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Oosterbeek, Hessel. "Essays on human capital theory /." Amsterdam, 1992. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=003421291&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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Wu, Huoying. "Two essays in the theory of human capital." Connect to resource, 1989. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1262618614.
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di, Liberto Adriana. "Human capital and convergence : theory, estimation and applications." Thesis, University College London (University of London), 2004. http://discovery.ucl.ac.uk/1446793/.
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In growth theory, convergence analysis tries to answer three fundamental questions "Are poor countries catching up with richer ones How quickly And what are the determinants of this process" This thesis deals with issues that are relevant to all these questions. It begins by setting out the key theoretical contributions to the analysis of the role of human capital in growth and convergence. Secondly, attention is turned to the way that convergence is estimated from data. The econometric techniques used in the convergence literature usually assume that shocks are uncorrelated across countries. We claim that this is unlikely for most data sets and investigate the use of an estimator so far ignored, namely the annual panel estimator where shocks are allowed to be correlated. Our analysis indicates that this estimator is more efficient than conventional ones for plausible values of cross-country error correlation. The study then turns to the analysis of the third question. Although differences in human capital endowments and rates of investment have long been recognised as crucial elements for explaining observed GDP gaps, nevertheless, human capital proxies are rarely significant in growth regressions. In this study some possible solutions to this puzzle are explored. We estimate aggregate returns to education in Italy and Spain, and compare our results with the predictions of competing theoretical frameworks. In general, our empirical analysis identifies a positive role for human capital, and stresses the relevance of theoretical models in which human capital has a fundamental but indirect role in the catching up process. The final part of the thesis proposes a new methodology designed to estimate technology levels and to test whether part of observed convergence is due to technology convergence. The results seem to confirm the existence of technology catch-up among regions.
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Eriyattukuzhiyil, Ummer. "Human capital accumulation and economic growth." Thesis, Royal Holloway, University of London, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.272346.
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Azelius, Carl, and David Johansson. "Human Capital disclosure on LinkedIn : A study on ownership structure and human capital disclosure in Sweden and Norway." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43692.
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Background: Human capital disclosure is a widely examined topic by scholars, previous studies has mainly focused on annual reports and companies webpages. However, during the last decade, social media has grown in importance and it represent a new way for companies to interact with stakeholders. The increased interactivity provided by social network sites have made it one of the most important communication tools for companies to interact with stakeholders. One of the larger social media, LinkedIn has received little attention by researchers, only one previous study has investigate human capital disclosure on LinkedIn. Previous research has examined different corporate disclosure in connection to ownership structure. Purpose: The purpose of this study is to investigate the relationship between ownership structure and human capital disclosure made by companies in Sweden and Norway via LinkedIn. Method: This study is conducted with a quantitative methodology, investigating a sample of 150 companies from Sweden and Norway. Human capital disclosure on LinkedIn are analysed through a content analysis and a regression analysis to test the hypothesis in this study. Conclusion: The results confirm the hypothesis that a negative relationship exists between ownership concentration and the level of human capital disclosure via LinkedIn. This is in line with previous research; however, this study shows that companies in a more digitalized environment disclose more HC information.
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Freitas, Lopes Teixeira Pedro Nuno de. "The 'human capital revolution' in economic thought." Thesis, University of Exeter, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269670.
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Schiopu, Ioana C. "Essays in human capital accumulation, growth and dynamic public policies." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3331255.
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Thesis (Ph.D.)--Indiana University, Dept. of Economics, 2008.Title from home page (viewed on Jul 23, 2009). Source: Dissertation Abstracts International, Volume: 69-11, Section: A, page: 4448. Advisers: Gerhard Glomm; Michael Kaganovich.
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Molloy, Janice C. "Bridging Micro and Macro Human Resource Management through Human Capital Research." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1211954969.
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Johnson, Sebastian, and Filip Norman. "Godlike Views Of Human Capital : A Qualitative Case Study of Different Internal Stakeholder Views of Human Capital within an Esport Organization." Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-185243.
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The esport industry is growing, and it is growing fast. Research suggests that the phenomenon of esport poses a great opportunity to research the development and assessment of human expertise in our modern digitized society. Consequently, the research in this thesis is that of a case study of an esport organization through which we have sought to answer the research question: "How do stakeholders within an esport organization view human capital, that is the investment in, and the development, assessment, and treatment of players?" We answered this research question by gathering relevant empirical material through five semi-structured interviews, which we analyzed to gain a deeper understanding of the underlying reasons and different justifications as to how human capital in the organization is viewed by different stakeholders within the organization. We present four general conclusions. Firstly, there were similar views among the different stakeholders regarding investments in and development of players. Secondly, it was apparent that the stakeholders viewed the players as the core of the business. Thirdly, upper management seemed to carry more of a goal-oriented perspective on the players development as opposed to stakeholders more ‘hierarchically’ adjacent to the players. And lastly, the investments in the players' development were justified through various aspects. Through these conclusions, we i) contribute to managerial/organizational knowledge on how or how not to invest in, develop, assess, and treat human capital in an esport organization, ii) contribute theoretically by applying various different theories and concepts in an esport context; thus expanding the theoretical knowledge of the capabilities and usage of said theories and concepts, and iii) contribute to the empirical body of literature regarding the esport phenomenon by portraying different stakeholder views of human capital within an esport context.
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Al-hajry, Amur Sultan. "Human capital theory and the financing of higher education in Oman." Thesis, University of Sheffield, 2003. http://etheses.whiterose.ac.uk/3433/.
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The current and future level of demand for higher education in Oman far outweighs the ability of the economy to satisfy it under current financing arrangements. Oman's economy is based on oil and thus there is no guarantee that it will be able to sustain the current level of resourcing for higher education in the future. About half of the population is under the age of 15 and therefore future demand is likely to grow rapidly and the option of buying higher education abroad becomes less attractive in these circumstances. The economy needs an educated workforce in order to grow and to maintain its position in the modem world, not least if it is to cease to rely on expatriate professionals and to expand education in general. Reliance on foreign governments for higher education leaves Oman vulnerable to foreign education policies and to the vagaries of the foreign exchange markets. The Omani Government has responded to these problems by founding the first university in Oman and by encouraging private higher education. However, thought also needs to be given to the nature of funding arrangements. The main aim of this research is to review alternative funding mechanisms for the future development of higher education by evaluating and analyzing social and private rates of return to investment. The study is based on the human capital concept which views education as a form of economic investment. The main motive assumed for public and private investments is the expectation of higher returns (benefits). Cost-benefit and rates of return analysis are used in order to achieve an efficient utilization of resources. To achieve maximum benefits it is also necessary for the system to be equitable, i.e. to maximize access to higher education irrespective of income and social class. The results indicate that the public cost of higher education in Oman is much higher than the cost to the individual. This is explained by the fact that most of the direct cost in public higher education (the Sultan Qaboos University) is fully subsidized by the Government, and that individual students do not incur any direct cost. Consequently, the estimates of public rates of return to investment are low in comparison to the private rates. Accordingly, the allocation of additional public resources for higher education is not justified economically, and a form of private (contribution) towards the cost of education is required to reduce public cost and improve social rates of return. A practical mechanism to enable individual students to contribute towards the cost of their education without affecting their access to higher education has to be established. After analyzing and evaluating several policy instruments, it was found that the most appropriate mechanism of funding would be to recover the cost of education by deducting from the individual's income after graduation and during the first twenty years of employment. This might be seen as a first step towards a graduate income tax method of funding. It is emphasized that the funding of higher education is a complex business which is not susceptible to solution by using a single policy instrument. The present analysis should be seen as a first step towards achieving a different approach to the funding of higher education in Oman.
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Morán, Hilcías E. "Three essays on migration, remittances and human capital formation." [Bloomington, Ind.] : Indiana University, 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3380105.
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Thesis (Ph.D.)--Indiana University, Dept. of Economics, 2009.Title from PDF t.p. (viewed on Jul 13, 2010). Source: Dissertation Abstracts International, Volume: 70-12, Section: A, page: 4784. Adviser: Gerhard Glomm.
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Lin, Guan. "THREE ESSAYS CONSIDERING HUMAN CAPITAL COMPOSITION AND ECONOMIC GROWTH." Diss., Temple University Libraries, 2017. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/436939.
