The article investigates how institutional arrangements at the organizational and sectoral level affect the likelihood and size of employer investments in continuing training for low‐skilled workers in Germany. By building on comparative political economy and organizational theory, hypotheses are derived and tested. Regression analysis based on the IAB Establishment Survey (waves 2011 and 2013) shows evidence that the training participation of low‐skilled workers is related to institutional differences between sectors and organizations. At the organizational level, structures of employee representation and formalized [human resource] HR policies are positively associated with higher rates of training participation among low‐skilled workers. Moreover, there is evidence that low‐skilled workers benefit in organizational clusters that are characterized by structures of employee representation, formalized HR practices, and bargaining coverage. At the sectoral level, this study finds evidence that low‐skilled workers in the health care and manufacturing sector are more likely to receive continuing training.

中文翻译：

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公司什么时候培训低技能工人？机构安排在公司和部门层面的作用

本文调查了组织和部门层面的制度安排如何影响雇主对德国低技能工人继续培训进行投资的可能性和规模。通过建立在比较政治经济学和组织理论的基础上，推导出并检验了假设。基于 IAB 机构调查（2011 年和 2013 年波浪）的回归分析表明，低技能工人的培训参与与部门和组织之间的制度差异有关。在组织层面，员工代表的结构和正式的 [人力资源] 人力资源政策与低技能工人更高的培训参与率呈正相关。而且，有证据表明，低技能工人受益于以员工代表结构、正式的人力资源实践和谈判覆盖范围为特征的组织集群。在部门层面，本研究发现有证据表明医疗保健和制造业的低技能工人更有可能接受持续培训。