Taiwan be called ¡§Taiwan¡¦s miracle¡¨ after World War II, the important factor is the accumulation of human capital . We use the model of Lucas(1988) and the definition of human capital by Whang and Zhao(1997) to re-examine the relationship between the human capital and economic growth in Taiwan. The research not only uses the Johansen¡¦s Maximum Likelihood Estimation (MLE) to make cointegration relation numbers and cointegration vectors but also use the stochastic cointegration developed by Harris, McCabe and Leybourne ( 2002, 2003 ) to re-examine the relationship between human capital and economic growth in Taiwan. Conclusion of the research, there¡¦s one cointegration vector existed by the Johansen¡¦s cointegration test . We found the stochastic cointegration exist between the human capital and economic growth in Taiwan, but not exist the heteroscedastic cointegration. Besides we recognize the the positive relationship between the human capital and economic growth in Taiwan and estimate the contribution rate 18% of human capital.

ABSTRACT Human capital comprises not only man power but also brain power which implies people¡¦s intelligence, potentiality, intellect¡K.etc. Nowadays the world has been getting into the new era of knowledge economy; and the competency of brain power instead of financial capital, land, facility/equipment becomes the core element of competition among enterprises. In this context, human capital in organizations is considered as the valuable assets, which are critically influential and significant. Organizations aiming at best performance admit the vital importance of the innovation and make every endeavor to maintain their competitive strengths and advantages by means of innovative management to achieve the goal of organizational innovations. The thesis focuses on the correlation between human capital and organizational innovation, in conjunction with organizational characteristics and industrial environment which might interfere with the correlation. After empirical study & statistical analysis, the thesis reveals as following: I. Five dimensions of human capital in organizations--- 1. Top management¡¦s knowledgeable & visionary leadership; 2. Employees¡¦ enterpreneurship & innovativeness; 3. Rejuvenesce of human capital; 4. Upgrading of human capital; 5. Deposit of human capital II. Differenciation analysis on the five dimensions of human capital by organizational characteristics--- 1. The organizations in various industries indicate slightly obvious differentiation in the upgrading degrees of human capital; in comparison, the organizations in service industry invest more in employees¡¦ training & cultivation than those in manufacturing industry. 2. The organizations with bigger capital amounts obviously put much more emphasis on rejuvenesce as well as deposit of human capital. 3. The organizations in the maturity period of life cycle comparatively concentrate much more of their attention on deposit of human capital; whereas those in the growing period of life cycle emphasize much more on upgrading human capital. 4. Over-20-years-old organizations lay much more emphasis on deposit of human capital than those at the ages less than 15 years. III. Human capital¡¦s direct influence on organizational innovation--- Top management¡¦s knowledgeable & visionary leadership exerts obviously positive effect on the innovation of management as well as technique. IV. The interaction of organizational characteristics and human capital has obviously positive effect on the organizational innovation--- 1. The interaction of the ages of the organization and rejuvenesce of human capital has obviously positive effect on the innovation of management. 2. The interaction of the capital amount of the organization and top management¡¦s knowledgeable & visionary leadership has obviously positive effect on the innovation of management. Key words: human capital, organizational innovation, top management¡¦s knowledgeable & visionary leadership, employees¡¦ enterpreneurship & innovativeness, rejuvenesce of human capital, upgrading of human capital, deposit of human capital

Using human capital theory and social capital theory, I develop a model to explain the circumstances surrounding outside director appointments, patterns of outside board affiliations and outside director exits. I investigate why individuals become outside directors, why they continue to serve as directors after appointment, and why they terminate their service on boards. I find that an executive's home firm career and prestigious affiliations predict the likelihood and patterns of outside directorship service. Outside directors are critical to effective corporate governance, and to understand the board-governance process we need a better understanding of outside director service.

<p>Numbers of persons with a higher education have inclined fast during the last dec-ades, as the University sector in Sweden has increased. This due to that the Swedish government has had a very encouraging attitude towards the Universities position for economic regional growth. The aim of this thesis is to see if there are any relationships between students at a University in a region and the number of patents that have been applied for in the same region using data taken from European patent of-fice and Statistics Sweden. Patent is one way to measure innovations, and knowledge is one of the core foundations for new innovations. Different models have been used to determine if any significant relationship between patent applications and number of people with higher education is present. The empirical findings came up with the results that numbers of people with higher education have positive relationship with University regions. The two variables, people with higher technical education and research and development at Universities also showed positive significant results, which gives support for the chosen theories in the thesis. It is hard to say that the decen-tralization of the Swedish universities have been a total success, because in the thesis results were found which shoed that the Malmö region was outstanding in terms of patent applications. In this region many different Universities and private R&D de-partments are located, together with students etc. Further research in this field has to be conducted to be able to give the policy maker better foundation for decisions.</p>

Redes Universiteit Maastricht. / Met lit. opg.

Thesis (M.S.)--West Virginia University, 2002. / Title from document title page. Document formatted into pages; contains vii, 62 p. : map. Vita. Includes abstract. Includes bibliographical references (p. 53-55).

Thesis (M.C.A.)--Victoria University of Wellington, 2009. / Includes bibliographical references.

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

Thesis (doctoral)--Hochschule St. Gallen für Wirtschafts-, Rechts- und Sozialwissenschaften, 1995.

Thesis (Ph. D.)--University of Chicago, 2002. / Includes bibliographical references (p. 104-107). Also available on the Internet.