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Should the firm or the employee pay for upskilling? A contract theory approach
16 references·0 citing·49 second hop
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References

  • 2019Automation and New Tasks: How Technology Displaces and Reinstates Labor2,600 cited
  • 2002The Theory of Incentives2,116 cited
  • 2000Does the “New Economy” Measure up to the Great Inventions of the Past?1,206 cited
  • 1999Beyond Becker: Training in Imperfect Labour Markets1,115 cited
  • 1998Why Do Firms Train? Theory and Evidence991 cited
  • 2020COVID-19 and Remote Work: An Early Look at US Data932 cited
  • 2012Is U.S. Economic Growth Over? Faltering Innovation Confronts the Six Headwinds921 cited
  • 1997The Economics of Contracts: A Primer582 cited
  • 1990Investment in General Training: The Role of Information and Labour Mobility405 cited
  • 2021Rebooting employees: upskilling for artificial intelligence in multinational corporations381 cited
  • 2004YOU PAID FOR THE SKILLS, NOW KEEP THEM: TUITION REIMBURSEMENT AND VOLUNTARY TURNOVER.305 cited
  • 1996Human Capital Investment under Asymmetric Information: The Pigovian Conjecture Revisited264 cited
  • 2020Multidimensional Skills, Sorting, and Human Capital Accumulation194 cited
  • 2019Upskilling: Do Employers Demand Greater Skill When Workers Are Plentiful?162 cited
  • 1991Patterns of Skill Change: Upskilling, Deskilling or the Polarization of Skills?

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153 cited
  • 1994New Work Systems and Skill Requirements.144 cited
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