| 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 |
4 |
612 |
2 |
3 |
15 |
2,295 |
| Alter und Produktivität: Betriebswirtschaftlich relevante Erkenntnisse der Alternsforschung im Überblick |
0 |
0 |
0 |
237 |
0 |
0 |
2 |
554 |
| Alternde Beschäftigte und betriebliche Produktivität: eine empirische Analyse |
0 |
0 |
2 |
130 |
0 |
0 |
3 |
270 |
| Altersbilder bei Personalverantwortlichen in (deutschen) Unternehmen |
0 |
0 |
0 |
155 |
0 |
0 |
9 |
483 |
| Another piece of the puzzle: Firms' investment in training as optimization of skills inventory |
0 |
0 |
1 |
60 |
0 |
0 |
3 |
129 |
| Apprentice pay in Britain, Germany and Switzerland: institutions, market forces, market power |
0 |
0 |
1 |
144 |
1 |
2 |
15 |
625 |
| Apprenticeship Training – What for? Investment in Human Capital or Substitute for Cheap Labour? |
0 |
1 |
4 |
419 |
0 |
3 |
12 |
1,185 |
| Apprenticeships |
6 |
21 |
21 |
21 |
6 |
23 |
23 |
23 |
| Arbeitsrechtliche Regulierungen und ihr Einfluss auf Unternehmensgründungen |
0 |
0 |
0 |
29 |
0 |
0 |
1 |
310 |
| Avoiding Labor Shortages by Employer Signaling - On the Importance of Good Work Climate and Labor Relations |
0 |
1 |
5 |
198 |
1 |
5 |
40 |
1,321 |
| Avoiding Labor Shortages by Employer Signaling - On the Importance of Good Work Climate and Labor Relations |
0 |
1 |
5 |
183 |
3 |
9 |
34 |
585 |
| Benefits of Apprenticeship Training and Recent Challenges - Empirical Results and Lessons from Switzerland and Germany |
0 |
0 |
6 |
106 |
0 |
3 |
23 |
225 |
| Career Entry and Success After Tertiary Vocational Education |
0 |
1 |
4 |
120 |
1 |
4 |
12 |
358 |
| Class Size in Early Grades, Student Grit and Later School Outcomes |
0 |
1 |
2 |
55 |
0 |
1 |
20 |
141 |
| Combining knowledge stock and knowledge flow to generate superior incremental innovation performance - Evidence from Swiss manufacturing |
0 |
0 |
1 |
111 |
1 |
1 |
3 |
215 |
| Composition and Performance of Research Training Groups |
0 |
0 |
0 |
50 |
0 |
0 |
1 |
160 |
| Composition of junior research groups and PhD completion rate: disciplinary differences and policy implications |
0 |
0 |
1 |
4 |
0 |
0 |
3 |
16 |
| Corporate Ownership and Initial Training in Britain, Germany and Switzerland |
1 |
1 |
1 |
64 |
1 |
1 |
4 |
193 |
| Die Wirkung des Betriebsverfassungsgesetzes am Beispiel der Freistellung von Betriebsräten – ein Beitrag zur Rechtstatsachenforschung |
0 |
0 |
0 |
69 |
0 |
0 |
0 |
576 |
| Differences between entrepreneurs and employees in their educational paths |
0 |
0 |
1 |
185 |
1 |
1 |
2 |
979 |
| Differences in Initial Training and Wages of Japanese Engineering and Retailing Companies - Who Pays for Higher Training Costs? |
0 |
0 |
0 |
37 |
1 |
1 |
6 |
143 |
| Different Types of IT Skills in Occupational Training Curricula and Labor Market Outcomes |
0 |
5 |
16 |
101 |
5 |
14 |
44 |
249 |
| Differing roles of lifelong learning: Hedging against unemployment risks from skill obsolescence or boosting upward career mobility? |
1 |
5 |
59 |
59 |
2 |
9 |
97 |
97 |
| Discriminatory Social Attitudes and Varying Gender Pay Gaps within firms |
1 |
1 |
7 |
163 |
1 |
1 |
14 |
493 |
