scholarly journals INTERDEPENDENCE BETWEEN HUMAN CAPITAL AND THE POWER OF A SHADOW ECONOMY: LITHUANIAN CASE STUDY

2015 ◽  
Vol 21 (3) ◽  
pp. 460-482 ◽  
Author(s):  
Rūta ČIUTIENĖ ◽  
Evelina MEILIENĖ ◽  
Asta SAVANEVIČIENĖ ◽  
Sigitas VAITKEVIČIUS
Keyword(s):  
Human Capital ◽  
Shadow Economy ◽  
Direct Foreign Investment ◽  
Linear Regression Method ◽  
Economic Potential ◽  
Poverty Indicators ◽  
High Level ◽  
Capital Development ◽  
The Impact

According to economic theory, economic growth is related to Human Capital (HC). Lithuania is associated with countries where a high level of shadow economy exists. This paper examines the issues of human capital development under conditions of shadow economy. The aim of this paper is to evaluate the power and effects of the Lithuanian shadow economy in the context of human capital and to assess the inter-dependence between the power of the shadow economy and human capital. The theoretical justification for research on the inter-dependence between the power of the shadow economy and human capital is based on the analysis of how changes in the human capital structure and indicators reflect the power of the shadow economy and vice versa. Theoretical analysis has been made on the main features and factors of shadow economy and possible tools of human capital evaluation. On the basis of theoretical findings, the model of shadow economy power has been created and using the linear regression method, the dependence of shadow economy power on human capital has been evaluated. The power of the shadow economy has been calculated as a function of population, GDP, trade, unemployment and the labor force. Variables of social development, such as demographic changes and risk of poverty, indicators of HC economic development and indicators of HC economic potential have been used for the research. For the evaluation of the interdependence of the variables, the years 2005–2012 were used. In evaluating human capital under the conditions of the shadow economy, a few periods have been identified and distinguished. Firstly, the results showed that the level of human capital education and unemployment can be described as the most important indicators that reflect the economic environment and shadow economy. Secondly, the increasing level of the shadow economy increases shadow unemployment, and this in turn influences the attraction of direct foreign investment. And finally, research on the influence of separate factors of the shadow economy on variables of human capital could disclose a deeper understanding of the impact of the shadow economy on human capital.

scholarly journals Exploring the Human Capital Development Dimensions of Chinese Investments in Africa: Opportunities, Implications and Directions for Further Research

2018 ◽  
Vol 54 (2) ◽  
pp. 189-210 ◽  
Author(s):  
Motolani Agbebi
Keyword(s):  
Human Capital ◽  
Three Dimensions ◽  
Human Capital Development ◽  
Study Approach ◽  
Working Hypothesis ◽  
Research Areas ◽  
Economic Engagement ◽  
Capital Development ◽  
The Impact

This article uses a case-study approach to discuss the effects of Chinese economic engagement on three dimensions of human capital development: local employment, training and skill building, and knowledge and technology transfer. The study findings suggests that Chinese economic engagement can and does contribute to human capital development in Africa; however, this is dependent on certain sectoral factors and contextual conditions. This study advances a working hypothesis that the human capital development impact of Chinese economic engagement will vary across countries and sectors of the African economy. This working hypothesis seeks to guide further research towards developing a theoretical framework for the study of Chinese economic engagement in Africa and its effects on human capital development. The article also identifies research areas that should be further explored in order to gain a deeper understanding of the impact of Chinese economic engagement in Africa.

scholarly journals Gender and feminist considerations in Artificial Intelligence from a developing-world perspective, with India as a case study

2021 ◽  
Author(s):  
SANGHAMITRA CHOUDHURY ◽  
Shailendra Kumar
Keyword(s):  
Artificial Intelligence ◽  
Developing Countries ◽  
Developing World ◽  
Developed Countries ◽  
High Level ◽  
The Impact ◽  
The Relationship ◽  
Precarious Situation ◽  
And Robotics

