Knowledge, Firms and University: Labour Force, Human Capital and Ethics

2003 ◽  
Author(s):  
Donato Masciandaro
Keyword(s):  
Human Capital ◽  
Labour Force

scholarly journals The Effects of Human Capital by Gender on Economic Growth

2021 ◽  
Vol 12 (1) ◽  
pp. 113
Author(s):  
Mohd Shahidan Shaari ◽  
Razinda Tasnim Abdul Rahim ◽  
Nor Hidayah Harun ◽  
Faiz Masnan
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Labour Force ◽  
Labour Force Participation ◽  
Participation Rates ◽  
Long Run ◽  
Job Opportunities ◽  
Short Run ◽  
The Government ◽  
Male Labour

The issue of human capital by gender has been sparsely discussed in previous literature especially male labour force. The contribution of both genders to economic growth has intensified every year. Therefore, this study aims to investigate the effects of human capital by gender on economic growth in Malaysia. Data ranging from 1982 to 2018 were analysed by using the ARDL approach. The results show that higher male labour force participation rates can boost economic growth in the short run and long run in Malaysia. Higher female labour force participation rates, on the other hand, can reduce economic growth in the short run and long run in Malaysia. Therefore, the government should encourage more male labour to participate in the labour market by giving incentives. More job opportunities should be created for both genders.

scholarly journals Immigrants’ educational credentials leading to employment outcomes: The role played by language skills

2020 ◽  
pp. 167-191
Author(s):  
María Miyar-Busto ◽  
Fco. Javier Mato Díaz ◽  
Rodolfo Gutiérrez
Keyword(s):  
Human Capital ◽  
Labour Market ◽  
Language Skills ◽  
Labour Force ◽  
Employment Outcomes ◽  
Spanish Language ◽  
Labour Market Situation ◽  
Skill Levels ◽  
Market Situation ◽  
Educational Credentials

Transferability of human capital is a key issue in the analysis of immigrants’ integration in the destination country, according to both empirical and theoretical literature. In addition to the problem of recognition of immigrants’ educational credentials and their lack of social networks, language is highlighted in the literature as a crucial factor regarding human capital transfer. This paper considers the role played by Spanish language skills in the integration of migrants into the labour market in Spain. It takes advantage of the fact that about half of the immigrant population have Spanish as their native language, and of the diversity levels of fluency in Spanish among the remaining immigrants. Using the Labour Force Survey special module on the labour market situation of immigrants (INE 2015), the research has two purposes: first, to measure the direct effect of language skills on employment outcomes; and second, to analyze the complementary vs. substitution hypotheses regarding the interaction between Spanish language skills and educational credentials as determining factors for employment. The results confirm that skill levels in Spanish have a significant role regarding access to employment. Regarding the complementary vs. substitution hypotheses, interesting gender differences appear that confirm the striking contrasts in the Spanish labour market for female and male immigrants. For men, their level of Spanish acts as a complement to their educational qualifications in helping them to obtain employment, but this is not the case for women. However, female immigrant workers seem to obtain higher employment returns on their educational qualifications than men when it comes to avoiding very low-skilled jobs.

scholarly journals Province-wise Growth Patterns in Human Capital Accumulation

2006 ◽  
Vol 45 (4II) ◽  
pp. 873-890 ◽  
Author(s):  
Muhammad Sabir ◽  
Zehra Aftab
Keyword(s):  
Human Capital ◽  
Capital Accumulation ◽  
Formal Education ◽  
Labour Force ◽  
Growth Patterns ◽  
Human Capital Accumulation ◽  
Labour Force Survey ◽  
Provincial Level ◽  
The Past ◽  
Level Data

It is apparent from various labour force surveys that during the past 20 years Pakistan’s employed labour force has become more “educated”. For instance, according to the Labour Force Survey 1982-83, 28 percent of the employed labour force had attained formal education.12 In comparison, the literate employed labour force in 1999- 2000 is estimated at 46 percent, while the formally educated is 43 percent. However, the pattern of growth in educated labour force is not uniform in all four provinces of the country. A closer look at disaggregated provincial level data reflects the disparity in employed labour force in the four provinces: Punjab, Sind, NWFP, and Baluchistan.

scholarly journals Different Patterns of Labor Market Integration by Migration Motivation in Europe: The Role of Host Country Human Capital

