教育和经验对中国居民收入的影响——基于分位数回归和审查分位数回归的实证研究

本文主要用较为前沿的分位数回归以及审查分位数回归技术对中国的明瑟方程进行检验,结果表明,教育和经验对于中国居民的收入有正面的促进作用,教育的回报率似乎随着收入的增加而下降,而经验的回报率似乎随着收入的增加而上升。文章还比较了教育和经验在不同的分位点对于中国男性居民和女性居民各自的影响,结果发现在各个分位点上,教育和经验对中国女性居民收入的回报要高于对男性居民收入的回报。本文还比较了一下普通分位数回归结果与审查分位数回归结果,发现当被解释变量右端受到审查时,在较低的分位点上,两者之间的估计结果是一样的,而在较高的分位点上,两者的估计结果明显不同。     

基于分位数回归的上市公司资本结构分析

本文使用条件分位数回归方法,探索五个因素对我国上市公司资本结构的影响状况。实证分析结果显示:不同分位点上的公司规模对资本结构为一正向影响,而获利能力则对资本结构有一负向影响;低分位数上的非债务税盾对资本结构存在一负向影响,较高分位数企业成长性对资本结构产生一正向影响。而资产的有形性对资本结构的影响则在1996年与2004年发生了较大的变化。     

我国人力资本存量、人力资本结构系数对经济增长的影响——基于分位数回归的实证研究

本文利用1998年至2008年中国30个省区的《统计年鉴》数据,选取相关指标,对人力资本和人力资本结构系数对我国经济增长的影响进行了考察。结果表明:人力资本在我国对经济增长具有显著的促进作用,人力资本结构系数对经济增长存在负面影响,物质资本对经济增长的影响程度呈现下降趋势。     

我国人力资本存量、人力资本结构系数对经济增长的影响——基于分位数回归的实证研究

本文利用1998年至2008年中国30个省区的《统计年鉴》数据,选取相关指标,对人力资本和人力资本结构系数对我国经济增长的影响进行了考察。结果表明:人力资本在我国对经济增长具有显著的促进作用,人力资本结构系数对经济增长存在负面影响,物质资本对经济增长的影响程度呈现下降趋势。     

上市公司资本结构影响因素再研究——基于分位数回归方法的经验研究

文章采用分位数回归法重新审视了中国上市公司资本结构影响因素,进一步从分布函数不同部位对其影响因素进行分析,比传统只考虑条件均值的普通最小二乘法更具有优势,并根据研究结果对上市公司的治理提出建议。     

前瞻性利率规则在我国的实证研究——基于分位数回归方法的变参数检验

本文通过引入预期货币供给增长变量,设定了一个符合我国现实国情的前瞻性利率规则,利用分位数回归方法对该前瞻性利率规则进行实证检验后发现,前瞻性利率规则能够保证我国经济运行在偏离均衡状态或央行目标时采取正确的政策调整方向,保证经济运行的稳定性。具体而言,预期货币供给增长率响应系数随着利率由条件分布的低端向高端变动而呈现单向递增的变化趋势,而预期通胀和预期产出缺口的响应系数变化趋势并非是单向的,分别呈现先增后减和先减后增的变化趋势。     

基于分位数回归的中国居民消费研究

本文从经济增长理论及一般均衡分析入手,将居民收入和政府支出引入效用函数,探讨消费、生产及政府行为三者之间的关系,得到消费的动态方程。同时基于该方程利用分位数回归进行实证分析,结果表明,不同消费量下各变量对消费有不同的影响,同时对城镇和农村的影响程度也各不相同。     

公共资本和私人资本的生产效率及其区域差异——基于分位数回归模型的研究

本文基于中国各省区市1994～2005年的样本数据,利用分位数回归估计了各区域和各省区市的公共资本和私人资本在各分位点的产出弹性,主要结论是:私人资本的产出弹性远远大于公共资本,私人资本的产出弹性系数均为正,且基本上显著;而对于公共资本,除少数省区市外,东中部各省区市的产出弹性系数为正,而西部省区市的弹性系数则基本上为负,且大多数并不显著。各省区市的公共资本和私人资本不仅在产出弹性大小上存在较大差异,而且在条件分布的不同分位点,其弹性的变化规律也不尽相同。     

分位数回归的金融风险度量理论及实证

金融风险度量指标VaR是风险管理的重要内容。本文研究了不同的分位数回归模型在估计该指标时的表现,并选取标准普尔500指数、日经225指数、上证综指、深证成指进行了实证检验。在递归形式的分位数回归CAViaR模型中,本文的研究发现,SAV-CAViaR模型被拒绝的概率最高。而后验测试表明,IGARCH-CAViaR模型更适合刻画相对成熟的美国和日本金融市场风险的演化过程,而分位数回归的GARCH模型(QGARCH)在国内金融市场有良好表现,尤其是用于估计市场指数收益的1%VaR。     

基于分位数回归的审计费用影响因素研究

文章利用分位数回归方法对审计费用的影响因素进行了实证研究。研究发现,影响我国审计费用的因素包括资产规模、长期负债率、净资产收益率、审计意见类型、会计师事务所变更以及是否由十大所审计,没有发现应收账款和存货占总资产的比重、是否微利区间及是否保配区间与审计费用的相关性。分位数回归结果表明不同因素对审计费用的影响随着所考察分位点不同而变化,得到了比普通线性回归更加全面的结果。     

Regional Heterogeneity in the Private and Social Returns to Human Capital

Abstract

It is thought that policies aimed at encouraging the accumulation of human capital in less productive regions can constitute a key factor in development. However, the effectiveness of this policy depends in large part on each region's capacity to give returns to human capital. The aim of this article is to demonstrate the existence of substantial spatial variations in private and aggregate returns to human capital, indicating that development policies based on stimulating the accumulation of education differ in effectiveness. Results for the Spanish regions suggest that regional variations in social returns are greater than those in private returns.     