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EconomicsPh.D.
Human capital has long been recognized as a crucial determinant of economic development. The main contribution of my dissertation is to both theoretically and empirically demonstrate the idea that the composition (different types of education) of human capital determines technological progress and affects long-run economic growth. As compared to traditional human capital and growth literature, it emphasizes the composition effect of human capital, rather than the level effect, on economic development. It provides a new perspective in characterizing the stages of economic development along the growth path. Optimal human capital composition benefits not only lesser developed countries who usually lack educational resources but also developed countries with limited population growth potential. The first chapter, titled ``Education, Technology, Human Capital Composition and Economic Development'', develops a framework of endogenous educational decisions and technological progress to explore the human capital composition and its effects on economic growth. In this model, growth is driven by technological advancement, which depends on the human capital composition. Individuals can choose from different types of workers: unskilled workers, generalists or specialists. Both generalists and specialists, through technological progress, are able to enhance growth. The model considers the role of technology stock, coordination cost, education cost and worker's innate ability on the human capital composition and economic growth. The main result shows the improvement in the composition of human capital promotes economic growth in most economic stages. However, this positive effect tapers off as the economy reaches complete specialization. This provides a possible explanation for the convergence of economic growth to zero asymptotically in the long run. I extend the argument into an open economy framework in the second chapter, titled ``Migration Effects on Home Country's Composition of Human Capital and Economic Development''. This chapter examines migration effects on domestic composition of human capital and economic growth. The net effect of migration depends on two facets. On one hand, the possibility of migration provides incentives for workers to invest in education and consequently increases the fraction of skilled workers in home country's human capital composition. On the other hand, increased population of skilled emigrants hinders the accumulation of human capital. A sufficient condition for beneficial migration is derived: if the ex ante domestic fraction of unskilled worker is relatively high, allowing the home country to achieve faster economic growth with migration. The last chapter, titled ``The Effect of Tertiary Education Composition on Economic Growth'', differentiates types of tertiary education by ISECD levels and empirically investigates their effects on economic growth. I use panel data on a group of 77 countries for the period 1998-2011. In dynamic panel data estimation, a potential endogeneity bias could arise due to the inclusion of lagged dependent variables. Several methods are applied to overcome the issue, such as Anderson-Hsiao estimator, the Difference Generalized Method of Moments estimator and the System Generalized Method of Moments estimator. The study shows a significantly positive relationship between short-cycle tertiary education and real GDP per capita for both developed and developing countries. However, undergraduate and graduate education only positively correlate to economic growth in developed countries. The empirical results are informative for developed countries as well as developing countries. Understanding the contribution of tertiary education in different levels allows them to effectively allocate resources and appropriately integrate it in growth policies.
Temple University--Theses
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Wong, Andrew Kam Cheung. "Perceived earnings functions and 'ex ante' rates of return to higher education : a case study of Hong Kong." Thesis, University College London (University of London), 1989. http://discovery.ucl.ac.uk/10006556/.
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Martin, Kenneth Edward. "A comparison of TAFE in Australia and FE in the UK in terms of 'new managerialism', human capital theory and social capital theory." Thesis, University of Bath, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.426286.
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Schulz, Nathalie, and Frida Burenius. "Integrated Reporting in OMXS30 companies - An Analysis of Human Capital Disclosures." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-29967.
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Background and Problem: Sustainability reporting is a growing interest in today’s organizations and it is essential to report on non-financial matters. Many of the existing frameworks have been criticized for being used only of symbolical reasons which is why the concept of integrated reporting and the <IR> framework have been developed. One of the cornerstones in the <IR> framework is human capital which is one of the most valuable assets in an organization. Traditionally, employee costs have only been treated as an expense and there have been limited disclosures in corporate reports. In the current business world it is instead seen as an investment in human resources. Since previous studies have shown an increase of human capital disclosures when corporate reports become integrated, integrated reporting might be the solution to this problem. Purpose: The purpose of this study is to examine if there are differences in human capital disclosures between integrated reports and separate annual and sustainability reports in companies listed at OMXS30. Delimitations: This study’s empirical examination is limited to include the companies listed at Stockholm OMX30. Only corporate reports issued for the year 2014 are treated. Methodology: For this study a self-constructed disclosure scoreboard with human capital- related items has been used to collect data from the companies’ corporate reports. Also additional information beyond the pre-determined items has been collected to extend the data collection. Empirical Results and Conclusion: The results show that human capital seems to be a subject that is relatively little reported about. The integrated reporting companies do not disclose more information compared to non-integrated reporting companies. However, the results show that integrated reporting companies seem to have a more future-oriented focus and that the disclosures are more dispersed throughout the reports. It can be concluded that company sector and size do not affect the amount or type of information.
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Gilpin, Gregory A. W. "Three essays on public policy, human capital, and economic growth theory and evidence /." [Bloomington, Ind.] : Indiana University, 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3380080.
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Thesis (Ph.D.)--Indiana University, Dept. of Economics, 2009.Title from PDF t.p. (viewed on Jul 12, 2010). Source: Dissertation Abstracts International, Volume: 70-12, Section: A, page: 4798. Adviser: Michael Kaganovich.
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Stovall, Olin Scott. "Accounting for Human Resources: Implications for Theory and Practice." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc3026/.
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Knowledge workers are an important resource for the typical modern business firm, yet financial reporting ignores such resources. Some researchers contend that the accounting profession has stressed reliability in order to make the accounting appear objective. Others concur, noting that accounting is an insecure profession and adopts strict rules when faced with uncertainty. Accountants have promulgated a strict rule to expense human resource costs, although many know that such resources have future benefits. Some researchers suggest that any discipline must modify its language in order to initiate change toward providing useful social ameliorations. If accounting theorists extend this idea to the accounting lexicon.s description of investments in human resources, investors and other accounting user groups might gain greater insight into how a firm fosters and nourishes human capital. I tested three hypotheses related to this issue by administering an experiment designed to assess financial analysts. perceptions about alternative financial statement treatments of human resources in an investment recommendation task. I predicted that (1) analysts' perceptions of the reliability (relevance) of the information they received would decrease (increase) as the treatment of human resources increasingly violated GAAP (became more current-oriented), (2) analysts exposed to alternative accounting treatments would report a lower likelihood of recommending that their clients invest in the company in the task, and (3) financial analysts who ranked reliability (relevance) as a more important information quality would be less (more) likely to recommend that their clients buy the stock represented in the case because the treatment of human resources on the financial statements violated GAAP (was more current-oriented) as compared to analysts who ranked reliability (relevance) as being lower (higher) in importance. Analysts receiving financial statements with accounting treatments of human resource costs that violated GAAP judged such information as less reliable and were also less likely to recommend that their clients buy the stock in the task than analysts receiving financial statements that conformed to GAAP. Also, analysts who perceived reliability as a more important information quality reacted more negatively to a replacement cost approach to accounting for human resources than participants who perceived reliability as being less important. A potential confounding explanation of the results is the varied language used in the audit opinions included with the treatment financial statements. Whether explained by the audit opinion language or the actual differences contained in the financial statements, the results suggest that an important user group, financial analysts, may be subject to the aura of objectivity suggested by Porter in 1995.
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Griffith, Andrew Scott. "A Test of Human Capital Theory in the Education and Training Services Industry." NSUWorks, 2011. http://nsuworks.nova.edu/hsbe_etd/39.
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The objective of this research is to test human capital theory via the earnings announcements through the returns within the for-profit education and training services industry. This theory posits that enrollment levels would rise during recessionary periods and this should be reflected in better earnings announcements of the education firms.
Data was retrieved from the Compustat, CRSP, Thompson IBES, Google Finance, and Yahoo! Finance databases spanning the recessionary years of 2008 through 2010. The first hypothesis utilized a price index weighted by the education firms' market capitalization and the Russell 3000 Index as a proxy for the market to assess the daily returns of the education industry relative to the market. The second and third hypotheses involved assessing the quality of the earnings announcements within the education industry on a Friday vs. non-Friday report basis. The fourth hypothesis explored the actual EPS vs. forecasted EPS in consecutive quarters to test for differences in the earnings of that are better-than and those that are the same-or-worse than expected. The final hypothesis utilized the cumulative abnormal returns and cumulative excessive returns methodologies to compare the performance of the periods before and after the announcements.
