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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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Lee, Jane Gyung Sook. "A Narrative Analysis of the Labour Market Experiences of Korean Migrant Women in Australia." Thesis, The University of Sydney, 2005. http://hdl.handle.net/2123/1860.
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Abstract This thesis examines the experiences of Korean migrant women (KMW) in the Australian labour market. A review of the extant literature leads to two propositions, both of which assert that KMW are likely to experience labour market disadvantage or barriers to entry. These propositions take into account two significant theories of the labour market: segmentation theory and human capital theory. Segmentation theory argues that unchangeable gender and racial / cultural differences have the greatest impact upon labour market value, human capital theory describes the labour market value of individuals as based upon apparently objective and attainable skills (here English language skills). Using narrative analysis and, more specifically, antenarrative analysis, the study examines the life stories of 33 Australian KMW. In so doing, it identifies hitherto unheard discourses concerning the experiences of KMW in relation to the Australian labour market — discourses that challenge established academic thinking regarding this issue. Identification and analysis of these new discourses generates a number of alternative understandings of the labour market experiences of KMW. These alternative understandings both demonstrate the limitations of, and go beyond, the existing two propositions. In particular, the research shows that the impacts of gender and culture (segmentation theory) vary over time for KMW, do not always prevent labour market participation, and are experienced in terms of identity within a gendered Australian labour market. The research also demonstrates that while many KMW are in fact sufficiently skilled in the English language (human capital theory) to enter the Australian labour market, they nevertheless experience a sense of inferiority about their English language capacity that discourages them from entering, and limits their opportunities to participate in, the labour market. This in turn contributes to their social isolation. The thesis concludes that within the Australian academic literature, KMW have either been given little space and voice or have been misrepresented, reflecting and contributing to an ongoing ignorance of the experiences of Asian women in Australian workplaces. The KMW examined in this study are subject to numerous forms of subordination in Australian workplaces and society that cannot be adequately explained in terms of their human capital or their gender and cultural differences. The covert nature of the politics of difference within the work place makes exclusionary practices more difficult to identify and discuss. The thesis argues that in order to overcome these problems new policies of multiculturalism and productive diversity need to be developed. It asserts that narrative analytic techniques are an important means by which to inform such policy development. Abstract This thesis examines the experiences of Korean migrant women (KMW) in the Australian labour market. A review of the extant literature leads to two propositions, both of which assert that KMW are likely to experience labour market disadvantage or barriers to entry. These propositions take into account two significant theories of the labour market: segmentation theory and human capital theory. Segmentation theory argues that unchangeable gender and racial / cultural differences have the greatest impact upon labour market value, human capital theory describes the labour market value of individuals as based upon apparently objective and attainable skills (here English language skills). Using narrative analysis and, more specifically, antenarrative analysis, the study examines the life stories of 33 Australian KMW. In so doing, it identifies hitherto unheard discourses concerning the experiences of KMW in relation to the Australian labour market — discourses that challenge established academic thinking regarding this issue. Identification and analysis of these new discourses generates a number of alternative understandings of the labour market experiences of KMW. These alternative understandings both demonstrate the limitations of, and go beyond, the existing two propositions. In particular, the research shows that the impacts of gender and culture (segmentation theory) vary over time for KMW, do not always prevent labour market participation, and are experienced in terms of identity within a gendered Australian labour market. The research also demonstrates that while many KMW are in fact sufficiently skilled in the English language (human capital theory) to enter the Australian labour market, they nevertheless experience a sense of inferiority about their English language capacity that discourages them from entering, and limits their opportunities to participate in, the labour market. This in turn contributes to their social isolation. The thesis concludes that within the Australian academic literature, KMW have either been given little space and voice or have been misrepresented, reflecting and contributing to an ongoing ignorance of the experiences of Asian women in Australian workplaces. The KMW examined in this study are subject to numerous forms of subordination in Australian workplaces and society that cannot be adequately explained in terms of their human capital or their gender and cultural differences. The covert nature of the politics of difference within the work place makes exclusionary practices more difficult to identify and discuss. The thesis argues that in order to overcome these problems new policies of multiculturalism and productive diversity need to be developed. It asserts that narrative analytic techniques are an important means by which to inform such policy development.
