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The dynamic systems view of voluntary turnover rates advocated in context-emergent turnover theory is used to explore how and why human capital flows impact unit performance over time. We examine hiring rates and employee transfer rates as distinct system components that work alongside voluntary turnover rates to affect job demands, and ultimately patient satisfaction. Our work explores this dynamic system of interrelated constructs, and explains and compares their mutual causality over time. The sample examined consists of 12 nursing units in a large hospital over 72 monthly observations, with patient satisfaction as the measure of unit performance. [ABSTRACT FROM AUTHOR]

The article discusses the history of prosperity and growth of village of Shabo in Russia. It states that the village was founded in 1822, and its founders and original inhabitants were Tatar. It describes economic success of Shabo by using a human capital argument based on the internal cohesion of the village, and analyzes its early institutional framework. It also discusses a version of the human capital argument rarely broached in Russian historiography.

This paper evaluates the service needs of immigrants and refugees, paying special attention to their entry status, social, and human capital. Analyses are based on administrative data consisting of 2915 clients collected by the YMCA of Western Ontario, Windsor-Essex Branch (YMO). Results reveal that immigrants’ and refugees’ major service need priorities are (1) government services and language skills, (2) information about Canadian life and access to community services, (3) education and work in Canada, and (4) social and professional networks and community involvement. These service needs varied by the entry status of the immigrant as well as human and social capital. Government-assisted and sponsored refugees identified more service needs than economic immigrants relating to Canadian life, language and skill training, and social networks. Sponsored refugees also identified more needs than the economic immigrants with respect to access to community services and work. Convention refugees’ higher service needs over economic immigrants were related to language training and access to community services. Finally, the service needs of clients with higher education, English proficiency, and ethnic networks were lower than those of their counterparts. [ABSTRACT FROM AUTHOR]

This article examines the regional aspects of creating and developing human capital, assesses the scale of individual and social investment in human capital, highlights the barriers to accumulating human capital in the border areas, calculates its loss due to low quality of life in Siberia, and outlines area-specific priorities for regional policy. [ABSTRACT FROM AUTHOR]

Copyright of Revista Iberoamericana de Turismo is the property of Revista Iberoamericana de Turismo and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In response to health shocks, parents make compensatory and reinforcing investments in different dimensions of human capital across children. Using household data on Chinese child twins whose average age is 11, we find that, compared with the twin sibling who did not suffer from negative early health shocks at age 0-3, the other twin sibling who did received 305 yuan more health investment, but received 182 yuan less educational investment. Overall, the family acts as a net equaliser in response to child early health shocks across children. [ABSTRACT FROM AUTHOR]

This study examines how the match (vs. mismatch) between personal and firm-level values regarding environmental responsibility affects employee job satisfaction and creativity and contributes to three literature streams [i.e., social corporate responsibility, creativity, and person-environment (P-E) fit]. Building on the P-E fit literature, we propose and test environmental orientation fit versus nonfit effects on creativity, identifying job satisfaction as a mediating mechanism and regulatory pressure as a moderator. An empirical investigation indicates that the various environmental orientation fit conditions affect job satisfaction and creativity differently. More specifically, environmental orientation fit produces greater job satisfaction and creativity when the employee and organization both demonstrate high concern for the environment (i.e., a high-high environmental orientation fit condition) than when both display congruent low concern for the environmental (i.e., a low-low environmental orientation fit condition). Furthermore, for employees working in organizations that fit their personal environmental orientation, strong regulatory pressure to comply with environmental standards diminishes the positive fit effect on job satisfaction and creativity, while regulatory pressure does not affect the job satisfaction and creativity of employees whose personal environmental orientation is incongruent with that of the organization. [ABSTRACT FROM AUTHOR]

Important gaps remain in the understanding of the economic consequences of civil war. Focusing on the conflict in Rwanda in the early 1990s, and using micro data, this article finds that households and localities that experienced more intense conflict are lagging behind in terms of consumption six years after the conflict, a finding that is robust to taking into account the endogeneity of violence. Significantly different returns to land and labor are observed between zones that experienced low- and high-intensity conflict which is consistent with the ongoing recovery. Distinguishing between civil war and genocide, the findings also provide evidence that these returns, and by implication the process of recovery, depend on the form of violence. [ABSTRACT FROM PUBLISHER]