No support for the first four hypotheses was found. Consistent with expectations established by other research using CAR and CER methodologies, the fifth hypothesis was supported. Support for human capital theory was not found because four hypotheses were unsupported.
This study was limited to U.S. education firms that were publicly traded on major U.S. exchanges. No private for-profit or non-profit firms were included in this study.
Knowledge was gained by exploring the earnings announcements of the education industry for evidence of human capital theory. The absence of support for the theory within the industry during a recession could be an indicator of other issues affecting the industry that need to be researched further before any conclusions can be reached.
This study extends the research in earnings announcements by examining the relationship the education industry has with the market. It also contributes to the work in human capital theory by testing the education industry's performance during recessionary years.
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Rockhill, Carter Anderson. "Coaching Lineage: The Application of Network Theory to Power-5 Coaching Trees." The Ohio State University, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1594387207820944.
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Mak, Kitty Cheng-Hwey. "The contribution of Canadian education to industrial production, an exploration in human capital theory." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq24780.pdf.
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Walker, Paul Stephen. "The Firm in the Knowledge Economy: A Theory of the Human-Capital Based Enterprise." Thesis, University of Canterbury. Economics and Finance, 2011. http://hdl.handle.net/10092/5760.
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The focus of the thesis is on the firm in the “knowledge economy”. A significant issue for the firm is the increasing importance of human capital in the knowledge economy and thus we examine the theory of the human-capital based firm. In the first section of the Introduction three questions are asked, What is a knowledge economy? How can we measure such an economy? and Can we know if we are in a new economy?, but only the last of them can be answered and only positively for the U.S. After this a brief survey of the theory of the firm literature is given. Chapter 2 argues that the current mainstream approaches to firm do not deal well with the human-capital based firm. Chapter 3 looks in more detail at the two extensions of the Grossman Hart Moore approach to modelling the human-capital based firm. The discussion centres on Brynjolfsson (1994) and Rabin (1993). An error in one of Rabin’s proofs is noted. As these papers are the mainstay of the orthodoxy approach to the human-capital based firm we discuss them in detail as a spring-board to developing a more satisfactory model of the human-capital based firm in the following chapters. Chapter 4 turns to a discussion of the more recent “reference point” approach to the firm. Chapter 5 attempts to apply the reference point approach to the human-capital based firm. Two models are developed. The first suggests that heterogeneity of references matters in determining the outcome when choosing between the use of independent contractors and employees. When preferences are homogeneous, the first best and the optimal level of co-ordination can be achieved. Here the scope of the firm is clear. In some cases the activities of the firm are undertaken in-house while in others an independent contractor is utilised. Heterogeneity of preferences results in outcomes, which include deadweight losses, being determined by both the sign and the size of the change in the benefits to the agents. Both under and over levels of co-ordination can occur. The scope of the firm is inconclusive. This suggests that the organisation of a human capital based firm depends on the “types” of human capital in the firm. Having a homogeneous group of human capital involved in a firm may well lead to a different
organisational form than that found in a firm which involves a heterogeneous group of human capital. This issue is examined in the following section of the chapter. A model
is developed in which the optimal organisational form is determined by two conditions: 1) a “Make-or-Buy” constraint which picks an independent contractor contract or an employment contract depending on which contractual type results in the optimal of two widgets being chosen and 2) if an employment contract is chosen then the owner of the integrated firm is whoever has the highest “aggrievement level”, and thus will “shade” the most. Some of the conclusions give conditions under which more than one
of the possible organisational forms result in the efficient outcome. What the results of Chapter 5 suggest is that a human-capital only firm with heterogeneous human capital is likely to be unstable and thus a long lasting human-capital only firm will consist of homogeneous human capital. A firm which involves heterogeneous human capital will require some “glue”, in the form of non-human capital of some kind, to
remain viable. Given the importance of this glue to the firm ownership of the firm by the owner of the non-human capital is likely. Chapter 6 is the conclusion.
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Magrini, Stefano. "Modelling regional economic growth : the role of human capital and innovation." Thesis, London School of Economics and Political Science (University of London), 1998. http://etheses.lse.ac.uk/868/.
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This thesis investigates the role of human capital and innovation activity in the process of economic growth within a system of regions. It starts by reviewing existing theories of economic growth paying particular attention to the literature on “endogenous growth”, the large body of empirical literature addressing economic growth and that has investigated the “convergence issue”. A methodology based on the direct analysis of cross-sectional distributions of per capita income is then developed and applied to per capita income data for 122 European Union (EU) functionally defined regions over the period 1979-1990. The results show a clear tendency for some of the richest European regions to grow away from the others. The comparison of these results with those derived from a similar analysis for the commonly used administrative regions of the EU reveals some significant distortions imposed by adopting an administrative definition. A formal theoretical explanation of these results is then offered. In particular, it is argued that regional disparities in per capita income owe their existence to the pattern of specialisation between ‘knowledge creating’ and ‘knowledge applying’ regions. Specialisation is explained in terms of differences in the availability of useful knowledge at different locations. In the perfect foresight, stable equilibrium of the two-region model developed here, therefore, the region that specialises in innovation related activities (knowledge creating) enjoys a permanently higher level of per capita income. Moreover, it is shown that, on reasonable assumptions, a process of integration that reduces the cost of physical distance leads to faster growth in the long-run for the system as a whole, but at the expense of an increase in regional disparities. Finally, some predictions are derived and tested empirically. Using cross-sectional regressions, the fundamental determinants of the growth rate of a region are investigated. The results are supportive of the model, confirming the role played by the concentration of innovative activities and spatial spillovers of knowledge.
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Das, Sibabrata. "Government spending, migration, and human capital : impact on economic welfare and growth : theory and evidence." Thesis, University of Sussex, 2014. http://sro.sussex.ac.uk/id/eprint/48312/.
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The purpose of this dissertation is to analyze the effects of public policies on rural-urban migration and human capital expansion, and to examine the role of human capital (among other domestic and external factors) in the long-term economic growth of developing countries. Human capital expansion and labor migration from villages to cities are two aspects of the structure of labor markets in poor countries that are continuously influenced by public policies— policies that are often either ineffective or have unintended adverse consequences. For example, while much of human resource policy in developing countries is directed toward increasing the supply of educated labor, inter sectoral in-country migration and unemployment have become more pronounced, requiring new thinking on policy responses. This dissertation analyzes the outcomes of such policies and offers insights into how they might be improved. Chapter 2 extends a two-sector, general-equilibrium model of rural-urban migration to include government spending. Provision of public goods acts as a productivity-enhancing input in private production that results in external economies of scale. This approach is generalized by introducing an unbalanced allocation of public expenditure in rural and urban sectors due to political economy considerations, differential sector output elasticities with respect to government input, and distortionary taxation. The chapter studies the effects of an increase in public spending and taxation on sectoral outputs, factor prices, urban unemployment, and welfare. Of particular concern here is to study the effect of an unbalanced allocation of government spending between rural and urban areas. Chapter 3 studies the effects of selected education policies on the size of the educated labor pool and on economic welfare using the “job ladder” model of education, which is relevant to liberal arts education in developing countries. The policies considered are (1) increasing the teacher student ratio, (2) raising the relative wage of teachers, and (3) increasing the direct subsidy per student. In addition, the chapter analyzes the impact of wage rigidities in the skilled or modern sector on the size of the educated labor force. The analysis consists of five major sections. First, it reformulates the Bhagwati-Srinivasan job ladder model to make it amenable to analyzing the comparative static results of the effects of selected policies. Second, since higher education is mostly publicly financed, the analysis extends the job ladder model to incorporate public financing of the education sector. It then examines that model along with the effects of changes in policy parameters. Third, the analysis develops another extension of the job ladder model to include private tuition practices by teachers that are prevalent in many developing countries. Fourth, to analyze the impact of wage rigidities in a less restrictive framework where individuals can choose education based on ability and cost, the chapter develops an overlapping generations model of education with job ladder assumptions of wage rigidities in the skilled or modern sector. The chapter examines the flexible market and fixed market (with wage rigidities) equilibrium scenarios, and compares the impact on the threshold level of abilities and the size of the educated labor force. Finally, using specific functional forms of human capital production, cost, and ability density functions, the chapter analyzes the equilibrium outcomes. The analysis shows that in an economy with wage rigidities in the skilled sectors (modern and education sectors), the result of quality-enhancing policies under the simple job ladder model is an increase in the total size of the educated labor force. However, under an extended version of the job ladder model, the result depends on the relative size of the effects of an increase in the cost of education and the effects of an increase in the expected wage. The overlapping generations/job ladder model formulation used in the chapter finds that an increase in the present value of the expected wage and/or an increase in the marginal product of education will increase the demand for education. The minimum threshold level of ability falls, and more people are encouraged to acquire educational skills. Chapter 4 estimates the effects of openness, trade orientation, human capital, and other factors on total factor productivity (TFP) and output for a pooled cross section, time-series sample of countries from Africa and Asia, as well as for the two regions separately. The models are estimated for the level and growth of both TFP and output by using panel fixed effects. The generalized method of moments is also applied to address endogeneity issues. Several variables related to political, financial, and economic risks are used as instruments, together with the lagged values of the dependent and endogenous explanatory variables. The data for this study span 40 years (1972–2011) and are grouped into five-year averages. Several sources were used to obtain the most updated data, including the newly released Penn World Table (Version 8.0). The chapter finds that inducing a greater outward orientation generally boosts TFP, per capita output, and growth. Greater accumulation of human capital has a consistently positive effect on output and TFP growth in both Africa and Asia. Its positive influence comes rather independently of trade variables than interactive terms with openness. Furthermore, inflation does not negatively affect growth, although inflation variability is found to adversely affect TFP and output in Africa. Chapter 5 concludes the dissertation by providing conclusions, a summary of major results, and possible directions for future research.
