Does training trigger turnover - or not? The impact of formal training on graduates' job search behaviour

I.J.P. Sieben*

*Corresponding author for this work

Research output: Contribution to journalArticleAcademicpeer-review

31 Citations (Web of Science)


This study advances on previous research training and turnover in two ways. First, insights from the human capital perspective are contrasted with insights from the commitment perspective. Second, several aspects of training are simultaneously studied in one model: training intensity (incidence and duration), specificity (type of training, location, and objectives), and funding (payment and timing). The results show, in line with the human capital perspective, that specific training decreases female graduates' probability to search for a new job. Other findings are more in favour of the commitment perspective. After controlling for training intensity and specificity, employer-funded training is associated with lower levels of job search for male graduates. In addition, female graduates who follow management training are less likely to search for a new job. Other aspects of training are not related to job search behaviour, however.
Original languageEnglish
Pages (from-to)397-416
Number of pages20
JournalWork Employment and Society
Issue number3
Publication statusPublished - 1 Jan 2007

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