Using a rich longitudinal data set, we examine the relationship between teen fertility and both subsequent educational outcomes and HIV-related mortality risk in rural South Africa. Human capital deficits among teen mothers are large and significant, with earlier births associated with greater deficits. In contrast to many other studies from developed countries, we find no clear evidence of selectivity into teen childbearing in either schooling trajectories or prefertility household characteristics. Enrollment rates among teen mothers only begin to drop in the period immediately preceding the birth, and future teen mothers are not behind in their schooling relative to other girls. Older teen mothers and those further ahead in school for their age prebirth are more likely to continue schooling after the birth. In addition to adolescents' higher biological vulnerability to HIV infection, pregnancy also appears to increase the risk of contracting HIV. Following women over an extended period, we document a higher HIV-related mortality risk for teen mothers that cannot be explained by household characteristics in early adulthood. Controlling for age at sexual debut, we find that teen mothers report lower condom use and older partners than other sexually active adolescents. [ABSTRACT FROM AUTHOR]

The relationship between earnings returns to human capital characteristics by race and immigration status was explored. Data were from the 2000 U.S. Census (5%) and the 2005 ACS. ANOVA was employed to compare groups on earnings and regression was utilized to investigate earnings returns to immigrants by race. Considerable disparities emerged. African born whites had the highest educational attainment, followed by African born Blacks; foreign born Whites, native born whites, and native born Blacks. Rankings of earnings indicated a different pattern. Mean earnings were highest among African born whites, followed by foreign born whites, native born Whites, African born Blacks, and native born Blacks. Education being equal, Whites earned substantially more than native- and African- born Blacks. Human capital alone failed to explain disparities., Introduction Recent scholarship on migration, international migration, and immigrants have focused on a number of geographical areas such as Africa, India, Mexico, the Caribbean, Canada, Europe, and the United States [...]

We use monthly Survey of Income and Program Participation data from 1996-1999 and 2001-2003 to estimate the determinants of differentiation in intercepts and slopes for age/earnings profiles of low-skill immigrant and native male workers. Our findings provide further depth of understanding to the 'mixed' picture of earnings determination in the low-skill labor market that has been reported by others. On the positive side, many immigrants are employed in similar occupations and industries as natives. Both groups show substantial wage gains over time and generally receive similar returns to years of schooling completed. Immigrants also receive substantial returns to acculturation, measured as age at arrival and English language skill. These results cast doubt on the strong version of segmented labor market theory, in which low-skill immigrants are permanently consigned to dead-end jobs with no wage appreciation. On the negative side, immigrants earn approximately 24% less than natives and are less likely to occupy supervisory and managerial jobs. Latino immigrants receive lower returns to education than do white immigrants. Furthermore, age at arrival and language ability do not explain the lower returns to education experienced by Latino immigrants. These results suggest that Latino immigrants in particular may suffer from barriers to mobility and/or wage discrimination. Whether these negative labor market experiences occur primarily for illegal immigrants remains unknown.

A model of informal training that combines learning through experiences and learning from others is proposed. Workers on average can learn from others 10% of their own human capital upon entering one plant and catch half of their learning from others' potential in just two years.

There is increasing consensus that Human Resource Development (HRD) has a central role to play in promoting the principles and practices of corporate responsibility (CR). An important HRD intervention involves developing responsible leaders able to attract support for CR throughout the organisation, but empirical research is lacking in this area. This article contributes to the theoretical and practical knowledge of responsible leadership development (RLD) by addressing two questions: first, how does RLD engender learning that goes beyond basic cognitive awareness? Second, what affects participants’ abilities to manifest this learning in the workplace? A review of the RLD literature reveals a ‘knowing-doing gap’, which, it is posited, may be linked to a lack of theorisation around power. This issue is investigated by means of a case study on a responsible leadership development programme run by a professional services firm. Drawing on Bourdieusian concepts of language and power, the study reveals some of the mechanisms that inspired new socially responsible values whilst also demonstrating some of the contextual barriers inhibiting their manifestation in the workplace. It is argued that HRD professionals need to engage with Bourdieusian ideas of language and power to promote deeper learning around responsible leadership, which can more easily be embedded into the workplace. [ABSTRACT FROM PUBLISHER]