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Renkas, J. "The human capital theory as a basis for the development of estimating the premium wage." Thesis, Київський національний університет технологій та дизайну, 2017. https://er.knutd.edu.ua/handle/123456789/7184.
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Shaeye, Abdihafit. "Three Essays on Human Capital and Wages of Refugees and Other Immigrants in the U.S." Thesis, The University of Wisconsin - Milwaukee, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10601915.
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Human capital is an important mechanism that influences both the migration decisions of immigrants and the rate at which immigrants assimilate in the host country. Returns to human capital could be correlated with difficult-to-observe factors such as self-selection, and legal status, and these unobservables can affect the economic assimilation of immigrants into the host country differently. The objective of this dissertation is to investigate the returns to human capital for refugees and other immigrants during the first two decades after they come to the U.S. Refugees are a subset of immigrants who have different characteristics and face different constraints than other immigrants. For example, while refugees have greater legal access to the labor market, non-refugees benefit from greater ability to self-select into both migration and (pre-migration) human capital, and those relative advantages change during the years after individuals migrate.
The empirical results show that non-refugees receive a much larger crude wage return for human capital both at arrival and over time. Although the refugees’ return grows over time, they do not catch up with that of non-refugees. These findings confirm that non-refugees are not only selected on observable characteristics (as already documented in the literature) but on unobservables as well, and that the initial selection on unobservables will matter for their differential returns to human capital even after they remain a long time in the U.S. In other words, many refugees might not be well-suited for the U.S. labor market for some permanent but unobservable reasons, whereas this may not be the case for non-refugees because they would less likely move to a country for which they are poorly-suited.
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Thomas, Wayne Robert. "An evaluation of educational decision problems under uncertainty." Thesis, University of Bristol, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.319396.
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Naderi, Rushnavand Abolghasem. "Education, experience and earnings : a multilevel analysis : a case study of the manufacturing sector in Iran." Thesis, University College London (University of London), 1999. http://discovery.ucl.ac.uk/10020324/.
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This thesis examines the relationship between education, experience, and earnings in the context of human capital theory in the manufacturing sector of Iran. Using a sample of 15755 full-time male workers clustered within 35 firms, both single-level and multilevel statistical techniques were employed to evaluate the contribution of education and experience to earnings. The research also examines the advantages of applying a multilevel method of analysis to investigate the above relationship. This study has shown that, in the manufacturing sector of Iranian industry, the amount of education and experience is significantly and systematically associated with the earnings of employees. This helps to corroborate the notion that human capital acquired through education and experience provides individual economic benefits through improving the earning capacity of individuals. These findings are consistent with many other analyses of earnings based on human capital theory. The multilevel analysis showed that data used are affected by a hierarchical or clustered structure and the relationship between human capital variables and earnings varies across firms. As a result, as argued by multilevel methodologists and confirmed by our findings, the application of the OLS models in a hierarchical structure leads to incorrect inferences. This study has also shown that the relatively new statistical technique of multilevel modelling provides a powerful tool for examining earnings differentials and some of the effects of labour market structures on earnings. In general the use of a multilevel model provides evidence for the pecuniary externality effects of human capital. By treating individual firms as second level units of analysis, it has been shown that part of the differences in earnings can be attributed to the firms in which individuals are working. In particular clusters of highly educated people seem to have a positive effect on the amount of human capital created through experience. It would be interesting to see whether this finding has wider application. The multilevel technique also strengthens the explanatory power of human capital variables. Using qualitative methods, this research also examines the question "why does investment in human capital increase earnings?" The main findings tend to support the human capital interpretation of education rather than pure screening.
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Opalka-Bentler, Melanie. "Retention of Direct Care Professionals Supporting Intellectually Disabled Individuals." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2567.
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In the health and human service industry, employee turnover affects business practices and causes disruption of the lives of vulnerable individuals with intellectual disabilities receiving support. Using a human capital conceptual framework perspective, the purpose of this multiple case study was to explore strategies used to increase employee retention. The criteria for participation included organizational leaders from 3 Pennsylvania human service agencies that supported individuals with intellectual disabilities, tracked employee turnover for at least 2 years, and developed strategies to increase employee retention. Organizational leaders volunteered to participate and the first 3 organizations meeting the criteria were selected. Data collection included semistructured telephone interviews with organizational leaders, in addition to a review of company policies and turnover data. The interviews were transcribed and participants were asked to member check the draft findings. Constant comparison analysis occurred to analyze collected data. The findings included that the human capital theory alone did not inform retention strategies. Reoccurring themes included retention strategies that focused on developing the organization's intellectual capital through development of human capital, structural capital, and relational capital. Organizational leaders could develop intellectual capital to reduce employee turnover costs, increase employee productivity, create a stable life for the individuals in need of support, and develop relationships with the community where integration occurs. The implications for positive social change include the potential to reduce employee turnover to organizational leaders from Pennsylvania agencies supporting individuals with intellectual disabilities.
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Graff, Curt Gerard. "Course selection theory and college transition seminars: an adaptation of college choice models to explain first-year students' course enrollment behavior." Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/1141.
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This dissertation examines the course-enrollment behavior of first-year students at a public Midwestern university. Using the student choice construct, modern college choice theory, and the constructs of habitus, human capital, financial capital, social capital, cultural capital, along with background variables such as gender and locus of control, a course selection theory is proposed to explain students' voluntarily enrollment in a seminar designed to assist with the academic and social transitions to college. The literature review shows numerous studies have been done examining the impacts these courses may have on first-year students' academic performance, retention, and graduation rates. In many of these studies, however, subsets of students were targeted for enrollment and participation in the seminars was not voluntary. In others, students self-select into the first-year transition seminars, raising questions about whether or not their subsequent success is attributable to their participation in these courses. Prior to this study, few, if any, studies have examined enrollment in these first-year seminars as the dependent variable and attempted to explain how various factors impact whether or not students voluntarily choose to enroll.
This quantitative research looked at 7,561 first-year students enrolling in 2006-2007 and 2007-2008 and, using logistic regression, attempted to explain whether or not students chose to enroll in a transition seminar. Data was gathered from institutional offices (Admissions, Registrar, and Student Financial Aid) and through an Entering Student Survey completed by 99% of each entering cohort. Of the 52 independent variables included in the model, 17 were significant in one or more steps (or blocks) of the model.
