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Project (M.A.) - Simon Fraser University, 2005. / Project (Dept. of Economics) / Simon Fraser University. Also issued in digital format and available on the World Wide Web.

Includes bibliographical references (p. 37-41).

I examine the role of human capital in shaping entrepreneurial activity by studying the entrepreneurial careers of scientists and engineers from entry to exit. I analyze how the development of human capital through education and employment affects entrepreneurial entry, performance, and exit. Empirically I utilize the restricted-use National Science Foundation (NSF) Scientists and Engineers Statistical Data System (SESTAT) which is a large data set focused on scientists and engineers to identify possible drivers of transitions to entrepreneurship amongst knowledge workers. Additionally, I am able to analyze the extent to which transitioning to entrepreneurship allows scientists and engineers to increase their financial and non-financial work outcomes and finally, what mechanisms are associated with their exit from entrepreneurship and subsequent return to wage work.

No description available.

While resource based theory (RBT) addresses the importance of both possessing and orchestrating resources that have the potential of creating competitive advantage, it suggests little about the effects of unintentionally losing such resources. Further, RBT is silent about the manners in which firms replace after such losses by acquiring external resources. Attending to these gaps, this study considers the loss of professional human capital (PHC) in a panel data set of the largest U.S. based law firms, the contingencies of loss that effect subsequent firm performance, and the manner in which firms replace with new PHC. Results suggest that losing PHC with less firm specificity and PHC that has greater redundancy in geographic locations weakens the negative effects of loss. Additionally, organizational strain is theorized to cause replacement of PHC with external PHC hires similar to those already in the firm. Results show that this is the case for greater volumes of PHC loss and greater geographic diversification, but the opposite is true of prior performance and the manager-subordinate ratio. Implications for RBT, the attraction-selection-attrition (ASA) model, and strategic human capital theory are discussed.

Thesis (Ph. D.)--University of Hong Kong, 2008. / Also available in print.

Thesis (M. Ec.) -- University of Adelaide, Faculty of Economics, 1975.

Thesis (M.S. in Management)--Naval Postgraduate School, March 2009. / Thesis Advisor(s): Hatch, William ; Roberts, Benjamin ; Cahill, Maureen. "March 2009." Description based on title screen as viewed on April 23, 2009. Author(s) subject terms: Training Officer, HR Community, Milestones, Lateral Transfer. Includes bibliographical references (p. 51). Also available in print.

Proefschrift Universiteit van Amsterdam. / Met samenvatting in het Nederlands.