scholarly journals Economic Perspectives on Investments in Teacher Quality

2000 ◽  
Vol 8 ◽  
pp. 33 ◽  
Author(s):  
Margaret L. Plecki
Keyword(s):  
Human Capital ◽  
Student Performance ◽  
Teacher Quality ◽  
Human Capital Theory ◽  
Conceptual Frameworks ◽  
Capital Theory ◽  
Investment Returns ◽  
Economic Perspectives ◽  
Productivity Theory ◽  
Measurement Strategies

This article reviews and critiques the ways in which researchers have used both productivity theory and human capital theory in efforts to measure the returns on investments in improving teacher quality. While studies utilizing these theories to measure investment returns provide useful insights, a critical need exists for research that advances our knowledge about the conceptual links between investments in teacher quality policies and improved student performance. The article also discusses several strategies for improving investigations regarding the returns on investments in improving teacher quality, including more refined measurement strategies, clearer conceptual frameworks, and a greater emphasis on resource re-allocation.

scholarly journals Roles of Performance and Human Capital in College Football Coaches’ Compensation

2013 ◽  
Vol 27 (1) ◽  
pp. 73-83 ◽  
Author(s):  
Yuhei Inoue ◽  
Jose M. Plehn-Dujowich ◽  
Aubrey Kent ◽  
Steve Swanson
Keyword(s):  
Human Capital ◽  
National Collegiate Athletic Association ◽  
Human Capital Theory ◽  
Managerial Compensation ◽  
Past Performance ◽  
Capital Theory ◽  
Total Compensation ◽  
Football Coaches ◽  
Theoretical Perspectives ◽  
Productivity Theory

Despite the escalation of football coaches’ salaries at National Collegiate Athletic Association (NCAA) Football Bowl Subdivision (FBS) institutions, little empirical investigation has been undertaken to identify the determinants of their compensation. As such, the purpose of this study is to explain how the level of coaching compensation is determined based on three theoretical perspectives in managerial compensation: marginal productivity theory, human capital theory, and managerialism. The analysis of compensation data of head football coaches at FBS institutions in 2006–2007 shows that the maximum total compensation of these coaches increases with their past performance. The results further reveal that coaches with greater human capital tend to receive a compensation package where bonuses account for a smaller proportion of the maximum total compensation. Overall, these findings mostly confirm the predictions drawn from managerial productivity theory, human capital theory and managerialism.

Career Development and Human Capital Theory: Preaching the “Education Gospel”

2020 ◽  
Author(s):  
Tristram Hooley
Keyword(s):  
Human Capital ◽  
Career Development ◽  
Education System ◽  
Historical Development ◽  
Human Capital Theory ◽  
Development Education ◽  
Capital Theory ◽  
Development Interventions ◽  
The Relationship ◽  
Alternative Relationships

This chapter analyses the relationship between career development, education, and human capital theory. It argues that education lies at the heart of our understanding of how individuals develop their careers and how purposeful career development interventions can support them in this endeavour. Career development services are most evident and accessible in the education system. This relationship is not accidental but is rooted in both the historical development of the field and in the importance of human capital theory to the ideology of both education and career development. The chapter finishes by critiquing the dependence of policymakers and advocates for the field on human capital theory and by considering alternative relationships that could be built between education and career development.

scholarly journals CEOs’ International Work Experience and Compensation

2021 ◽  
Author(s):  
Stefan Schmid ◽  
Sebastian Baldermann
Keyword(s):  
Human Capital ◽  
Empirical Analysis ◽  
Work Experience ◽  
Resource Dependence ◽  
Human Capital Theory ◽  
Work Experiences ◽  
Capital Theory ◽  
International Work ◽  
Executive Remuneration ◽  
To Receive

AbstractIn this paper, we study the effect a CEO’s international work experience has on his or her compensation. By combining human capital theory with a resource dependence and a resource-based perspective, we argue that international work experience translates into higher pay. We also suggest that international work experience comprises several dimensions that affect CEO compensation: duration, timing and breadth of stays abroad. With data from Europe’s largest stock market firms, we provide evidence that the longer the international work experiences and the more numerous they are, the higher a CEO’s compensation. While, based on our theoretical arguments, we expect to find that later international work experiences pay off for CEOs, our empirical analysis shows that earlier international work experiences are particularly valuable in terms of compensation. In addition, our data support the argument that maturity allows a CEO to take advantage of the skills, knowledge and competencies obtained via international experience—and to receive a higher payoff. With our study, we improve the understanding of how different facets of a CEO’s background shape executive remuneration.

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