
0 |
0 |
1 |
73 |
0 |
3 |
5 |
141 |
| How do companies adjust their organization to national institutions: evidence from matched-pair engineering companies |
0 |
0 |
1 |
100 |
0 |
0 |
7 |
293 |
| How firms' participation in apprenticeship training fosters knowledge diffusion and innovation |
0 |
0 |
0 |
270 |
0 |
1 |
6 |
887 |
| How negative labor supply shocks affect training in firms: Lessons from opening the Swiss-German border |
2 |
2 |
10 |
60 |
2 |
2 |
16 |
68 |
| IT Skills, Occupation Specificity and Job Separations |
0 |
2 |
3 |
111 |
1 |
4 |
9 |
237 |
| IT Skills, Occupation Specificity and Job Separations |
0 |
0 |
0 |
10 |
0 |
0 |
1 |
7 |
| IT skills in vocational training curricula and labour market outcomes |
0 |
1 |
7 |
135 |
0 |
1 |
7 |
309 |
| Incentives for Schools, Educational Signals and Labour Market Outcomes |
0 |
0 |
0 |
93 |
0 |
0 |
0 |
279 |
| Incentives for Schools, Educational Signals and Labour Market Outcomes |
0 |
0 |
0 |
58 |
0 |
1 |
3 |
256 |
| Innovation Effects and Knowledge Complementarities in a Diverse Research Landscape |
1 |
3 |
8 |
146 |
1 |
5 |
19 |
252 |
| Innovation Effects of Universities of Applied Sciences: an Assessment of Regional Heterogeneity |
0 |
0 |
6 |
230 |
1 |
2 |
9 |
377 |
| Insights into the Economic Benefits of VPET for Individuals: Theoretical and Empirical Results for Researchers and Practitioners |
2 |
2 |
3 |
31 |
2 |
3 |
8 |
66 |
| Karriereanreize für Wissenschaftler an Hochschulen im deutsch-amerikanischen Vergleich |
0 |
0 |
0 |
37 |
0 |
1 |
1 |
188 |
| Labour market transitions after layoffs: the role of occupational skills |
0 |
1 |
2 |
173 |
0 |
3 |
7 |
341 |
| Layers of co-existing innovation systems |
1 |
1 |
2 |
117 |
2 |
3 |
6 |
266 |
| Learning for a bonus: How financial incentives interact with preferences |
0 |
0 |
1 |
158 |
0 |
4 |
8 |
380 |
| Marijuana Consumption, Educational Outcomes and Labor Market Success: Evidence from Switzerland |
0 |
0 |
0 |
160 |
0 |
0 |
1 |
549 |
| Modernization of Vocational Training Curricula and Technology Adoption in Firms: A Descriptive Analysis with German Data |
1 |
1 |
1 |
66 |
1 |
1 |
4 |
138 |
| No Graduate Left Behind: Resource Configurations Enabling a Successful Labor Market Entry |
0 |
1 |
25 |
25 |
2 |
6 |
46 |
46 |
| Noncognitive Skills in Training Curricula and Nonlinear Wage Returns |
0 |
2 |
9 |
129 |
0 |
2 |
14 |
265 |
| OCCUPATIONAL STEREOTYPES AND GENDER-SPECIFIC JOB SATISFACTION |
1 |
1 |
2 |
163 |
1 |
1 |
3 |
828 |
| Occupational Mobility Within and Between Skill Clusters: An Empirical Analysis Based on the Skill-Weights Approach |
0 |
0 |
0 |
257 |
0 |
0 |
6 |
877 |
| Occupational Skills and the Evolution of Wages |
0 |
0 |
0 |
24 |
0 |
0 |
2 |
63 |
| Occupational Specificity: A new Measurement Based on Training Curricula and its Effect on Labor Market Outcomes |
1 |
2 |
7 |
202 |
1 |
2 |
9 |
442 |
| Occupational Tasks and Wage Inequality in Germany: A Decomposition Analysis |
0 |
0 |
2 |
21 |
0 |
0 |
5 |
32 |
| Occupational Tasks and Wage Inequality in West Germany: A Decomposition Analysis |
0 |
0 |
1 |
189 |
0 |
4 |
7 |
426 |
| On the explanation of horizontal, vertical and cross-sector R&D partnerships – evidence for the German industrial sector |
