Why do part-time workers invest less in human capital than full-timers?

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We analyse whether lower investments in human capital of part-time workers are due to workers' characteristics or human resource practices of the firm. We focus on investments in both formal training and informal learning. Using the dutch life-long-learning survey 2007, we find that part-time workers have different determinants for formal training and informal learning from full-time workers. The latter benefit from firms' human resource practices such as performance interviews, personal development plans, and feedback. Part-time workers can only partly compensate the lack of firm support when they have a high learning motivation and imagination of their future development.
Original languageEnglish
Pages (from-to)61-83
JournalLabour - Review of Labour Economics and Industrial Relations
Publication statusPublished - 1 Jan 2009

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