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Lee, Jane Gyung Sook. "A Narrative Analysis of the Labour Market Experiences of Korean Migrant Women in Australia." Faculty of Economic and Business, 2005. http://hdl.handle.net/2123/1860.
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Doctor of Philosophy (PhD)Abstract This thesis examines the experiences of Korean migrant women (KMW) in the Australian labour market. A review of the extant literature leads to two propositions, both of which assert that KMW are likely to experience labour market disadvantage or barriers to entry. These propositions take into account two significant theories of the labour market: segmentation theory and human capital theory. Segmentation theory argues that unchangeable gender and racial / cultural differences have the greatest impact upon labour market value, human capital theory describes the labour market value of individuals as based upon apparently objective and attainable skills (here English language skills). Using narrative analysis and, more specifically, antenarrative analysis, the study examines the life stories of 33 Australian KMW. In so doing, it identifies hitherto unheard discourses concerning the experiences of KMW in relation to the Australian labour market — discourses that challenge established academic thinking regarding this issue. Identification and analysis of these new discourses generates a number of alternative understandings of the labour market experiences of KMW. These alternative understandings both demonstrate the limitations of, and go beyond, the existing two propositions. In particular, the research shows that the impacts of gender and culture (segmentation theory) vary over time for KMW, do not always prevent labour market participation, and are experienced in terms of identity within a gendered Australian labour market. The research also demonstrates that while many KMW are in fact sufficiently skilled in the English language (human capital theory) to enter the Australian labour market, they nevertheless experience a sense of inferiority about their English language capacity that discourages them from entering, and limits their opportunities to participate in, the labour market. This in turn contributes to their social isolation. The thesis concludes that within the Australian academic literature, KMW have either been given little space and voice or have been misrepresented, reflecting and contributing to an ongoing ignorance of the experiences of Asian women in Australian workplaces. The KMW examined in this study are subject to numerous forms of subordination in Australian workplaces and society that cannot be adequately explained in terms of their human capital or their gender and cultural differences. The covert nature of the politics of difference within the work place makes exclusionary practices more difficult to identify and discuss. The thesis argues that in order to overcome these problems new policies of multiculturalism and productive diversity need to be developed. It asserts that narrative analytic techniques are an important means by which to inform such policy development. Abstract This thesis examines the experiences of Korean migrant women (KMW) in the Australian labour market. A review of the extant literature leads to two propositions, both of which assert that KMW are likely to experience labour market disadvantage or barriers to entry. These propositions take into account two significant theories of the labour market: segmentation theory and human capital theory. Segmentation theory argues that unchangeable gender and racial / cultural differences have the greatest impact upon labour market value, human capital theory describes the labour market value of individuals as based upon apparently objective and attainable skills (here English language skills). Using narrative analysis and, more specifically, antenarrative analysis, the study examines the life stories of 33 Australian KMW. In so doing, it identifies hitherto unheard discourses concerning the experiences of KMW in relation to the Australian labour market — discourses that challenge established academic thinking regarding this issue. Identification and analysis of these new discourses generates a number of alternative understandings of the labour market experiences of KMW. These alternative understandings both demonstrate the limitations of, and go beyond, the existing two propositions. In particular, the research shows that the impacts of gender and culture (segmentation theory) vary over time for KMW, do not always prevent labour market participation, and are experienced in terms of identity within a gendered Australian labour market. The research also demonstrates that while many KMW are in fact sufficiently skilled in the English language (human capital theory) to enter the Australian labour market, they nevertheless experience a sense of inferiority about their English language capacity that discourages them from entering, and limits their opportunities to participate in, the labour market. This in turn contributes to their social isolation. The thesis concludes that within the Australian academic literature, KMW have either been given little space and voice or have been misrepresented, reflecting and contributing to an ongoing ignorance of the experiences of Asian women in Australian workplaces. The KMW examined in this study are subject to numerous forms of subordination in Australian workplaces and society that cannot be adequately explained in terms of their human capital or their gender and cultural differences. The covert nature of the politics of difference within the work place makes exclusionary practices more difficult to identify and discuss. The thesis argues that in order to overcome these problems new policies of multiculturalism and productive diversity need to be developed. It asserts that narrative analytic techniques are an important means by which to inform such policy development.
