Human capital and economic growth

Just as accumulation of personal human capital produces individual economic (income) growth, so do the corresponding social or national aggregates. At the national level, human capital can be viewed as a factor of production coordinate with physical capital. The framework of an aggregate production function shows that growth of human capital is both a condition and a consequence of economic growth. Human-capital activities involve not merely the transmission and embodiment in people of available knowledge, but also the production of new knowledge. Its diffusion generates worldwide economic growth, regardless of its initial geographic locus. Contrary to Malthus, economic growth has not been eliminated by population growth. Human-capital accumulation is an important link between economic growth and the ‘demographic transition’.     

人力资本理论与教育投资问题新探

近年来 ,我国教育投资持续升温 ,人力资本理论为教育投资提供了理论基础 ;然而 ,教育投资是否应仅局限于知识和技能方面的教育投资 ,以及当前我国教育投资热潮中面临着一些不可忽视的问题尚需探讨 ,例如唯经济教育化等 ,本文对此进行了详尽阐述并提出相应政策建议。     

风险投资契约中人力资本与控制权配置关系研究

由于风险投资中的合约相比于一般合约不完全性更加严重,因此剩余控制权的配置就极为重要,它决定了事后租金的分配,从而影响到合约双方事前的投资决策。本文将人力资本引入风险投资契约治理的分析框架中,从人力资本的专用性、专有性及其引致的双边道德风险角度来解释风险资本家与创业者之间的控制权配置问题。     

Rural Communities: Human and symbolic capital development,fields apart

This article considers the nature of rurality as a social construct and its possible implications for policy makers considering lifelong education in the developed economies of the world. The article is based around research carried out in rural England and informed by similar studies underway in Atlantic Canada. Discussion is shaped around three key questions: what is rurality? What effect has rurality on cultural identity and what are rural and urban young peoples' perceptions of formal education? The article argues that rurality has a cultural identity which cuts across other social divisions in society and that using the anthropological definition of ethnic to describe rural people may well represent their interests better.     

Human capital background and the educational attainment of second-generation immigrants in France

In this paper, we study the impact of parental human capital background on ethnic educational gaps between second-generation immigrants using a large data set conducted in France in 2003. Estimates from censored random effect ordered Probit regressions show that the skills of immigrants explain in the most part, the ethnic educational gap between their children. Fluency in French and the length of their parents’ stay in France also matter. The impact of the immigrants’ education on the educational attainment of their children further depends on their country of origin, their place of schooling, and their proficiency in French.     

Human capital linkages to labour productivity: implications from Thai manufacturers

Human capital investment is a necessary condition for improving labour market outcomes in most countries. Empirical studies to investigate human capital and its linkages on the labour demand side are, however, relatively scarce due to limitations of firm-level data-sets. Using firm-level data from the Thai manufacturing sector, this paper aims to investigate the effects of skill and human capital on labour productivity. Costs and benefits of human capital improvement are compared indicating that hiring workers who have higher education as well as providing them with in-service training has a statistically and significantly positive impact on an increase in labour productivity. However, hiring workers who have higher education yields less benefit than costs which come from higher average wage expenditures. However, providing training should contribute more benefit than cost. Besides education and training measures, we also measure workers’ skill levels into cognitive skills and non-cognitive skills and find that skill in information technology is found to be the most important cognitive skill for increasing labour productivity among Thai manufacturers. Non-cognitive skills such as those in leadership, time-management and communication are also important and seem to have positive relationship to labour productivity among Thai manufacturers.     

Human capital theory,the diversity of societies and the problem of quality in education

Taking off from the “human capital theory” vs. “screening theory” debate, the paper seeks to distinguish at least ten different causal strands which potentially enter the explanation of the commonly observed correlation between earnings and educational qualification. Debates on this issue are commonly vitiated by two factors: (i) the failure to distinguish between mechanisms which operate in fluid market situations and those which operate in bureaucratized economies with administered careers, (ii) the assumption that there can be a universally valid answer to the question “Why do earnings and certificates correlate?” Various institutional and historical factors cause considerable differences in the relative importance of the ten linking mechanisms in different countries. Of the greatest importance is one general difference between early and late developers. Schools in developing countries are generally less effective in fostering the sort of mental attitudes and abilities which conduce to economic development chiefly because, for a variety of reasons, schooling is more examination-oriented than in richer countries. These crucial aspects of the quality of education are too often overlooked, presumably for reasons which have to do with the nature of the economics and educational professions.     