<p>The relationship between women, technology manifestation, and likely prospects in the developing world is discussed in this manuscript. Using India as a case study, the paper goes on to discuss how ontology and epistemology views utilised in AI (Artificial Intelligence) and robotics will affect women's prospects in developing countries. Women in developing countries, notably in South Asia, are perceived as doing domestic work and are underrepresented in high-level professions. They are disproportionately underemployed and face prejudice in the workplace. The purpose of this study is to determine if the introduction of AI would exacerbate the already precarious situation of women in the developing world or if it would serve as a liberating force. While studies on the impact of AI on women have been undertaken in developed countries, there has been less research in developing countries. This manuscript attempts to fill that need.</p>

scholarly journals Econometric models for estimating current and forecast values of the level of human capital development in the Russian economy

2020 ◽  
Vol 26 (1) ◽  
pp. 52-67
Author(s):  
Nina Baranova ◽  
Sergey Larin ◽  
Evgeny Khrustalyov
Keyword(s):  
Human Capital ◽  
Economic Development ◽  
Negative Impact ◽  
Import Substitution ◽  
Econometric Models ◽  
Practical Significance ◽  
Human Capital Development ◽  
Russian Economy ◽  
Capital Development ◽  
The Impact

Studies of factors of sustainable economic development in modern conditions are highly relevant for Russia due to the constant increase and tightening of sanctions restrictions. They have a negative impact on the introduction of innovative developments and economic growth, and reduce the competitiveness of Russian enterprises and their products on world markets. Human capital can become one of the key factors for countering sanctions restrictions, improving the efficiency of economic development and gaining additional competitive advantages for domestic enterprises and the economy as a whole. Assessing the impact of human capital on the sustainable development of the economy is difficult, since it is one of the specific forms of capital. When making appropriate measurements, economic scientists rely on a number of developed theoretical methods and practical tools that support them, which allow us to obtain fairly accurate values of the human capital development index (HDI) based on statistical data. First of all, this is the current UN methodology for calculating the HDI indicator, as well as modern software systems OriginPro-8.6 and Eviews-10.0, which have sufficiently advanced functionality for performing calculations. Russia today has all the necessary prerequisites and opportunities for progressive social and economic development. However, the formation of econometric models will help to timely determine the current and forecast values of the level of human capital development for individual enterprises, industries, and the country’s economy as a whole. This paper shows the practical application of the econometric tools of all the above approaches to obtain the calculated values of the HDI indicator for different time periods and different scenarios for the development of the Russian economy. The results obtained confirmed the high practical significance of the tools used and the acceptable accuracy of the calculations. However, the current and forecast values of the level of human capital development alone will not be able to ensure the effective development of the Russian economy. On the contrary, the effective use of human capital in the implementation of import substitution strategies and national projects will allow our country to become one of the world’s leading economic development countries.

scholarly journals The impact of education tax and investment in human capital on economic growth in Nigeria

2020 ◽  
Vol 3 (2) ◽  
pp. 77-86
Author(s):  
Abubakar Aminu ◽  
Keyword(s):  
Economic Growth ◽  
Human Capital ◽  
Tertiary Education ◽  
Distributed Lag ◽  
Distributed Lag Model ◽  
Long Run ◽  
Lag Model ◽  
The Government ◽  
Capital Development ◽  
The Impact

This paper investigated the impact of education tax and investment in human capital on economic growth in Nigeria utilizing the Non-Linear Autoregressive Distributed Lag Model of cointegration covering the period of 25 years from 1995 to 2019. The findings reveal that education tax and investment in human capital have positive and significant effect on the growth of the Nigerian economy over the sampled period. The paper recommends that in order to boost the economy, Nigeria would need to, among other policy frameworks, provide a suitable environment for ensuring macro-economic stability through effective utilization of income from education tax that will encourage increased investment in human capital in the public sector. In addition to income from education tax, for effective and speedy economic growth and development in Nigeria, the government, beneficiaries (students/parents), employers of labor and other stakeholders in the society should share the responsibility for financing primary, secondary and tertiary education, so as to provide a solid foundation for human capital development. However, as revealed in this paper, the contribution of education tax and investment in human capital is most likely to be realized over a long-run period than in the short term. Keywords: Education Tax; Investment; Human capital; Economic growth

scholarly journals Organizational conflicts in hospitals and their impact on employee turnover: A case study of Jordan