0 |
0 |
0 |
145 |
0 |
0 |
1 |
653 |
| Opening doors for immigrants: The importance of occupational and workplace-based cultural skills for successful labor market entry |
0 |
1 |
16 |
75 |
1 |
5 |
30 |
97 |
| Part-time work and employer-provided training: boon to women and bane to men? |
0 |
0 |
0 |
116 |
0 |
0 |
4 |
349 |
| Personnel Economics: An Economic Approach to Human Resources Management |
0 |
0 |
0 |
1,115 |
0 |
1 |
1 |
6,751 |
| Poaching and Firm-Sponsored Training |
1 |
1 |
3 |
132 |
2 |
2 |
8 |
326 |
| Poaching and firm-sponsored training: First clean evidence |
0 |
0 |
1 |
58 |
0 |
1 |
6 |
163 |
| Positive Effects of Ageing and Age-Diversity in Innovative Companies - Large Scale Evidence on Company Productivity |
4 |
8 |
22 |
410 |
6 |
12 |
49 |
904 |
| Premature Apprenticeship Terminations: An Economic Analysis |
0 |
0 |
4 |
173 |
0 |
0 |
18 |
520 |
| Probleme und Chancen lebenslangen Lernens aus betriebswirtschaftlicher Perspektive |
1 |
1 |
2 |
81 |
1 |
2 |
3 |
289 |
| Proxying Economic Activity with Daytime Satellite Imagery: Filling Data Gaps Across Time and Space |
0 |
1 |
4 |
198 |
0 |
3 |
24 |
383 |
| Proxying Economic Activity with Daytime Satellite Imagery: Filling Data Gaps across Time and Space |
0 |
0 |
0 |
27 |
0 |
1 |
1 |
21 |
| Regional Innovation Effects of Applied Research Institutions |
1 |
1 |
5 |
339 |
1 |
1 |
7 |
766 |
| Reverse Educational Spillovers at the Firm Level |
0 |
0 |
3 |
175 |
0 |
1 |
7 |
601 |
| Risk-Return Trade-Offs to Complete Educational Paths: Vocational, Academic and Mixed |
0 |
0 |
2 |
180 |
0 |
1 |
5 |
403 |
| Shooting for the Stars and Failing: College Dropout and Self-Esteem |
0 |
2 |
5 |
230 |
0 |
5 |
26 |
826 |
| Should I stay or should I go? - The Effect of Performance Pay on the Retention of Apprenticeship Graduates |
0 |
0 |
0 |
10 |
0 |
0 |
2 |
115 |
| Skill obsolescence, vintage effects and changing tasks |
0 |
2 |
2 |
84 |
0 |
4 |
5 |
358 |
| Social Attitudes on Gender Equality and Firms' Discriminatory Pay-Setting |
0 |
0 |
0 |
83 |
0 |
0 |
0 |
102 |
| Social Norms and Gendered Occupational Choices of Men and Women: Time to Turn the Tide? |
0 |
1 |
13 |
184 |
5 |
7 |
48 |
402 |
| Social Norms and Gendered Occupational Choices of Men and Women: Time to Turn the Tide? |
0 |
0 |
2 |
43 |
0 |
1 |
3 |
19 |
| Specificity of Occupational Training and Occupational Mobility: An Empirical Study Based on Lazear's Skill-Weights Approach |
0 |
0 |
1 |
344 |
0 |
1 |
5 |
828 |
| Tertiary Education Expansion and Regional Firm Development |
1 |
1 |
2 |
170 |
1 |
2 |
4 |
298 |
| The Contribution of Vocational Education and Training to Innovation and Growth |
0 |
0 |
12 |
113 |
2 |
4 |
38 |
235 |
| The Development of Non-Cognitive Skills in Adolescence |
0 |
0 |
2 |
100 |
0 |
1 |
11 |
274 |
| The Effect of Postsecondary Educational Institutions on Local Economies: A Bird's-Eye View |
0 |
0 |
16 |
43 |
1 |
4 |
39 |
88 |
| The Effect of Postsecondary Educational Institutions on Local Economies: A Bird's-Eye View |
0 |
0 |
0 |
0 |
0 |
1 |
7 |
7 |
| The Effect of Postsecondary Educational Institutions on Local Economies: A Bird’s-Eye View |
0 |
0 |
2 |
2 |
0 |
2 |
12 |
12 |
