Abstract
The findings of my dissertation provide new knowledge about subjective learning expectations as an important precondition for further training participation. The results supported the Breen-Goldthorpe model for explaining educational differentials in further training. Individuals act under ’bounded rationality’, they are unable to estimate their potential costs and benefits of further training decisions. These are therefore not only determined by objective reasons like potential costs or returns, but depend also on subjective expectations, such as confidence in an employee’s own training competence or the expected likelihood of a status decline. High confidence in one’s own training competence is especially important for older employees and those with lower educational background. Without confidence relatively small costs can result in a high investment risk and prevent these people from training participation.
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© 2011 VS Verlag für Sozialwissenschaften | Springer Fachmedien Wiesbaden GmbH
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Baron, S. (2011). Concluding remarks. In: Workplace Learning. VS Verlag für Sozialwissenschaften. https://doi.org/10.1007/978-3-531-92870-8_6
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DOI: https://doi.org/10.1007/978-3-531-92870-8_6
Publisher Name: VS Verlag für Sozialwissenschaften
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