从人力资源到人力资本

人才是企业生存与发展之本。本文从人力资源概念的引入介绍了知识经济下企业培养人的理念,不仅仅要重视人在企业中的重要地位,更要对人进行培训、教育、投资形成资本性资源,尤其是重视人力资本让人才不断充电,企业才会有远大的前途。     

The Challenge of Human Capital Leadership

Those who seek to develop other leaders encounter leadership challenges themselves. The current paper is an interview with an expert who has guided hundreds of leaders in their effort to develop measurable leadership development and human capital interventions. Dr. David Vance has been working with human capital leaders for over 15 years and has become increasingly frustrated with the lack of movement in the field. Through this interview, we begin to feel his frustration but can also gain insight from his recommendations. Although the field has moved very slowly in “thinking like a business,” Vance remains hopeful.     

The Returns to Education: Microeconomics

In this paper we focus on education as a private decision to invest in "human capital" and the estimation of the rate of return to that private investment. While the literature is replete with studies that estimate the rate of return using regression methods where the estimated return is obtained as the coefficient on a years of education variable in a log wage equation that contains controls for work experience and other individual characteristics, the issue is surrounded with difficulties. We outline the theoretical arguments underpinning the empirical developments and show that the evidence on private returns to the individual is compelling. Despite some of these issues surrounding the estimation of the return to schooling, our evidence, based on estimates from a variety of datasets and specifications, is that there is an unambiguously positive effect on the earnings of an individual from participation in education. Moreover, the size of the effect seems large relative to the returns on other investments.     

The Returns to Education: Macroeconomics

We offer an extensive summary and a critical discussion of the empirical literature on the impact of human capital on macro‐economic performance, with a particular focus on UK policy. We also highlight methodological issues and make recommendations for future research priorities.
Taking the studies as a whole, the evidence that human capital increases productivity is compelling, though still largely divided on whether the stock of education affects the long‐run level or growth rate of GDP. A one‐year increase in average education is found to raise the level of output per capita by between three and six percent according to augmented neo‐classical specifications, while leading to an over one percentage point faster growth according to estimates from the new‐growth theories. Still, over the short‐run planning horizon (four years) the empirical estimates of the change in GDP are of similar orders of magnitude in the two approaches. The impact of increases at different levels of education appear to depend on the level of a country's development, with tertiary education being the most important for growth in OECD countries. Education is found to yield additional indirect benefits to growth. More preliminary evidence seems to indicate that type, quality and efficiency of education matter for growth too.     

Specifying Human Capital

A review of the measures of the stock of human capital used in empirical growth research – including adult literacy rates, school enrollment ratios, and average years of schooling of the working‐age population – reveals that human capital is mostly poorly proxied. The simple use of the most common proxy, average years of schooling, misspecifies the relationship between education and the stock of human capital. Based on human capital theory, the specification of human capital is extended to allow for decreasing returns to education and for differences in the quality of a year of education. The different specifications give rise to hugely differing measures of the stock of human capital across countries, and development‐accounting results show that misspecified human capital measures can lead to severe underestimation of the development effect of human capital.     

论企业人力资本投资与人力资本流动

本文将企业人力资本流动分为主动性和被动性流动两类。作者通过对一个理想的人力资本市场上企业通用性人力资本投资与专用性人力资本投资关系的研究表明，企业增加其自身的通用性人力资本投资规模客观上能解决由专用性人力资本投资所产生的“套牢”问题，并使人力资本主动性流动的概率大大增加，这对企业人力资本投资策略的选择具有重要的现实意义。     

人力资本增长与人力资源开发

人力资本积累不仅具有递增收益特征，而且还能部分地替代物质资本，事实上，人力资源已成为全球国民财富中的第一资源，劳动力资源充足是我国惟一的比较优势。因此，根据我国社会发展不同阶段，本文对人力资源开发的需求标准、增长规律以及制约因素作了分析并对我国现行的人力资源开发的体制与政策提出了更为合理的建议。     

Intellectual Capital Profiles: An Examination of Investments and Returns*

ABSTRACT Using data collected from executives in 208 organizations, this study takes a configurational approach to examine how human, social, and organizational capital coexist to form distinct intellectual capital profiles across organizations. We then examine how investments in human resource management (HRM), information technology (IT), and research and development (R&D) differ across these intellectual capital profiles and investigate differences in financial returns and Tobin's q between the profiles. Results indicate that a relatively small group of superior performing organizations exhibit high levels of human, social, and organizational capital. Most firms, however, tend to focus primarily on only one form of intellectual capital, and a small group of underperforming organizations have very low levels of all three types of intellectual capital. At a general level, HRM and IT investments appear to influence intellectual capital development more than R&D investments. More specifically, HRM investments tend to be higher in firms with profiles high in human and social capital, while IT investments are stronger in firms with profiles high in social capital. Further, HRM, IT, and R&D investments are all very high in the group of superior performing organizations that have high levels of human, social, and organizational capital.     

人力资本产权的实现方式

人力资本要素作为经济发展的根本动力,为越来越多的人所认识。而现行企业产权制度的不完善,严重制约着人力资本作用的发挥,为了充分发挥人力资本的作用,调动其积极性,必须赋予其产权。本文通过分析认为,人力资本产权的实现方式是产权化。