高等学校本科课程编制的层次问题

国内外有代表性的研究成果表明 ,高等学校课程作为一种学术计划 ,可以分为三个层次进行编制 :单门课程的编制、培养计划的编制和以学院为单位的课程编制。不同层次的课程编制在编制主体、编制过程、影响因素以及编制结果等方面有着不同的特点。对这些特点进行探讨 ,有助于揭示不同层次课程编制的规律     

资源优势,资本推动与西部融资渠道分析

我国西部资源优势并没有转化为现实生产力,东西差距呈惯性扩大趋势,东西差距形成的一个重要原因,就是国家投资政策差异。市场条件下的经济增长,需要资本市场的首先推动,西部开发同样需要资本市场出力。西部现有融资 渠道主要有财政、信贷和直接融资,这些融资渠道并不能充分体现国家的西部开发政策,在某种现有融资主要有财政、信贷和直接融资,这些融资渠道并不以能充分体现国家的西部开发政策,在某种程序上还保留了非均衡平     

人力资本产权与国有企业经理内生激励机制的形成

解决国有企业经理激励问题的根本之举,乃是构建国有企业经理内生激励机制,即让国有企业经理获得与其人力资本产权相称的企业剩余索取权和控制权收益,以此来激励他们努力工作。     

Maslow's hierarchy of needs revisited

The paper reviews Maslow's hierarchy of prepotent needs and his characterization of the self-actualizing personality. It suggests that since so few among the general population meet Maslow's own criteria for self-actualization, an educational system designed to produce such personalities must fail of its object in an overwhelming percentage of cases. The goal being unreachable, teachers tend to lower their sights and attend only to the lower stages of the hierarchy (security, self-esteem), and thus dilute the cognitive content of learning. Moreover, Maslow's hierarchy is not dialectical, in the sense that the completion of each stage does not necessarily lead to the next level. The self-actualizing personality appears as a mysterious leap from one stage to another, and cannot be engineered from without. As an alternative, the paper suggests a more logical sequence of needs based on the development of rationality.     

镍与镍都

介绍我国本土巨大镍矿的发现与发展过程。概述中国自己的镍钻生产基地与铂族贵金属提炼中心——金川。     

Education,stratification, and the academic hierarchy

Some view the academic hierarchy as an essential meritocratic structure that rewards students who have greater natural abilities. Others suggest that this structure reflects specific status divisions. Using nationally representative data, this study considers the relative and independent influence of students' undergraduate achievement, social class, sex, and race on rank of graduate school they attend. Analysis of covariance techniques indicate that undergraduate achievement is the strongest predictor of rank of graduate institution attended, in all six sub-areas examined. All of the status variables also have independent effects. In several sub-areas the graduate academic hierarchy does not universally reward social class, sex, and race groups for equal levels of achievement. Other sex and race groups, with equal achievement levels, attend similarly ranked graduate institutions.An earlier version of this paper was presented at the 53rd Annual Meetings of the Pacific Sociological Association, 1982, in San Diego, and is part of a larger study (Lang, 1983).     

社会资本和人力资本对大学生就业的影响

通过对175名应届大学生的社会资本、人力资本和就业状况进行调查,得出以下结论:(1)网络内弱联系越多,越可能通过关系来获取工作。(2)在通过劳动力市场获取工作的大学生中,性别在收入水平和离职倾向上的影响是显著的,男性的收入水平要显著高于女性,并且女性的离职倾向要显著高于男性。(3)在通过关系获取工作的大学生中,人力资本越大,工作满意度越低;强联系越多,则收入水平越高;网络资源跨度越大,收入水平也越高。     

马斯洛的需求层次理论与积分激励法

在企业管理的各项工作中，一切都是以企业的利益为核心，而企业利益的创造始于员工的劳动，因此如何有效地发挥企业现有员工的主观能动性，成为人力资源管理者的一个重大课题。员工在最大限度的为企业创造利润的同时，也希望从企业的发展过程中使自己的个人价值得到肯定，而这肯定既包括物质上的肯定，也包括精神上的。将绩效考核与薪酬管理紧密结合．做到赏罚分明，固然重要，但对员工实现有效的激励往往不是简单的奖金奖励与表彰所能达到的。人与人之间存在差异，那企业又应如何应对员工的不同需求。进行行之有效的激励呢？