Thematische Bibliographien / Human capital

Auswahl der wissenschaftlichen Literatur zum Thema „Human capital“

Autor: Grafiati
Veröffentlicht am 4. Juni 2021
Zuletzt aktualisiert am 5. September 2023

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Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Zeitschriftenartikel zum Thema "Human capital":

1

Savage, Jesse Dillon, und Jonathan D. Caverley. „When human capital threatens the Capitol“. Journal of Peace Research 54, Nr. 4 (Juli 2017): 542–57. http://dx.doi.org/10.1177/0022343317713557.

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How does aid in the form of training influence foreign militaries’ relationship to domestic politics? The United States has trained tens of thousands of officers in foreign militaries with the goals of increasing its security and instilling respect for human rights, democracy, and civilian control. We argue that training increases the military’s power relative to the regime in a way that other forms of military assistance do not. While other forms of military assistance are somewhat fungible, allowing the regime to shift resources towards coup-proofing, human capital is a resource vested solely in the military. Training thus alters the balance of power between the military and the regime resulting in greater coup propensity. Using data from 189 countries from 1970 to 2009 we show that greater numbers of military officers trained by the US International Military Education and Training (IMET) and Countering Terrorism Fellowship (CTFP) programs increases the probability of a military coup.
2

Irawan, Sadono, und Abdul Malik. „Performance, Technology and Human Capital“. SPLASH Magz 1, Nr. 2 (21.04.2021): 56–59. http://dx.doi.org/10.54204/splashmagzvol1no1pp56to59.

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This study examines technology inclusion, education investment, health investment and economic growth in Indonesia using secondary data from world banks processed quantitatively using the moving average autoregression method. We find that investment in health, investment in education, and technology inclusion are positively related to economic growth. This shows that in Indonesia it is in accordance with the solow growth theory where technology in Indonesia has a positive impact along with Indonesia's human capital.
3

Husen, Mr Shaikh Matin Shaikh. „Economic Growth and Human Capital“. International Journal of Trend in Scientific Research and Development Volume-3, Issue-4 (30.06.2019): 190–92. http://dx.doi.org/10.31142/ijtsrd23628.

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4

Maune, Alexander. „Human capital intelligence and economic development“. Problems and Perspectives in Management 14, Nr. 3 (27.09.2016): 564–74. http://dx.doi.org/10.21511/ppm.14(3-2).2016.13.

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This article explored human capital intelligence and economic development in Zimbabwe with some examples adopted from Israel and many other countries. A qualitative-exploratory literature review methodology was used for the purpose of this study because of its suitability. The primary concern of the author was to have and provide an in-depth analysis and understanding of the multiple realities and truths pertaining to human capital intelligence and economic development in Zimbabwe. An inductive approach was adopted for the purpose of this study. The findings of this article will make it possible to generalise the role of human capital intelligence towards economic development of a country and to develop some valuable propositions for future studies. The findings showed that human capital intelligence plays a critical role in economic development, through laying a foundation for economic development, attracting foreign direct investment, personal remittances, as well as attracting venture capitalists. Empirical evidence from countries such as Israel shows the criticality of human capital intelligence development to economic development of a nation. This article will assist business managers, societal leaders, policymakers, as well as governments to understand the criticality of human capital intelligence towards the development of a company, society and nation at large. This article has, therefore, academic, societal and business value. Keywords: Zimbabwe, economic development, human capital, intelligence, intellectual capital. JEL Classification: O1, J41, O34
5

Pivovarov, V. I., und V. V. Mazur. „Human capital“. Izvestiya MGTU MAMI 7, Nr. 4-1 (20.02.2013): 79–82. http://dx.doi.org/10.17816/2074-0530-68057.

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DeMarco, T., und T. Lister. „Human capital“. IEEE Software 15, Nr. 6 (1998): 103–5. http://dx.doi.org/10.1109/52.730859.

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McDonough, Tom. „Human/Capital“. October 153 (Juli 2015): 117–31. http://dx.doi.org/10.1162/octo_a_00229.