2021 ◽  
Vol 19 (2) ◽  
pp. 206-216
Author(s):  
Akif Al-Khasawneh ◽  
Bassam Abu Khadar
Keyword(s):  
Employee Turnover ◽  
Well Being ◽  
Private Hospitals ◽  
Institute Of Public Administration ◽  
Work Pressure ◽  
High Level ◽  
Research Facilities ◽  
The Impact ◽  
Organizational Conflicts

The research aims to investigate the most common types of organizational conflicts among employees in private hospitals and discover the impact of organizational conflicts on employee turnover. The research outlined the relationship between the variables to present the idea of organizational conflicts and employee turnover. The hypotheses were tested using a survey data of 340 questionnaires distributed randomly to employees working in four private hospitals in Jordan. Random selection of private hospitals was made among eight hospitals in the northern governorates of Jordan (Irbid, Jerash, Mafraq, and Ajlun), which are considered the largest districts in the country. The collected data were analyzed using the SPSS program, and initial statistical techniques were applied. The results showed that the highest level of impact of organizational conflicts on the internal turnover of employees was related to the conflict between employees and direct supervisors. However, the highest level of the impact of organizational conflicts on the external turnover of employees was related to the conflict between employees and top management. The low-level job conflicts of employees were those with owners and middle management. Thus, to create stability, prevent work pressure, and retain employees, managers of private hospitals necessarily need to provide an appropriate work environment, develop high level of well-being, and decrease the workload. AcknowledgmentsWe would like to thank Al-Balqa Applied University in the Kingdom of Jordan and the Institute of Public Administration in the Kingdom of Saudi Arabia for their kind support and for giving us access to the research facilities.

scholarly journals DEVELOPMENT STRATEGY OF HUMAN CAPITAL OF PT KIMIA FARMA (PERSERO) TBK

2017 ◽  
Vol 1 (02) ◽  
pp. 153-162
Author(s):  
Antoni Ludfi Arifin
Keyword(s):  
Human Capital ◽  
Development Strategy ◽  
Selection Process ◽  
Theory Building ◽  
Primary Data ◽  
Secondary Sources ◽  
Recruitment And Selection ◽  
The Right ◽  
Capital Development

This research is a qualitative research with case study at PT Kimia Farma (Persero) Tbk. The purpose of this research is to understand the overall development strategy of human capital of the Company. Data were collected from primary data through interview, observation, and recording; while secodary data were obtained from PT Kimia Farma (Persero) Tbk or from the externals that are used by the researcher to strengthen the premise, theory building, or data from previous researchers.  The data collected from primary and secondary sources are then processed. The validity of data is checked though data accuracy checking process (triangulation). This research found that the Company has conducted human reseource development strategy through 1) Integrated HR Development with the Company’s visions and missions; 2) open recruitment and selection process will decide and find the candidates who meet the qualifications; 3) preparing assessement center to select the right candidate for the right position; 4) employees training can improve the employees’ competence; and 5) the right development of human capital to prepare for the competitiveness in the future.. Keywords: Human Capital, Development, Strategy, HR Planning

The impact of FDI on human capital development in SACU countries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Winfried Henok ◽  
Teresia Kaulihowa
Keyword(s):  
Human Capital ◽  
Secondary Level ◽  
Policy Implications ◽  
Supporting Evidence ◽  
Human Capital Development ◽  
Member States ◽  
Content Type ◽  
Level Of Education ◽  
Capital Development ◽  
The Impact