| The Impact of Skills, Working Time Allocation and Peer Effects on the Entrepreneurial Intentions of Scientists |
0 |
0 |
0 |
106 |
0 |
0 |
2 |
211 |
| The Impact of Workforce Age Heterogeneity on Company Productivity |
0 |
1 |
4 |
719 |
0 |
4 |
13 |
2,421 |
| The Performance of German Research Training Groups in Different Disciplinary Fields: An Empirical Assessment |
0 |
0 |
0 |
64 |
0 |
0 |
0 |
291 |
| The Puzzle of Non-Participation in Continuing Training – An Empirical Study of Permanent vs. Occasional Non-Participation |
0 |
0 |
1 |
82 |
0 |
0 |
2 |
372 |
| The Puzzle of Non-Participation in Continuing Training – An Empirical Study of Permanent vs. Occasional Non-Participation |
0 |
0 |
0 |
122 |
0 |
2 |
2 |
371 |
| The Relative Importance of Personal Characteristics for the Hiring of Young Workers |
0 |
0 |
0 |
141 |
1 |
3 |
10 |
477 |
| The Relative Importance of Type of Education and Subject Area: Empirical Evidence for Educational Decisions |
0 |
0 |
3 |
134 |
0 |
1 |
6 |
263 |
| The Role of Fields of Study for the Effects of Higher Education Institutions on Regional Firm Location |
0 |
0 |
3 |
76 |
0 |
1 |
6 |
96 |
| The Role of Occupational Skill Sets in the Digital Transformation: How IT Progress Shapes Returns to Specialization and Social Skills |
0 |
1 |
9 |
92 |
0 |
2 |
29 |
167 |
| The Skill-Weights Approach on Firm Specific Human Capital: Empirical Results for Germany |
0 |
0 |
0 |
236 |
1 |
2 |
2 |
685 |
| The Swiss Leading House on Economics of Education, Firm Behaviour and Training Policies |
0 |
0 |
2 |
114 |
0 |
0 |
5 |
467 |
| The Value of Specific Skills under Shock: High Risks and High Returns |
0 |
0 |
3 |
140 |
3 |
5 |
12 |
263 |
| The determinants of strategic partnerships in research and development (R&D) - a regional comparison among the German federal states |
0 |
0 |
0 |
58 |
0 |
1 |
1 |
220 |
| Time - Even More Costly Than Money: Training Costs of Workers and Firms |
0 |
1 |
3 |
146 |
2 |
3 |
7 |
591 |
| Training Participation of a Firm's Aging Workforce |
0 |
1 |
1 |
92 |
0 |
4 |
5 |
238 |
| Training Participation of an Aging Workforce in an Internal Labor Market |
0 |
0 |
0 |
56 |
0 |
0 |
1 |
194 |
| Training Participation of an Aging Workforce in an Internal Labor Market |
0 |
0 |
0 |
23 |
0 |
0 |
0 |
133 |
| Unpacking Financial Literacy in Switzerland: Demographic Heterogeneity, Self-Perception Gaps, and Financial Fragility |
1 |
6 |
38 |
38 |
8 |
19 |
69 |
69 |
| Using expatriates for adapting subsidiaries' employment modes to different market economies: a comparative analysis of US subsidiaries in Germany, the UK and Switzerland |
0 |
0 |
0 |
11 |
1 |
3 |
5 |
60 |
| What Behavioural Economics Teaches Personnel Economics |
0 |
1 |
2 |
519 |
2 |
3 |
5 |
1,344 |
| What Triggers the Establishment of a Works Council? |
0 |
0 |
0 |
89 |
0 |
0 |
1 |
289 |
| What Works for Women Does Not Work for Men: A Large Field Experiment on Countering Gendered Occupational Choices |
0 |
0 |
10 |
67 |
0 |
0 |
21 |
105 |
| When Does Regulation Bite? Co-Determination and the Nature of Employment Relations |
0 |
0 |
0 |
46 |
0 |
1 |
1 |
195 |
| When a Door Closes, a Window Opens? Long-term Labor Market Effects of Involuntary Separations |