| Distinguishing Companies with Different Apprenticeship Training Motivations – Evidence from German Establishment Data |
0 |
0 |
1 |
112 |
0 |
0 |
8 |
604 |
| Do Preferences and Biases Predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
3 |
21 |
0 |
0 |
5 |
52 |
| Do Preferences and Biases Predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
0 |
43 |
0 |
0 |
2 |
43 |
| Do Preferences and Biases predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
6 |
99 |
0 |
0 |
10 |
128 |
| Do Preferences and Biases predict Life Outcomes? Evidence from Education and Labor Market Entry Decisions |
0 |
0 |
0 |
21 |
0 |
1 |
4 |
43 |
| Dropping out and revising educational decisions: Evidence from vocational education |
2 |
2 |
3 |
166 |
2 |
6 |
15 |
489 |
| Duale Berufsbildung wird unterschaetzt. Akademiker starten nicht immer von der Poleposition |
0 |
0 |
1 |
57 |
0 |
0 |
2 |
99 |
| Earning While Learning: Labor Market Returns to Student Employment During Tertiary Education |
2 |
5 |
13 |
281 |
2 |
7 |
40 |
669 |
| Economic Crises and the Elderly |
0 |
0 |
1 |
56 |
0 |
0 |
2 |
162 |
| Educational diversity and individual pay: The advantages of combining academic and VET graduates in the workplace |
0 |
0 |
1 |
82 |
0 |
0 |
12 |
365 |
| Effect of Workforce Age on Quantitative and Qualitative Organizational Performance: Conceptual Framework and Case Study Evidence |
0 |
0 |
1 |
137 |
0 |
0 |
4 |
423 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
0 |
41 |
0 |
1 |
7 |
159 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
1 |
28 |
0 |
1 |
4 |
148 |
| Effects of Training on Employee Suggestions and Promotions in an Internal Labor Market |
0 |
0 |
0 |
68 |
0 |
0 |
2 |
329 |
| Effort Provision in Entrepreneurial Teams: Effects of Team Size, Free-Riding and Peer Pressure |
0 |
0 |
1 |
246 |
0 |
0 |
7 |
1,062 |
| Employment of R&D personnel after an educational supply shock: Effects of the introduction of Universities of Applied Sciences in Switzerland |
0 |
0 |
2 |
126 |
0 |
1 |
10 |
263 |
| Entrepreneurial Signaling: Success Factors for Innovative Start-Ups |
0 |
0 |
1 |
225 |
1 |
4 |
10 |
1,118 |
| Erfassung der Wirkung von Lehrerprofessionalitaet aus bildungsoekonomischer Perspektive |
0 |
0 |
0 |
125 |
0 |
0 |
0 |
417 |
| Familienfreundlichkeit im Mittelstand: Betriebliche Strategien zur besseren Vereinbarkeit von Beruf und Familie |
0 |
0 |
1 |
85 |
0 |
0 |
6 |
324 |
| 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 |
7 |
0 |
1 |
1 |
41 |
| Firms' knowledge acquisition during dual-track VET: Which sources are important for innovativeness? |
0 |
0 |
5 |
82 |
0 |
0 |
9 |
123 |
| Firms' method of pay and the retention of apprentices |
0 |
0 |
5 |
92 |
1 |
1 |
12 |
220 |
| Fix the Game, Not the Dame: Restoring Equity in Leadership Evaluations |
0 |
0 |
0 |
40 |
0 |
0 |
1 |
85 |
| Girls' preferences for STEM and the effects of classroom gender composition: new evidence from a natural experiment |
1 |
1 |
1 |
100 |
3 |
6 |
40 |
257 |
| Heterogeneous Returns to Education Over Wage Distribution: Who Profits the Most? |
0 |
1 |
2 |
155 |
0 |
1 |
9 |
389 |
| Heterogeneous effects of pupil-to-teacher ratio policies - A look at class size reduction and teacher aide |
0 |
1 |