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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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Shilcof, Daniel. "Entrepreneurship in the knowledge based economy : a spatial analysis of Great Britain 2008-2010." Thesis, University of Plymouth, 2015. http://hdl.handle.net/10026.1/3768.
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Entrepreneurship is increasingly recognised as an important component of the contemporary knowledge based economy and crucial to the attainment of economic growth and development. However, entrepreneurial activity varies significantly across space within countries. This thesis makes an original contribution by examining the determinants of spatial variations in entrepreneurship across sub-regions of Great Britain from 2008-2010. Through utilising newly available data on firm births and applying exploratory spatial data analysis and spatial econometric techniques, two prominent theories of entrepreneurship are examined. First, the Knowledge Spillover Theory of Entrepreneurship posits that underutilised knowledge by incumbent firms creates entrepreneurial opportunities. The appropriation of these opportunities through entrepreneurial activity, in the form of a new firm, leads to dynamic knowledge spillovers, which generate economic growth. The empirical analysis presented in this thesis concludes that more knowledge intensive regions exhibit significantly higher firm birth rates; however the composition of the regional knowledge stock is critical, as a diverse knowledge stock generates more entrepreneurial opportunities. Second, several theories emphasise the importance of idiosyncratic knowledge and human capital, in the form of entrepreneurial ability, on the discovery and exploitation of entrepreneurial opportunities. The results of this thesis suggest that human capital is vital to the entrepreneurial process, and that university education is a greater source of entrepreneurial ability than labour market experience. Furthermore, the results also suggest that the regulatory burden of the public sector, financial constraints, regional unemployment, and the absence of a local entrepreneurial culture can significantly detract from regional entrepreneurial activity. In light of these results, there are several implications for policy which include: emphasising the importance of effective policy towards intellectual property rights, targeting entrepreneurial education initiatives towards university students and graduates, and reducing unnecessary public sector regulation that can act as a ‘barrier’ to entrepreneurship.
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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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Seiferheld, Stacy. "[Exploration of human rights theory universalism versus cultural relativism /." Diss., Connect to the thesis, 2002. http://hdl.handle.net/10066/1237.
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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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Briggs, Lisa T. "Reading deficiency and delinquency interactions with social, physical, human, and cultural capital." Saarbrücken VDM Verlag Dr. Müller, 2006. http://d-nb.info/991425340/04.
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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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Dobey, Blane R. "Social capital and high school football: a game plan for the development of human and cultural capital." FIU Digital Commons, 1998. http://digitalcommons.fiu.edu/etd/3068.
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The origin of this study was twofold: a concern for the lack of human and cultural capital in many of today's adolescents and a desire to understand the role that athletic participation plays in this situation. The focus of this study is to examine the development of human and cultural capital in the Black male adolescent as a result of his participation in the high school football program. This study is based on a year-long ethnography in three Miami-Dade County high school football programs. Specifically, the social capital and the resources it makes available in each football program was examined as a significant variable in the development of human and cultural capital in the adolescent. It is my hope that this study contributes to the understanding of the process and outcome of athletic participation.
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Chan, Siu-wah, and 陳少華. "Explaining education success with special reference to Bourdieu's theory of cultural capital." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31959994.
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Chan, Siu-wah. "Explaining education success with special reference to Bourdieu's theory of cultural capital." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20264276.
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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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Gunnarsson, Irma Lina, and Maria Mencevski. ""Vi kan göra underverk tillsammans!" : En intervjustudie om HR-chefers upplevelse av sin roll och sitt arbete." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-12346.
