scholarly journals Human Capital or Cultural Taxation: What Accounts for Differences in Tenure and Promotion of Racialized and Female Faculty?

2017 ◽  
Vol 47 (3) ◽  
pp. 54-75
Author(s):  
Rochelle Wijesingha ◽  
Howard Ramos
Keyword(s):  
Human Capital ◽  
Logistic Regression ◽  
Faculty Member ◽  
Human Capital Theory ◽  
Female Faculty ◽  
Capital Theory ◽  
Male And Female ◽  
Canadian Universities ◽  
Academic System ◽  
Original Survey

Achieving tenure and promotion are significant milestones in the career of a university faculty member. However, research often indicates that racialized and female faculty do not achieve tenure and promotion at the same rate as their non-racialized and male counterparts. Using new original survey data on faculty in eight Canadian universities, this paper examines differences in tenure and promotion among racialized and female faculty  and investigates the extent to which explanations of human capital theory and cultural or identity taxation account for these disparities. Logistic regression confirms that controlling for human capital and cultural or identity taxation washes away the differences between male and female faculty for achieving both tenure and promotion. However, differences for racialized faculty remain, thereby offering evidence of discrimination in the academic system. 

scholarly journals Human Capital or Cultural Taxation: What Accounts for Differences in Tenure and Promotion of Racialized and Female Faculty?

2017 ◽  
Vol 47 (3) ◽  
pp. 54-75 ◽  
Author(s):  
Rochelle Wijesingha ◽  
Howard Ramos
Keyword(s):  
Human Capital ◽  
Logistic Regression ◽  
Faculty Member ◽  
Human Capital Theory ◽  
Female Faculty ◽  
Capital Theory ◽  
Male And Female ◽  
Canadian Universities ◽  
Academic System ◽  
Original Survey

Achieving tenure and promotion are significant milestones in the career of a university faculty member. However, research often indicates that racialized and female faculty do not achieve tenure and promotion at the same rate as their non-racialized and male counterparts. Using new original survey data on faculty in eight Canadian universities, this paper examines differences in tenure and promotion among racialized and female faculty  and investigates the extent to which explanations of human capital theory and cultural or identity taxation account for these disparities. Logistic regression confirms that controlling for human capital and cultural or identity taxation washes away the differences between male and female faculty for achieving both tenure and promotion. However, differences for racialized faculty remain, thereby offering evidence of discrimination in the academic system.

The Determinants of Information Technology Wages

2012 ◽  
pp. 32-49
Author(s):  
Jing ("Jim") Quan ◽  
Ronald Dattero ◽  
Stuart D. Galup ◽  
Kewal Dhariwal
Keyword(s):  
Human Capital ◽  
Logistic Regression ◽  
Regression Analysis ◽  
Human Capital Theory ◽  
Organization Size ◽  
Capital Theory ◽  
Practical Advice ◽  
Industry Type ◽  
Experience Education ◽  
Managerial Positions

Anchoring this work to the classical human capital theory, the authors examine the effects of various human capital factors on IT professional compensation. Dividing IT salary into LOW (<$75,000) and HIGH (>=$75,000) ranges and using binomial logistic regression analysis, this paper estimates the effects of IT experience, education, IT degrees, IT certifications, and managerial positions on the probabilities of earning low wages in comparison to high wages, while controlling for industry type, organization size and location, gender, and marital status. Results indicate that the most important factors associated with high salaries are managerial positions, IT experience, education, and organization size. Practical advice is given on how IT professionals can employ these results to increase their compensation.

Human Capital Theory and Internal Migration: Do Average Outcomes Distort Our View of Migrant Motives?

2017 ◽  
Vol 14 (2) ◽  
pp. 237-250 ◽  
Author(s):  
Martin Korpi ◽  
William A.V. Clark
Keyword(s):  
Higher Education ◽  
Human Capital ◽  
Logistic Regression ◽  
Internal Migration ◽  
Metropolitan Areas ◽  
Multinomial Logistic Regression ◽  
Human Capital Theory ◽  
Capital Theory

By modelling the distribution of percentage income gains for movers in Sweden, using multinomial logistic regression, this paper shows that those receiving large pecuniary returns from migration are primarily those moving to the larger metropolitan areas and those with higher education, and that there is much more variability in income gains than what is often assumed in models of average gains to migration. This suggests that human capital models of internal migration often overemphasize the job and income motive for moving, and fail to explore where and when human capital motivated migration occurs.

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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