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The sorting of high-ability workers is often advanced as one source of spatial disparities in economic outcomes. There are still few papers that analyze when human capital sorting occurs and whom it involves.Using data on 16 cohorts of university graduates in Sweden, we demonstrate significant sorting to urban regions on high school grades and education levels of parents, i.e., two attributes typically associated with latent abilities that are valued in the labor market. A large part of this sorting has already occurred in deciding where to study, because the top universities in Sweden are predominantly located in urban regions. The largest part of directed sorting on ability indicators occurs in the decision of where to study. Even after controlling for sorting prior to labor market entry, the "best and brightest" are still more likely to start working in urban regions. However, this effect appears to be driven by Sweden'smainmetropolitan region, Stockholm. We find no influence of our ability indicators on the probability of starting to work in urban regions after graduation when Stockholm is excluded. Studies of human capital sorting need to account for selection processes to and from universities, because neglecting mobility prior to labor market entry is likely to lead to an underestimation of the extent of the sorting to urban regions. [ABSTRACT FROM AUTHOR]

This paper examines the effects of knowledge about a wide variety of subjects on the wages and salaries of U.S. workers. Knowing a lot about topics such as medicine and dentistry, engineering and technology, and production and processing has a positive effect on individual earnings, whereas high knowledge in the areas of food production and personnel and human resources is not rewarded in the labor market. Spillover effects, where the share of metropolitan area employment in high-knowledge occupations enhances earnings, were uncovered primarily in subjects related to producer services and information technology. [ABSTRACT FROM AUTHOR]

ABSTRACT This paper investigates how the geographic distribution of human capital-measured as college attainment-evolves over time. With U.S. data, I decompose generation-to-generation changes in local human capital into three factors: the previous generation's human capital, intergenerational transmission of skills from parents to their children, and migration of the children. I find significant persistence of local skills at the commuting zone (local labor market) level. Labor market size, climate, and local colleges affect local skill measures. Skills move from urban-to-rural labor markets through intergenerational transmission but from rural-to-urban labor markets through migration. [ABSTRACT FROM AUTHOR]

ABSTRACT A growing literature has found a positive association between human capital and long-run employment growth across cities. These studies have increased interest in understanding the location choices of university degree holders, a group often used as a proxy measure of human capital. Based on data from the 2001 Canadian Census of Population, this paper investigates determinants of the location choices of degree and nondegree holders. With a multinomial logit model, it tests a series of hypotheses about the differential effects of thick labor markets and amenities on the location choice of these groups across metropolitan and nonmetropolitan areas in Canada. [ABSTRACT FROM AUTHOR]

In this paper we employ dichotomous, multinomial and conditional logit models to analyze the employment-migration behavior of some 380,000 U.K. university graduates. By controlling for a range of variables related to human capital acquisition and local economic conditions, we are able to distinguish between different types of sequential migration behavior from domicile to higher education and on to employment. Our findings indicate that U.K. female graduates are generally more migratory than male graduates. We suggest that the explanation for this result lies in the fact that migration can be used as a partial compensation mechanism for gender bias in the labor market. [ABSTRACT FROM AUTHOR]

This article investigates the dynamics of the spatial wage premium for workers employed on temporary and permanent contracts. We use an employer–employee database that covers the universe of young Italian employees for 2005–2016. On controlling for individual observed and unobserved heterogeneity and endogeneity of the relationship, our findings indicate that workers hired on a temporary basis do not enjoy the same benefits from agglomeration externalities as workers on permanent contracts. Nonetheless, the likelihood of a temporary worker switching to a permanent contract, as well as its wage premium, increases with city size, thus partially offsetting the spatial dynamics disadvantage. [ABSTRACT FROM AUTHOR]

We propose a model where imperfect matching between firms and workers on local labor markets leads to incentives for spatial agglomeration. We show that the occurrence of spatial agglomeration depends on initial size differences in terms of both number of workers and firms. Allowing for dynamics of workers' and firms' location choices, we show that the spatial outcome depends crucially on different dimensions of agents' mobility. The effect of a higher level of human capital on regional disparities depends on whether it makes workers more mobile or more specialized on the labor market. [ABSTRACT FROM AUTHOR]

We derive synthetic time series over the 1951–2001 period of the skills of labor market entrants for the 10 Canadian provinces from the 2003 ALL survey. The effect of the skills variable on regional income is significant and substantial. Skills acquired by one extra year of schooling result in an increase in per capita income of around 5 percent, which is close to microeconomic Mincerian estimates. Our literacy indicator does not outperform human capital indicators based on education. This contrasts sharply with recent cross-country evidence and suggests substantial measurement error in cross-country schooling data. [ABSTRACT FROM AUTHOR]