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Att människan är företagets viktigaste resurs vidhåller många organisationer i det moderna arbetslivet. Ett företags HR-avdelning ansvarar för att hantera alla frågor som rör de anställda i en organisation, såsom kompetensförsörjning, ledarskapsutveckling, arbetsmiljö- och lönefrågor. HR-arbetet har under de senaste decennierna genomgått en transformation från administrativ stödfunktion till strategisk affärspartner, och ska existensberättigas genom ett ständigt värdeskapande mot företagets affärsmål. I Sverige ansvarar HR-funktionen också för att säkerställa en strategi för de organisatoriska och sociala arbetsmiljöproblem som under 2010- talet legat till grund för landets kraftigt ökade sjukskrivningar orsakade av detta. Forskning visar att ledarskapet är en faktor som har stor betydelse för medarbetarnas hälsa. I vår studie har vi undersökt HR-chefers upplevelser av sin roll, och analyserat vilka resurser HR-cheferna är beroende av för att skapa inflytande i sitt arbete. Studiens analytiska verktyg har utgjorts av teorier om styrningsfilosofi, Bourdieus kapitalteori, Ostroms teori om kollektivt handlande samt Dave Ulrichs transformationskoncept Värdeskapande HR. Vi har utfört åtta tematiska intervjuer med kvinnor verksamma som HR-chefer. Resultatet visar att samtliga HR-chefer i vår studie har inslag av både mjuk och hård HRM i sitt arbete, men att tyngdpunkten mellan perspektiven varierar mellan cheferna. Samspelet mellan HR-chefens och organisationfältets aktörer påverkar möjligheterna för HR-cheferna att skapa inflytande och att nå ett värdeskapande HR-arbetssätt där kollektivt handlande och organisationens affärsmål står i fokus. Detta står i direkt beroende av HR-chefens sociala och kulturella kapital, samt hur det används och efterfrågas av organisationsfältets aktörer.Many organizations in modern working life holds their employees as their most important resource. The human resources (HR) department is responsible for managing all questions relating to the employees in an organization, such as talent management, supply of competence, leadership development, work environment and payroll issues. Over the past decades, the HR work organization has undergone a transformation; from being an administrative support function, to the present and modern role as a strategic business partner, where the existence of the HR function must be legitimized through constant value creation by working strategically towards the company's business goals. In Sweden, the HR department is also responsible for ensuring a strategy to manage the organizational and social workplace health problems. Since 2010, sickness absence due to these problems has increased dramatically in the country. Extensive research and science studies from the past decade, shows that the leadership has considerable impact on the state of health of the employees. We have studied HR managers’ experiences of their role, and analyzed which varieties of resources that they depend on to create influence in their work. The fundament in our analyze, is a set of scientific theories, which consists of contrasting organization theories, Bourdieu's capital theory, Ostrom's theory of collective action and Dave Ulrich's transformation concept; The HR Value Proposition. We have carried out eight thematic interviews with women in the position of HR manager. The result shows that all HR managers in our study practices elements of both soft and hard HRM in their work, but that the main emphasis between perspectives varies amongst the managers. The interaction between HR managers and organizational stakeholders effects the HR manager’s prospects to generate influence and to achieve a value-creating HR approach that focuses on collective action and the business goals of the organization. This circumstance also stands in direct reliance to the HR manager's amount of social and cultural capital, as well as how they are used and demanded by the organizational stakeholders.
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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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Metcalfe, Eric William. "Are cultural rights human rights? : a cosmopolitan conception of cultural rights." Thesis, University of Oxford, 2000. http://ora.ox.ac.uk/objects/uuid:c2002d1f-98de-4131-a758-58a8bb84d85d.
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The liberal conception of the state is marked by an insistence upon the equal civil and political rights of each inhabitant. Recently, though, a number of writers have argued that this emphasis on uniform rights ignores the fact that the populations of most states are culturally diverse, and that their inhabitants have significant interests qua members of particular cultures. They argue that liberals should recognize special, group-based cultural rights as a necessary part of a theory of justice in multicultural societies. In this thesis I examine the idea of special cultural rights. In the first part (Chapters 1 to 4), I begin by setting out some of the different conceptions of culture and multiculturalism that are involved in the debate over cultural rights. I then discuss three claims made by supporters of special cultural rights: (1) that having culture is an essential part of individual autonomy; (2) that people have morally significant interests qua members of particular cultures; and (3) that these interests are inadequately protected by existing liberal conceptions of human rights. Although I conclude that (1) is correct, I argue that both (2) and (3) are mistaken. Among other things, I suggest that the version of culture relied upon by supporters of special cultural rights is an implausible one and I outline what I take to be a more plausible, cosmopolitan conception of culture. In the second part (Chapters 5 to 9), I begin by looking at specific instances of cultural rights-claims, and analyzing the concept of cultural rights qua rights. I consider the practical and conceptual difficulties with special cultural rights at great length. But the core of my thesis is that our interest in culture lies in its contribution of worthwhile goals and options, and that this interest lies in culture generally rather than in particular cultures. Hence, adopting a special or group-based distribution of any right to culture would seem to be inconsistent with liberal egalitarian principles. If there are such things as cultural rights, I argue, they are general rather than special rights. I conclude by offering a very preliminary account of what a cosmopolitan conception of cultural rights might involve in the case of the right to free association and language rights.