This study found that students more advantaged in their individual or family college-going resources (e.g., higher ACT-Composite scores or a higher self-evaluation of their ability to appreciate fine arts, music, and literature) are less likely to enroll in the college transition seminar than students that could be described as more disadvantaged in terms of their college-going resources (i.e., an external locus of control, receiving a Pell Grant, and less access to various forms of capital). There is also evidence that students with past experiences where they may have learned the value of community or teamwork through in- and out-of-class experiences may see the first-year transition seminar as a way to begin creating these same types of connections or communities on the college campus. The dissertation concludes with a consideration of implications for future research, theory development, and institutional policy and practice.
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Eagle, Lynne Carol. "Education reforms: The marketisation of education in New Zealand. Human capital theory and student investment decisions." Thesis, University of Auckland, 1999. http://wwwlib.umi.com/dissertations/fullcit/9950433.
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This thesis traces the development of the New Zealand education reforms which began in the late 1980s from their ideological and theoretical foundations, especially those of human capital theory, through policy development and implementation. Polytechnic business programmes are used as a case study to illustrate the impact of the reforms and of one of the principal mechanisms by which the reforms were expected to be implemented-the National Framework. Evidence is provided that leads to policy questions regarding the implementation of the Framework under the aegis of the New Zealand Qualifications Authority. These concerns include competency based learning and administration and delivery complexities. The links between the reform intentions and the actuality of implementation are also examined. The assumption that the education reforms are expected to have significant impact on the country's economic performance is examined and factors which impact on workplace organisation and productivity and which may constrain the effects of improved worker education and training are discussed. The instrument of ‘the market’ as a means of achieving both efficiencies and effectiveness in tertiary education is also reviewed. There appears to be an absence of a common understanding of the nature, composition and behaviour of education markets. Indicative evidence is also provided regarding the complexity of student investment decisions with regard to tertiary education decisions. This study provides evidence to support human capital theory as a force influencing the decision to undertaken tertiary education, but as part of a much more complex model of the tertiary education decision making process than it would appear that policy makers have considered. Evidence is presented that leads to questions regarding the assumption that industry will take ownership of the reform processes. Evidence is presented of industry indifference and inertia to the reforms. Recommendations for the re-examination of developments to date are made, together with research programmes to provide a sound empirical base for future policy making. Without a structured critical review of the reform intentions versus the emerging actuality, there is a danger that the reforms may, in part at least, prove to be both inefficient and ineffectual.Subscription resource available via Digital Dissertations only.
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POSTERNAK, LEO. "HUMAN CAPITAL THEORY IN BRAZIL: PIONEERING, RESISTANCES, AND RECENT INFLUENCE ON THE FORMULATION OF SOCIAL POLICIES." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2014. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=24509@1.
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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIROA Teoria do Capital Humano defende que a educação formal é necessária para aumentar a capacidade de produção de uma população: uma população educada é uma população produtiva e dotada de maior nível de bem-estar social, o que, por sua vez, proporciona a diminuição da pobreza e da desigualdade de renda. Na década de 1970, Carlos Geraldo Langoni estudou, de forma pioneira e com o auxílio da Teoria do Capital Humano, a variação da desigualdade de renda no Brasil na década de 1960. Seu trabalho demonstrou que a variável educação possuía a maior correlação para explicar os resultados observados de desigualdade nos rendimentos do trabalho. Desníveis provenientes do sistema educacional brasileiro, envolvendo crianças e adolescentes, resultavam em desníveis salariais entre os trabalhadores no mercado de trabalho. Langoni contribuiu para a formação de um grupo de pesquisadores brasileiros que, influenciados por aquela perspectiva teórica, participaram a partir da década de 1990, do debate público envolvendo a formulação de programas de transferências de renda condicionadas à frequência escolar. Embora as teses baseadas na Teoria do Capital Humano apresentadas por Langoni, em 1973, fossem consistentes e representassem importante contribuição para a compreensão da desigualdade de renda, o ambiente político e acadêmico dos anos de 1970 terminou por inibir a repercussão e o reconhecimento de seu trabalho. Apenas a partir de 1990, tendo à frente seus seguidores, aquelas ideias e a própria Teoria do Capital Humano passaram a influenciar governos, políticas sociais, e, de alguma forma, as escolhas da própria sociedade brasileira.
Human Capital Theory proposes that formal education is necessary to increase a population s productivity: an educated population tends also to be a productive one and to present a higher level of social well-being that provides reduction of poverty and income inequality. Based on Human Capital Theory, Carlos Geraldo Langoni pioneered, in the 1970s, a study on the variation of income inequality in Brazil during the 1960s. His work demonstrated that education was the variable that best correlated with future income inequality. The inequality gaps involving children and adolescents in the Brazilian educational system were reproduced in wage gaps among workers in the labor market. Langoni contributed to the formation of a group of Brazilian researchers who were influenced by this theory. As of the 1990s, these researchers were involved in the public debate regarding the issuance of cash transfers conditional on school attendance programs. Although these conclusions based on Human Capital Theory presented by Langoni in 1973 were consistent and represented an important contribution to the understanding of income inequality, the political and academic environment of the 1970s ended by inhibiting the impact and recognition of the work. Starting in the 1990s, headed by his followers, those ideas and Human Capital Theory influenced governments, social policies, and somehow the choices of Brazilian society.
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Caldas, Amanda Rodrigues. "The employee policy manual." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11832.
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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and EconomicsThe purpose of this Work Project was to develop the Employee Policy Manual for the Canadian company Jones DesLauriers Insurance Management Inc. (JDIMI), in the context of an internship. I was assigned to do this project under the supervision of the HR Generalist. To create the handbook, I had to not only research and understand company policies and procedures, but also corporate culture and major strategic goals. I also used theoretical frameworks, such as contingency theory and human capital theory, to support my propositions. The Employee Policy Manual is provided in the Appendix on a CD, since it is quite an extensive and comprehensive document. In the main text of the Work Project, a literature review and a brief description of the main components of the Employee Policy Manual are provided.
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Demissie, Meskerem. "FDI, Human Capital and Economic Growth : A panel data analysis of developing countries." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-29496.
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FDI inflow to developing countries has shown a drastic increase in the past few decades. Accordingly, many policy makers and academics are concerned about policies that attract FDI inflows to enhance economic growth from the positive spillover effects of FDI. Hence this study examines the general impact of FDI on the economic growth of 56 developing countries for the period 1985-2014. In order to analyze the growth effect of FDI into different macroeconomic situations, the sample countries are grouped into 24 low-income developing countries and 32 upper middle-income countries. The overall panel data analysis based on endogenous growth theory supported the positive growth effect of FDI for the pooled 56 countries and upper middle- income countries. However the growth effect of FDI for low-income countries tend to be statistically significant but negative. Moreover, to investigate the absorptive capacity of the host country an interactive term of FDI and human capital is included to estimate the general model. The regression results from the interactive term denote that the growth effect of FDI is dependent on the level of human capital in the host country. Hence a minimum level of human capital is essential in order to maximize and absorb the positive growth effect of FDI.
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Teixeira, Aurora Amelia Castro. "Fission risk or inertia? : human capital decisions in the Portuguese textile industry during the eighties and nineties." Thesis, University of Sussex, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.390628.
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Fischer, Manfred M. "Spatial Externalities and Growth in a Mankiw-Romer-Weil World: Theory and Evidence." SAGE, 2018. http://epub.wu.ac.at/5477/1/spatial.pdf.
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This paper presents a theoretical growth model that accounts for technological
interdependence among regions in a Mankiw-Romer-Weil world. The reasoning behind the
theoretical work is that technological ideas cannot be fully appropriated by investors and
these ideas may diffuse and increase the productivity of other firms. We link the diffusion of
ideas to spatial proximity and allow for ideas to flow to nearby regional economies. Through
the magic of solving for the reduced form of the theoretical model and the magic of spatial
autoregressive processes, the simple dependence on a small number of neighbouring
regions leads to a reduced form theoretical model and an associated empirical model where
changes in a single region can potentially impact all other regions. This implies that
conventional regression interpretations of the parameter estimates would be wrong. The
proper way to interpret the model has to rely on matrices of partial derivatives of the
dependent variable with respect to changes in the Mankiw-Romer-Weil variables, using
scalar summary measures for reporting the estimates of the marginal impacts from the
model. The summary impact measure estimates indicate that technological interdependence
among European regions works through physical rather than human capital externalities.