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This essay inquires into the vexed place of labor in the work of Cindy Sherman. Noting the curious absence of images of workingwomen among the vast repertoire of feminine types featured in the artist's photographs, it turns to her oft-disparaged film Office Killer (1997) to consider the stakes of representing class and labor within the contemporary regime of neoliberalism. The lead character in this horror film is read as an exemplar of human capital, an “entrepreneur of the self,” and as such, an updated version of the vampire-like tendencies of capital already discussed by Marx a century ago. Moving away from the prevalent psychoanalytic discourse around Sherman's work, the essay attempts to root her production within the larger social relations of present-day labor.
8

NICHOLS, RODNEY W. „Human Capital“. Sciences 39, Nr. 6 (12.11.1999): 4. http://dx.doi.org/10.1002/j.2326-1951.1999.tb03444.x.

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Nisbet, Peter. „Human capital vs social capital“. International Journal of Social Economics 34, Nr. 8 (10.07.2007): 525–37. http://dx.doi.org/10.1108/03068290710763044.

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Brintseva, Olena. „Factors of human capital fictivization: current trends and influence on the processes of reproduction of human capital“. Social and labour relations: theory and practice 8, Nr. 2 (04.03.2019): 35–41. http://dx.doi.org/10.21511/slrtp.8(2).2018.04.

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The proliferation of unproductive forms of human capital, deepening of the processes of its digitization, which is currently taking place in the sphere of education, health care and social and labor sphere, is a rather threatening trend for the national economy. In this regard, the purpose of the article is to study the influence of the main factors of the process of the formation of labor potential, the development, use and preservation of human capital in the field of education, health care and social and labor sphere, as well as substantiation of the ways of reducing the negative influence of the factors of digitization. The existing asymmetries in socio-economic development are described, the deepening of which contributes to the spread of unproductive forms of human capital are described by the author. In the educational sphere, it is primarily the reduction of the quality of educational services and corruption; low wages; low level of academic integrity, etc. In the health sector, the processes of filing are primarily due to the poor state of the material base of the national state health care institutions; low wages in state health care institutions; low availability of quality medical services for the general population; insufficient distribution of a culture of health support throughout life, etc. In the social and labor sphere of human capitalization, the following factors contribute to the following: low wages in the whole economy; low social stability, low social guarantees; orientation of entrepreneurs for «fast results», short-term planning; discrimination of certain categories of people in the labor market; low level of social responsibility of the state, etc.
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Zeitschriftenartikel Dissertationen Bücher

Dissertationen zum Thema "Human capital":

1

Pasko, D. „Human capital“. Thesis, Sumy State University, 2015. http://essuir.sumdu.edu.ua/handle/123456789/40418.

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Valdivia, Hevia Juan Pablo. „Human Core : reclutamiento y gestión del capital humano“. Tesis, Universidad de Chile, 2015. http://repositorio.uchile.cl/handle/2250/137080.