0 |
0 |
0 |
182 |
0 |
1 |
2 |
601 |
| Who chooses to become an entrepreneur? The Jacks-of-all-Trades in Social and Human Capital |
0 |
0 |
1 |
260 |
0 |
1 |
4 |
705 |
| Works Councils and Learning: On the Dynamic Dimension of Codetermination |
0 |
0 |
0 |
5 |
0 |
0 |
2 |
56 |
| Works Councils and Learning: On the Dynamic Dimension of Codetermination |
0 |
0 |
3 |
91 |
0 |
0 |
4 |
331 |
| You get what you 'pay' for: Academic attention, career incentives and changes in publication portfolios of business and economics researchers |
0 |
0 |
2 |
72 |
0 |
0 |
4 |
228 |
| Zur Logik betrieblicher Qualifizierungsstrategien im internationalen Vergleich |
0 |
0 |
0 |
102 |
0 |
0 |
0 |
271 |
| Ökonomische Analyse von Incentive-Reisen |
0 |
0 |
2 |
317 |
0 |
2 |
12 |
837 |
| Total Working Papers |
35 |
94 |
542 |
19,058 |
101 |
313 |
1,457 |
58,827 |
| Journal Article |
File Downloads |
Abstract Views |
| Last month |
3 months |
12 months |
Total |
Last month |
3 months |
12 months |
Total |
| Apprenticeship training: for investment or substitution? |
0 |
0 |
7 |
239 |
2 |
2 |
18 |
492 |
| Avoiding Labor Shortages by Employer Signaling: On the Importance of Good Work Climate and Labor Relations |
2 |
3 |
8 |
99 |
3 |
5 |
12 |
367 |
| Berufliche Bildung als Innovationstreiber: Ein lange vernachlässigtes Forschungsfeld |
0 |
0 |
2 |
4 |
0 |
0 |
6 |
14 |
| Book reviews |
0 |
0 |
0 |
5 |
0 |
0 |
0 |
178 |
| Combining knowledge stock and knowledge flow to generate superior incremental innovation performance — Evidence from Swiss manufacturing |
1 |
1 |
3 |
11 |
2 |
3 |
15 |
68 |
| Die Wirkung des Betriebsverfassungsgesetzes am Beispiel der Freistellung von Betriebsräten – ein Beitrag zur Rechtstatsachenforschung / The Effect of the Works Council Act on Paid Leave of Absence of Works Councillors |
0 |
0 |
0 |
4 |
0 |
0 |
1 |
68 |
| Discriminatory Social Attitudes and Varying Gender Pay Gaps within Firms |
0 |
0 |
1 |
46 |
0 |
0 |
1 |
128 |
| Discussion of “Quantitative and Qualitative Rankings of Scholars”: Rankings upon Rankings – and no End in Sight – |
0 |
0 |
0 |
6 |
0 |
2 |
2 |
22 |
| Do Research Training Groups Operate at Optimal Size? |
0 |
0 |
0 |
8 |
0 |
0 |
0 |
52 |
| Do preferences and biases predict life outcomes? Evidence from education and labor market entry decisions |
0 |
0 |
0 |
6 |
1 |
3 |
5 |
37 |
| Does updating education curricula accelerate technology adoption in the workplace? Evidence from dual vocational education and training curricula in Switzerland |
0 |
0 |
2 |
3 |
4 |
6 |
12 |
13 |
| Earning While Learning: When and How Student Employment is Beneficial |
0 |
1 |
5 |
72 |
0 |
3 |
12 |
320 |
| Education expansion and high-skill job opportunities for workers: Does a rising tide lift all boats? |
0 |
0 |
2 |
3 |
0 |
1 |
6 |
14 |
| Embeddedness and the repatriation intention of assigned and self-initiated expatriates |
0 |
0 |
2 |
4 |
0 |
0 |
4 |
18 |
| Employment of R&D personnel after an educational supply shock: Effects of the introduction of Universities of Applied Sciences in Switzerland |
0 |
0 |
0 |
9 |
1 |
3 |
7 |
45 |
| Entrepreneurial Signaling via Education: A Success Factor in Innovative Start-Ups |
0 |
1 |
4 |
143 |
1 |
2 |
11 |