2018 ◽  
Vol 53 (1) ◽  
pp. 59-89 ◽  
Author(s):  
Wouter Zwysen
Keyword(s):  
Human Capital ◽  
Labor Market ◽  
Host Country ◽  
Market Integration ◽  
Ad Hoc ◽  
Labour Force ◽  
Occupational Status ◽  
Substantial Part ◽  
Market Outcomes ◽  
Labor Market Integration

We study whether the acquisition of host country human capital, such as obtaining equivalent qualifications, good language skills, or naturalization, explains differences in labor market integration between migrants depending on their initial motivation. We use cross-national European data from the 2008 ad hoc module of the Labour Force Survey to analyze migrant gaps in labor market participation, employment, occupational status, and precarious employment. We find that different rates of and returns to host country human capital explain a substantial part of the improvements in labor market outcomes with years of residence, particularly for noneconomic migrants who experience faster growth on average.

scholarly journals Human Capital for Quality Infrastructure Development in South Africa: A Project-Based Pedagogical Analysis

2013 ◽  
Vol 4 (6) ◽  
pp. 278-285
Author(s):  
Bongani Reginald Qwabe
Keyword(s):  
South Africa ◽  
Human Capital ◽  
Project Management ◽  
21St Century ◽  
Knowledge Creation ◽  
Labour Force ◽  
Cognitive Capacity ◽  
Infrastructure Development ◽  
Public Managers ◽  
Quality Infrastructure

“Traditional/skills-based teaching doesn’t meet the demands of our 21 st century” -Garelick, 2012. The widespread effects of globalisation and new technologies demand rethinking of knowledge creation and labour force preparedness for 21st century development. The rise of a knowledge-based economy and information society requires public managers with human capital sufficient to fulfil developmental challenges. The demand for quality infrastructure in South Africa exceeds existing proficiency of human capital. The 21st century and South Africa’s post 1994 challenges including infrastructure development demand a new generation of public managers and administrators equipped with acuity and negotiation outlooks, communication and problem-solving skills, research and analytical abilities, and cognitive capacity enabling them to promote, influence, and monitor project development and management in a substantially globalized world. From a pedagogical standpoint, while knowledge creation and innovative teaching strategies are arguably drivers of a labour force that meet challenge of development, the authors of this conceptual analytical article contend that traditional approaches of teaching project management in South African higher education institutions (HEIs) fail to adequately prepare students to manage ‘real-world projects’ that foster growth and development. Rather, projectbased learning (PjBL) offers a strategic way forward to fill project management skills gap and project management knowledge deficit in the public sector, which should be subject to the recommended research agenda.

scholarly journals Employers Size Wage Differential: Does Investment in Human Capital Matter?

2009 ◽  
Vol 48 (4II) ◽  
pp. 509-521 ◽  
Author(s):  
Zafar Mueen Nasir ◽  
Nasir Iqbal
Keyword(s):  
Human Capital ◽  
Labour Market ◽  
Capital Investment ◽  
Wage Differential ◽  
Labour Force ◽  
Jel Classification ◽  
Policy Implications ◽  
Strong Positive Relationship ◽  
The Government ◽  
Areas Of Interest

Wage differential due to employer size is one of the key areas of interest in labour market research because a strong positive relationship between employer size and wages has been observed in developed and developing countries. It is, however, relatively neglected area of research in Pakistan. The purpose of present study is to investigate the employer size wage differential by looking at human capital factors. The study is based on standard methodology and estimates earning functions on Labour Force Survey (LFS) data for year 2007-08. Results clearly show that human capital investment has a bigger role in determining wages in the larger firms as compared to smaller firms. The main policy implications emanating from the analysis are the higher investment in skill which increases opportunities for workers in the labour market for higher wages and for jobs with good characteristics especially in large sized firms. The government policy towards education and skill formation needs serious reforms and better allocation of funds so that people get chance to enhance their skill level hence wages. JEL classification: J31, J40, J24 Keywords: Wage Differential, Human Capital, Labour Market

scholarly journals Disability and Labour Force Participation in Cameroon

2013 ◽  
Vol 3 (2) ◽  
pp. 1 ◽  
Author(s):  
Zamo-akono Christian
Keyword(s):  
Human Capital ◽  
Labour Market ◽  
Informal Sector ◽  
Labour Force ◽  
Household Survey ◽  
Labour Force Participation ◽  
The Public ◽  
Disability Status ◽  
Econometric Tests ◽  
Specific Human Capital