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Sardadvar, Sascha. "Regional Economic Growth and Steady States with Free Factor Movement: Theory and Evidence from Europe." WU Vienna University of Economics and Business, 2015. http://epub.wu.ac.at/4548/1/Sardadvar_ePub_1.pdf.
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This paper develops a spatial theoretical growth model in order to study the impact of physical and human capital relocations on the growth of open economies. Analytical and simulation results show how the respective neighbours determine an economy's development, why convergence and divergence may alternate in the medium-run, and that interregional migration as a consequence of wage inequalities causes disparities to prevail in the long-run. The empirical part applies spatial econometric specifications for European regions on the NUTS2 level for the observation period 2000-2010. The estimations underline the importance of human capital endowments and its relation with spatial location. (author's abstract)Series: Working Papers in Regional Science
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Douglas, Fernandez Whitney G. "What Does Board Capital Really Bring to the Table? Exploring the Effect of Directors’ Human and Social Capital on Effective Governance During International Expansion." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1561.
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What constitutes effective corporate governance? Which director characteristics render boards effective at positively influencing firm-level performance outcomes? This dissertation examines these questions by taking a multilevel, multidisciplinary approach to corporate governance. I explore the individual-, team-, and firm- level factors that enable directors to serve effectively as strategic resources during international expansion. I argue that directors’ international experience improves their ability to serve as effective strategic consultants and resource providers to firms during the complex internationalization process. However, unlike prior research, which tends to assume that directors with the potential to provide important resources uniformly do so, I acknowledge contextual factors (i.e. board cohesiveness, strategic relevance of directors’ experience) that affect their propensity to actually influence outcomes. I explore these issues in three essays: one review essay and two empirical essays.
In the first empirical essay, I integrate resource dependence theory with insights from social-psychological research to explore the influence of board capital on firms’ cross-border M&A performance. Using a sample of cross-border M&As completed by S&P 500 firms from 2004-2009, I find evidence that directors’ depth of international experience is associated with superior pre-deal outcomes. This suggests that boards’ deep, market-specific knowledge is valuable during the target selection phase. I further find that directors’ breadth of international experience is associated with superior post-deal performance, suggesting that these directors’ global mindset helps firms in the post-M&A integration phase. I also find that these relationships are positively moderated by board cohesiveness, measured by boards’ internal social ties.
In the second empirical essay, I explore the boundary conditions of international board capital by examining how the characteristics of firms’ internationalization strategy moderate the relationship between board capital and firm performance. Using a panel of 377 S&P 500 firms observed from 2004-2011, I find that boards’ depth of international experience and social capital are more important during early stages of internationalization, when firms tend to lack market knowledge and legitimacy in the host markets. On the other hand, I find that breadth of international experience has a stronger relationship with performance when firms’ have higher scope of internationalization, when information-processing demands are higher.
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Li, Xiaoni. "Corporate finance and option theory: an extension model of rao and stevens (2007)." Doctoral thesis, Universitat Rovira i Virgili, 2010. http://hdl.handle.net/10803/101519.
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El objetivo planteado es contribuir a la teoría y práctica de la valoración
financiera de la empresa estudiando la influencia que sobre dicha valoración
ejercen integradamente gobierno, accionistas, acreedores, empleados y clientes.
La necesaria flexibilidad de la vida empresarial se modeliza usando la metodología
de las opciones, tanto ordinarias como reales. Las principales novedades se
hallan en los dos ámbitos siguientes: 1) de carácter instrumental, que consiste
en la forma de utilizar las opciones; 2) en la introducción y cuantificación del
papel que empleados y clientes desempeñan en la creación de valor por parte
de la firma.
Este planteamiento pretende dar un paso adelante en la línea de evaluación
de la remuneración de los empleados (lo que podría permitir la mejora de
los esquemas de remuneración actualmente utilizados) así como en la de
clasificar la clientela de acuerdo al valor añadido que estos dos grupos de
personas (stakeholders) hayan aportado durante el ejercicio económico
La investigación realizada abre importantes líneas de avance para el futuro,
muchas de ellas reseñadas en la Tesis, que indudablemente servirán como
hoja de ruta para ir completando el marco de trabajo aquí establecido. El
actual estado de desarrollo de nuestros sistemas económicos necesitan nuevos
enfoques, siendo muy prometedor el aquí planteado y utilizado.This thesis focuses on the field of market valuation of relatively large firms and it refers markets with “normal” behavior, where classical assumptions apply, such as rationality and dynamical stability, in an attempt to investigate the firm's value creation so as to reveal the contribution of all possible stakeholders that might be involved in the formation of the market value of a firm. The literature review related to valuation models, especially the DCF model, has shown that the conceptual frame of Modigliani and Miller, to determine the market value of a firm as it is understood today, is too restricted because only three types of stakeholders (shareholders, debtholders and government) are considered. This work contributes to build an extending valuation model which incorporates some other stakeholders (different from shareholders, debtholders and government), such as employees and clients so as to reflect their influence on the firm's market value. Based upon the work of Rao and Stevens (2007) which reflects the role of the three types of stakeholders with a special emphasis on the role of government, real options theory is applied here to quantify the value created through a major degree of loyalty and capture policies for both employees and clients. One fundamental option is proposed when building the model and it is related to the employees' and clients' portfolio of a firm, which has options to improve returns by driving up the motivations of employees, the fidelity of clients, the capture of talents, the information campaigns to clients and/or investors. Through applying real options theory, this thesis finds an appropriate way for treating the uncertainty and integrating the risks associated with it in valuation models, along with considering the flexibility as an ingredient of value in managerial decisions, increasing the capability to give alternative actions. The approach in this thesis is almost theoretical with a possible scheme for empirical experiments suggested for future research. The results achieved attempt to suggest that there exists communication vehicles for the information about an increase of the satisfaction degree of employees and customers in such way to be truly transmitted to investors and thus to be converted into an increase of the firm's market value.
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Gundogdu, Didem. "The role of social and human capital in assessing firm value : a longitudinal study of UK firms." Thesis, University of Exeter, 2017. http://hdl.handle.net/10871/30194.
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This study examines the role of board social and human capital in assessing the market value of firms in the UK context. As the world economy has shifted from manufacturing to service and knowledge-based economies, attributes such as knowledge, expertise, skills, ability and reputation are increasingly fundamental to the success of business enterprises. There is a growing consensus that these attributes are an increasingly valuable form of capital, asset or resource, despite their intangibility. In accounting, there are a number of problems arising from the accountability of non-physical, non-financial capital. Firstly, some forms of capital and certain assets are neither recognised nor presented in the statement of financial position. Secondly, some accounting practices relating to intangible assets are very conservative, resulting in undervalued assets and overstated liabilities. Consequently, there is an increasing gap between the book value and market value of firms. This gap restricts the relevance of information presented in financial statements and suggests that there is something missing in financial statements. This is the research problem being addressed in this study. While prior literature demonstrates that it has proven difficult to operationalise intangible forms of capital, there has been significant empirical attention and theoretical development in social and human forms. This thesis aims to contribute to accounting theory and practice by exploring the impact that board social and human capital have on firm market value. In light of extant research, it is hypothesised that social and human capital possessed at board level are positively related to the market value of firms. This study employs the Ohlson’s (1995) residual income valuation model to test the impact of social and human capital using a sample of UK firms listed on the FTSE All Share index for a period of 10 years (2001-2010). Social and human capital measures are derived from interlocking directorate ties and detailed biographic information of board directors. This study benefits from Pajek and Ucinet network packages to generate network maps and calculate positional metrics such as centrality and structural hole measures.
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Rao, Neel. "Essays in Labor Economics and Contract Theory." Thesis, Harvard University, 2012. http://dissertations.umi.com/gsas.harvard:10205.
