scholarly journals Gender Differential Effect Of Business Education Students’ Human Capital On Sustainable Economic Development

2019 ◽  
Vol 9 (1) ◽  
Author(s):  
James E Edokpolor
Keyword(s):  
Sustainable Development ◽  
Human Capital ◽  
Business Education ◽  
Differential Effect ◽  
Core Values ◽  
Education Students ◽  
Male And Female ◽  
Different Types ◽  
Specific Human Capital ◽  
General Human Capital

This research investigates the relationship between business education students’ human capital and core values of sustainable economic development from a gender perspective. This research specifically investigates four interrelated questions. First, do male and female business education students experience different types of general human capital? Second, do male and female business education students possess different types of specific human capital? Third, do differences in both male and female business education students’ general human capital have a differential effect on sustainable development of Nigerian economy? And finally, do differences in both male and female business education students’ specific human capital have a differential effect on sustainable development of Nigerian economy? To answer these questions, bivariate correlation was employed. The hypotheses were tested using analysis of variance and multiple regressions. Using a survey data of all the final-year undergraduate students (<em>N </em>= 375) of business education in Federal Universities in South-South geopolitical region of Nigeria, the results showed a positive correlation between general and specific human capital and core values sustainable development. Male and female business education students experience almost the same type of general human capital. The results also showed that male students possess higher level of specific human capital than female students. The results further showed that changes or variations in core values of sustainable development caused by both general and specific human capital are higher in male than the female students. Logical conclusions and implications for future practices are discussed.

Human capital and export performance in the Spanish manufacturing firms

2020 ◽  
Vol 15 (1) ◽  
pp. 99-119 ◽  
Author(s):  
José López Rodríguez ◽  
Bill Serrano Orellana
Keyword(s):  
Human Capital ◽  
Design Methodology ◽  
Export Performance ◽  
Theoretical Background ◽  
Manufacturing Firms ◽  
Export Intensity ◽  
Resource Based View ◽  
Content Type ◽  
Specific Human Capital ◽  
General Human Capital

Purpose The purpose of this paper is to investigate the effects of firms’ general and specific human capital on the export propensity and intensity. Design/methodology/approach The resource-based view of the firm provides the theoretical background to examine export performance. Empirical analysis is carried out using a national representative sample of Spanish manufacturing firms and employing Logit and Tobit models. Export performance is evaluated in a dual way, as export propensity and export intensity. In relation to human capital a distinction is made between general and specific human capital. Findings The results shown that differences exist in the effect of general and specific human capital. While the firms’ general human capital (education of the firm’s employees) affects both export propensity and intensity, only some dimensions of specific human capital (employees’ experience at the workplace) affects export propensity and intensity but no the employees’ training. Moreover, the firms’ general human capital generates greater changes than the effect of specific human capital on the export behavior. Originality/value This paper extends a line of research underexplored in the literature by analyzing the effect of organizational human capital on the firm’s export performance; moreover, it is the first study for Spanish manufacturing firms; the distinction between general and specific human capital enhances our comprehension of the human capital as a determinant of export performance. In relation to the specific human capital, besides training, we add a new variable related to experience at the workplace.

Gender-specific human capital: identification and quantifying its wage effects

2017 ◽  
Vol 38 (6) ◽  
pp. 854-874 ◽  
Author(s):  
Maryna Tverdostup ◽  
Tiiu Paas
Keyword(s):  
Human Capital ◽  
Wage Gap ◽  
Pay Gap ◽  
Men And Women ◽  
Male And Female ◽  
Content Type ◽  
Wage Returns ◽  
Specific Human Capital ◽  
Gender Specific ◽  
Opposite Gender

Purpose The purpose of this paper is to better understand the possible reasons behind gender pay disparities, focussing on the unique features of male and female human capital and their wage returns. Despite increasing convergence of male and female human capital attainments, substantial differences remain. Extraction of human capital components non-overlapping across genders provides more profound explanation of the unexplained wage gap of men and women. Design/methodology/approach Starting with the non-parametric matching-based decomposition technique, the authors extend the pay gap estimation framework and focus on males and females having no counterpart in a set of characteristics within the opposite gender. The authors identify gender-unique human capital in terms of differences in distribution of individual characteristics across men and women and gender-specific combination of human capital characteristics. Wage returns to gender-specific profiles are evaluated applying wage regression on both full distribution of earnings and wage quantiles. The research relies on the Survey of Adult Skills (PIAAC) database for Estonia, which incorporates both formal education and cognitive skill records. Findings The study identifies sets of characteristics and competencies exclusive for both genders, proving that male and female profiles cannot be directly compared. The results suggest that men possess high individual and combined abilities in numeracy and problem solving in technology-rich environment, not always reached by females. This potentiates men’s higher earnings in spite of their generally lower formal educational attainments. Wage gap analysis over the full distribution of earnings shows even larger “glass ceiling” effect for females, possessing woman-specific human capital. Originality/value The authors raise a research from a novel perspective towards a role of human capital in gender wage inequality. Instead of usual reference to observable gaps in male and female characteristics, the authors identify the gender-specific human capital profiles, to a large extent non-reached by the opposite gender. Analysed associations between gender-specific characteristics and earnings provide an insight to possible effects of gender-unique human capital on a male-female wage disparity.

