With knowledge economy coming, knowledge workers increase unceasingly. The public's demand for new information and policies provided by the government in this era of information economics is increasing day by day. Without a doubt, constructing a knowledgeable government that uses efficient ways of managing information in order to increase the usefulness of different information under the system, and a government which promotes service quality to the general public in order to increase the nation's competitiveness in the world has become a key issue for the administration. However, since only ¡§human being¡¨ can transfer any resources into valuable services and products to become concrete achievement performances; ¡§human capital¡¨ devotes to the promotion of service quality in the public sectors is an important influence. Ulrich (1998) define Intellectual Capital as¡G¡§Intellectual Capital = Competence * Commitment¡¨ However, views of human towards justice will influence the satisfaction of work, work effort, faith towards the organization and trust of supervisors, etc. Therefore, constructing a knowledgeable government in addition to high official quality, organization justice acts an extremely important role of connection. According to the above, This paper focus on the relationship between human capital and service quality. In addition, it provides insight to how knowledge management strategy affects human capital. Furthermore, we also want to discuss the mediating effect of organizational justice on the relationship of human capital and service quality. The sample in this study consisted of 99 supervisors, 105 personnel staffs, 476 civil servants, and 430 customers by convince sampling. The results demonstrated as bellows: 1. In public sectors, knowledge management strategy was positive related to human capital. 2. In public sectors, service quality increased when human capital was high. 3. In public sectors, human capital has significant positive effect on the civil servants¡¦ impression on organization justice. 4. In public sectors, civil servants¡¦ impression on organization justice has significant positive effect on service quality. 5. Organization justice mediated the relationship between human capital and service quality.

Diverse employment nowadays, such as short-term hiring, human resource outsourcing, flexible worktime, and part-time appointment, shows the coming age of a diversified employing. This phenomenon derives a changing relationship between organizations and employees. Through this change, how to perceive and further motivate knowledge worker to achieve optimal labor output becomes an important issue. Different interpretation on psychological contract is a result of different personal perception, sense of value, and message interpretation. Therefore, this thesis sees the personal psychological contract as independent variable and investigates how personal psychological contract plays a role in personal knowledge intake. Furthermore, this thesis also sees self-efficacy as intervening variable and analyzes how self-efficacy involves in personal psychological contract and knowledge learning aspirations of employees.Based on the data from 993 employees from 80 firms analyzing, the researcher obtained the following findings: 1. The difference: a. Gender, educational degree, and job position revealed difference with regard to psychological contract. b. Gender, marriage, age, educational degree, and job position revealed difference with regard to firm-specific knowledge learning aspiration. e. Marriage, Age and job position revealed difference with regard to general knowledge learning aspiration. 2. The relationship: a. Relational and balanced psychological contracts are positively related to firm-specific knowledge learning aspiration. b. Transactional psychological contract has negative relation with firm-specific knowledge learning aspiration. c. Self-efficacy is positively related with general and specific knowledge learning aspiration.

The research based on the dynamic case study of the eight Taiwan¡¦s commercial banks. Although Taiwan was shared many characteristics with other emerging economics, the generalization of data might display certain idiosyncrasies. The research aimed in the banking industry instead of the high technology industry or even the manufacturing industry. It was believed that the findings would be beneficial to developing countries, such as Latin American countries or Asian Pacific countries. This study revealed the relationships among human capital, social capital, innovative capability and organization performance. This study also has suggested that the bigger the commercial banks¡¦ human capital, the stronger the innovative capability. It has been proven that social capital played a moderator between human capital and innovative capability when the innovative capability was big; vice versa the organization performance was expected to be good. The implication was: enterprises should cultivate high human capital rather than treating employees as their costs. For different levels of employees, the needed capabilities were surely different. Therefore, the leaders¡¦ characteristics, open-mindedness/vision and execution for core employees were more significant than the low level employees.

In the knowledge economic era, how to effectively accumulate and explore knowledge becomes the key factor to the success of MNCs in the global market. ¡§Human¡¨ will be the main source to create the competitive knowledge, also plays an important role of the process in knowledge management. Therefore, knowledge and human capital investment will be the most important resources for enterprises to keep competitive advantage. The main purpose of this research is to develop a framework of knowledge strategy and human capital in subsidiaries of MNCs. Using quantitive interview research, samples are from 6 companies in 3 industries. The major findings of this study are listed below: 1. ¡§Active subsidiary¡¨ and ¡§early entryer¡¨ will have positive effect in human capital investment. 2. The more subsidiary adapt ¡§global innovator¡¨ and ¡§local innovator¡¨ these two knowledge strategies, the more they will emphasize on human capital localization and top manager¡¦s competence. 3. ¡§human capital investment¡¨, ¡§top manager¡¦s competence¡¨ and ¡§ employee¡¦s ability of entrepreneurship¡¨will have positive effect on subsidiary¡¦s performance. 4. In the network between HQ and subsidiary, ¡§outflow of knowledge¡¨ will have positive effect on subsidiary¡¦s performance.