This article explores a theoretical foundation of human resource development (HRD) that can be adopted to explain the increasing use of HRD interventions and practices in the wider context of society and the world. While there has been growing interest in and literature about the societal meaning of HRD, previous research has focused mostly on HRD practices and lacked a theoretical framework that could explain and characterize the interactions between HRD and society. Based on a review of current approaches to the HRD–society nexus, we suggest that the nexus can be better understood when complex interactions between internal and external stakeholders of an organization are recognized, and we introduce the stakeholder-based HRD (SBHRD) model as a tool for identifying the interactions between HRD and society and the characteristics of the interactions with regard to plurality, interdependency, and legitimacy. The SBHRD model carries theoretical implications of possible changes in the epistemology of HRD, pushing forward well-being as the purpose of HRD, and enlarging HRD research topics. From a practical standpoint, the SBHRD model enhances the value of social responsibilities of corporations and ethical management, enlarges the scope and beneficiaries of HRD activities, increases the opportunities of collaboration with adult education, and points to different modes of communication in practice. [ABSTRACT FROM PUBLISHER]

ABSTRACT Distribution differences in human capital matter for a country's growth and trade. While the existing literature considers only the diversity difference in talent distribution, we argue that the kurtosis difference is also an important factor. In a two-sector equilibrium growth model, where the production function is supermodular for the consumption-good sector and submodular for the R&D sector, we prove that the diversity effect and kurtosis effect are opposite to each other. A country endowed with more diverse but leptokurtic talent distribution may have lower growth rate and import submodular goods, opposite to the conventional result from considering only the diversity difference. [ABSTRACT FROM AUTHOR]

The article discusses population and global demographic changes as of 2014. It examines the growth of population during the 20th century, changes in life expectancy, and increases in literacy and education during the period of population growth. It discusses the concept of human capital, global fertility decline, and what the author calls sub-replacement societies. The article also discusses trends in population growth and demography during the early 21st century.

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This paper develops a theoretical model of the family as producer of health- and social capital. There are both direct and indirect returns on the production and accumulation of health- and social capital. Direct returns (the consumption motives) result since health and social capital both enhance individual welfare per se. Indirect returns (the investment motives) result since health capital increases the amount of productive time, and social capital improves the efficiency of the production technology used for producing health capital. The main prediction of the theoretical model is that the amount of social capital is positively related to the level of health; individuals with high levels of social capital are healthier than individuals with lower levels of social capital, ceteris paribus. An empirical model is estimated, using a set of individual panel data from three different time periods in Sweden. We find that social capital is positively related to the level of health capital, which supports the theoretical model. Further, we find that the level of social capital (1) declines with age, (2) is lower for those married or cohabiting, and (3) is lower for men than for women. Keywords: Health; Family; Human capital; Social capital; Grossman model; Sweden

Using the 1992 Legalized Population Survey, I focus on employment matching processes of formerly undocumented Mexican immigrant workers in the United States. As in earlier studies, I show that employment characteristics are related to the job tenures of immigrant workers. However, my contribution is that I specifically analyze how formerly undocumented Mexican immigrant workers' attributes and social networks influence their job tenures. In general, increases in human capital are associated with shorter job tenure, apparently in an effort to improve employment conditions, while the use of social capital is positively related with job tenure. It appears that acquiring employment is a social process, and those using personal networks find longer lasting jobs. Although prior studies have minimized the role of supply-side characteristics such as employees' skill level and social networks in influencing job tenure, my research confirms the significance of workers and the resources they bring to the labor market.

The roles of education and socializing forces on human capital and consequently economic growth are discussed.

In this study, we suggest that the difficulty in defining, locating, and measuring social capital is at core a philosophical confusion of language, and not just a consequence of excessively wide application. The term 'capital' refers to resources for investment. Financial capital consists of specific quantities of assets. Human capital, a metaphorical extension of financial capital, also consists of specific quantities of assets, in the form of skills or credentials. However, social capital, a third metaphorical construction, does not consist of resources that are held by individuals or by groups but of processes of social interaction leading to constructive outcomes. Therefore, we argue, social capital is not located at any one level of analysis: it emerges across levels of analysis. The confusion over the meaning of this term, then, is a consequence of a metaphorical confusion of a substantive quantity (capital) and a process that takes place through stages (embedded, goal-directed social relations). Locating and defining social capital is further complicated by the variability, contextuality, and conditionality of the process. Stages of social relations that lead to constructive outcomes for one group of people or in one situation may not lead to constructive outcomes for another group or in another situation. To illustrate empirically how social capital may be thought of as a process consisting of stages and to demonstrate why the concept is inherently problematic, we employ data from the 1995 interviews of the National Longitudinal Study of Adolescent Health (Add Health). These data enable us to examine connections among the stages of the social capital process found in the literature and to look at predictors of academic achievement, a central topic in research on this topic.

