Mark Levels appeared in Metro, Zijn we terecht bang voor de Robocalypse?, 4 March 2019.
The importance of lifelong learning is present among branch organizations, employers and employees, and is high on the agenda of the Dutch government. To stimulate all types of workers to participate in training courses, several lifelong learning initiatives are implemented. Most often these initiatives are set up in such a way that it is not possible to evaluate them. The Dutch Ministry of Social Affairs and Employment asked ROA to develop a framework with evaluation methods which can be applied to evaluate lifelong learning initiatives. The framework we developed consists of 5 evaluation methods. In the report, we describe these methods and apply the framework to two specific lifelong learning initiatives: individual learning account (ILA) and learning reps. The last chapter of the report includes a decision tree which helps to decide what evaluation method fits best to the initiative and provides an overview of the requirements needed to identify effects of the lifelong learning initiative.
Mark Levels on BNR Nieuwsradio on 12 February 2019 “Hoe maakt technologie je werk leuker?”.
Er is nu al een groot tekort aan personeel in de zorg en dit probleem wordt op de middellange termijn alleen maar groter. Tabel 1 geeft een overzicht van de ROA prognoses voor de verwachte knelpunten naar beroepsgroep in 2022. > Lees meer
Annemarie Künn appeared in Dagblad de Limburger on 19 January 2019, Aftellen tot je pensioen? Ga op cursus! .
Frank Cörvers appeared in Trouw on 9 January 2019, ‘Het hele onderwijs gaat staken: ‘Te veel staken werkt averechts’.
Andries de Grip appeared in NU.nl on 24 December 2018, ‘Waarom wisselen zo weinig 50-plussers van baan?’.
New Research Memorandum (ROA-RM-2018/7)
Personality traits, migration intentions, and cultural distance by Didier Fouarge, Merve Nezihe Özer, Philipp Seegers
Personality traits are influential in individual decision-making but have been overlooked in economic models of migration. This paper investigates the relation between Big Five personality traits and individuals’ migration intentions among alternative destinations that vary in their culture distance. We hypothesize that Big Five personality traits may alter individuals’ migration decision and destination choice through their influence on perceived psychic costs and benefits of migration. We test our hypotheses using the Fachkraft survey conducted among university students in Germany. We find that extraversion and openness are positively associated with migration intentions, while agreeableness, conscientiousness, and emotional stability negatively relate to migration intentions. We show that openness positively and extraversion negatively relate to the willingness to move to culturally distant countries even when we control for geographic distance and economic differences between countries. Using language as a cultural distance indicator provides evidence that extravert individuals are less likely to prefer linguistically distant countries while agreeable individuals are more inclined to consider such countries as alternative destinations.
New Research Memorandum (ROA-RM-2018/6)
Becoming a mompreneur: Parental leave policies and mothers’ propensity for self-employment by Ruud Gerards and Pomme Theunissen
Contractionary parental leave policy reforms decrease the time mothers can stay at home after giving birth. This might discourage them to become an entrepreneur. Exploiting a German parental leave policy reform, we apply a regression discontinuity approach to establish a causal relationship between parental leave policies and the probability for mothers to become entrepreneurs (i.e., “mompreneurs”). We find that a decrease in the generosity of parental leave lowers the odds of mothers to become self-employed by 17%. We show additional evidence that suggests that this is particularly due to the reduced period of paid parental leave.
New Research Memorandum (ROA-RM-2018/5)
Training participation and the role of reciprocal attitudes by Arjan Non
Using data from the German Socio-Economic Panel (SOEP), I examine the relation between workers’ reciprocal attitudes, as measured in 2005 and 2010, and participation in work-related training courses in 2007 and 2013, respectively. Theory predicts that employers find it more profitable to invest in human capital of workers who have positively reciprocal attitudes, because they are more likely to return their employer’s kindness with higher effort and/or loyalty. The findings are mixed, depending on the survey year. I find that positively reciprocal workers are more likely to participate in employer-financed training in 2007, in particular when training is general. Also consistent with theoretical expectations, I do not find a relation between workers’ reciprocal attitudes and participation in training that is not financed by the employer. However, workers’ reciprocal attitudes are not related to training participation in 2013. A possible explanation is that employers use training to induce reciprocal feelings in a slack labour market only.