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Tesis para optar al grado de Magíster en Administración
Juan Pablo Valdivia Hevia [Parte I Análisis estratégico y de mercado], Francisco González Reyes [Parte IIAnálisis organizativo-financiero]
Autores no envían autorizaciones para acceso a texto completo de su documento
El mercado del reclutamiento y selección de personal, está constituido hoy en día por 1470 empresas ubicadas en todo nuestro país, quienes prestan servicios principalmente a las grandes y medianas empresas, quienes cuentan con un total de 5.879.176 empleados. Considerando que la tasa de rotación en Chile es de aproximadamente un 23%1, existe un mercado potencial aproximado de 1.352.211 personas que cambian de trabajo de manera anual. El negocio consiste en cambiar la forma de buscar y seleccionar al nuevo capital humano dentro de una organización, esto mediante la creación de una plataforma web que permita selección (mediante medios tecnológicos de respaldo virtual, entrevista y video), verificar la información de los candidatos (en base a información pública vigente) y hacer un seguimiento de tres meses una vez contratado por la empresa, dentro de la organización. Esto permite tener un alto grado de diferenciación único y valorable a través del tiempo, no generando un contrato spot entre empresa- reclutador sino buscando una relación de confianza a lo largo del tiempo con nuestros clientes, No solo buscamos el postulante ideal para esa vacante en su organización, sino asumimos el desafío de involucrarnos desde el primer minuto con el problema general de insertar a ese valioso elemento dentro de su organización. La ventaja competitiva de diferenciación son la trazabilidad de la información, que permite a las empresas contar con un seguimiento y verificación de la información, tanto antes de la contratación, como en forma posterior; una disminución de los costos asociados a la rotación del personal, ya que la mejor información previa y el seguimiento de tres meses posterior a su contratación busca asegurar una adecuada adecuación al cargo y, por último, lograr un re fortalecimiento en la organización en los procesos de reclutamiento, selección y seguimiento, que fortalece las labores de los profesionales de la rama de Recursos Humanos. El modelo de negocio consiste en el posicionamiento de la empresa en el segmento de las grandes y medianas empresas, quienes realizan procesos externos de reclutamiento. Para ello, se les ofrece el servicio de una Plataforma web que les permite realizar los procesos de selección y seguimiento en línea. Como recursos claves del negocio, es posible identificar la plataforma digital y su servicio de soporte, así como la experiencia de nuestros profesionales miembros del equipo Human Core los cuales presentan la capacidad de buscar y seleccionar el postulante más adecuado al perfil solicitado, como también el levantar los obstáculos necesarios en el proceso de inducción para el nuevo recurso humano de la organización. Al ser una empresa orientada al ámbito del servicio general de reclutamiento, el monto total de inversiones es de $60.000.000, con un activo fijo es muy bajo, alcanzando los $10.146.000. Los costos fijos se explican principalmente por salarios y beneficios, gastos de administración, publicidad y marketing (93% del total, correspondiente a $84.840.000). En cuanto a los costos variables, éstos corresponden principalmente a los asociados a la verificación de antecedentes, Safe Chalenge y Bonos de cumplimiento anuales. De acuerdo a los indicadores de evaluación de proyecto (VAN, TIR, Payback, ROI), es posible determinar que el negocio resulta viable económicamente, considerando un horizonte de cinco años. Human Core busca dar un vuelco en los procesos de selección, reclutamiento y selección que compartimos a lo largo de este plan de negocios.
3

Pérez, Reynosa Jessica Helen. „Essays on human capital“. Doctoral thesis, Universitat Rovira i Virgili, 2013. http://hdl.handle.net/10803/128945.

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El presente trabajo contiene tres ensayos sobre temas relacionados con el capital humano. El Capítulo 1examina empíricamente los determinantes de la descentralización del poder de toma de decisiones en las pequeñas y medianas empresas (PYMEs). El Capítulo 2usa un panel de países durante el periodo 1970-2004 para analizar la contribución de los líderes políticos en la mejora de la educación de los ciudadanos e investigar cómo se ve afectado el nivel educativo de la población cuando un líder con educación superior permanece en el poder. Por último, el Capítulo 3 evalúa el impacto de la duración de la educación primaria en la matrículaescolar, la deserción escolar y las tasas de graduación. El análisis se basa en un panel de datos para los países no miembros de la OCDE durante el período 1970-2012. Cada capítulo puede ser considerado independiente del resto.
This thesis includes three essays on topics related to human capital.Chapter 1examines empirically the determinants of delegation of decision-making in small and medium-sized enterprises (SMEs). This chapter considers the human capital as an important factor which determines the allocation of decision rights within the firm. The last two chapters carry out an empirical analysis on the link between institutions, governance and education. In particular, Chapter 2 using a panel of countries covering the period 1970-2004, looks at the contribution of political leaders to enhance citizen’s educationand investigates how the educational attainment of the population is affected while a leader with higher education remains in office. Finally, Chapter 3analyzes the impact of duration of primary education on school enrollment, graduation and drop-outs rates. The empirical analysis draws upon a panel data for non-OECD countries covering the period 1970-2012.Each chapter can be considered independently of the rest
4

Zwick, Thomas Alexander. „Unemployment and human capital“. [Maastricht : Maastricht : Universiteit Maastricht] ; University Library, Maastricht University [Host], 1998. http://arno.unimaas.nl/show.cgi?fid=8401.

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Feng, Andy. „Essays on human capital“. Thesis, London School of Economics and Political Science (University of London), 2013. http://etheses.lse.ac.uk/787/.

