Search Results

View Selected Citations Select and View All Search Citations

Author: Lengermann, Paul Adrian

Resulting in 4 citations.

1.	Lengermann, Paul Adrian
1.	How Long do the Benefits Of Training Last? : Evidence of Long Term Effects Across Current and Previous Employers, Education Levels, Test Scores and Occupations Working Paper No. 96-18, Center for Advanced Human Resource Studies, Cornell University, ILR School, 1996. Also: http://www.ilr.cornell.edu/depts/cahrs/PDFs/WorkingPapers/WP96-18.pdf Cohort(s): NLSY79 Publisher: Center for Advanced Human Resource Studies, Cornell University Keyword(s): Armed Services Vocational Aptitude Battery (ASVAB); Cost-Benefit Studies; Demography; Education; Ethnic Differences; Human Capital; Human Capital Theory; Racial Differences; Standard Metropolitan Statistical Area (SMSA); Training, Employee; Wage Growth; Wage Models This paper uses NLSY data from 1979-1993 to estimate training's effect on one year wage growth. Year-by-year training histories are constructed which allow the returns to training received at both current and previous employers to vary over time. The time patterns of the returns to training are constructed for both long and short spells of training over nine and three year periods respectively. These returns are then estimated for different demographic groups in order to see how education level, test scores, and occupation influence the payoff to training. Both company training and formal schooling were associated with significant wage growth even nine years after they occurred. Company training was associated with significant wage growth effects irrespective of whether workers changed jobs, although wage growth was higher when the training occurred at a previous employer. Contrary to the conventional human capital model, employers appear to be sharing the costs and returns of general training. While training incidence was lowest for high school dropouts, their return to getting training was the highest. College graduates, in contrast, received the most training but benefited the least. These results suggest an under-supply of training opportunities for low skilled workers. Paper prepared for a presentation at "New Empirical Research on Employer Training: Who Pays? Who Benefits?," Cornell University, November 15-17, 1996.
	Bibliography Citation Lengermann, Paul Adrian. "How Long do the Benefits Of Training Last? : Evidence of Long Term Effects Across Current and Previous Employers, Education Levels, Test Scores and Occupations." Working Paper No. 96-18, Center for Advanced Human Resource Studies, Cornell University, ILR School, 1996.

2.	Lengermann, Paul Adrian
2.	How Long Do the Benefits of Training Last? Evidence of Long Term Effects Across Current and Previous Employers Research in Labor Economics 18 (1999): 439-461 Cohort(s): NLSY79 Publisher: Elsevier Keyword(s): College Graduates; Cost-Benefit Studies; Demography; Educational Attainment; High School Dropouts; Human Capital; Occupational Attainment; Schooling; Test Scores/Test theory/IRT; Training; Training, Employee; Training, Occupational; Training, On-the-Job; Unemployment Rate, Regional; Wage Growth This article uses NLSY data from 1979-1993 to estimate training's effect on one year wage growth. Year-by-year training histories are constructed which allow the returns to training received at both current and previous employers to vary over time. The time patterns of the returns to training are constructed for both long and short spells of training over nine and three year periods respectively. These returns are then estimated for different demographic groups in order to see how education level, test scores, and occupation influence the payoff to training. Both company training and formal schooling were associated with significant wage growth even nine years after they occurred. Company training was associated with significant wage growth effects irrespective of whether workers changed jobs, although wage growth was higher when the training occurred at a previous employer. Contrary to the conventional human capital model, employers appear to be sharing the costs and returns of general training. While training incidence was lowest for high school dropouts, their return to getting training was the highest. College graduates, in contrast, received the most training but benefited the least. These results suggest an under-supply of training opportunities for low skilled workers
	Bibliography Citation Lengermann, Paul Adrian. "How Long Do the Benefits of Training Last? Evidence of Long Term Effects Across Current and Previous Employers." Research in Labor Economics 18 (1999): 439-461.

3.	Lengermann, Paul Adrian
3.	The Benefits and Costs of Training : A Comparison of Formal Company Training, Outside Seminars, and School Based Training Human Resource Management 35,3 (December 1996): 361-381. Also: http://onlinelibrary.wiley.com/doi/10.1002/%28SICI%291099-050X%28199623%2935:3%3C361::AID-HRM5%3E3.0.CO;2-V/abstract Cohort(s): NLSY79 Publisher: Wiley Online Keyword(s): Cost-Benefit Studies; Modeling; Training; Training, Employee; Training, Occupational; Training, On-the-Job Permission to reprint the abstract has not been received from the publisher. This paper presents estimates of the amount of training received by a large sample of United States adults aged 23-35 and uses a more sophisticated model than many previous studies to analyze training's impact on earnings. While workers reap substantial benefits from training, only a small minority actually receive it. Workers generally do not work fewer hours or accept lower wages during training, so they apparently bear few training costs. The low incidence of training may be due to Federal regulations that prevent employers from sharing training costs with their employees. Implications for managers, employees, and society are discussed. Copyright: 1996 by John Wiley & Sons, Inc.
	Bibliography Citation Lengermann, Paul Adrian. "The Benefits and Costs of Training : A Comparison of Formal Company Training, Outside Seminars, and School Based Training." Human Resource Management 35,3 (December 1996): 361-381.

4.	Lengermann, Paul Adrian
4.	Training and Wage Growth: Depreciation, Portability, and Varying Returns For Different Demographic Groups M.A. Thesis, Cornell University, August, 1996 Cohort(s): NLSY79 Publisher: UMI - University Microfilms, Bell and Howell Information and Learning Keyword(s): Cost-Benefit Studies; Demography; Educational Returns; Human Capital; Training, Employee; Training, Occupational; Wage Effects; Wages SUBJECTS: 1. Employees--Training of--United States--Cost effectiveness. 2. Occupational training--United States--Cost effectiveness. 3. Wages--Effect of education on--United States. 4. Wages--United States. 5. Human capital--United States.
	Bibliography Citation Lengermann, Paul Adrian. Training and Wage Growth: Depreciation, Portability, and Varying Returns For Different Demographic Groups. M.A. Thesis, Cornell University, August, 1996.

Admin