scholarly journals Change in occupational tasks and its implications: evidence from a task panel from 1973 to 2011 for Western Germany

2021 ◽  
Author(s):  
Tobias Maier
Keyword(s):  
Human Capital ◽  
Institutional Economics ◽  
Labor Demand ◽  
Sociological Research ◽  
Cross Sectional ◽  
Data Set ◽  
Capital Theory ◽  
Task Change ◽  
Western Germany ◽  
Specific Human Capital

AbstractThe change of tasks in occupations is of interest to economic and sociological research from three perspectives. The task-based technological change approach describes tasks as the link between capital input and labor demand. In human capital theory, tasks are used to distinguish between general and specific human capital. Moreover, in institutional economics or sociology, it is argued that the specificity of occupations influences the marketability of the corresponding skills and tasks. However, data sources that illustrate task change within occupations are rare. The objective of this paper is therefore to introduce a task panel, which is created based on 16 cross-sectional surveys from between 1973 and 2011 of the German microcensus (Labor-Force-Survey), as an additional source to monitor task change. I present and discuss the harmonization method for eleven main activities that are exercised by the incumbents of the occupation within 176 occupational groups. To demonstrate the research potential of this novel data source, I develop an alternative theoretical view on the task-technology framework and classify the harmonized tasks according to their relationship to technological inventions in the third industrial (micro-electronic) revolution (technologically replaceable, technology-accompanying, technology-complementary and technologically neutral). Matching the task panel to an already existing Occupational Panel (OccPan) for Western Germany from 1976 to 2010, I can use fixed-effect regressions to show that changes of tasks within occupations correspond with theoretical expectations regarding the median wage growth of an occupation. The task panel can be matched to any data set containing a German classification of occupations from 1975, 1988 or 1992 to investigate further effects of task change on individual labor market success.

Employee self-concepts, voluntary learning behavior, and perceived employability

2015 ◽  
Vol 30 (3) ◽  
pp. 264-279 ◽  
Author(s):  
Sungjun Kim ◽  
Hacksoo Kim ◽  
Jinkyu Lee
Keyword(s):  
Human Capital ◽  
Human Capital Theory ◽  
Self Concept ◽  
Learning Behavior ◽  
Cross Sectional ◽  
Capital Theory ◽  
Content Type ◽  
Perceived Employability ◽  
Interactive Relationship ◽  
Concept Theory

Purpose – The purpose of this paper is to investigate the antecedents of employees’ perceived employability based on both self-concept and human capital theory. The study tested the relationship between employees’ self-concepts and perceived employability by using organization-based self-esteem (OBSE) and role-breadth self-efficacy. This study also examined the interactive relationship between self-concepts and voluntary leaning behavior, which can be viewed as a means of enhancing human capital. Design/methodology/approach – Data were collected from 301 employees of an organization in Korea. Findings – The results demonstrated that OBSE and its interaction with voluntary learning behavior were positively correlated with perceived employability. Research limitations/implications – The data were cross-sectional. Causal inferences should be made with caution. Originality/value – Unlike previous literature that has relied primarily on human capital theory, this study draws on self-concept theory to show that employee self-concept can be an antecedent of perceived employability. Furthermore, this study argues that employees’ perceived employability may be more fully understood through the lenses of both self-concept and human capital theories.

Die Aufteilung der Erlöse aus Humankapitalinvestitionen – Eine Analyse mit Hilfe der kooperativen Spieltheorie

2009 ◽  
Vol 60 (1) ◽  
Author(s):  
Tobias Hiller
Keyword(s):  
Human Capital ◽  
Human Capital Theory ◽  
Capital Theory ◽  
Eine Analyse ◽  
Specific Human Capital

SummaryThis paper employs the χ-value to analyse who benefits from investments in general or in specific human capital, the employer or the employee. Within this framework, we replicate the standard results of human capital theory.

Firm-Specific Worker Incentives, Employee Retention, and Wage–Tenure Slopes

2020 ◽  
Author(s):  
David Kryscynski
Keyword(s):  
Human Capital ◽  
Alternative Pathway ◽  
Competitive Advantages ◽  
Turnover Rates ◽  
Firm Level ◽  
Data Set ◽  
Lower Wage ◽  
Wage Increases ◽  
Specific Human Capital ◽  
Do So

Strategy scholars have long studied the strategic implications of firm-specific human capital but have almost completely ignored their conceptual dual: firm-specific worker incentives. This paper proposes that firm-level incentives can also vary in firm specificity, and accordingly, firm-specific incentives may help to explain advantages independent of the firm specificity of human capital. Results from a proprietary data set, including data from 284 software development firms and matched employee-level compensation data for 8,208 software developers in 99 of those firms, suggest that firms with higher firm specificity in their incentive bundles may have lower dysfunctional employee turnover rates as well as lower wage–tenure slopes. In other words, these firms may lose fewer employees who they would prefer to keep and may be able to do so while still offering lower wage increases over time than their competitors in the labor market. Thus, firm-specific incentives may provide a viable alternative pathway to human capital–based competitive advantages.