The purpose of this study is to understand the relationship between training and organizational performance, moderated by R&D expenditures, in Taiwan Electronics and Information Industry. Using data collected through 64 enterprises between 2000 and 2002, the influences of training on organizational performance was studied over the multi-regression analysis. The empirical findings are concluded as follows. 1. Training has positive effects on organizational performance. 2. The lag effects of training on organizational performance are negative. 3. The higher the investment on R&D expenditures, the higher the training effects on organizational performance raised. R&D expenditures have moderating effects on the influences of training on organizational performance.

We review previous literature on productivity effects of FDI in China and find that the evidence of FDI spillovers on her economic growth rate is mixed. Take A. Marino (2000) and E-G Lim (2001) for example, they pointed out that it just happened conditionally. Thus due to the proof of its plausibility, China¡¦s experience may help underdeveloped countries fulfill their goals and become one of the most contentious issues. Based on CH(1995), this paper presents a 3-sector R&D-based endogenous growth model in an open economy with human capital accumulation and the existing stocks of technology from MNCs as well as domestic industries. And the thread of thought is that the technology growth rate will arise if technological spillovers of FDI do act in domestic R&D sectors, and that will lead to the better development of economy. The solution satisfied to the competitive equilibrium conditions shows that long-run growth rate arises from the improvement of absorptive capability and higher human capital stock, while the relationships between technology gap and steady-state growth rate are uncertain. Then, bottomed on the results of theoretical model and the existing information including Chinese 30 provincial level data for 1996-2004, this paper tests with econometric methods¡Ð panel data OLS model with fixed effect¡Ðand makes empirical analyses. In addition, absorptive capacity is weighted by human capital. As the setting of empirical model, the major focuses are on how human capital, domestic R&D, and international technological spillovers affect long-run growth rate. And the main conclusion is that the steady-state growth rates depend positively on the stock of human capital, the investment of domestic R&D, and the effects of technological spillovers via FDI whether the absorptive capacity is considered or not. While the results also show that the stock of human capital is a definitive and appropriate index to the absorptive capacity and that Chinese provincial level productivity effects of FDI are strongly confirmed by this paper. However, there are still some hinder in China for the digestion of foreign technologies, thus in the future the authority should put more emphases on increasing human capital stock and stepping up self-innovated ability.

In knowledge economy century the core competitive advantages of companies do not come from physical capital any more, in contrast, they come from human beings who create virtual capital such as knowledge and skills. That is the reason that almost all companies start to concern about their own human capital. Also that is the reason I did this research. This study is empirical in nature and questionnaires where design to gather data. From this study I try to find out the main concepts of human capital for companies, the relationships between characteristics of organization and human capital, the relationships between characteristics of organization and organizational performance, and the relationships between industrial environment and organizational performance. After statistic analyzes the results are stated as bellow: I. The factors of human capital. 1. The executives¡¦ direction ability of knowledge and vision. 2. Employees¡¦ entrepreneur and creation competencies. 3. Human investment and return. 4. Employee¡¦s leaning potential. II. Differences of human capital due to characteristics of organization. 1. The years of a company which is build up has significant differences on employee¡¦s entrepreneur and creation competencies. 2. The lifecycle of a company has significant differences on employee¡¦s entrepreneur and creation competencies. 3. The lifecycle of a company has significant differences on human investments and returns. III. The moderating effects of characteristics of organization. 1. The interaction effect between the executives¡¦ direction ability of knowledge and vision and the lifecycle of a company on behavior performance is significant. IV. The moderating effects of industrial environment. 1. The interaction effect between the executives¡¦ direction ability of knowledge and vision and the volatility on financial performance is significant. 2. The interaction effect between the executives¡¦ direction ability of knowledge and vision and the volatility on operational performance is significant. 3. The interaction effect between the executives¡¦ direction ability of knowledge and vision and the complexity on behavior performance is significant. 4. The interaction effect between the employees¡¦ entrepreneur and creation competencies and the complexity on operational performance is significant.