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This dissertation consists of three essays in labor economics and contract theory. The first essay examines whether one’s wage is based on information about the performance of one’s personal contacts. I study wage determination under two assumptions about belief formation: individual learning, under which employers observe only one’s own characteristics, and social learning, under which employers also observe those of one’s personal contacts. Using data on siblings in the NLSY79, I test whether a sibling’s characteristics are priced into one’s wage. If learning is social, then an older sibling’s test score should typically have a larger adjusted impact on a younger sibling’s log wage than vice versa. The empirical findings support this prediction. Furthermore, I perform several exercises to rule out other potential factors, such as asymmetric skill formation, human capital transfers, and role model effects. The second essay analyzes the influence of macroeconomic conditions during childhood on the labor market performance of adults. Based on Census data, I document the relationship of unemployment rates in childhood to schooling, employment, and income as an adult. In addition, a sample from the PSID is used to study how the background attributes of parents raising children vary over the business cycle. Finally, information from the NLSY79-CH is examined in order to characterize the impact of economic fluctuations on parental caregiving. Overall, the evidence is consistent with a negative effect of the average unemployment rate in childhood on parental investments in children and the stock of human capital in adulthood. The third essay studies the bilateral trade of divisible goods in the presence of stochastic transaction costs. The first-best solution requires each agent to transfer all of her good to the other agent when the transaction cost reaches a certain threshold value. However, in the absence of court-enforceable contracts, such a policy is not incentive compatible. We solve for the unique maximal symmetric subgame-perfect equilibrium, in which agents can realize some gains from trade by transferring their goods sequentially. Several comparative statics are derived. In some cases, the first-best outcome can be approximated as the agents become infinitely patient.Economics
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Materna, Jane M. "The Institute for Advanced Learning and Research Programin the Dan River Region of Virginia and New Growth Economic Development Theory." Virginia Tech, 2003. http://hdl.handle.net/10919/9713.
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This paper applies New Growth Theory (NGT) to the economic development plan of the Institute for Advanced Learning and Research (IALR) for the Dan River region. New Growth Theory is summarized into five concepts: knowledge and human capital, technology, flexible production and innovation, and the institutional environment. The IALR program demonstrates this NGT framework. The IALR program seeks to promote growth by attracting exogenous demand for innovation and high tech. Endogenously, the program plans to create an institutional support environment and human capital infrastructure. The New Growth Theory supports the IALR in developing a knowledge based economy.
However, the New Growth Theory has limitations in application for economic development. It assumes that the targeted economy has some physical and social infrastructure. The Dan River region lacks transportation infrastructure and a history of valuing higher education. The New Growth Theory assumes that using knowledge as a factor will insure against diminishing returns. However, growth from high tech is risky and uneven. The IALR program is an example of an under-educated region trying to transform its economy by using high tech. What may happen is an increased gap between the lower and higher income population, with skilled knowledge labor being recruited and the existing human capital not able to keep up with the new skill requirements. Finally, while the Dan River region has a need to work on quality of life aspects, such as living conditions, equity, the environment, health and civic infrastructure, New Growth Theory does not consider these aspects.Master of Public and International Affairs
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Ford, Catherine. "Filipina Nurses in the National Health Service: The push and pull factors behind international migration to the United Kingdom." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-22801.
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Maciel, Paulo Henrique Freitas. "Vocational Education Center Vocational Technology (CVT) In Community Umarizeiras, Maranguape-CE." Universidade Federal do CearÃ, 2013. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=11594.
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nÃo hÃHistorically, we can verify the educational duality in which we have a formation oriented to the ruling Ãlite and another one oriented to the workers who act in the capitalist production process. However, the expansion of the capitalism in the last four decades, we identify, as Karl Marx had already previewed, the intensification of the substitution of the living work (the human being) for the dead work (machines), causing crisis, because the market doesnât absorb so many workers in the production process. Therefore, the unemployment, is a reality that scares even the international organizations, like the United Nations (UN). In this context, the employability, in a world without jobs and the human capital theory emerge as new forms of social domination, internalizing in the individual the idea that he is the responsible for his precarious economic situation. In this regard, in this research we analyzed the formation of workers released by Centro Vocacional TecnolÃgico (CVT) â Technologic Vocational Center â through means of initial formation courses or professional qualification in the community of Umarizeiras, in Maranguape, town in the Metropolitan Region of Fortaleza, pointing contradictions imposed by the contemporary capitalism which limit that performance. The investigation took place with oral sources, through interviews with thirteen dwellers; and documents: booklets of the courses available by CVT and Estatuto da AssociaÃÃo de Moradores de Umazeira, which let us highlight the contradictions between the official speech and the reality lived by the subjects involved in that formation. The available courses by CVT to that community were fruit pulp process, chicken raising, E.V.A., computing, fruit sweets. All the interviewed subjects had already participated in one or more courses, motivated by the immediate objective of getting a job, fact that doesnÂt really happen; about the knowledge acquired in the courses, itâs rare to find someone who uses it in the daily life. We conclude, therefore, that the offer of the courses achieves rather an ideological objective, targeting to blame the individuals for their economic situation than a whole formation of the human being, having work as the educational principle.
Historicamente, verificamos a dualidade educacional em que temos uma formaÃÃo voltada para as elites dirigentes e outra para os trabalhadores que atuam no processo de produÃÃo capitalista. No entanto, na expansÃo do capitalismo nas Ãltimas quatro dÃcadas, identificamos, assim como jà tinha antecipado Karl Marx, a intensificaÃÃo da substituiÃÃo do trabalho vivo (o ser humano) pelo trabalho morto (as mÃquinas), ocasionando uma crise, pois o mercado jà nÃo absorve tantos trabalhadores no processo produtivo. O desemprego, portanto, à uma realidade que assusta atà mesmo os organismos internacionais, como a OrganizaÃÃo das NaÃÃes Unidas (ONU). Neste contexto, a empregabilidade, em um mundo sem emprego, e a teoria do capital humano surgem como novas formas de dominaÃÃo social, internalizando no indivÃduo a ideia de que à ele o responsÃvel por sua situaÃÃo econÃmica precÃria. Neste sentido, analisamos nesta pesquisa a formaÃÃo de trabalhadores desencadeada pelo Centro Vocacional TecnolÃgico (CVT), por meio de cursos de formaÃÃo inicial ou qualificaÃÃo profissional na comunidade de Umarizeiras, distrito de Maranguape, municÃpio da RegiÃo Metropolitana de Fortaleza (RMF), apontando as contradiÃÃes impostas pelo capitalismo contemporÃneo, que limitam aquela atuaÃÃo. A investigaÃÃo foi realizada a partir da articulaÃÃo de fontes orais, atravÃs de entrevistas com 13 (treze) moradores; e documentais: apostilas dos cursos disponibilizadas pelo CVT e o Estatuto da AssociaÃÃo de Moradores de Umarizeiras, o que nos permitiu colocar em evidÃncia as contradiÃÃes entre o discurso oficial e a realidade vivenciada pelos sujeitos envolvidos naquela formaÃÃo. Os cursos ofertados pelo CVT Ãquela comunidade foram: processamento de polpas, criaÃÃo de galinha caipira, E.V.A., informÃtica, doces de frutas e associativismo. A maioria dos entrevistados jà havia participado de um ou mais cursos, motivados pelo objetivo imediato da conquista de um emprego, fato que constatamos nÃo se realizar; sobre os conhecimentos adquiridos nos cursos, raros sÃo os que afirmam utilizarem em seu cotidiano. Conclui-se, portanto, que a oferta dos cursos cumpre mais um objetivo ideolÃgico com a funÃÃo de culpar o indivÃduo pela sua situaÃÃo econÃmica do que uma formaÃÃo integral de ser humano, tendo o trabalho como princÃpio educativo.
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Soares, Francisco Luiz Batista. "A escolha no ensino superior : fatores de decisão." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2007. http://hdl.handle.net/10183/10775.