1 |
155 |
1 |
4 |
9 |
449 |
| How IT Progress affects Returns to Specialization and Social Skills |
3 |
14 |
39 |
39 |
7 |
27 |
49 |
49 |
| How Middle-Skilled Workers Adjust to Immigration: The Role of Occupational Skill Specificity |
3 |
27 |
37 |
37 |
5 |
31 |
40 |
40 |
| How do apprentices moderate the influence of organizational innovation on the technological innovation process? |
0 |
1 |
7 |
67 |
1 |
2 |
11 |
125 |
| How do companies adjust their organization to national institutions: evidence from matched-pair engineering companies |
0 |
0 |
3 |
95 |
0 |
0 |
10 |
273 |
| How firms' participation in apprenticeship training fosters knowledge diffusion and innovation |
0 |
2 |
5 |
264 |
0 |
5 |
19 |
862 |
| IT Skills, Occupation Specificity and Job Separations |
3 |
11 |
40 |
79 |
8 |
20 |
90 |
163 |
| Incentives for Schools, Educational Signals and Labour Market Outcomes |
0 |
0 |
0 |
58 |
0 |
0 |
2 |
250 |
| Incentives for Schools, Educational Signals and Labour Market Outcomes |
1 |
1 |
1 |
93 |
2 |
3 |
4 |
279 |
| Innovation Effects and Knowledge Complementarities in a Diverse Research Landscape |
2 |
5 |
27 |
113 |
5 |
11 |
46 |
181 |
| Innovation Effects of Universities of Applied Sciences: an Assessment of Regional Heterogeneity |
1 |
2 |
19 |
202 |
1 |
3 |
50 |
327 |
| Insights into the Economic Benefits of VPET for Individuals: Theoretical and Empirical Results for Researchers and Practitioners |
0 |
1 |
8 |
21 |
0 |
2 |
17 |
43 |
| Karriereanreize für Wissenschaftler an Hochschulen im deutsch-amerikanischen Vergleich |
0 |
0 |
0 |
37 |
0 |
1 |
1 |
184 |
| Labour market transitions after layoffs: the role of occupational skills |
0 |
0 |
1 |
169 |
0 |
0 |
4 |
317 |
| Layers of co-existing innovation systems |
0 |
0 |
0 |
112 |
1 |
4 |
16 |
247 |
| Learning for a bonus: How financial incentives interact with preferences |
0 |
1 |
3 |
154 |
1 |
3 |
10 |
362 |
| Marijuana Consumption, Educational Outcomes and Labor Market Success: Evidence from Switzerland |
0 |
0 |
0 |
160 |
0 |
0 |
4 |
545 |
| Modernization of Vocational Training Curricula and Technology Adoption in Firms: A Descriptive Analysis with German Data |
1 |
1 |
5 |
57 |
1 |
1 |
7 |
116 |
| Non-Cognitive Skills in Training Curricula and Heterogeneous Wage Returns |
1 |
3 |
30 |
81 |
3 |
7 |
74 |
152 |
| OCCUPATIONAL STEREOTYPES AND GENDER-SPECIFIC JOB SATISFACTION |
0 |
0 |
2 |
160 |
0 |
2 |
7 |
816 |
| Occupational Mobility Within and Between Skill Clusters: An Empirical Analysis Based on the Skill-Weights Approach |
0 |
0 |
1 |
255 |
0 |
3 |
24 |
832 |
| Occupational Skills and the Evolution of Wages |
0 |
0 |
0 |
23 |
0 |
0 |
1 |
57 |
| Occupational Specificity: A new Measurement Based on Training Curricula and its Effect on Labor Market Outcomes |
0 |
0 |
5 |
182 |
1 |
1 |
15 |
391 |
| Occupational Tasks and Wage Inequality in West Germany: A Decomposition Analysis |
1 |
2 |
3 |
168 |
1 |
2 |
13 |
363 |
| On the explanation of horizontal, vertical and cross-sector R&D partnerships – evidence for the German industrial sector |
0 |
0 |
1 |
145 |
0 |
1 |
7 |
647 |
| Part-time work and employer-provided training: boon to women and bane to men? |