The General Human Capital-Firm Specific Human Capital Tradeoff

2016 ◽  
Vol 2016 (1) ◽  
pp. 18004 ◽  
Author(s):  
Prithwiraj Choudhury ◽  
Shinjinee Chattopadhyay
Keyword(s):  
Human Capital ◽  
Specific Human Capital ◽  
General Human Capital

scholarly journals Graduates of Russian Universities in the Labor Market (Data from the Rosstat Survey)

2020 ◽  
Vol 8 (3) ◽  
pp. 108-124
Author(s):  
Galina A. Cherednichenko
Keyword(s):  
Social Sciences ◽  
Higher Education ◽  
Human Capital ◽  
Labor Market ◽  
Capital Social ◽  
Business Law ◽  
Field Of Study ◽  
Specific Human Capital ◽  
Russian Universities ◽  
General Human Capital

The materials from a representative survey of Rosstat in 2016 of higher education graduates in 2010–2015 allowed to analyze the processes of their employment. Almost ½ worked during the education that provided advantages in employment. After graduation, 2/3 searched for work and found it relatively quickly, using most often social networks; 1/3 were not busy looking for work, of which ¼ had a provided job. Imbalances between the structure of supply and the structure of demand in the labor market led to the fact that about 1/3 of graduates got a job that did not related to their field of study; more likely ones from fields that generate more general human capital (social sciences, business, law) – on the contrary, for specific human capital (medicine, computer science). Besides, more than a 1/3 of graduates acquired occupational statuses that do not require higher education; the mismatches “job – field of study” significantly worsened this situation. HE graduates had higher employment and lower unemployment compared to SVE graduates; and the differences in average salaries between them were significantly smaller than for all employees with similar levels of education. The beginning of a career evens out the differences in average salaries of HE graduates who have received different statuses.

scholarly journals Wage Growth Due to Human Capital Accumulation and Job Search: A Comparison between the United States and Germany

ILR Review ◽  
2007 ◽  
Vol 60 (4) ◽  
pp. 562-586 ◽  
Author(s):  
Uta Schönberg
Keyword(s):  
United States ◽  
Human Capital ◽  
Labor Market ◽  
Job Search ◽  
Capital Accumulation ◽  
Wage Growth ◽  
The United States ◽  
Human Capital Accumulation ◽  
Specific Human Capital ◽  
General Human Capital

This paper compares the sources of wage growth of young male workers in two countries with very different labor market institutions, the United States and Germany. The author first develops a simple method for decomposing wage growth into components due to general human capital accumulation, firm-specific human capital accumulation, and job search. The empirical analysis uses data from administrative records (Germany) and the National Longitudinal Survey of Youth (United States) for cohorts entering the labor market in the late 1970s and early 1980s. Although the two countries differed substantially in mobility rates, they were similar in the sources of wage growth, with general human capital accumulation being the most important single source and job search accounting for an additional 25% or more of total wage growth. There is no evidence that returns to firm-specific human capital accumulation were higher for German apprentices than for U.S. high school dropouts or graduates.

scholarly journals Training, Mobility, and Wages: Specific Versus General Human Capital

2006 ◽  
Vol 226 (1) ◽  
Author(s):  
Alfred Garloff ◽  
Anja Kuckulenz
Keyword(s):  
Human Capital ◽  
Second Step ◽  
Job Change ◽  
Wage Effects ◽  
Training Courses ◽  
Subjective Valuation ◽  
Specific Human Capital ◽  
The Relationship ◽  
General Human Capital

SummaryThis paper considers training, mobility decisions and wages together to test for the specificity of human capital contained in continuing training courses. We empirically analyse the relationship between training, mobility and wages in two ways. First, we examine the correlation between training and mobility. In a second step, we consider wage effects of mobility taking training participation into account. First, we find that training participation is negatively correlated with the mobility decision and that training participation decreases the probability of individuals to change the job. Second, we find that wages are lower for job changers for the group of training participants, so wages decrease when trained individuals are mobile. Finally, training participation negatively affects the individuals’s subjective valuation of the quality of their last job change. Taken together, these results suggest that there is some specific human capital, which is incorporated into training and lost when moving between jobs.