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Le, Thanh, and Luz Bruno Picasso Wejrot. "Global competitiveness, human capital, and Hofstede’s cultural dimensions: Does culture influence national competitiveness?" Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-13238.
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National economic competitiveness is a major concern to governments, firms, and individuals in an increasingly globalised world. Culture is known affect economic competitiveness, but there is little existing research that links Hofstede’s cultural dimensions with the Human Capital Indicators in the World Economic Forum’s Global Competitiveness Index. U-blox is an international firm with offices around the world. The firm has grown through acquisitions and has become a key player in the wireless communication and positioning semiconductors business. The chosen topic will study the cultural aspects of a selected group of u-blox subsidiaries. The values in a workplace are in fact influenced by culture and by their human capital. Using Hofstede’s dimensions to analyse the cultural factors, it is possible to study the international context of the human capital in each subsidiary by using reliable international indicators provided in the Global Competitiveness Index.
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MILLER, JEFFREY WILLIAM. "NOVEL RESISTANCE: CULTURAL CAPITAL, SOCIAL FICTION, AND AMERICAN REALISM, 1861-1911." University of Cincinnati / OhioLINK, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1023305969.
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Meghji, Ali. "Cultural capital and cultural repertoires among the black middle-class : race, class, and culture in the racialised social system." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/285101.
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In this thesis, I ask 'Do racism and anti-racism affect black middle-class cultural lives?' I answer this question through interviews with thirty-two black Brits in professional occupations, and ethnographic work across middle-class spaces in London. I argue there are three black middle-class identity modes - strategic assimilation, ethnoracial autonomous, and class-minded - that each show a different relationship between racism, anti-racism, and cultural lives. Each of these identity modes are characterised by specific cultural repertoires. Individuals towards strategic assimilation draw on cultural repertoires of code-switching and cultural equity. Through the repertoire of code-switching, individuals towards strategic assimilation 'switch' identities when around the white middle-class. This identity-switching is based on the premise that one must become palatable to the white middle-class in order to attain legitimate middle-class cultural membership. Racism thus affects such individuals' cultural identities as they show racialised (white) barriers to middle-class cultural membership. Nevertheless, such individuals draw on the anti-racist repertoire of cultural equity, meaning they strive to be equal to the white middle-class in terms of cultural capital. Such individuals therefore often 'decode' traditional middle-class culture as white, but consume such culture to maintain an equal standing to the white middle-class in terms of cultural capital. Those towards the ethnoracial autonomous identity mode draw on cultural repertoires of 'browning' and Afro-centrism. Through their anti-racist repertoire of browning, they stress that people ought to be proud of being black. They therefore resist 'code-switching' and challenge the view that one must assimilate with white norms to prove their middle-class status. Such individuals also use the anti-racist repertoire of Afro-centrism to argue that they have a moral duty to positively uphold black diasporic histories, identities, and culture. They therefore prioritise consuming cultural forms which give positive, authentic representations of the black diaspora, consequently challenging the devaluation of blackness in British society. Lastly, those towards the class-minded identity mode draw on cultural repertoires of post-racialism and de-racialisation. Such individuals believe British society is 'beyond' racism, and they define as 'middle-class' rather than 'black', often reproducing negative stereotypes of other black people. Such individuals use their consumption of middle-class cultural forms to symbolically separate themselves from other black people. Racism affects their cultural lives, therefore, as they often reproduce negative ideologies of other black people as being culturally myopic, uncultivated, or 'playing the race card'. My thesis develops the 'two streams' of research on Britain's black middle-class. Firstly, studies of black British middle-class identity have been unidimensional, focusing predominantly on strategic assimilation. My research shows that strategic assimilation is only one identity mode. Secondly, the literature on black middle-class cultural consumption is also unidimensional, making it appear as though all black middle-class people seek to consume 'middle-class' cultural forms that have a 'black' focus (for example, literature exploring black identity). My research shows that certain black middle-class people (those towards the class-minded identity mode) have no affinity towards 'black' cultural forms, while others (those towards strategic assimilation) make sure to consume 'traditional' middle-class culture to maintain an equal standing with the white middle-class.
