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Job Changes, Occupational Mobility and Human Capital Acquisition: an Empirical Analysis[Note 1. The authors are grateful for comments from seminar participants ...]
Author(s) -
Dolton Peter J.,
Kidd Michael P.
Publication year - 1998
Publication title -
bulletin of economic research
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.227
H-Index - 29
eISSN - 1467-8586
pISSN - 0307-3378
DOI - 10.1111/1467-8586.00065
Subject(s) - human capital , occupational mobility , promotion (chess) , labour economics , economics , human capital theory , work (physics) , scope (computer science) , labor mobility , demographic economics , business , economic growth , political science , engineering , mechanical engineering , politics , computer science , law , programming language
Most individuals have more than one job or occupation in their working lives. Most employees are repeatedly faced with the choice of whether to remain in their present job (with the possibility of promotion), or quit to another job in the same occupation with a different firm, or – more radically – change occupation. At each stage in an individual's career, the scope for future job or occupational mobility is largely conditioned by the type and quantity of their human capital. This paper presents an empirical study of the factors which link occupational mobility and the acquisition of either firm‐based, occupation‐specific or general human capital. The data employed are from a cohort of 1980 UK graduates drawn from the Department of Employment Survey 1987. The econometric work presents estimates of the role of firm‐based training and occupation‐specific training in the career mobility of qualified manpower in the first seven years in the labour market.