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1.
We assess the relevance of formal education on the productivity of the self-employed, distinguishing between opportunity entrepreneurs, who voluntarily pursue a business opportunity, and necessity entrepreneurs, who lack alternative employment options. We expect differences in the returns to education between these groups due to different levels of control over the use of their human capital. The analysis employs the German Socio-Economic Panel and accounts for the endogeneity of education and non-random selection. Results indicate that the returns to a year of education for opportunity entrepreneurs are similar to the paid employees’ rate of 8.8%, but 3 percentage points lower for necessity entrepreneurs. Pooling the two types of entrepreneurs tends to understate the value of education for opportunity entrepreneurs and may spark misguided hopes concerning necessity entrepreneurs. The results may also partly explain Europe/US differences in average entrepreneurial returns.  相似文献   

2.
This study incorporates occupational choice into a model of wage determination in wage and self-employed activities. The self-selection model emphasizes managerial ability and capital market imperfections in determining whether an individual chooses between wage and self-employment. Using Heckman's correction for sample selection bias, the results show no bias in the OLS estimates but find that the two groups have different earnings structure. The results for employees confirm the robustness of the human capital model but the model explains only a small fraction of the variation of self-employed earnings.  相似文献   

3.
The principal issue addressed in this article is whether or not education directly creates productivity and earnings as taught by traditional human capital theory. If not, an alternative argument could be that employers use education as a screening device to select employees. Employing the decomposition technique to compare income for self-employed and private sector employees, evidence is presented which rejects the screenist theory.  相似文献   

4.
This paper attempts to measure the effect of non-formal training on the employment and earnings of Peruvian male and female workers. The main findings are: (i) workers with limited educational attainment face limited training opportunities; (ii) training significantly improves the employment probabilities, but not the earnings, of private-sector employed or self-employed women; (iii) while training does not affect the employment probabilities of men, it affects significantly wage gains of those employed in the private sector and; (iv) regardless of gender, training does not increase the earnings of self-employed workers.  相似文献   

5.
This study analyses the participation of low-skilled employees in employer-provided training and examines the mechanisms that encourage the training participation of low-skilled employees. Building on theoretical considerations of human capital theory and the task-based approach, we seek to show that job tasks play an important role in explaining different participation levels of low-skilled employees in employer-provided continuing training. The empirical analyses are based on data from the new survey on establishments in Germany. To test the influence of job tasks on participation of low-skilled employees in employer-provided training, we run multivariate regression models that control for other explanatory variables. The results of our analysis confirm that job tasks are relevant to changes in the participation rates of low-skilled employees, which leads to the conclusion that differences between job tasks affect employers’ willingness to invest in training for their low-skilled staff.  相似文献   

6.
Education returns of wage earners and self-employed workers: Comment   总被引:1,自引:1,他引:0  
In a recent paper, García-Mainar and Montuenga-Gómez [García-Mainar, I. & Montuenga-Gómez, V. M. (2005). Education returns of wage earners and self-employed workers: Portugal vs. Spain. Economics of Education Review, 24(2), 161−170] apply the generalized IV model of Hausman and Taylor to estimate education returns of wage earners and the self-employed in Portugal and in Spain. Our examination reveals several problems which relate to the validity and documentation of the instrumental variables, as well as the robustness of the results.  相似文献   

7.
In this paper we develop an empirical model for heterogeneous human capital investment decisions. We apply this model to the investment in enterprise-related training. Three types of training investments are distinguished: technical training, economic-administrative training, and other enterprise-related training. The empirical results show that technical training yields relatively the lowest wage gain, while other enterprise-related training yields the highest wage gain. The results suggest that access into training is determined by employer selection of workers for training and that for workers entry into training is restricted. We also find evidence to indicate underinvestment in enterprise-related training.  相似文献   

8.
农民、农民工人力资本是整个国家人力资本的重要组成部分,要提高国家整体的软实力,对农民、农民工进行教育培训是非常必要的。在教育培训过程中,诸多因素对人力资本的形成会产生影响,农民、农民工对培训重要性的充分认识和有效的资金投入,政府部门的关注和适当的经费支持,企业基于社会责任的积极参与,是促使农民、农民工人力资本形成的关键因素。  相似文献   

9.
在高等教育收益的分析中,人力资本理论以人力资本和物质资本的相互转化的框架进行分析,将高等教育收益货币化。而社会资本理论是从物质资本、人力资本、社会资本三者之间的相互转化、相互促进的分析框架分析了高等教育投资的收益,补充了高等教育的社会化收益。通过人力资本与社会资本的比较,为现阶段中国经济社会协调发展提供了一定的启示:在实践中需要进一步完善高等教育的贫困资助政策;促进就业,提升高等教育收益预期;在高等教育中,注意培养学生积累、运用社会资本的能力;为人才向上流动提供通畅的通道,保障劳动力市场的健康运转。  相似文献   

10.
翁杰 《职业技术教育》2005,26(22):55-59
在完全竞争的劳动力市场中,企业不会投资员工的一般性技能.但是在不完全劳动力市场中,企业有投资员工一般技能的激励.20世纪80年代信息经济学的快速发展使分析企业和员工在人力资本投资上的战略行为成为可能,促进了企业中的人力资本投资理论的发展.  相似文献   