0 |
0 |
1 |
112 |
0 |
0 |
6 |
334 |
| Personnel Economics: An Economic Approach to Human Resources Management |
0 |
0 |
3 |
1,112 |
2 |
10 |
41 |
6,731 |
| Poaching and Firm-Sponsored Training |
0 |
0 |
0 |
124 |
0 |
1 |
7 |
307 |
| Poaching and firm-sponsored training: First clean evidence |
0 |
0 |
2 |
54 |
0 |
2 |
11 |
145 |
| Positive Effects of Ageing and Age-Diversity in Innovative Companies - Large Scale Evidence on Company Productivity |
1 |
3 |
18 |
359 |
5 |
11 |
62 |
785 |
| Premature Apprenticeship Terminations: An Economic Analysis |
0 |
1 |
6 |
164 |
0 |
4 |
21 |
490 |
| Probleme und Chancen lebenslangen Lernens aus betriebswirtschaftlicher Perspektive |
0 |
0 |
1 |
79 |
0 |
0 |
1 |
285 |
| Proxying Economic Activity with Daytime Satellite Imagery: Filling Data Gaps Across Time and Space |
2 |
11 |
45 |
173 |
4 |
23 |
99 |
294 |
| Regional Innovation Effects of Applied Research Institutions |
0 |
2 |
9 |
326 |
0 |
3 |
23 |
742 |
| Reverse Educational Spillovers at the Firm Level |
0 |
1 |
1 |
168 |
0 |
2 |
4 |
585 |
| Risk-Return Trade-Offs to Complete Educational Paths: Vocational, Academic and Mixed |
0 |
1 |
4 |
175 |
0 |
1 |
5 |
393 |
| Shooting for the Stars and Failing: College Dropout and Self-Esteem |
0 |
2 |
14 |
206 |
2 |
13 |
68 |
651 |
| Should I stay or should I go? - The Effect of Performance Pay on the Retention of Apprenticeship Graduates |
0 |
0 |
0 |
10 |
0 |
1 |
6 |
106 |
| Skill obsolescence, vintage effects and changing tasks |
0 |
0 |
0 |
77 |
1 |
2 |
8 |
346 |
| Social Attitudes on Gender Equality and Firms' Discriminatory Pay-Setting |
0 |
0 |
0 |
83 |
0 |
1 |
2 |
100 |
| Social Norms and Gender-Typical Occupational Choices |
3 |
12 |
51 |
120 |
5 |
20 |
113 |
204 |
| Specificity of Occupational Training and Occupational Mobility: An Empirical Study Based on Lazear's Skill-Weights Approach |
0 |
0 |
2 |
337 |
1 |
3 |
12 |
812 |
| Tertiary Education Expansion and Regional Firm Development |
2 |
6 |
27 |
156 |
4 |
8 |
56 |
272 |
| Tertiary education expansion and task demand: Does a rising tide lift all boats? |
4 |
6 |
24 |
149 |
8 |
15 |
62 |
337 |
| The Contribution of Vocational Education and Training to Innovation and Growth |
1 |
8 |
18 |
62 |
1 |
11 |
31 |
118 |
| The Development of Non-Cognitive Skills in Adolescence |
0 |
1 |
5 |
90 |
0 |
1 |
9 |
247 |
| The Heterogeneous Impacts of Higher Education Institutions on Regional Firm Location: Evidence from the Swiss Universities of Applied Sciences |
3 |
7 |
51 |
51 |
3 |
11 |
54 |
54 |
| The Impact of Skills, Working Time Allocation and Peer Effects on the Entrepreneurial Intentions of Scientists |
0 |
0 |
1 |
105 |
0 |
0 |
7 |
205 |
| The Impact of Workforce Age Heterogeneity on Company Productivity |
1 |
1 |
10 |
701 |
4 |
6 |
32 |
2,372 |
| The Performance of German Research Training Groups in Different Disciplinary Fields: An Empirical Assessment |
0 |
0 |
0 |
63 |
0 |
0 |
4 |
290 |
| The Puzzle of Non-Participation in Continuing Training – An Empirical Study of Permanent vs. Occasional Non-Participation |
0 |
0 |
0 |
81 |
0 |
0 |
8 |
369 |
| The Puzzle of Non-Participation in Continuing Training – An Empirical Study of Permanent vs. Occasional Non-Participation |