scholarly journals Surviving through Incubation Based on Entrepreneurship-Specific Human Capital Development: The Moderating Role of Tenants’ Network Involvement

2019 ◽  
Vol 11 (10) ◽  
pp. 2866
Author(s):  
Li Zhang ◽  
Ping Gao ◽  
Yongtao Zhou ◽  
Yuchuan Zhang ◽  
Junhua Wang
Keyword(s):  
Human Capital ◽  
Family Background ◽  
Moderating Effects ◽  
Human Capital Development ◽  
Capital Theory ◽  
Capital Development ◽  
Specific Human Capital ◽  
The Relationship ◽  
Moderating Role

Drawing upon human capital theory and the co-production view of business support processes, this paper investigates the moderating effects of network involvement on entrepreneurship-specific human capital (ESHC) that determines the tenants’ survival in an incubator. Longitudinal data between 2006 and 2009 of 71 ventures located in an incubator in China have been collected and analyzed. The research confirms that network involvement strengthens the influence of entrepreneurial experience on tenants’ successful graduation, but does not impact the relationship between entrepreneurial family background and tenants’ graduation.

A Jack of All Trades Is a Master of None: The Nexus of Firm-specific Human Capital, Ambidexterity, Productivity and Firm Performance

2020 ◽  
pp. 232209372097001
Author(s):  
Navaneethakrishnan Kengatharan
Keyword(s):  
Human Capital ◽  
Firm Performance ◽  
Theory Of The Firm ◽  
Capital Theory ◽  
Knowledge Based ◽  
Subsequent Effect ◽  
Time Lagged ◽  
A Chain ◽  
Specific Human Capital ◽  
The Impact

Drawing on the knowledge-based theory of the firm and organisational learning theory, the present study chiefly examines the impact of firm-specific human capital on organisational ambidexterity and the subsequent effect of organisational ambidexterity on productivity by integrating human capital theory with the theory of transaction cost. The data were garnered from 197 managers in Sri Lanka with self-reported questionnaires in a time-lagged approach. The results disclose strong significant relationships between the variables investigated: a chain of positive relationships between firm-specific human capital and organisational ambidexterity, organisational ambidexterity and productivity, and productivity and firm performance; and mediated relationships between firm-specific human capital and productivity through organisational ambidexterity, and between organisational ambidexterity and firm performance via productivity. The findings of the study push back the frontiers of human resource management literature in many ways. Notably, managers should be cognizant of the effects of firm-specific human capital, organisational ambidexterity, and productivity on firm performance.

scholarly journals Latent heterogeneity to evaluate the effect of human capital on world technology frontier

2021 ◽  
Author(s):  
Camilla Mastromarco ◽  
Léopold Simar
Keyword(s):  
Human Capital ◽  
New Technology ◽  
Model Specification ◽  
Time Dimension ◽  
Cross Sectional ◽  
Data Set ◽  
Latent Heterogeneity ◽  
Catch Up ◽  
High Level ◽  
The Impact

AbstractAlthough human capital has been recognized as playing important role in spurring productivity growth, its empirical effect remains ambiguous due to the possibility of latent heterogeneity. To reveal the impact of this important driver of economic growth, we propose an alternative empirical methodology, robust frontier in non parametric location-scale models for accommodating simultaneously the problem of model specification uncertainty, latent heterogeneity and cross-section dependence in modelling technical efficiency. We estimate a nonparametric frontier model to define the world technology frontier of 40 countries over the period 1970–2007. Conditional versions of the frontier enables us to investigate the effect of external factors on the production process. One of these factors will allow to measure the openness of the economy of the country and the second will be this latent factor of heterogeneity linked to the absorptive capability and hence to human capital of the country. We have to adjust the methodology to take into account the panel structure of our data set, i.e., handling the time dimension and the cross-sectional dependence affecting the process. Our findings prove that human capital plays an important role in accelerating the technological catch-up (increase in the efficiency) but not on the technological changes (shifts in the frontier). This result seems to confirm the theoretical hypothesis that countries benefit from new technology (technological catch-up) only when they have the ability to exploit it, hence only when they have high level of absorptive capability.

