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{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2023,5,27]],"date-time":"2023-05-27T04:24:38Z","timestamp":1685161478362},"reference-count":49,"publisher":"MDPI AG","issue":"3","license":[{"start":{"date-parts":[[2023,5,26]],"date-time":"2023-05-26T00:00:00Z","timestamp":1685059200000},"content-version":"vor","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"}],"funder":[{"name":"Open Access Publishing Fund of Leipzig University supported by the German Research Foundation within the program Open Access Publication Funding"}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":["Games"],"abstract":"<jats:p>Training in firms has an effect on the productivity of employees who receive the training, and depending on the production technology, on the other employees as well. Meanwhile, changing the remuneration structure within a team can change the stability of a team. In this paper, we apply the production games approach of cooperative game theory to analyze how training employees affects the stability of team structures and employee wages. Concretely, we apply coalition structures and the \u03c7 value. Our results are in line with the literature and numerous further research questions can be addressed based on our approach.<\/jats:p>","DOI":"10.3390\/g14030044","type":"journal-article","created":{"date-parts":[[2023,5,26]],"date-time":"2023-05-26T06:00:19Z","timestamp":1685080819000},"page":"44","source":"Crossref","is-referenced-by-count":0,"title":["Training, Abilities and the Structure of Teams"],"prefix":"10.3390","volume":"14","author":[{"ORCID":"http:\/\/orcid.org\/0000-0001-9798-8083","authenticated-orcid":false,"given":"Tobias","family":"Hiller","sequence":"first","affiliation":[{"name":"Department of Microeconomics, University of Leipzig, 04109 Leipzig, Germany"}]}],"member":"1968","published-online":{"date-parts":[[2023,5,26]]},"reference":[{"key":"ref_1","doi-asserted-by":"crossref","first-page":"9","DOI":"10.1086\/258724","article-title":"Investment in Human Capital: A Theoretical Analysis","volume":"70","author":"Becker","year":"1962","journal-title":"J. Political Econ."},{"key":"ref_2","first-page":"475","article-title":"Firm-Specific Human Capital as a Shared Investment","volume":"71","author":"Hashimoto","year":"1981","journal-title":"Am. Econ. Rev."},{"key":"ref_3","doi-asserted-by":"crossref","first-page":"251","DOI":"10.2307\/3003551","article-title":"Firm-Specific Human Capital and Promotion Ladders","volume":"14","author":"Carmichael","year":"1983","journal-title":"Bell J. Econ."},{"key":"ref_4","doi-asserted-by":"crossref","first-page":"423","DOI":"10.1086\/298190","article-title":"Two-Sided Uncertainty and \u201cUp-or-Out\u201d Contracts","volume":"6","author":"Kahn","year":"1988","journal-title":"J. Labor Econ."},{"key":"ref_5","doi-asserted-by":"crossref","first-page":"523","DOI":"10.2307\/2118343","article-title":"The Role of Promotion in Inducing Specific Human Capital Acquisition","volume":"108","author":"Prendergast","year":"1993","journal-title":"Q. J. Econ."},{"key":"ref_6","doi-asserted-by":"crossref","first-page":"122","DOI":"10.1086\/209884","article-title":"Promotion, Turnover, and Discretionary Human Capital Acquisition","volume":"16","author":"Scoones","year":"1998","journal-title":"J. Labor Econ."},{"key":"ref_7","doi-asserted-by":"crossref","first-page":"914","DOI":"10.1086\/648671","article-title":"Firm-Specific Human Capital: A Skill-Weights Approach","volume":"117","author":"Lazear","year":"2009","journal-title":"J. Political Econ."},{"key":"ref_8","doi-asserted-by":"crossref","first-page":"326","DOI":"10.5465\/amp.2014.0112","article-title":"Toward a Theory of Perceived Firm-Specific Human Capital","volume":"29","author":"Coff","year":"2015","journal-title":"Acad. Manag. Perspect."},{"key":"ref_9","doi-asserted-by":"crossref","first-page":"125","DOI":"10.1257\/mic.20180285","article-title":"Promotion Signaling and Human Capital Investments","volume":"12","author":"Waldman
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