PurposeThis paper aims to examine how FDI trickle down to human capital development in SACU member states.Design/methodology/approachA longitudinal research design and feasible general least squares was used over the periods 1990 and 2018.FindingsThere is supporting evidence that FDI enhances human capital when primary school enrolment rate is used. However, the reverse holds for the secondary level of education. It can be argued that although FDI exhibits a positive effect on primary education, optimal spillovers to human capital development has not been realized. An indication that certain level of human capital may be required to ensure the optimal benefit of FDI or the types of current FDI does not enhance FDI-led-human capital hypothesis.Practical implicationsThe negative effect of FDI toward secondary level of education could be an indication of a weak absorptive capacity. SACU's current dominance of FDI activities toward extractive industries could limit potential benefit of FDI due to capacity constraints. Practical policy implications indicate that SACU member states need to ensure that it attracts FDI toward smart investment that enhances human capital development.Social implicationsThere is need to a gear FDI firms toward corporate social responsibilities that will stimulate secondary education.Originality/valueThe novelty of this paper is twofold. First, it focuses on SACU countries where majority of the people are trapped with poverty and inequality issues. Second, SACU member states have used greenfield FDI as a policy instrument to enhance human capital. However, human capital link remains weak. This creates a need to search for smart FDIs that are committed toward community transformation through human capital development.

scholarly journals Strategic Talent Management: The Impact of Employer Branding on the Affective Commitment of Employees

2020 ◽  
Vol 12 (23) ◽  
pp. 9993
Author(s):  
Patrícia Alves ◽  
Vasco Santos ◽  
Isabel Reis ◽  
Filipa Martinho ◽  
Domingos Martinho ◽  
...  
Keyword(s):  
Human Capital ◽  
Affective Commitment ◽  
Good Representation ◽  
Employer Branding ◽  
Technological Transformation ◽  
Public And Private ◽  
Active Population ◽  
The Individual ◽  
High Level ◽  
The Impact

In a globalization context, underlined by the speed of technological transformation and increasingly competitive markets, the perspective of human capital, as an asset of strategic importance, stands out in differentiating human resource practices. Under this reality, the employer branding (EB) concept gains more and more importance as a strategic tool to attract, retain, and involve human capital, given that this has become a source of competitive advantage to companies. Within this context, this study aimed to evaluate the relationship between employer branding strategies implemented by organizations, as well as their impact on the employee’s affective commitment, evident in certain organizational cultures, which are sustained over time. The methodological framework applied to this study is quantitative, and the data collection was carried out with the application of an employer branding and an affective commitment questionnaire. To achieve a good representation of the active population, the sample of the quantitative study was composed of 172 individuals, working in the public and private sectors in Portugal, exercising different positions in the different sectors of activity. Results obtained with these techniques indicate a high level of affective organizational commitment (AOC) of employees in the organizations surveyed, suggesting that affective commitment develops when the individual becomes involved and identifies with the organization.

scholarly journals Differences in the Development and Investment in Human Capital in the Member States of the European Union

2012 ◽  
Vol 15 (2) ◽  
pp. 79-99
Author(s):  
Zbigniew Przygodzki
Keyword(s):  
Human Capital ◽  
Development Policy ◽  
The European Union ◽  
Human Capital Development ◽  
National Differences ◽  
Development Processes ◽  
Eu Policies ◽  
Low Efficiency ◽  
High Level ◽  
Capital Development

Human capital and knowledge are most important factors of current development processes, contributing to the innovativeness and competitiveness of the economies. The important role of these factors was underlined also in Europe 2020 Strategy. However, due to immaterial character of investment in human capital and because of the high level of decentralization of human capital development policy, these actions are characterized by a relatively low efficiency. Thus, the aim of this paper is firstly to identify the importance of human capital development policy within EU policies. Secondly, it is to identify and conduct a comparative analysis of national differences in human capital development and to identify points of reference for key measures of the development in question. Thirdly, this paper is to specify models of human capital development policy from the perspective of how much involved local authorities are in its implementation and efficiency.

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