Abstract In recent years, many empirical analyses of cross countries point out physical capital stock and human capital stock that can only explain partial cause of income inequality. Therefore, economists attempt to add multiple interpreted variables, trying to illustrate economic growth which physical capital and human capital can¡¦t expound. Generally speaking, growth theory common was applied different growth assay of cross countries, but lacking empirical researches of single country. Income inequality is the important issue of national economy, including difference between town and country bring about problems of financial distribution, and unbalance of labor market cause mishap of high unemployment rates, consequently, it becomes interesting subject that how to blend state output in single country. The issue is more cared for United State that possessing enormous economic influence. Due to corporeal and incorporeal capital can free mobile, one must ponder on more detailed elements to measure national proceeds. According to reports of national policy indicate that development of information technology (IT) and internet were one of important factors to form the longest expansion in the postwar period that lasted 111 months from March 1991 to June 2000, large number of immigrants that could satisfy labor demand of IT property, and consumed productions of market supply. For this reason, one consider to measure U.S. output not only confer the effects of accumulation of physical capital and human capital, but also contain contributions of immigrants. To analyze economic implications in three models, one can summarize four conclusions: First point: physical capital and human capital of effective labor provide with significantly positive effect for economic growth rates of U.S. states in 1991 to 1999. Physical capital of effective labor shows that decreasing influence on economic growth of cross states, the magnitude of estimate coefficient are reducing from 0.0783, 0.0638, to 0.0169, demonstrating that play a role of necessary yet a main input factor. Opposite to physical capital, human capital of effective labor present increasing condition which from 0.4568 to 1.1052, displaying it¡¦s outstanding for economic growth of U.S. Furthermore, we also find a phenomenon that speed of convergence ( ) enlarge huger (from 0.0165 to 0.0183), it imply that value of is diminishing (from 0.0853 to 0.0447). In other words, economies that want to approach state-steady can¡¦t only depend on increasing of accumulation of physical capital, but quality of human and level of technology also simultaneously promote. Second point: More immigrants will move up to economic growth of cross states. Because immigrants have lofty knowledge and skill, an aspect they can through spillover effect to local, increasing accumulation of human capital, another aspect that can raise local productivity to advance economic growth. Third point: Although term of is random coefficient of cross states in models, it¡¦s purport that comprise different geographical location, endowment of resource and institution etc. in every states, hence, when we can think about more component of (for instant, adding immigrants) to improve and develop it, than economic growth will reveal significant and positive beneficial result. Fourth point: Lower adjusted may be that one don¡¦t look upon puzzle of business cycle, therefore, one proceed time serious analysis of single country and directly estimate production function that could meet up perplexity of calculation (Romer, 1987), in other words, when effects of business cycle of economic variables dominate change of some variables for contributing economic growth that will make estimation to convert into inefficient. Synthesizing the above-mentioned consequences, one find that U.S. can establish forceful economic status except for accumulation of physical capital and human capital, it¡¦s more important that immigrants guide robust effect on economic dimension of host country. Such example that can be gather from national policy of Singapore. Consequently, one suggest that nation pay much attention to immigrants will intensify economic growth rates and international competition of nation, and accumulation of ¡§human¡¨ capital will be a key-point that determinate force of national competition.

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This dissertation examines the effect of changes in the stock of human capital on the labor force participation decision of women aged 25-54. Without the option of homebased work, some women choose to leave the labor market and stay at home temporarily for family reasons. Working women realize that time out of the labor force could impose penalties on their work careers. This is because during the break, they do not accumulate any new human capital while the existing job skills continuously depreciate. Nowadays, home-based work becomes possible for many jobs because rapid development in personal computers and advances in information and communications technology have reduced employers’ cost of offering home-based work arrangements. Working women can resolve the time conflict between demand for paid work and family responsibility by working from home. In a previous study, the home-based work decision depends on the fixed cost of working and potential home production. Women who are disabled, have small children, or live in rural areas are likely to work from home because they have high fixed costs of working and high potential home production. However, none of the existing studies applies the human capital theory of labor supply to the home-based work decision. Using data on the female labor force from the Integrated Public Use Microdata Series (IPUMS) of housing units from the 2000 U.S. Census, I estimate a nested logit model to examine the effects of expected costs of non-participation, in terms of forgone earnings, forgone human capital accumulation and human capital depreciation, on women’s labor force participation decision. I find that, other things being equal, women aged 25 to 44 who have potentially high human capital accumulation and high human capital depreciation are likely to stay in the labor force. In the case that the value of their home time is so high that they choose to stay at home, they prefer to work for pay at home than to be out of the labor force.