11.
通过不断增加对人力资源的投资,加强对员工的教育培训,提升员工素质,使人力资本持续增值,从而持续提升企业业绩和实现战略规划,这一系列举措成为企业界的共识,但企业培训的现状却不尽如人意。本文试从企业培训现状入手,通过逐层分析困扰企业培训的热点和难点问题,谈谈如何构建基于员工胜任素质模型的结构化培训体系,以保证培训卓有成效。  相似文献   

12.
远程教育作为一种特殊的教育形式,是学校教育系统和培训系统之间的桥梁。从在职培训的角度考察远程教育的特点和规律,有利于促进二者的融合。人力资本理论将在职培训分为普通培训和专门培训,认为员工愿意为普通培训付费,而雇主更愿意为专门培训付费。根据对远程教育在职学习者的调查实证发现:整体而言,远程教育普通培训的成分越多,学习者自身为远程教育支付学费的可能性越高,雇主为远程教育付费的可能性越小,这支持了人力资本理论的经典论断。研究发现,那些收入高,年龄大,工龄长,平常支出较少的学习者更有可能自己为远程教育付费。就是说,将远程教育的办学信息有效传递给那些平时消费并不太积极的群体,有利于促进远程教育的发展。  相似文献   

13.
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.  相似文献   

14.
农民工职业技能培训需要学理层面的支撑,人的全面发展的理论、人力资本理论、公共产品理论和多元合作理论是其重要的学理基础.当下,农民工职业技能培训的参与度比例偏低,培训主体各自为政,有待整合,培训的体制机制有待进一步健全规范,培训的实效有待进一步提高等是农民工职业技能培训面临的整体现状.破解这些难题,需要解放思想,树立科学的农民工职业技能培训观;需要整理资源,加强农民工职业技能培训的组织领导;需要多措并举,切实提高农民工职业技能培训的实效;需要多元投入,为农民工职业技能培训提供可靠的经费保障.  相似文献   

15.
The effects of cohort size on the starting salaries of college graduates from different areas of study are examined. Increases in the size of graduating classes relative to the population depress their starting salaries relative to other workers. The smallest negative cohort size effects are found for engineering and business graduates, while the largest are estimated for science and liberal arts graduates. Science and liberal arts graduates are more complementary with other workers or increase their human capital investments more than business and engineering graduates do in response to increases in cohort size. Either of these differences generate larger negative cohort size effects on relative earnings.  相似文献   

16.
加强农民工职业培训是提升农村劳动力人力资本的关键,是妥善解决国家"三农"问题的重要途径。文章通过理论研究和实际调研,结合浙江省农民工职业培训的现状,分析影响农民工职业培训效果的因素,提出了解决问题的方法。  相似文献   

17.
在企业培训方面,民营企业①同国有大型企业或外资企业相比差距很大,主要表现为企业培训动力不足、企业培训投资不足和缺乏完善的培训体系。文章基于现代人力资本理论探析了企业培训问题的有效对策:更新企业培训观念;运用合理的企业培训投资成本与收益分析方法;设立人力资源培训部门;并深入分析了如何运用普通培训和特殊培训的有效方法进行企业培训。  相似文献   

18.
Applying a financial assets approach, we analyze the returns and earnings risk of investments into different types of human capital. Even though the returns from investing in human capital are extensively studied, little is known about the properties of the returns to different types of human capital within a given educational path. Using information from the German Micro Census, we estimate the risk and returns to 75 fields of education, differentiating between vocational and academic education. We identify fields of education that are efficient investment goods, i.e. high returns at a given level of risk, and fields that are chosen for other (non-monetary) reasons. Furthermore, we rank fields of education by their return per unit of risk and find that university education is not always superior to other types of education.  相似文献   

19.
随着20世纪90年代末我国高等教育的大规模扩招,高校各层次在校生人数急剧增加,国内人力资本过度投资的现象开始显现,而合适的社会就业岗位并没有相应快速增加,因而造成了日益严峻的就业问题。根据Spence的信号理论,教育对劳动生产率并没有增强的作用,而只能向雇主和社会发送信号以确定个体劳动者具备更高的生产能力或更好的可培训能力。在面临严峻就业问题时,高能力者就需要作进一步的教育投资,以发送文凭信号而被正确识别出来。这种为发送信号而进行追加教育投资的现象广泛存在,但并不能确保为个人带来更高收益,却会导致就业市场人力资源配置的扭曲,浪费国家稀缺的教育资源。  相似文献   

20.
At a time of economic transition, when jobs are continually disappearing and emerging, adult education and training in the workplace have developed very rapidly to meet the needs of skills development. This paper looks at how firms and their employees deal with workplace changes in the Shenzhen conurbation, site of China's earliest experiment in introducing a market economy. The author finds that adult education and on-the-job training are taking on new roles in aiding development. He argues that, while learning to reorganise production, firms have taken charge of meeting the demand for human capital in a changing workplace. At the same time, individual employees are becoming conscientious learners and accessing adult education as a means of personal development in their work lives.  相似文献   

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