The Meaning and Determinants of Skills Shortages
利用企业层面数据，考察管理者报告技能短缺时的实际含义，发现技能短缺并不总是等同于难以填补的职位空缺，且雇主对技能短缺的理解存在差异，尤其强调动机和态度技能的不足。
In this paper we use establishment‐level data to examine what managers mean when they report having skills shortages. We find that the concept of a skills shortage is not always the same as a hard‐to‐fill vacancy despite the latter being used by many authors who have considered the economic consequences of skills shortages. It seems that, while employers appear not to have any problems for themselves in interpreting questions on ‘skills shortages’, we cannot rely on them being perceived in a uniform way by all employers. Indeed, many employers stress that, amongst both their existing workforce and job applicants, there appear to be important shortfalls in motivational and attitudinal skills, leading us to believe that social skills are an important part of the skills said to be in shortage. Our findings point to two main conclusions for future research. First, studies that investigate the causes and effects of ‘skill shortages’ need to pay greater attention to their definition and measurement. Secondly, in future research on establishments and their skill formation practices, further steps could be taken to gain clarification either directly or indirectly from respondents as to the experiences they choose to classify as a skills shortage.