Training costs may hamper intra-firm human capital accumulation. As a consequence, firms may be tempted to have workers pay for their on-the-job training (OJT). In this paper, we analyse the links of OJT and worker remuneration in the suburb of Tunis, using case study data for eight firms. We find that the duration of former OJT negatively influences starting wages, while there is no anticipated effect of future training on wages at the firm entry. In contrast, current wages are positively affected by former OJT but negatively affected by ongoing OJT. These results provide very rare empirical support in Less Developed Countries (LDCs) for classical human capital theories and cost sharing theories applied to OJT.

中文翻译：

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突尼斯的工资和在职培训

培训费用可能会阻碍企业内部人力资本的积累。结果，公司可能会诱使工人为他们的在职培训（OJT）付费。在本文中，我们使用八家公司的案例研究数据分析了突尼斯郊区的OJT与工人薪酬之间的联系。我们发现，以前的OJT的持续时间会对起始工资产生负面影响，而在企业进入时，未来培训对工资没有预期的影响。相反，当前的工资受到前OJT的正面影响，但受到正在进行的OJT的负面影响。这些结果在最不发达国家（LDC）中为经典人力资本理论和适用于OJT的成本分摊理论提供了非常罕见的经验支持。