Cities and Growth: Human Capital Location Choice: Accounting for Amenities and Thick Labour Markets

2012 ◽  
Author(s):  
W. Mark Brown ◽  
Darren M. Scott
Keyword(s):  
Human Capital ◽  
Location Choice ◽  
Labour Markets

scholarly journals Early Careers of Dropouts from Vocational Training: Signals, Human Capital Formation, and Training Firms

2020 ◽  
Vol 36 (5) ◽  
pp. 741-759
Author(s):  
Alexander Patzina ◽  
Gabriele Wydra-Somaggio
Keyword(s):  
Human Capital ◽  
Vocational Training ◽  
Fixed Effects ◽  
Career Progression ◽  
Labour Markets ◽  
Dropping Out ◽  
Negative Consequences ◽  
Human Capital Development ◽  
Data Set ◽  
Capital Development

Abstract Dropping out of post-secondary education has negative consequences for career progression. However, as human capital theory predicts and as previous studies have shown, having some training still pays off. For a large part of the European workforce who has attended vocational training, however, the theoretical predictions are less clear and empirical studies are scarce. In occupational labour markets, signalling and credentialism theories predict negative effects of dropping out. Furthermore, apprenticeship dropouts learn at different training firms, which differ in their influence on human capital development and the provision of job opportunities. Relying on a unique panel data set from Germany and estimating normalized fixed effects growth curve estimators, our study reveals the following results. First, the timing of dropping out structures career progression, as late dropouts have the highest employment rates and highest wages within the dropout population. However, in an occupational labour market setting, credentials and signals are still highly important for career progression, as the wage advantage of late dropouts within the dropout population is rather small, and late dropouts suffer a wage penalty when we compare their wage profiles to those of graduates. Second, our study emphasizes the importance of training firms, which influence the human capital development of individuals during the course of training and provide dropouts with connections to their first jobs. Thus, in occupational labour markets, the consequences of dropping out depend mainly on different mechanisms, as in other settings.

Changing labour markets, changing welfare across the OECD: the move towards a social investment model of welfare as a response to competition

2017 ◽  
pp. 33-52
Author(s):  
Naomi Finch ◽  
Dan Horsfall ◽  
John Hudson
Keyword(s):  
Human Capital ◽  
Social Policy ◽  
Welfare State ◽  
Welfare States ◽  
Investment Model ◽  
Labour Markets ◽  
Social Investment ◽  
Economic Competition ◽  
The Social ◽  
Social Expenditures

This chapter examines in more depth one of the attempts to develop a ‘progressive’ modernisation of welfare: the social investment model. The notion of a ‘social investment welfare state’ has gained increasing ground over recent years, playing an important role in the discourse of international organisations such as the Organisation for Economic Co-operation and Development (OECD) and EU. It forms a part of a number of concepts — others include ‘active social welfare’, the ‘new welfare state’ and ‘new risk welfare’ — that might be grouped under the label ‘new welfare’. All are based around a shared view that developed welfare states have begun to place less emphasis on income protection and more emphasis on investing in human capital. Put differently, they stress the growing importance of the ‘productive’ elements of social policy, chiefly on the basis that this may square the circle of maintaining social expenditures while responding to increased economic competition. The chapter then reviews how far reform agendas match the reality of the social investment model theory and, moreover, evaluates the effectiveness of the approach in reconciling social and economic pressures.

scholarly journals An Afro-Asian nexus: South African multinational firm experiences in Chinese labour markets – key focus areas

2005 ◽  
Vol 36 (3) ◽  
pp. 29-40 ◽  
Author(s):  
F. Horwitz ◽  
M. Ferguson ◽  
I. Rivett ◽  
A. Lee
Keyword(s):  
Human Capital ◽  
South African ◽  
Multinational Corporations ◽  
Joint Venture ◽  
Relevant Literature ◽  
Labour Markets ◽  
Multinational Firm ◽  
Employment Practices ◽  
Language And Culture ◽  
South Africans

This exploratory study examines perspectives of multinational corporations (MNCs) from South Africa (SA) in respect of the variables considered important in product and labour markets in China. These include how MNCs first interpret and understand cultural, human capital, regulatory factors and employment practices, before considering how they might adapt to or seek to influence them. A survey of thirteen SA firms operating or trading in these markets and interviews with South Africans who had undertaken exploratory assignments in China, were done. Key factors were identified and evaluated based on relevant literature and research. The following six focus areas were found to be important for business effectiveness in this market: understanding its market complexity, importance of joint venture partners, guanxi relationship networks, human capital, language and culture, and regulatory environment.

scholarly journals The Labour Market Adjustment Of Foreign-Born Workers In Canada: A Multinomial Logit Model Of Employment Status

2011 ◽  
Vol 5 (12) ◽  
Author(s):  
Najma R. Sharif
Keyword(s):  
Human Capital ◽  
Labour Market ◽  
Logit Model ◽  
Employment Status ◽  
Multinomial Logit Model ◽  
Multinomial Logit ◽  
Individual Characteristics ◽  
Labour Markets ◽  
Foreign Workers ◽  
Foreign Born

This paper examines how the employment profile of newcomers to Canada differs from that of the native-born, controlling for human capital and other individual characteristics, and whether that profile converges to that of the native-born as the length of residence in Canada increases. These questions are important for understanding whether (and the extent to which) foreign workers adjust to Canadian labour markets. They also have significant policy relevance, given that demographic trends in the country suggest that immigration will likely be an even more significant contributor to labour force growth in the years ahead. The econometric tool we employ is the multinomial logit model, which is estimated using data from the 2001 Census of Canada. Employment status, which is a categorical variable with several dimensions, is explained in terms of human capital, demographic and other individual characteristics, with additional controls for immigration status and variables intended to capture the impact of the length of residence of foreign workers in Canada. Since foreign workers are themselves a disparate group, entering Canada with very different socio-economic characteristics, with the potential for very different paths of subsequent adjustment to host country labour markets, we consider several foreign-born groups. This is important for capturing differences that reflect the shift in immigration away from traditional sources (e.g. the U.K) to non-traditional sources (e.g. Asia), and the implications for labour market activity and outcomes.

The Globalisation of Labour Markets: A Content Analy sis of the Demand for Transnational Human Capital in Job Advertisements

Soziale Welt ◽  
2017 ◽  
Vol 68 (1) ◽  
pp. 25-44 ◽  
Author(s):  
Jürgen Gerhards ◽  
Silke Hans ◽  
Sören Carlson ◽  
Daniel Drewski
Keyword(s):  
Human Capital ◽  
Labour Markets ◽  
Job Advertisements

Tax Progression and Human Capital in Imperfect Labour Markets

2001 ◽  
Vol 2 (1) ◽  
pp. 1-18 ◽  
Author(s):  
Clemens Fuest ◽  
Bernd Huber
Keyword(s):  
Human Capital ◽  
Labour Market ◽  
Capital Investment ◽  
Human Capital Investment ◽  
Capital Formation ◽  
Labour Markets ◽  
Market Imperfections ◽  
Human Capital Formation ◽  
The Cost

Abstract Recent contributions to the theory of taxation argue that tax progression raises welfare and employment in the presence of labour market imperfections. This literature takes the endowment of workers with human capital as given. The present paper analyses the effects of tax progression in a model with endogenous human capital formation. We show that the effect of tax progression on human capital investment depends on the deductibility of the cost of human capital formation. With full deductibility, tax progression raises employment and welfare. With incomplete deductibility, in contrast, the effect of tax progression on employment and welfare may be negative.

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