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This thesis entitled “Essays on Human Capital” is comprised of three essays on various aspects of human capital and its effects on firms and labor markets. Chapter 1 provides an overview. In Chapter 2 we estimate the effects of human capital on firm-level management practices. We adopt an instrumental variables strategy to overcome the potential endogeneity of human capital. Starting with data on management practices from the World Management Survey, we geocode the locations of more than 6,000 manufacturing plants in 19 countries. Then, we calculate driving times to universities in the World Higher Education Database. Using distance as an instrument for human capital, we estimate that every one standard deviation increase in the share of workers with a university degree leads to 0.5 of a standard deviation improvement in management. These findings are robust to a battery of checks and a placebo instrument using distances to world heritage sites. We show that both managers’ and non-managers’ human capital matter. In Chapter 3 we estimate the effects of university degree class on initial labor market outcomes. We employ a regression discontinuity design which utilizes university rules governing the award of degrees. We find sizeable and significant effects for Upper Second degrees and positive but smaller effects for First Class degrees on wages. A First Class is worth roughly 3 percent in starting wages which translates into $1,000 per annum. An Upper Second is worth more-7 percent in starting wages which is roughly $2,040. We interpret these results as the signaling effects of degree class and provide evidence consistent with this. Finally in Chapter 4 we study the labor market effects of increased automation. We build a model in which firms optimally design machines, train workers, and assign these factors to tasks. Borrowing concepts from computer science and robotics, the model features tasks which are difficult from an engineering perspective but easy for humans to carry out due to innate capacities for functions like vision, movement, and communication. In equilibrium, firms assign low-skill workers to such tasks. High skill workers have a comparative advantage in tasks which require much training and are difficult to automate. Workers in the middle of the skill distribution perform tasks of intermediate difficulty on both dimensions. When the cost of designing machines falls, firms adopt machines mainly in tasks that were previously performed by middle-skill workers. Occupations at both the bottom and the top of the wage distribution experience employment gains. The wage distribution becomes more dispersed near the top but compressed near the bottom. As design costs fall further, only the most skilled workers enjoy rising skill premiums, and an increasing fraction of the labor force is employed in jobs that require little or no training. The model’s implications are consistent with recent evidence of job polarization and a hollowing-out of the wage distribution. In addition, the model yields novel predictions about trends in occupational training requirements that are consistent with evidence we present.
6

Carayol, Timothée. „Social capital, human capital, and labour market outcomes“. Thesis, London School of Economics and Political Science (University of London), 2011. http://etheses.lse.ac.uk/414/.

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This thesis aims to document several aspects pertaining to the dynamics of human capital, both from a theoretical and an empirical viewpoint. Chapter 2 studies how informational flows arising from social connections can affect careers and promotions. It aims to achieve identification of this causal pathway by focusing on the careers of bishops in the Catholic church. The range of the data, both in time and in space, makes it possible to infer some types of social connections between bishops (based on geography and careers), which in turn allows for the identification of their effect on careers. I find that being connected to the relevant bishops has a positive and significant effect on the likelihood of promotion to a diocese. Chapter 3 investigates the transmission of human capital from one generation to the next. While the correlation of parents’ educational achievement with that of their children is strong and well documented, there is a scarcity of consensual evidence that this relationship has a causal nature. We use a French reform that increased the duration of compulsory schooling by two years as a natural experiment, providing exogenous variation in parental years of schooling, and study its effect on the children of the affected individuals. We find evidence of a strong effect of paternal education on the educational achievement of children. Research on employer learning has concentrated on contexts where there is uncertainty only on either the general or the match-specific human capital of the worker. Chapter 4 develops a model where general and specific human capital coexist, and the uncertainty is on their respective shares in total productivity. The model generates predictions on a number of dimensions, e.g. declining worker mobility with experience and increase in wage variance over the lifetime.
7

Graca, Job. „Essays on capital market imperfections, human capital and growth“. Thesis, University of Essex, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242257.

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8

Babcock, Philip Scott. „Essays on human capital acquisition /“. Diss., Connect to a 24 p. preview or request complete full text in PDF formate. Access restricted to UC campuses, 2005. http://wwwlib.umi.com/cr/ucsd/fullcit?p3191989.

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9

Grané, Oscar. „Human Capital Values Among Entrepreneurs“. Thesis, KTH, Affärsutveckling och Entreprenörskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-98052.

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Whenever someone starts a company from scratch there is a great chance he or she (the entrepreneur) looks for funding. People who fund entrepreneurs and start-­‐ups are usually venture capitalists or business angels. Whether it is one or the other these people want to invest wisely. However without last year’s report piling up at the reception of this start-­‐up another approach is necessary. This master thesis focuses on how valuation is possible without haveing financial data. The main focus the thesis is to find whitch personal attributes you should look for in a successful future entrepreneur.
10

Dludlu, John. „Human capital and other stories“. Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/63121.