464 |
| Firms’ method of pay and the retention of apprentices |
0 |
0 |
1 |
6 |
0 |
1 |
4 |
32 |
| Fix the Game, Not the Dame: Restoring Equity in Leadership Evaluations |
0 |
0 |
0 |
12 |
0 |
0 |
3 |
93 |
| Girls’ preferences for STEM and the effects of classroom gender composition: New evidence from a natural experiment |
0 |
1 |
2 |
13 |
0 |
1 |
6 |
54 |
| Heterogeneous returns to education over the wage distribution: Who profits the most? |
0 |
0 |
4 |
45 |
1 |
2 |
15 |
166 |
| How firms’ participation in apprenticeship training fosters knowledge diffusion and innovation |
0 |
0 |
0 |
19 |
0 |
1 |
5 |
78 |
| Human resource management and radical innovation: a fuzzy-set QCA of US multinationals in Germany, Switzerland, and the UK |
0 |
0 |
0 |
12 |
0 |
0 |
1 |
112 |
| IT skills, occupation specificity and job separations |
0 |
0 |
0 |
4 |
1 |
2 |
4 |
15 |
| Innovation effects of universities of applied sciences: an assessment of regional heterogeneity |
0 |
0 |
0 |
1 |
1 |
1 |
2 |
12 |
| Labour market transitions after layoffs: the role of occupational skills |
0 |
1 |
2 |
6 |
0 |
2 |
8 |
18 |
| Layers of co-existing innovation systems |
0 |
0 |
0 |
19 |
1 |
4 |
5 |
113 |
| Learning for a bonus: How financial incentives interact with preferences |
0 |
0 |
0 |
29 |
0 |
0 |
0 |
149 |
| Noncognitive skills in training curricula and nonlinear wage returns |
0 |
0 |
2 |
6 |
0 |
1 |
6 |
15 |
| Occupational Stereotypes and Gender-Specific Job Satisfaction |
0 |
0 |
1 |
10 |
0 |
1 |
4 |
79 |
| Occupational specificity: A new measurement based on training curricula and its effect on labor market outcomes |
0 |
0 |
0 |
41 |
0 |
1 |
7 |
146 |
| Occupational tasks and wage inequality in West Germany: A decomposition analysis |
0 |
0 |
1 |
7 |
1 |
1 |
5 |
24 |
| On the explanation of horizontal, vertical and cross-sector R&D partnerships – evidence for the German industrial sector |
0 |
0 |
0 |
0 |
0 |
0 |
2 |
13 |
| Part-Time Employment—Boon to Women but Bane to Men? New Insights on Employer-Provided Training |
0 |
0 |
0 |
11 |
0 |
0 |
3 |
70 |
| Personnel Economics: An Economic Approach to Human Resource Management |
0 |
0 |
0 |
321 |
0 |
0 |
2 |
1,016 |
| Personnel Economics: An Economic Approach to Human Resource Management |
0 |
0 |
0 |
6 |
0 |
2 |
3 |
31 |
| Poaching and Firm‐Sponsored Training |
0 |
0 |
4 |
10 |
0 |
0 |
10 |
69 |
| Publikationsindikatoren und die Stabilität wirtschaftswissenschaftlicher Zeitschriftenrankings |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
| Regional innovation effects of applied research institutions |
1 |
1 |
5 |
14 |
2 |
3 |
15 |
51 |
| Reverse educational spillovers at the firm level |
0 |
0 |
2 |
2 |
0 |
0 |
3 |
4 |
| Risk‐return trade‐offs to different educational paths: vocational, academic and mixed |
0 |
0 |
0 |
37 |
0 |
0 |
2 |
137 |
| Skill Obsolescence, Vintage Effects and Changing Tasks |
0 |
0 |
0 |
0 |
0 |
3 |
8 |
259 |
| Social Capital and the Willingness to Become Self-Employed |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
| Specificity of occupational training and occupational mobility: an empirical study based on Lazear’s skill-weights approach |
0 |
1 |
3 |
68 |
0 |
2 |
7 |
245 |