To explain whether high school graduates enroll in college, human capital theory suggests that youths act as 'adolescent econometricians,' assessing the added value of education in terms of their expected income returns to schooling. Although there is some truth to this explanation, the application of the theory is often limited because researchers have ignored important racial, class, and gender differences in economic and educational arenas. This study used data from High School and Beyond to examine whether economic conditions similarly influence the postsecondary enrollment of adolescents from distinct groups. The results indicate that the effect of income returns varies systematically by race, class, gender, and cognitive skills; the college enrollment of white men from lower socioeconomic origins with lower cognitive skills is the most consistent with human capital predictions. Thus, membership in different groups in the stratification hierarchy importantly alters the calculations and decisions made by 'adolescent econometricians.'

Copyright of Revista Cubana de Ciencias Informáticas is the property of Universidad de las Ciencias Informaticas (UCI) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Papeles de Población is the property of Universidad Autonoma del Estado de Mexico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examines the relationship between attitudes toward women's roles in the labor force and human capital acquisition. I analyze both educational attainment and post schooling training spells. Holding more traditional attitudes about gender roles is associated with both lower educational attainment and lower probability of participating in post schooling training episodes. Also, gender role attitudes appear to have significant indirect effects on human capital acquisition, operating through a lower probability of labor market participation. [ABSTRACT FROM AUTHOR]

Copyright of Canadian Public Policy is the property of University of Toronto Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Author-supplied Abstracts.)

One of the most far-reaching decisions of the United Nations General Assembly was the adoption of the Declaration on the Right to Development in 1986. The Declaration was adopted with an expectation of optimism about progression to a new global economic dispensation. This did not happen. However, the Declaration remains an important symbol of global expectation. Notwithstanding it is an instrument that remains contested in many global fora. To the extent that the expectations of the Declaration received modest success, it is possible to explain this by the fact that the Declaration anticipated an economic theory that had not been intellectually and scholastically developed to make it work in practical policy arenas. On the other hand, a competing theory had evolved which embodied an important level of intellectual coherence and was justified by a version of conventional economics that supported the political perspectives of the capital-intensive states and related interest groups. In this competitive universe of economic paradigms, the right to development initiative was seriously disadvantaged. However, things are changing today. [ABSTRACT FROM AUTHOR]

I comment again on issues raised in my initial paper in this issue (Lips , this issue) and respond to commentaries by Huffman (, this issue), Olson (), Stockdale and Nadler () and Tharenou (). Even in the light of a large and growing body of evidence for the gender pay gap, a lack of awareness of the gap still exists. This lack of awareness may have roots in system-justification beliefs. Such beliefs can be reinforced by a human capital approach, which may appear to rationalize the gender pay gap by attributing it mainly to the choices individuals make, while downplaying the role of discrimination. Although, as commentators on my original article have pointed out, some researchers who use this model may be aware of its limitations, and some may have moved beyond it because of its limitations, such limitations may not be so obvious to consumers of the research. Thus, a continuing, careful critique of the human capital model, and attention to the impact of cultural gender stereotypes on the variables it encompasses, is warranted. However, as several commentators have also noted, there are other useful ways of analyzing the gender pay gap, such as focusing on institutional variables associated with it or examining it from the perspective of cumulative disadvantage. These too should also be vigorously pursued in the service of understanding and eliminating the gap. [ABSTRACT FROM AUTHOR]

Lips critiques the literature, predominantly from the United States, to assess how well human capital theory explains the gender pay gap. Her analysis shows that human capital inputs are an imperfect explanation for the gap and that social psychological influences also provide key explanations. I comment on Lips's paper using literature from the United States and other English-speaking highly developed countries and, to a lesser extent, from European countries. I elaborate and extend her position, promoting the argument for the effect of social influences and for their interactive and incremental effects. I place the phenomenon of the gender pay gap into a societal context. I borrow from the literature for the effect of gender discrimination on women's advancement in management to discuss explanatory influences. I extend the inference that the gender pay gap supports and maintains the lesser status of women in society and that it helps to preserve the status quo with respect to gender roles. To explain the gender pay gap, I propose that the development of an integrated theoretical framework is needed. The framework would combine the direct and interactive influences of human capital and social psychological inputs, in the context of a cumulative, incremental pattern that occurs over a person's working life. [ABSTRACT FROM AUTHOR]