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My collection of short stories is set mostly in Gauteng and revolves around mainly the lives of the urban, black elite almost three decades after the first non‐racial elections in South Africa. It captures emerging trends and fault lines and enquires into whether South Africa can continue on a different path from that of the rest of the continent. Themes covered in the collection, which still espouses idealism, include the acquisition of power, status and money, the use and abuse of these, as well as the psychosocial effects of money on this group. My writing is inspired by the courageous, inventive and introspective writings of the Drum generation of writers William Bloke Modisane, Nat Nakasa and Can Themba, as well as the use of language and the experimental form of writing as embodied in the work of Lidia Yuknavitch to deal with similarly pressing social issues of the day.
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Bücher zum Thema "Human capital":

1

Hartog, Joop, und Henriëtte Maassen van den Brink, Hrsg. Human Capital. Cambridge: Cambridge University Press, 2007. http://dx.doi.org/10.1017/cbo9780511493416.

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Amidon, Stephen. Human capital. Toronto: HarperCollins, 2004.

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Amidon, Stephen. Human capital. Toronto: HarperPerennial Canada, 2005.

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Amidon, Stephen. Human capital. London: Viking, 2005.

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Becker, Gary Stanley. Human capital. Chicago: University of Chicago Press, 2009.

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Amidon, Stephen. Human capital. New York: Farrar, Strauss and Giroux, 2004.

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Amidon, Stephen. Human capital. New York: Farrar, Strauss and Giroux, 2004.

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Perrotta, Cosimo, Salvatore Rizzello und Claudia Sunna. Human Capital. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-34494-7.

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Pease, Gene, Bonnie Beresford und Lew Walker, Hrsg. Developing Human Capital. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2014. http://dx.doi.org/10.1002/9781118911143.

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Kruppke, Helmut, Manfred Otto und Maximilian Gontard, Hrsg. Human Capital Management. Berlin/Heidelberg: Springer-Verlag, 2006. http://dx.doi.org/10.1007/3-540-33299-5.

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Buchteile zum Thema "Human capital":

1

Goldin, Claudia. „Human Capital“. In Handbook of Cliometrics, 55–86. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-642-40406-1_23.

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2

Sapsford, David, und Zafiris Tzannatos. „Human Capital“. In The Economics of the Labour Market, 69–108. London: Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-22825-6_4.

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Hadley, Elaine. „Human Capital“. In From Political Economy to Economics through Nineteenth-Century Literature, 29–57. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-24158-2_2.

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Lassibille, Gérard, und Ma Lucía Navarro Gómez. „Human Capital“. In Encyclopedia of Quality of Life and Well-Being Research, 2999–3002. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_1339.

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Johnes, Geraint. „Human Capital“. In The Economics of Education, 5–26. London: Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-23008-2_2.

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Paleri, Prabhakaran. „Capital Human“. In Human Investment Management, 161–88. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-6024-3_6.

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Watson, Richard Thomas. „Human Capital“. In Management for Professionals, 131–46. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-9418-2_9.

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Goldin, Claudia. „Human Capital“. In Handbook of Cliometrics, 1–27. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-40458-0_23-1.

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Butler, Richard J. „Human Capital“. In The Economics of Social Insurance and Employee Benefits, 55–80. Boston, MA: Springer US, 1999. http://dx.doi.org/10.1007/978-1-4615-4927-7_4.

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King, Elizabeth M., und Dileni Gunewardena. „Human capital“. In Human Capital and Gender Inequality in Middle-Income Countries, 160–208. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003171652-6.

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Konferenzberichte zum Thema "Human capital":

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Suziani, Melly. „Human Capital Training Management“. In 3rd NFE Conference on Lifelong Learning (NFE 2016). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/nfe-16.2017.27.

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Kesti, Marko. „Human Capital Production Function“. In 3rd Annual International Conference on Qualitative and Quantitative Economics Research (QQE 2013). Global Science and Technology Forum Pte Ltd, 2013. http://dx.doi.org/10.5176/2251-2012_qqe13.36.

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Mavromaras, Kostas, und Christopher Findlay. „Human Capital Development Strategy“. In Proceedings of the International Conference on Trade 2019 (ICOT 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icot-19.2019.47.