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A presente dissertação trata de um estudo exploratório que visa identificar os principais fatores que levam os estudantes a decidirem sobre um curso de nível superior (3º grau). A amostra foi composta dentre quatro Instituições de Ensino Superior da cidade de Caxias do Sul/RS e totalizou 655 estudantes regularmente matriculados e de ambos os sexos, focando, preferencialmente, alunos do 1º ou do 2º semestre de seus cursos. As questões empregadas visaram identificar conclusões para o tema central da pesquisa – o processo de escolha de um curso de graduação. O instrumental teórico baseia-se na Teoria do Capital Humano e na Teoria da Sinalização. Os resultados revelaram que os fatores que determinam as escolhas são: a realização pessoal, aptidão ou vocação para o curso pretendido; as oportunidades no mercado de trabalho; a qualidade e o prestígio da Instituição e a possibilidade de ascensão financeira. Identificou-se também que a maioria dos estudantes escolheu o curso no último ano do ensino médio e às vésperas do vestibular e, além disso, eles têm certeza de que fizeram a escolha certa.The present dissertation deals with an exploratory study that aims to identify the main factors that take the students to decide on a course of a college. The sample was chosen among four institutions from the city of Caxias do Sul/RS and totalized 655 students regularly registered and of both genders, focusing, preferentially, on students that were attending the 1st or 2nd semester of their courses. The employed questions were directed to identify conclusions to the central subject of the research – the process of choice of a graduation course. The theoretical instrument is based on the Human Capital Theory and the Signaling Theory. The results revealed that the factors that determine the choices are: the personal realization, aptitude or vocation for the intended course; the job opportunities; the prestige of the institution and the income perspectives. There was also identified that the major part of the students has chosen the course in the last year of the high school and very close to the vestibular and, furthermore, they are sure that they have made the right choice.
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Evans, A. Dwyfor. "The role of human capital, financial development and political stability in economic growth : evidence and interpretation from cross-section and panel data." Thesis, Cardiff University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325003.
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Azaghouagh, Warda. "Essais sur le capital humain à travers une approche néo-instititutionnelle." Thesis, Bordeaux, 2020. http://www.theses.fr/2020BORD0120.
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Le capital humain est un concept complexe qui ne cesse de susciter l’intérêt des praticiens et des chercheurs. Selon la définition de l’Organisation de Coopération et de Développement Économiques (OCDE), il regroupe « les connaissances, les qualifications, les compétences et les autres qualités d’un individu qui favorisent le bien-être personnel, social et économique » (Keeley, 2007, p. 30). Il peut aussi être analysé comme un ensemble de KSAO’s ; connaissances, compétences, aptitudes et autres caractéristiques (Coff et Kryscynski, 2011 ; Crook et al., 2011 ; Nyberg et al., 2014 ; Ployhart et al., 2014). En gestion stratégique des ressources humaines et selon la théorie basée sur les ressources, le capital humain constitue l’une des ressources clés pour la création de valeur de l’entreprise (Becker, B. et Gerhart, 1996 ; Takeuchi et al., 2007 ; Wright,Dunford et Snell, 2001 ; Wright et McMahan, 1992). Compte tenu du rôle central de la performance durable au sein des organisations, la recherche sur le capital humain s’est donc réactivée (Cappelletti, 2010). Pour autant, les questions restent nombreuses en ce qui concerne le capital humain et les connaissances développées ne sont pas encore stabilisées (Bouteiller et al., 2013). Sa conceptualisation semble être complexe. En mobilisant un cadre théorique néo-institutionnel , cette thèse s’intéresse à la représentation du capital humain à partir de trois articles réalisés dans des contextes différents : les cabinets de conseil pour le premier article, et l’université pour les deux autres. Les objectifs de ce travail de recherche sont donc multiples. Dans un premier article, nous nous intéressons à l’usage rhétorique d’un concept considéré comme « dans l’air du temps », mais dont les marges interprétatives sont nombreuses. Puis, le deuxième article met en évidence la représentation du concept au regard des logiques institutionnelles en présence dans une université. Enfin, dans ce même contexte, l’étude des pratiques permettant de développer le capital humain du personnel BIATSS (personnels de bibliothèques, ingénieurs, administratifs, techniciens, sociaux et de santé) en fonction des différents types d’isomorphisme fera l’objet de notre troisième article. Les résultats montrent effectivement un usage rhétorique du capital humain par les consultants, des représentations variées du concept sous-jacentes aux logiques institutionnelles, mais aussi des pratiques de développement du capital humain fortement influencées par le contexte institutionnelThe human capital is a complex notion which keeps sparking the interest of practitioners and researchers. According to the definition of the Organisation for Economic Co-operation and Development (OECD), it combines “the knowledge, skills, competencies and attributes embodied in individuals that facilitate the creation of personal, social and economic well-being” (Keeley, 2007, p. 30). It can also be seen as a set of KSAO’s; knowledge, skills, abilities and other characteristics (Coff and Kryscynski, 2011 ; Crook and al., 2011 ; Nyberg and al., 2014 ; Ployhart and al., 2014). In strategic management of human resources and according to the resources based theory, the human capital constitutes one of the key resources for the company’s creation of value (Becker and Gerhart, 1996; Takeuchi and al., 2007; Wright, Dunford and Snell, 2001; Wright and McMahan, 1992). Given the key role of the sustainable performance within the organizations, the research on human capital has therefore been revived (Cappelletti, 2010). However, the questions remain numerous when it comes to the human capital and the knowledge developed isn’t stable yet (Bouteiller and al., 2013). Its conceptualization seems rather complex. By convening the neo-institutional theoretical framework, this thesis focuses on the representation of the human capital based on three articles made in different contexts: the consulting firms for the first article, and the university for the two others. The aims of this work are therefore multiple. In the first article, we focus on the theoretical use of a concept regarded as “in tune with the times”, but which interpretative margins are numerous. Then, the second article highlights the representation of the concept in the light of the institutional logics within the university. Finally, in this same context, the study of practices allowing to develop the human capital of the professional staff depending on the different types of isomorphism, will be covered in our third article. Indeed, the results show a rhetorical use of the human capital by the consultants, diverse representations of the concept underlying the institutional logics, but also practices of human capital development highly influenced by the institutional context
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Crano, Ricky D'Andrea. "Posthuman Capital: Neoliberalism, Telematics, and the Project of Self-Control." The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1405531247.
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Mitcham, Antonio John Alistair. "The NCV qualification, internships and work readiness. The case of a TVET college in the Western Cape." University of Western Cape, 2021. http://hdl.handle.net/11394/8394.
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Magister Educationis (Adult Learning and Global Change) - MEd(AL)The study investigates a Western Cape Technical Vocational and Education and Training (TVET) college internship programmes and how the curriculum prepare students for the workplace. The research utilizes and applies the Human Capital Theory (HCT) to student employability and college internships to generate new theoretical insights into the possibilities and limitations of an internship in preparing college students for the workplace. The study is motivated by observations of students in the workplaces who had completed the National Certificate Vocational (NCV) course with regard to hospitality and office administration who were participating in its associated internships. The research question underlines the relationship between the NCV qualification, HCT and internships.
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Hur, Yongbeom. "ORGANIZATIONAL PERFORMANCE, TURNOVER, AND HUMAN RESOURCE MANAGEMENT: FOCUSING ON MUNICIPAL POLICE SERVICES." Lexington, Ky. : [University of Kentucky Libraries], 2007. http://lib.uky.edu/ETD/ukypaud2007d00576/ETD.pdf.
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Thesis (Ph. D.)--University of Kentucky, 2007.Title from document title page (viewed on June 12, 2007). Document formatted into pages; contains: viii, 222 p. : ill. Includes abstract and vita. Includes bibliographical references (p. 205-219).
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Gary, Andreas. "Ökonomische Analyse der Personalentwicklung." Doctoral thesis, Universitätsbibliothek Leipzig, 2012. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-84958.
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Personalentwicklung ist mit erheblichem Aufwand für Humankapitalinvestitionen für Unternehmen verbunden, wobei die Aneignung des Investitionsobjektes selbst und auch der Erträge aus der Investition unsicher sind.
Zunächst werden aus realgeschichtlichen Befunden betriebswirtschaftliche Begründungen für die Personalentwicklung abgeleitet, und ökonomisch interpretiert.
Im Hauptteil wird die Personalentwicklung innerhalb des Rahmens eines dreigeteilten Arbeitsmarktes ökonomisch analysiert.
Schlussendlich werden einige Prognosen zur künftigen Rolle der Personalentwicklung auf Basis der aktuellen Entwicklungen am Arbeitsmarkt erstellt.