0 |
0 |
0 |
120 |
0 |
1 |
4 |
363 |
| The Relative Importance of Personal Characteristics for the Hiring of Young Workers |
0 |
2 |
7 |
131 |
2 |
17 |
96 |
395 |
| The Relative Importance of Type of Education and Subject Area: Empirical Evidence for Educational Decisions |
0 |
2 |
4 |
128 |
0 |
2 |
5 |
247 |
| The Skill-Weights Approach on Firm Specific Human Capital: Empirical Results for Germany |
0 |
0 |
0 |
233 |
1 |
1 |
9 |
674 |
| The Swiss Leading House on Economics of Education, Firm Behaviour and Training Policies |
0 |
0 |
1 |
111 |
0 |
1 |
9 |
457 |
| The Value of Specific Skills under Shock: High Risks and High Returns |
0 |
4 |
28 |
125 |
2 |
8 |
62 |
221 |
| The determinants of strategic partnerships in research and development (R&D) - a regional comparison among the German federal states |
0 |
0 |
0 |
57 |
0 |
0 |
0 |
217 |
| Time - Even More Costly Than Money: Training Costs of Workers and Firms |
0 |
0 |
3 |
138 |
0 |
0 |
8 |
572 |
| Training Participation of a Firm's Aging Workforce |
0 |
0 |
0 |
90 |
0 |
0 |
4 |
231 |
| Training Participation of an Aging Workforce in an Internal Labor Market |
0 |
0 |
0 |
55 |
1 |
2 |
5 |
188 |
| Training Participation of an Aging Workforce in an Internal Labor Market |
0 |
0 |
0 |
23 |
0 |
0 |
2 |
129 |
| Updated education curricula and accelerated technology diffusion in the workplace: Micro-evidence on the race between education and technology |
1 |
5 |
18 |
96 |
1 |
10 |
54 |
182 |
| 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 |
7 |
9 |
1 |
2 |
30 |
49 |
| What Behavioural Economics Teaches Personnel Economics |
0 |
0 |
2 |
513 |
0 |
2 |
16 |
1,331 |
| What Triggers the Establishment of a Works Council? |
0 |
0 |
0 |
89 |
0 |
1 |
4 |
285 |
| When Does Regulation Bite? Co-Determination and the Nature of Employment Relations |
0 |
0 |
0 |
46 |
0 |
0 |
3 |
194 |
| When a Door Closes, a Window Opens? Long-term Labor Market Effects of Involuntary Separations |
1 |
1 |
2 |
181 |
1 |
1 |
11 |
589 |
| Who chooses to become an entrepreneur? The Jacks-of-all-Trades in Social and Human Capital |
0 |
0 |
2 |
253 |
0 |
0 |
8 |
688 |
| Works Councils and Learning: On the Dynamic Dimension of Codetermination |
0 |
0 |
1 |
88 |
0 |
1 |
6 |
325 |
| Works Councils and Learning: On the Dynamic Dimension of Codetermination |
0 |
0 |
0 |
5 |
0 |
0 |
3 |
52 |
| You get what you 'pay' for: Academic attention, career incentives and changes in publication portfolios of business and economics researchers |
0 |
0 |
0 |
70 |
1 |
2 |
5 |
216 |
| Zur Logik betrieblicher Qualifizierungsstrategien im internationalen Vergleich |
0 |
0 |
0 |
102 |
0 |
0 |
2 |
270 |
| Ökonomische Analyse von Incentive-Reisen |
0 |
3 |
9 |
299 |
3 |
9 |
25 |
801 |
| Total Working Papers |
49 |
198 |
805 |
16,832 |
126 |
453 |
2,261 |
53,957 |
| 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 |
1 |
39 |
193 |
0 |
1 |
72 |
392 |
| Avoiding Labor Shortages by Employer Signaling: On the Importance of Good Work Climate and Labor Relations |
0 |
2 |
8 |
77 |
2 |
4 |
33 |
314 |
| Book reviews |
0 |
0 |
0 |
5 |
0 |
1 |
4 |
177 |