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Muchtar, Yasmin Chairunisa, Inneke Qamariah und Fadli. „Entrepreneurial Intellectual Capital [Human Capital, Social Capital, Customer Capital, Technology Capital] on SME's performance in Medan, Indonesia“. In 1st Economics and Business International Conference 2017 (EBIC 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/ebic-17.2018.87.

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5

Fuying He, Huanzhang Xu, Han Wang und Aijun Hu. „The thought of human capital and Marxian capital theory“. In 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC). IEEE, 2011. http://dx.doi.org/10.1109/aimsec.2011.6010786.

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6

Zhavoronkova, Galyna, und Tetiana Shkoda. „Human Capital Formation in Ukraine“. In The 7th International Scientific Conference "Business and Management 2012". Vilnius, Lithuania: Vilnius Gediminas Technical University Publishing House Technika, 2012. http://dx.doi.org/10.3846/bm.2012.162.

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7

Chaudhary, Axat, Mayank Jobanputra, Saumil Shah, Ratnik Gandhi, Sanjay Chaudhary und Raxit Goswami. „Automated human capital management system“. In 2018 Annual IEEE International Systems Conference (SysCon). IEEE, 2018. http://dx.doi.org/10.1109/syscon.2018.8369531.

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8

Danilina, Yaroslava. „ENTERPRISE’S HUMAN CAPITAL UNDER DIGITALIZATION“. In Theory and Practice of Institutional Reforms in Russia [Text]: Collection of Scientific Works. CEMI RAS, 2019. http://dx.doi.org/10.33276/978-5-8211-0779-4-153-161.

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9

Zhang, Xiaomei. „A Human Capital Network Model“. In 2015 International Conference on Education, Management, Information and Medicine. Paris, France: Atlantis Press, 2015. http://dx.doi.org/10.2991/emim-15.2015.152.

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10

„Human Capital Mobility and Disruption of an Organization’s Social Capital“. In 20th European Conference on Knowledge Management. ACPI, 2019. http://dx.doi.org/10.34190/km.19.100.

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Berichte der Organisationen zum Thema "Human capital":

1

Heckman, James, und Pedro Carneiro. Human Capital Policy. Cambridge, MA: National Bureau of Economic Research, Februar 2003. http://dx.doi.org/10.3386/w9495.

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2

Dinerstein, Michael, Rigissa Megalokonomou und Constantine Yannelis. Human Capital Depreciation. Cambridge, MA: National Bureau of Economic Research, Oktober 2020. http://dx.doi.org/10.3386/w27925.

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3

Abraham, Katharine, und Justine Mallatt. Measuring Human Capital. Cambridge, MA: National Bureau of Economic Research, Juni 2022. http://dx.doi.org/10.3386/w30136.

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4

Berk, Jonathan, Richard Stanton und Josef Zechner. Human Capital, Bankruptcy and Capital Structure. Cambridge, MA: National Bureau of Economic Research, April 2007. http://dx.doi.org/10.3386/w13014.

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5

Mulligan, Casey, und Xavier Sala-i-Martin. Measuring Aggregate Human Capital. Cambridge, MA: National Bureau of Economic Research, Februar 1995. http://dx.doi.org/10.3386/w5016.

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6

Kochan, Thomas A. America's Human Capital Paradox. W.E. Upjohn Institute, März 2012. http://dx.doi.org/10.17848/wp12-180.

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7

Ebrahimian, Mehran, und Jessica Wachter. Risks to Human Capital. Cambridge, MA: National Bureau of Economic Research, März 2020. http://dx.doi.org/10.3386/w26823.

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8

Li, Haizheng, Barbara Fraumeni, Zhiqiang Liu und Xiaojun Wang. Human Capital In China. Cambridge, MA: National Bureau of Economic Research, November 2009. http://dx.doi.org/10.3386/w15500.

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9

Berk, Jonathan, und Johan Walden. Limited Capital Market Participation and Human Capital Risk. Cambridge, MA: National Bureau of Economic Research, Januar 2010. http://dx.doi.org/10.3386/w15709.

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10

Zobena, Aija, Hrsg. Latvia. Human Development Report 2006/2007. Human Capital. LU Sociālo un politisko pētījumu institūts, 2007. http://dx.doi.org/10.22364/lvhdr.2006.2007.

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