The Duality of Internal and External Development of Successors: Opportunity Recognition in Family Firms

2011 ◽  
Vol 24 (2) ◽  
pp. 111-125 ◽  
Author(s):  
Shruti R. Sardeshmukh ◽  
Andrew C. Corbett
Keyword(s):  
Human Capital ◽  
Family Business ◽  
Work Experience ◽  
Family Firms ◽  
Family Firm ◽  
The Family ◽  
New Ideas ◽  
Specific Human Capital ◽  
General Human Capital ◽  
External Development

The study contributes to the family business literature by examining the intersection of succession and opportunities and extends an existing line of research on entrepreneurial behavior in family firms by examining opportunity perception by 119 family business successors. The authors investigate the successors’ self-efficacy, education, and work experience, together with their perception of entrepreneurial opportunities. The results suggest that successors who perceive new opportunities balance and combine their family firm—specific human capital built through experience within the family firm with general human capital built through education and other work experience to generate new ideas leading to the entrepreneurial opportunity perception.

scholarly journals Valuable Experience: How University Internships Affect Graduates’ Income

2021 ◽  
Author(s):  
Thomas Bolli ◽  
Katherine Caves ◽  
Maria Esther Oswald-Egg
Keyword(s):  
Human Capital ◽  
Tertiary Education ◽  
Main Mechanism ◽  
Quality Of Education ◽  
University Curricula ◽  
Specific Human Capital ◽  
General Human Capital

AbstractThis paper analyzes whether and how attending an internship during tertiary education affects income. We address endogeneity with an IV approach that exploits information regarding whether the internship was a mandatory component of the study. We further address selection into programs with mandatory internship by using the share of mandatory internships at the closest university, exploiting the low mobility of Swiss students. The results show that internships increase graduates’ incomes. We explore potential mechanisms for the effect of internships on income, finding that general human capital is the main mechanism rather than firm- or field-specific human capital, signaling, or screening. These results indicate that students should continue to invest in internships and that mandatory internships have a place in university curricula because they improve the quality of education.

scholarly journals Catalytic Agent for Strategic Innovation Ambidexterity: The Role of Human Capital

2017 ◽  
Vol 2 (2) ◽  
pp. 49
Author(s):  
Faizah Mashahadi ◽  
Noor Hazlina Ahmad ◽  
Osman Mohamad ◽  
Mohd Ghazali Mohayidin ◽  
Razmah Mahmud ◽  
...  
Keyword(s):  
Human Capital ◽  
Small And Medium Enterprises ◽  
Dynamic Capability ◽  
Innovation Capability ◽  
Strategic Innovation ◽  
Pls Analysis ◽  
Medium Enterprises ◽  
Specific Human Capital ◽  
General Human Capital

Developing exploitation and exploration innovation capability is enormously critical for small and medium enterprises (SMEs) to attain comprehensive endurance in borderless business battlefield. To better understand the extent to which SMEs realize strategic innovation ambidexterity, this study develops a theoretical framework that associates human capital to strategic innovation ambidexterity. Grounded by the Theory of Dynamic Capability, this present study examines the effects of the subsequent predecessor in predicting technological and non-technological innovation ambidexterity among SMEs operating internationally specifically; general human capital and specific human capital. Data were collected via self-administered questionnaires from herbal-based SMEs who participated in this study. A quantitative approach was adopted, and hypotheses were tested using Partial Least Squares (PLS) analysis. Findings showed that general and specific human capital positively influenced the development of strategic technological and non-technological ambidexterity. This study provides evidence on the pivotal role of human capital in SMEs located in a developing country.

scholarly journals Human Capital and Multifaceted Innovation: Evidence from the Lahore Knitwear Cluster in Pakistan

2012 ◽  
Vol 17 (2) ◽  
pp. 63-68
Author(s):  
Fahd Rehman
Keyword(s):  
Human Capital ◽  
Marketing Channels ◽  
Primary Data ◽  
Operational Experience ◽  
Strongly Correlated ◽  
Cluster Development ◽  
The Individual ◽  
Specific Human Capital ◽  
General Human Capital

Clusters have the potential to grow, but their potential in Pakistan is rarely analyzed and examined. This study examines the knitwear cluster of Lahore in general and the performance of enterprises in particular. Most of the literature on clusters in Pakistan has not looked at the characteristics of the individual enterprises that play a pivotal role in cluster development. Using primary data collected from 59 finished-knitwear producers in Lahore, this study assesses the role of human capital in acquiring multifaceted innovations. We find that general human capital acquired by schooling and specific human capital acquired through operational experience is associated with the size of the enterprise. Additionally, specific human capital acquired through operational and marketing experience is strongly correlated with improved marketing channels.

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