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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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Pieterse, Regan Christopher Ebrahim. "A framework for the integration of skilled / professional self-initiated expatrites into Qatari organisations." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/3074.
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The main research problem in this study was to identify a framework that can be utilised for the integration of skilled/professional self-initiated expatriates (SIEs) into Qatari organisations. The main research problem gave rise to six sub-problems that were addressed through the following actions: A literature study was conducted to explore what the existing literature revealed about facilitating successful expatriate integration. In particular, the theoretical guidelines for expatriate recruitment and selection, orientation and cross-cultural integration were presented and discussed. Special attention was given to community embeddedness. Semi-structured interviews were conducted with ten members from the sample group. These were undertaken to obtain their views on the expectations that their organisations had of them upon their arrival in Qatar, as well as on what they felt made it easy or difficult for them to adjust. Subsequently, a structured survey questionnaire was developed using the theoretical guidelines from the literature review and the insights gained from the semi-structured interviews. The survey was conducted in Qatar and administered to 102 skilled/professional self-initiated expatriates from diverse backgrounds and three work sectors, namely: healthcare, education and aviation. The final sample size was 94 due to eight questionnaires not being completed properly. The results from the empirical study revealed a gap between theoretical guidelines/ best practices and the recruitment and selection, orientation and cross-cultural integration practices at the respondents’ organisations. The knowledge gained from the existing literature and from the quantitative and qualitative results of the empirical study were combined and developed into a framework for the integration of skilled/professional self-initiated expatriates into Qatari organisations (refer to Table 5.35). Areas that were identified for improvement related to issues such as the need for Qatari organisations to: provide SIEs with more comprehensive information regarding the role that they will play as knowledge workers with regard to the development/training of Qatari nationals; implement a more comprehensive recruitment, selection and orientation process, and implement a more robust set of strategies to enhance the cross-cultural integration of their expatriate workers. Globalisation has fuelled organisations and countries towards building and/or strengthening knowledge-based economies. However in order to build competitive, knowledge-based economies, organisations and countries require skilled/professional workers. Skilled/professional self-initiated expatriates can provide Qatar with a pipeline of knowledge workers to support the growth of their emerging knowledge-based economy. As such, a framework that will enhance the integration of self-initiated expatriates into Qatari organisations is of paramount importance, specifically with regard to fostering performance excellence, satisfaction and community embeddedness within the Qatari work and cultural system.
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Robson, Karen L. "Human, social and cultural capital : expressions of social postition and determinants of life chances." Thesis, University of Essex, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.410520.
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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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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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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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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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Meeker, James Kenneth Jr. "The Species of Capital and the Cultural Production of Hip-Hop." Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1556202032547372.
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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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Linford, Matthew Kyle. "Understanding the Relationship Between Interscholastic Sports Participation and Labor Market Outcomes: Interscholastic Sports as Cultural Capital." Diss., CLICK HERE for online access, 2009. http://contentdm.lib.byu.edu/ETD/image/etd3188.pdf.
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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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Yilmaz, Funda Gunay Thomas Chippewa Marimarta Stadler Holly A. "Exploring themes in multicultural counseling movement through the perspective of flow theory." Auburn, Ala, 2008. http://repo.lib.auburn.edu/EtdRoot/2008/SUMMER/Counselor_Education/Thesis/Yilmaz_Funda_15.pdf.
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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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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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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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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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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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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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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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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.