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21.
We show that business education/occupations have expanded and that technical education/occupations have contracted in the Czech Republic and Poland since 1990. We interpret these changes as an adjustment necessary for their transition to a market economy. We do not find the same pattern in Hungary, which we attribute to the earlier timing of its transition. We construct an aggregate model in which labour reallocates in response to changing demand structure. When calibrated with the Czech and Polish data, the model generates a large movement of workers with technical education and experience into business occupations in the early 1990s. The discounted sum of output loss due to the gap between the demand structure and the composition of existing human capital amounts to between 8 and 40 percent of 1990 GDP. 相似文献
22.
This study empirically investigates the effects of goods market segmentation on interregional labor mobility using data from National Population Surveys in China. The findings reveal that a one-standard deviation increase in the goods market segmentation index reduces interprovincial migration by 4.0%. Restraining interregional trade and improving industrial specialization are the two mechanisms at work. Further analysis indicates that the restrictive effect of goods market segmentation is greater on highly educated laborers and the labor flows from poorer to richer regions. The heterogeneous analysis also implies that migrants are more concerned about educational resources and consumption diversity. 相似文献
23.
Andrea Vaona 《International Review of Applied Economics》2011,25(4):465-502
Tests are offered for the hypotheses that sectoral average profit rates and incremental return rates are gravitating around or converging towards a common value. We study data for various OECD countries relying on an econometric method able to account for residual autocorrelation and cross‐sector correlation. Our null hypotheses receive only a mixed empirical support. This is interpreted as the result of various kinds of limitations to capital mobility. Policy implications are discussed. 相似文献
24.
Using a large population-based dataset, we estimate a substantial intergenerational transmission of IQ scores; a 10% increase in father's score at age 18 is associated with a 3.2% increase in son's score. This relationship also holds true for various subpopulations. 相似文献
25.
Using data from the European Union Statistics on Income and Living Conditions, this paper investigates wage inequality and wage mobility in Europe. Decomposing inequality into within‐ and between‐group inequality, we analyze to what extent wage inequality and mobility can be explained by observable characteristics. Furthermore, we investigate which individual and household characteristics determine transitions within the wage distribution. We find that overall, mobility reduces wage inequality. While a large part of wage inequality is due to unobservable characteristics, the equalizing effect of mobility mainly occurs within groups. Furthermore, both personal and household characteristics play an important role for wage transitions. Finally, our findings reveal large cross‐country differences across Europe. 相似文献
26.
文章运用CHNS调查数据,对城乡居民家庭贫困代际传递及动态趋势进行了研究。静态分析表明:农村贫困代际传递机会要明显大于城市,且城乡差距明显;个体行业差异显著影响个体贫困发生机会,但父辈行业差异对子代贫困发生机会的代际影响不明显,健康、教育降低子代贫困作用巨大,同等条件下女性贫困发生机会要高于男性,贫困发生机会与年龄呈\"U\"关系。动态分析表明:虽然中国整体面的贫困水平逐年下降,但贫困代际传递机会基本呈上升趋势;农村贫困代际传递机会大于城市;城乡子代贫困机会差距自20世纪90年代以来在拉大。 相似文献
27.
旅游管理3M教学法的创新与实践 总被引：11，自引：0，他引：11
本文阐述了旅游管理 3M教学法的基本内涵、理论基础和探索路径 ,提出教学过程是师生共同发现、创新和成长的互动过程 ,强调以学生为中心进行教学方案设计、教学资源共享、教学质量评价是实施旅游管理 3M教学法的关键策略。旅游管理 3M教学法不仅是创新教育的一种框架性研究 ,而且对我国高校旅游管理教育实现国际化具有操作性的导向意义。 相似文献
28.
This study draws on strategic factor market theory and argues that acquirers' decisions regarding whether to bid for a firm reflect their expectations about employee departure from the firm post‐acquisition, suggesting a negative relationship between the anticipated employee departure from a firm and the likelihood of the firm becoming an acquisition target. Using a natural experiment and a difference‐in‐differences approach, we find causal evidence that constraints on employee mobility raise the likelihood of a firm becoming an acquisition target. The causal effect is stronger when a firm employs more knowledge workers in its workforce and when it faces greater in‐state competition; by contrast, the effect is weaker when a firm is protected by a stronger intellectual property regime that mitigates the consequences of employee mobility. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
29.
Research Summary: A learning‐by‐hiring approach is used to scrutinize scientists' mobility in relation to the recruiting firms' subsequent innovation output. Our starting point is that among firm hires, individuals with university research experience—hired from universities or firms—can be particularly valuable. However, conflicting institutional logics between academia and industry makes working with academic scientists challenging at times for firms. We suggest two solutions to this difficulty: hiring “ambidextrous” individuals with a mix of experience of university research and working for a technologically advanced firm, and a strong organizational research culture in the recruiting firm reflected by the presence of a scientist on the top management team. We track the mobility of R&D workers empirically using patent and linked employer‐employee data. Managerial Summary: An important way to make organizations more innovative is hiring individual researchers with the right types of skills and experience. We show that individuals with university research experience beyond their final degree are particularly likely to help boost firm‐level innovation output after hiring compared to R&D workers with other types of skills and experience. However, to obtain good returns to innovation from hiring such individuals, firms need a university research–friendly organizational culture when hiring individuals with university research experience, from either firms or academia. 相似文献
30.