This paper extends standard models of work-related training by explicitly incorporating workers' locus of control into the investment decision. Our model both differentiates between general and specific training and accounts for the role of workers and firms in training decisions. Workers with an internal locus of control are predicted to engage in more general training than are their external co-workers because their subjective expected investment returns are higher. In contrast, we expect little relationship between specific training and locus of control because training returns largely accrue to firms rather than workers. We then empirically test the predictions of our model using data from the German Socioeconomic Panel (SOEP). We find that, consistent with our model, locus of control is related to participation in general but not specific training. Moreover, we provide evidence that locus of control influences participation in general training through its effect on workers' expectations about future wage increases. Specifically, general training is associated with a much larger increase in the expected likelihood of receiving a future pay raise for those with an internal rather than external locus of control, while we do not find any relationship in the case of specific training. Actual post-training wages for those who receive general or specific training do not depend on locus of control.

中文翻译：

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培训的控制点和投资

本文通过明确地将工人的控制点纳入投资决策，扩展了与工作相关的培训的标准模型。我们的模型既区分了一般培训和特定培训，又说明了工人和公司在培训决策中的作用。与外部同事相比，具有内部控制点的员工预计会接受更多的一般培训，因为他们的主观预期投资回报更高。相比之下，我们预计特定培训和控制点之间几乎没有关系，因为培训回报主要归于公司而不是工人。然后，我们使用德国社会经济小组 (SOEP) 的数据对我们模型的预测进行了实证检验。我们发现，与我们的模型一致，控制点与参加一般培训有关，但与具体培训无关。此外，我们提供的证据表明，控制点通过影响工人对未来工资增长的预期来影响一般培训的参与。具体来说，一般培训与那些拥有内部而非外部控制点的人在未来获得加薪的预期可能性更大的增加相关，而我们在特定培训的情况下没有发现任何关系。接受一般或特定培训的人员的实际培训后工资不取决于控制地点。对于那些拥有内部而不是外部控制点的人来说，一般培训与未来加薪的预期可能性有更大的增加相关，而我们在特定培训的情况下没有发现任何关系。接受一般或特定培训的人员的实际培训后工资不取决于控制地点。对于那些拥有内部而不是外部控制点的人来说，一般培训与未来加薪的预期可能性有更大的增加相关，而我们在特定培训的情况下没有发现任何关系。接受一般或特定培训的人员的实际培训后工资不取决于控制地点。