This paper examines the effect of disability on labour force participation using the Cameroon 2007 Household Survey. Statistical and econometric tests indicate that disability represents a barrier to employment in the Cameroon labour market. For instance, disability status reduces men’s probability of getting into the labour market by 0.8% for the public sector, 0.05% for the formal private sector and by 2.9% for the informal sector. Other noteworthy results are the fact that women face greater constraints in entering the labour market and investments in general and specific human capital increase the probability of getting a job in the Cameroon.

scholarly journals The Impact Of Education On Economic Growth: The Case Of Mauritius

2010 ◽  
Vol 9 (8) ◽  
Author(s):  
Mohun P. Odit ◽  
K. Dookhan ◽  
S. Fauzel
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Labour Force ◽  
Returns To Scale ◽  
Output Level ◽  
Data Set ◽  
Central Statistical ◽  
Central Statistical Office ◽  
The Impact ◽  
Constant Returns To Scale

This paper focuses on the impact of investment in education on economic growth in Mauritius. It is an attempt to explore the extent to which education level of the Mauritian labour force affects its economic growth that is its output level. We have used the Cobb-Douglas production function with constant returns to scale where human capital is treated as an independent factor of production in the human capital augmented growth model. We expect to contribute to the existing literature by bringing evidence from a data set for the period 1990 to 2006 obtained from the central statistical office and Bank of Mauritius reports. The results reveal that human capital plays an important role in economic growth mainly as an engine for improvement of the output level. There is compelling evidence that human capital increases productivity, suggesting that education really is productivity-enhancing rather than just a device that individuals use to signal their level of ability to the employer.

scholarly journals HUMAN CAPITAL OF POLISH NON-GOVERNMENTAL ORGANISATIONS: FROM MACROECONOMIC CONTEXT TO MICROECONOMIC IMPLICATIONS

Ekonomika ◽  
2013 ◽  
Vol 92 (3) ◽  
pp. 105-122
Author(s):  
Tomasz Dyczkowski
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Social Issues ◽  
Labour Force ◽  
Third Sector ◽  
Well Being ◽  
Legal Framework ◽  
The Third ◽  
The Third Sector ◽  
Commercial Environment

Abstract. The paper1 aims at emphasizing the importance of a proper recognition and disclosure of human capital in non-governmental organizations (NGOs) on the example of Poland. Although NGOs do significantly contribute to social well-being, the economic focus paid to commercial businesses and public institutions causes that a scope of civil initiatives is not recognised to a sufficient extent. It is, therefore, a role of the Third Sector to promote its activities and to inform extensively on the effects generated. The issue which requires particular attention in this respect is the human capital which propels all benevolent activities.The author analyses, firstly, the historic, economic, and legal circumstances that shaped the modern Third Sector in Poland. Subsequently, an analysis of human resources available to Polish NGOs in comparison to the situation of their German and British counterparts is conducted. The results of a study on the attractiveness of the non-governmental sector as an employer are discussed next. The paper is concluded with a presentation of methods which enable to quantify and valuate human capital in a non-commercial environment, including the ratios used to monitor the development of that capital.The results presented in the paper clearly demonstrate that it was possible due to involvement of socially sensitive people to rebuild social activities in Poland after the long period of the state’s exclusivity in defining and addressing social issues. Those people made the initial human resources of Polish NGOs as their members, governors or volunteers. Nonetheless, the development of a comprehensive legal framework stimulating co-operation between the state and NGOs, and an extensive use of European funds helped to extend the labour force of the sector by 120 000 employees. A priority for now proves to be sustaining that growth by attracting young people. The results of the author’s study on the perception of the Third Sector by students show that most of them still know NGOs from mass media only, and one third of them would not consider working for an NGO in future. On the other hand, opinions of those who already work in a non-commercial environment prove to be positive, what entitles to formulate the conclusion that a better knowledge of the ways NGOs work is vital to build their human capital. If social managers develop proper systems of measuring and reporting human capital, such as the one presented in the paper, they will gain a tool to demonstrate that human capital of their organisations is used to make social initiatives as effective and efficient as possible.Key words: non-governmental organisation (NGO), the Third Sector, human resources, human capital

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