| Staying Within or Leaving the Apprenticeship System? Revisions of Educational Choices in Apprenticeship Training |
0 |
0 |
2 |
37 |
0 |
0 |
3 |
158 |
| Steuerliche Forschungsförderung: Wichtiger Impuls für FuE-Aktivitäten oder zu wenig zielgerichtet? |
0 |
0 |
0 |
13 |
0 |
0 |
2 |
58 |
| Tertiary education expansion and regional firm development |
0 |
0 |
1 |
3 |
1 |
2 |
4 |
12 |
| The Opportunity Costs of Becoming a Dean: Does Leadership in Academia Crowd Out Research? |
0 |
0 |
0 |
12 |
0 |
1 |
1 |
98 |
| The development of non-cognitive skills in adolescence |
0 |
0 |
3 |
25 |
0 |
2 |
10 |
106 |
| The disposition to become an entrepreneur and the jacks-of-all-trades in social and human capital |
1 |
2 |
3 |
242 |
2 |
6 |
12 |
2,529 |
| The effectiveness of codetermination laws in cooperative and adversarial employment relations: When does regulation have bite? |
0 |
1 |
2 |
2 |
0 |
1 |
2 |
2 |
| The impact of labour market regulations on (potential) entrepreneurs: the case of Germany |
0 |
0 |
0 |
3 |
0 |
1 |
1 |
7 |
| The impact of skills, working time allocation and peer effects on the entrepreneurial intentions of scientists |
0 |
0 |
2 |
19 |
0 |
2 |
9 |
108 |
| The puzzle of non-participation in continuing training: an empirical study of chronic vs. temporary non-participation |
0 |
0 |
2 |
3 |
0 |
0 |
2 |
5 |
| The relative importance of type of education and subject area: empirical evidence for educational decisions |
0 |
0 |
1 |
1 |
1 |
2 |
4 |
4 |
| The role of fields of study for the effects of higher education institutions on regional firm location |
0 |
0 |
2 |
3 |
1 |
2 |
8 |
9 |
| The role of occupational skill sets in the digital transformation: how IT progress shapes returns to specialization and social skills |
0 |
0 |
2 |
2 |
0 |
3 |
6 |
7 |
| The value of specific skills under shock: High risks and high returns |
0 |
0 |
3 |
9 |
0 |
1 |
6 |
27 |
| Time to Go? (Inter)National Mobility and Appointment Success of Young Academics |
0 |
0 |
0 |
11 |
1 |
1 |
3 |
64 |
| What triggers the establishment of a works council? |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
| When a Door Closes, a Window Opens? Long-Term Labor Market Effects of Involuntary Separations |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
11 |
| When a Door Closes, a Window Opens? Long-Term Labor Market Effects of Involuntary Separations |
0 |
0 |
0 |
8 |
0 |
0 |
0 |
40 |
| Works Councils and Learning: On the Dynamic Dimension of Codetermination |
0 |
0 |
3 |
15 |
0 |
0 |
5 |
89 |
| Works Councils: Barriers or Boosts for the Competitiveness of German Firms? |
0 |
0 |
0 |
9 |
0 |
0 |
1 |
36 |
| You get what you ‘pay’ for: academic attention, career incentives and changes in publication portfolios of business and economics researchers |
0 |
0 |
0 |
4 |
0 |
2 |
5 |
43 |
| „Ein Studium ist nicht per se besser als eine Berufsausbildung“: Ein Gespräch mit Uschi Backes-Gellner über Anreize in Unternehmen und Hochschule, das duale System und die legitimen Ansprüche der Gesellschaft gegenüber der Wissenschaft |
0 |
0 |
0 |
3 |
0 |
0 |
3 |
30 |
| Total Journal Articles |
5 |
13 |
89 |
1,785 |
27 |
84 |
329 |
8,745 |
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