<p>This paper deals with Iraqis in the Swedish labour market. The main goal was to point out on positive aspects of the Swedish labour market integration. Previous studies were mostly problem oriented on immigrants’ situation in finding a job, especially when related to immigrant from non-European countries. Instead this study is focused on the more positive aspects. It was attempted to answer which public resources respectively which individual assets were of value in getting a job. This paper is based on a qualitative method, as five Iraqis with jobs were interviewed. To analyse the empiricism of this study the human capital theory and the theory of social capital were applied. Furthermore the impact of public resources on getting a job was taken into account in the analysis. The study shows that both public resources and individual assets were of importance in the pursuit of a job. The interviews showed that one’s education and social network weighed most when looking for a job. On the other hand internships were named as the most significant of the public resources. But finally it is to conclude that it is not enough to itemise influences but to have a look at their interaction.</p>

國外實證研究證實，個人外表與其在勞動市場的表現密切相關，但台灣目前尚無學者從美貌理論的面向，探討身材、相貌與個人薪資水平有無關係。因此，為了初探台灣勞動市場是否存有“平庸懲罰”和“俊美獎勵”的情況，本文以太子汽車工業股份有限公司之員工為研究對象，以BMI值外加相貌等級作為個人外表的觀察指標，檢驗太子汽車工業股份有限公司員工之身材、相貌，與其所獲取的薪資有無關連，期能藉此彌補相關文獻，多從個人特徵及人力資本考量勞動者薪資差異之不足。 本文以最小平方法（OLS），將男性非銷售人員、女性非銷售人員、及銷售人員分別估計。實證結果如下：首先，在男性非銷售人員部分，婚姻、教育與年資對其時薪皆有正面效果；國小以下子女數、年資平方及BMI值肥胖則有負面影響。其中，肥胖者時薪偏低的情況，可能與「雇主歧視」有關。至於男性非銷售人員之相貌則與其薪資無關。 其次，在女性非銷售人員部分，其估計結果與男性非銷售人員有極大的落差，僅有年齡和相貌與其時薪呈正相關；其餘的個人特徵及人力資本變數皆未達顯著水準。 最後在銷售人員部分，婚姻及教育程度與其時薪呈正相關；BMI值過輕對時薪則有不利的影響，此現象可能源自於消費者歧視。至於相貌等級與銷售人員的時薪無關。 部門間時薪比較的結果如下：就男性非銷售人員而言，部門員工平均時薪由高至低分別為總經理室、會計部、稽核室、售後服務本部、資訊部、管理部、國外部、法務部、採購部、塗裝部、營業本部、製造部、品保部、技術部、工務部、財務部及售後服務場。而女性非銷售人員之平均時薪由高至低則分屬國外部、總經理室、售後服務場、工務部、品保部、製造部、塗裝部及技術部。 。 / This study aims to apply the theory of beauty to the labor market in Taiwan and attempts to investigate determinants of the wage difference for the sake of being the supplement to the existing literature related to this research field which primarily consider the gender or human capital factors. This study takes the data form the data bank of Prince Motor Corporation. The total number of sample used in this study is 754 and the empirical employed in this study is OLS Model. The findings suggest that marital status, education, experience have a positive effect on non-sales men’s hourly wages; number of children under age 12, square of experience, and being overweight, a negative effect. For non-sales women, hourly wages are only significantly and positively affected by age and attractiveness. Compared with non-sales men, significant earnings premium for attractive are found for women. Finally, the sales people who are married and have higher education definitely have higher hourly wages and who are obese oppositely pay a penalty.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 114-117). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 114-117). Also available on the Internet.

Thesis (doctoral)--Göteborgs universitet, 2003. / Added t.p. with thesis statement inserted. Includes bibliographical references (p. 190-206).

Thesis (doctoral)--University of Lapland, 2003. / Extra t.p. with thesis statement inserted. Includes bibliographical references (p. 328-344).

Thesis (M.B.A.)--University of Hong Kong, 1985.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1984.

Talented employees are leaving small businesses in the search for more lucrative opportunities where their talent is acknowledged, valued and able to grow. Dealing with voluntary talent turnover decreases profitability and becomes a roadblock for achieving strategic goals. Businesses incur additional costs to find and replace talent to maintain continuity. However, the time and money spent replacing talent does not guarantee turnover will vanish. What were the stimuli that caused disengagement? Were they strategically managed? Did employees leave because the initial stimuli were not addressed? These are all questions that can lead to decisive actions focused on reducing talent departure. The goal of a small business should be to find a balance where employee values are met and human capital levers are strategically managed; consequently adding value to small businesses by reducing unnecessary costs due to turnover. / text

Performance incentives in education has frequently been presented in purely rational choice economic terms, looking to see if the input of an incentive produced the desired output of student achievement. Such research has continually failed to produce significant effects. This dissertation attempts to recast incentives in terms of human capital theory and human behavioral economics, looking at the impact of social capital and support structures on teacher response to incentives. This study examines a major performance pay program in Texas using a concurrent-nested, mixed methods design. It finds that an external motivator like incentives is only effective in the presence of factors of internal motivation and that social capital positively affects the impact of a performance incentive. / text