| Combining knowledge stock and knowledge flow to generate superior incremental innovation performance — Evidence from Swiss manufacturing |
0 |
0 |
2 |
6 |
0 |
0 |
10 |
43 |
| 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 |
1 |
4 |
1 |
1 |
2 |
64 |
| Discriminatory Social Attitudes and Varying Gender Pay Gaps within Firms |
0 |
0 |
1 |
43 |
1 |
1 |
4 |
121 |
| Discussion of “Quantitative and Qualitative Rankings of Scholars”: Rankings upon Rankings – and no End in Sight – |
0 |
0 |
0 |
5 |
0 |
0 |
0 |
18 |
| Do Research Training Groups Operate at Optimal Size? |
0 |
0 |
0 |
8 |
0 |
0 |
4 |
46 |
| Do preferences and biases predict life outcomes? Evidence from education and labor market entry decisions |
0 |
1 |
2 |
3 |
0 |
1 |
8 |
19 |
| Earning While Learning: When and How Student Employment is Beneficial |
1 |
1 |
5 |
60 |
3 |
5 |
26 |
269 |
| Embeddedness and the repatriation intention of assigned and self-initiated expatriates |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
1 |
| Employment of R&D personnel after an educational supply shock: Effects of the introduction of Universities of Applied Sciences in Switzerland |
0 |
0 |
1 |
6 |
0 |
1 |
11 |
26 |
| Entrepreneurial Signaling via Education: A Success Factor in Innovative Start-Ups |
0 |
1 |
2 |
135 |
0 |
3 |
14 |
440 |
| Firms’ method of pay and the retention of apprentices |
0 |
1 |
1 |
3 |
0 |
1 |
2 |
22 |
| Fix the Game, Not the Dame: Restoring Equity in Leadership Evaluations |
0 |
1 |
3 |
10 |
0 |
2 |
15 |
70 |
| Girls’ preferences for STEM and the effects of classroom gender composition: New evidence from a natural experiment |
0 |
0 |
4 |
7 |
0 |
2 |
16 |
36 |
| Heterogeneous returns to education over the wage distribution: Who profits the most? |
0 |
0 |
2 |
37 |
0 |
2 |
10 |
128 |
| How firms’ participation in apprenticeship training fosters knowledge diffusion and innovation |
1 |
2 |
3 |
11 |
1 |
4 |
16 |
53 |
| Human resource management and radical innovation: a fuzzy-set QCA of US multinationals in Germany, Switzerland, and the UK |
0 |
0 |
0 |
12 |
1 |
1 |
7 |
98 |
| Innovation effects of universities of applied sciences: an assessment of regional heterogeneity |
0 |
0 |
0 |
0 |
2 |
2 |
3 |
3 |
| Labour market transitions after layoffs: the role of occupational skills |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
| Layers of co-existing innovation systems |
0 |
0 |
1 |
18 |
0 |
0 |
7 |
97 |
| Learning for a bonus: How financial incentives interact with preferences |
0 |
0 |
1 |
26 |
1 |
1 |
7 |
139 |
| Occupational Stereotypes and Gender-Specific Job Satisfaction |
0 |
0 |
1 |
8 |
0 |
1 |
4 |
59 |
| Occupational specificity: A new measurement based on training curricula and its effect on labor market outcomes |
0 |
2 |
4 |
35 |
0 |
2 |
11 |
122 |
| On the explanation of horizontal, vertical and cross-sector R&D partnerships – evidence for the German industrial sector |
0 |
0 |
0 |
0 |
1 |
1 |
1 |
9 |
| Part-Time Employment—Boon to Women but Bane to Men? New Insights on Employer-Provided Training |
0 |
0 |
1 |
9 |
0 |
1 |
4 |
53 |
| Personnel Economics: An Economic Approach to Human Resource Management |
0 |
1 |
1 |
321 |
0 |
1 |
7 |
1,007 |