A gender gap in earnings has proven both persistent and universal. This paper relies mainly on U.S. data, but a gap between women's and men's earnings exists in every country. There is a continuing debate as to the extent to which the gap reflects merely the inevitable and reasonably fair result of differing work patterns and behaviors by women and men or the impact of employment discrimination against women. The human capital approach, in which various explanatory variables are used to shrink the perceived size of the gap, is often used to argue that much of the gap is due, not to discrimination, but to differing investments in employment by women and men. However, neither 'investments' nor 'outcomes' can be assessed in gender-neutral ways and the model's underlying notion of rational choices made against the backdrop of a gender-neutral playing field is flawed. Discrimination appears to be entwined with gendered work patterns and behaviors; many of the human capital 'explanatory' variables themselves require explanation. Understanding the gap requires recognition of the limitations of human capital models, and a willingness both to take a more sophisticated approach to such models, and to think beyond this approach. [ABSTRACT FROM AUTHOR]

Lips () has offered a useful critique of the human capital approach to understanding the wage gap. In this essay, rather than offering ways to fix human capital theory, I direct readers away from supply-side accounts of wage determination, by reviewing theory and U.S.-based research on the organizational bases of wage inequality and other forms of workplace stratification. Specifically, I concentrate on one growing line of empirical investigation - the effect of women in powerful organizational positions - arguing that evidence of women managers being agents of change is growing, but additional research and data collection efforts are needed. I conclude by arguing that further research on workplace stratification should focus on the pivotal role of managers. [ABSTRACT FROM AUTHOR]

Copyright of Actualidades Pedagógicas is the property of Revista Actualidades Pedagogicas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We investigate the effect of speaking Spanish at home as a child on completed schooling and aptitude test scores using data from the NLSY79 on Hispanics who grew up in the United States. We model the accumulation of traditional human capital and English fluency, leading to the joint determination of schooling and test scores. We find that speaking Spanish at home reduces test scores, but has no significant effect on completed schooling. The reduction in test scores (1) increases in magnitude in three of the tests when the parents are more educated; (2) is much more dramatic when the choice of home language is made endogenous; and (3) is not systematically greater for the verbal than for the math tests. [ABSTRACT FROM AUTHOR]

This paper aims to provide an assessment of urban quality of life (QoL) of European cities from the perspective of qualified human resources. The competitiveness of cities relies increasingly in their capacity to attract highly educated workers, as they are important assets for firms when choosing a location. Qualified human resources, on the other hand, tend to value QoL over other urban features. This is why policymakers and urban planners need to evaluate QoL of cities and be provided with tools that can guide action to improvements in this area. We assess urban QoL by means of a composite indicator constructed using data envelopment analysis, based on Urban Audit data and Mercer's framework of analysis, to give account of 246 European cities. Besides presenting a ranking of the best and the worst scores of QoL, this methodology allows benchmarking strategies. [ABSTRACT FROM AUTHOR]

Government interventions to equalize the education of African American and white students has worked reduce the gap between African American and white scores on the National Assessment of Educational Progress test. Government interventions include school integration and increased funds to disadvantaged schools.

This article examines longitudinal data on family background, education, and intergenerational transfers of financial assets to investigate determinants of entrepreneurship. Findings indicate that family environment plays a key role in fostering entrepreneurship and relaxing liquidity constraints by providing asset transfers, access to credit, and human capital.

Firms may find competitive adjustment difficult because they are hamstrung by rigid labor market rules. However, such difficulties may also be caused by conflicts between strategic choices in the management of human capital and the opportunities and limitations created by a given regulatory framework. This latter possibility has been almost totally ignored in the debate regarding the urgency and content of labor market reforms in countries whose labor market institutions have been labeled as “rigid” by international experts. This article uses the results of qualitative interviews with Spanish employers to suggest that strategic choices may be far more important in determining the consequences of labor market institutions than is generally recognized. I show that these choices are often the result of beliefs about how labor market institutions should work. These findings suggest that supposedly “neutral” calls for greater efficiency in labor market institutions are really arguments about the relative appropriateness of different expectations regarding how firms should pursue adjustment, expectations that are directly related both to the relative balance of power between employers and workers and to the structure of their relationship. In other words, the phrase “politics of labor market reform” should be understood to refer not only to the political consequences of reforms but also to the inherently political nature of the reforms themselves. [ABSTRACT FROM PUBLISHER]

Copyright of European Early Childhood Education Research Journal is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Recent research indicates support for a meritocratic view of the persistent gender gap in physician incomes: Young male physicians continue to outearn young female physicians because they are located in more lucrative specialties and practices and work longer hours. Using a sample of 321 physicians married to physicians, regression analyses are conducted to examine the direct and indirect effects of gender on income. Although traditional human capital variables and structural labor market variables explain part of the income gap, family context variables explain much and call attention to the importance of the work-family interface in studies of physician income. Despite similar human capital investments and labor market locations, women married to physicians tend to do family, and men married to physicians tend to do career. The findings challenge a meritocratic view and suggest a closer look at the gendered assumptions of the institutions within which physicians reproduce and labor.

