Achievements against problems: for 60th anniversary of human capital theory

The article considers the most important achievements of the human capital theory. Taking into account the theory’s versatility and ambiguity of approaches to its main theses, advisability of a systemic view on its evolution and role in modern science is indicated. The 60th anniversary of the official birth of the theory in 1962 was taken as a special reason for rethinking its achievements. There are given the main scientific human capital theory’s results, which expanded, deepened and supplemented the scientific knowledge over the period from the end XX century until the beginning of the XXI century. Among the results are the increasing importance of investments in human development, development of economic growth theories, classification and systematization of human productive qualities, development of interdisciplinary researches of human being and human capital, accumulation of empirical researches’ data bases, optimization of investment policies in different countries and regions, actualization of studying trends and problems in the field of science and education, development of futuristic ideas, extension of labor market researches, improvement of the personnel management theory and methodology. It has been emphasized that the existence of modern approaches to human capital development does not mean their widespread implementation in practice: an objective reality imposed by many factors does not always contribute to the effective use of individuals’ productive qualities. For Russia there are singled out the following factors: the economy’s structural problems, imbalances in supply and demand in the labor market, discrepancy between available human capital and quality of jobs, and some other factors that can neutralize positive effects of the human capital development.

THE CONVERSION FROM INFORMALITY TO A FORMAL ENTITY: LINKS TO THE NATURE OF THE OWNER-MANAGER

Recognizing the heterogeneity of informal microentrepreneurs, this paper assesses the determinants of their willingness to enter the formal sector. Based on human capital theory and social capital theory, we test the hypothesis that firm decision-making regarding formalization is a function of the nature of the informal microentrepreneur. Using data collected from 500 informal microentrepreneurs in Morocco, and employing a logistic regression model, we find that higher education level, motivation by business opportunity, entrepreneurship training, work experience, gender and the importance of social networks have an impact on the desire to formalize. The paper concludes by discussing the theoretical and policy implications.

The State of Human Capital and Innovativeness of Polish Voivodships in 2004–2018

The category of human capital has increased in importance with the emergence of human capital theory in the 1960s. The interest in innovativeness is a result of successive waves of industrial revolutions and technical progress. The article aims to estimate human capital and innovation in Polish voivodeships 2004–2018 as an essential determinant of socio-economic development in emerging economies. The regional dimension related to human capital and innovativeness is rarely studied in a socio-economic context. Additionally, the main contribution of the paper is that we propose an extraordinary set of variables capturing quantitative and qualitative aspects of regional research. To measure these factors, we propose a set of sub-indices describing the state of human capital and innovation. The delimitation of regions was carried out using the method of Czekanowski. The study results confirmed the polarization of voivodeships in Poland, generally according to Eastern and Western Poland. Unfortunately, it turns out that despite the economic growth in the country in recent years, disparities within the human capital of voivodeships are increasing. This makes it challenging to unleash innovation and enter a faster and more sustainable path of growth.

Human Capital and Two Factor Theories on Job Satisfaction

Human capital is part of driving business. Knowledge and skill are needed in organization to achieve goals. Research's aim is to study human capital theory combine with two-factor theories on job satisfaction. Because in 2020, there are many employees had resigned from company. The simplified methodology is to analyses on human capital theory as in quantitative for corporate training structure; budget, manpower and training program. Moreover, two-factor theories are qualitative applied for corporate structure; organization policies, salary structure, and achievement. This is survey research using questionnaires with a sample of 109 cases calculating from Taro Yamane's formula. Data analyses are multicollinearity, heteroskedasticity, and autocorrelation. Findings express that the support in higher education and soft skills training are affecting on job satisfaction. Furthermore, in term of two factors show that all key elements are acted as the "Career Life Factors Chain". Business strategy implication expresses as knowledge management via business training rewards. It will be set under terms and conditions on supporting in higher education to employee who works for five years. Besides, upskill and reskill training will provide to employee who works for three years. Meanwhile, two-factor theories business strategy implication as job evaluation and promotion. Criteria for considering are related to position, age, year of service, and salary. Therefore, top managers can apply as its backward analysis with restructuring of human capital management. Keywords: Human Capital, Job Satisfaction, Upskill – Reskill Management

The Application of Human Capital Theory and Educational Signalling Theory to Explain Parental Influences on the Chinese Population’s Social Mobility Opportunities

Existing studies argue life chances are, in part, vertically reproduced. Such a statement is applicable to the Chinese contexts as, but not limited to, parental hukou status, to some extent, determines the life chances their children receive. In this essay, the author would like to introduce human capital theory (HCT) and educational signalling theory (EST), and assess how the applications of each of these two models can enrich the understanding of vertical reproduction of individuals’ social mobility opportunities. The author would also present the limitations of each of these two models when addressing relevant Chinese contexts.