| Personnel Economics: An Economic Approach to Human Resource Management |
0 |
0 |
0 |
4 |
0 |
1 |
2 |
17 |
| Poaching and Firm‐Sponsored Training |
0 |
0 |
0 |
5 |
2 |
2 |
12 |
51 |
| Regional innovation effects of applied research institutions |
0 |
0 |
2 |
4 |
0 |
1 |
16 |
27 |
| Reverse educational spillovers at the firm level |
0 |
0 |
1 |
11 |
1 |
2 |
11 |
73 |
| Risk-return trade-offs to different educational paths: vocational, academic and mixed |
1 |
2 |
2 |
36 |
1 |
2 |
10 |
130 |
| Skill Obsolescence, Vintage Effects and Changing Tasks |
0 |
0 |
0 |
0 |
0 |
2 |
2 |
241 |
| Social Capital and the Willingness to Become Self-Employed |
0 |
0 |
0 |
0 |
0 |
0 |
1 |
1 |
| Specificity of occupational training and occupational mobility: an empirical study based on Lazear’s skill-weights approach |
0 |
0 |
1 |
63 |
0 |
0 |
6 |
224 |
| Staying Within or Leaving the Apprenticeship System? Revisions of Educational Choices in Apprenticeship Training |
0 |
1 |
2 |
35 |
3 |
5 |
24 |
131 |
| Steuerliche Forschungsförderung: Wichtiger Impuls für FuE-Aktivitäten oder zu wenig zielgerichtet? |
0 |
0 |
1 |
11 |
0 |
2 |
11 |
52 |
| The Opportunity Costs of Becoming a Dean: Does Leadership in Academia Crowd Out Research? |
0 |
0 |
0 |
12 |
1 |
1 |
1 |
91 |
| The development of non-cognitive skills in adolescence |
0 |
1 |
1 |
16 |
0 |
1 |
5 |
77 |
| The disposition to become an entrepreneur and the jacks-of-all-trades in social and human capital |
0 |
0 |
5 |
235 |
1 |
5 |
31 |
2,479 |
| The effectiveness of codetermination laws in cooperative and adversarial employment relations: When does regulation have bite? |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
| The impact of labour market regulations on (potential) entrepreneurs: the case of Germany |
0 |
0 |
0 |
3 |
0 |
0 |
0 |
6 |
| The impact of skills, working time allocation and peer effects on the entrepreneurial intentions of scientists |
0 |
0 |
1 |
16 |
0 |
1 |
5 |
82 |
| The puzzle of non-participation in continuing training: an empirical study of chronic vs. temporary non-participation |
0 |
0 |
0 |
0 |
0 |
1 |
2 |
2 |
| The relative importance of type of education and subject area: empirical evidence for educational decisions |
0 |
0 |
1 |
5 |
0 |
1 |
4 |
39 |
| Time to Go? (Inter)National Mobility and Appointment Success of Young Academics |
0 |
1 |
1 |
9 |
1 |
2 |
4 |
57 |
| 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 |
1 |
5 |
0 |
0 |
1 |
35 |
| When a Door Closes, a Window Opens? Long-Term Labor Market Effects of Involuntary Separations |
0 |
0 |
0 |
0 |
0 |
0 |
3 |
7 |
| Works Councils and Learning: On the Dynamic Dimension of Codetermination |
0 |
1 |
3 |
12 |
0 |
2 |
6 |
80 |
| Works Councils: Barriers or Boosts for the Competitiveness of German Firms? |
0 |
0 |
0 |
7 |
0 |
0 |
2 |
30 |
| You get what you ‘pay’ for: academic attention, career incentives and changes in publication portfolios of business and economics researchers |
0 |
0 |
0 |
3 |
0 |
0 |
1 |
36 |
| „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 |
2 |
0 |
0 |
3 |
21 |
| Total Journal Articles |
3 |
19 |
105 |
1,536 |
23 |
70 |
462 |
7,815 |
LogEc is hosted by the
Örebro University School of Business.