The article explores imperial human capital affects on current human capital and democracy variations in Russia's regions based on author-constructed datasets with imperial and post-communist statistics. Pre-communist education is a significant predictor of modernisation, which in studies of Russian regions explains a large share of regional democratic variation. Pre-communist education also apparently positively affects post-communist democracy. The communists did not build on a clean slate; nor did they overwrite pre-communist human capital stocks in the regions. The spatially uneven structural conditions related to frontier settlement and population movements after the emancipation of the serfs may also have a bearing on human capital variations. [ABSTRACT FROM PUBLISHER]

The article focuses on the evaluation process within the Sistema Nacional de Investigadores (SNI), or National System of Investigators, in Mexico, an organization that recognizes the work and research of people in the areas of science and technology. The authors discuss the importance of human capital and knowledge in the economic, technological and social development of countries, and the prestige that recognition by the SNI carries for the selected researchers. The analysis of the characteristics in the selection process covers the period between 1997 and 2008.

We develop an analytical framework to investigate some plausible channels that income inequality affects economic growth. Our empirical study concludes that income inequality has significant negative effect on the rate of GDP growth. Among the channels suggested by recent literature, we find that the most important one is the transfer channel while the least important one is the human capital channel. However, the direct impact of income inequality on the rate of productivity growth accounts for more than 55 percent of its overall total effect. This indicates that the effects of income inequality on economic growth are much more complicated than what we have perceived and modeled.

We analyse the effect of human capital obsolescence due to the introduction of technological innovations on the long-run growth rate, and show that in equilibrium the pace of technical change may be faster than is socially optimal. In such cases, the existence of market imperfections, and their costs for firms, may improve the welfare for the society as a whole. In particular, we assume that firms do not have full information on workers' skills but can arrange some form of internal training that permits them to acquire the lacking information. Training costs reduce research and development investments by firms and in this way draw the market equilibrium closer to the social optimum.

This paper discusses the adoption of an integrated approach to children's services. The paper opens by introducing the Scottish policy statements that recommend that it is at the level of the school and community that integrated services need to be effective for the aims of social justice and inclusion to be achieved. The policy discourses are analysed to reveal a number of potential issues of contention between the different practitioner groups involved in children's services relating to the relocation of the space of integration and the nature of practitioner-, practice- and governance-level relations. The social capital theory is then introduced, and a multi-level conceptual framework of sub-types of social capital is proposed to chart and analyse intersections and potential points of disjuncture in the work of the different practitioner groups in schools. The concept of human capital is used to explore questions of practitioner knowledge, expertise and research practices. It is suggested that mapping the capital resources used by the children's sector practitioners provide a framework to analyse how inter/transprofessional relations currently operate and to identify interstices where practitioners' social and human capital need to be reconstructed to better serve children and young people, and their families. [ABSTRACT FROM AUTHOR]

The notion of path dependence in organizational processes has intrigued scholars for several decades. Yet, while extant studies provide rich insights on the factors that cause persistence in organizational paths, research that explores the origins of organizational paths remains scant. Analyzing data collected from 446 firm founders, the author investigates the creation of product-market paths in new firms. The analysis reveals systematic relationships between key pre-entry human capital endowments of founders and the consideration of alternative solutions in path creation, thereby helping us to better explain, and predict, organizational path creation. Implications for the organizational and entrepreneurship literatures are discussed. [ABSTRACT FROM AUTHOR]

Public-service employment grew rapidly through the 1970s and early 1980s in the high-income countries. During this period, the social protection sector was one of the areas that grew most extensively. Many of the public-service employees hired during these years have retired or are soon to do so. As a consequence, social security administrations across the OECD area are set to lose significant proportions of their current staff across all grades over a relatively short time-period. Despite calls for a greater use of strategic staff planning and a growing awareness of the challenges presented by an ageing public-service workforce, public-service organizations, including social security administrations, have been slow to react. This article addresses the human resource management challenges for social security administrations posed by an ageing public-sector workforce, outlines proposed policy responses and assesses the difficulties of successfully implementing these in a systematic manner. [ABSTRACT FROM AUTHOR]