Task-specific human capital and returns to specialization: evidence from association football

2021 ◽  
Author(s):  
Karol Kempa
Keyword(s):  
Human Capital ◽  
Fixed Effects ◽  
Football Players ◽  
Task Specialization ◽  
Data Set ◽  
Team Members ◽  
Regression Methods ◽  
Specific Human Capital ◽  
The Impact ◽  
Salary Distribution

Abstract This paper analyses returns to task specialization using a unique panel data set of professional football players in the German Bundesliga. Based on accumulated task-specific human capital, I measure whether a player is rather a specialist in one task or a generalist able to perform several tasks. Using OLS, fixed effects, and quantile regression methods (with individual fixed effects), I analyse the impact of specialization on remuneration. Differentiating by player role in team production, I find that core team members, i.e. starting players, exhibit positive returns to specialization, which increase at higher salary quantiles. In contrast, substitutes, in particular those in the lower half of the conditional salary distribution, seem to benefit from being generalists, which renders them more attractive as substitute players for their teams. The paper discusses implications of the findings for other labour market contexts.

Human capital, cultural distance and staffing localization

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Naoki Ando
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Multinational Enterprises ◽  
Cultural Distance ◽  
Data Set ◽  
Subsidiary Performance ◽  
Capital Theory ◽  
Content Type ◽  
Negative Effect ◽  
Positive Effect

Purpose This study aims to explore how a change in the staffing configuration of foreign subsidiaries affects subsidiary performance by focusing on staffing localization. Design/methodology/approach The relationship between localization and subsidiary performance is analyzed from the perspective of human capital. Hypotheses are tested using a panel data set of foreign direct investment by Japanese multinational enterprises. Findings The analysis demonstrates that localization has a positive effect on subsidiary performance when subsidiaries can access a pool of competent local managers in the host country. It also shows that when competent local managers are highly available, localization has a positive effect on subsidiary performance under high cultural distance. In comparison, when the availability of competent local managers is limited and cultural distance is high, localization has a negative effect on subsidiary performance. Originality/value Using human capital theory, this study theorizes how localization, which is a change in the configuration of human capital toward a reliance on local-specific human capital, enhances subsidiary-specific advantages. It introduces the effects of changes in the configuration of human capital over time, into studies on subsidiary staffing. In addition, from a different viewpoint than previous studies, this study proposes one possible path where human capital leads to organizational performance. Specifically, it shows that a change in the configuration of human capital affects subsidiary-specific advantages, which eventually impacts subsidiary performance.

Lateral Moves, Promotions, and Task-Specific Human Capital: Theory and Evidence

2019 ◽  
Author(s):  
Xin Jin ◽  
Michael Waldman
Keyword(s):  
Human Capital ◽  
Capital Accumulation ◽  
Lateral Mobility ◽  
Senior Managers ◽  
Capital Theory ◽  
Assignment Model ◽  
Theoretical Predictions ◽  
Large Employer ◽  
Specific Human Capital ◽  
Very High

Abstract This paper studies the link between lateral mobility and promotions. The first part of the paper extends the theoretical literature by incorporating lateral moves into a job assignment model with task-specific human capital accumulation. The model thus predicts that workers who are laterally moved in one period are more likely to be subsequently promoted and experience larger wage growth compared with workers who are not laterally moved. In addition, workers with very high levels of education are less likely to be laterally moved compared with workers with lower levels of education. We test the model’s predictions using a large employer–employee linked panel dataset on senior managers in a sample of large US firms during the period 1981 to 1985. Our findings support the theoretical predictions and show the importance of lateral mobility in wage and promotion dynamics. (JEL J31, M51)

Antecedents of entrepreneurial employee activity: does gender play a role?

2020 ◽  
Vol 26 (8) ◽  
pp. 1685-1706 ◽  
Author(s):  
Andreu Turro ◽  
Maria Noguera ◽  
David Urbano
Keyword(s):  
Human Capital ◽  
Institutional Economics ◽  
Developed Countries ◽  
Human Capital Theory ◽  
Capital Theory ◽  
Content Type ◽  
Governance Indicators ◽  
Key Policy ◽  
World Governance Indicators ◽  
And Gender

PurposeThe objective of this article is to examine the extent to which the antecedents of entrepreneurial employee activity differ by gender across countries.Design/methodology/approachGeneralised linear multilevel logistic regression is applied to data from the Global Entrepreneurship Monitor (GEM) with a sample of 60 countries for the period 2014–2016. This data is complemented with data from the World Governance Indicators (WGI) project and from the International Monetary Fund (IMF).FindingsUsing human capital theory (for individual-related antecedents) and institutional economics (for environmental related antecedents), the results show that the antecedents of entrepreneurial employee activity differ by gender. Specifically, being in contact with other entrepreneurs, and the quality of government regulations condition entrepreneurial employee activity and have a different intensity depending on gender.Originality/valueThis study contributes to the literature about entrepreneurial initiatives and gender by providing insights that add to the literature on why men and women have different entrepreneurial behaviours. In addition, this study also contributes to human capital theory and institutional economics as their role in the relation between entrepreneurial employee activity and gender has not been studied in detail in previous research. Finally, the promotion of female intrapreneurial activity is a key policy for most public bodies and organisations in developed countries.

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