Thesis (M.S.) -- Central Connecticut State University, 2009. / Thesis advisor: Xiaoping, Shen. "... in partial fulfillment of the requirements for the degree of Master of Science in International Studies." Includes bibliographical references (leaves 70-71). Abstract available via the World Wide Web.

Thesis (Ph.D.)--Liberty University, 2009. / Includes bibliographical references.

Thesis (M.B.A)--Naval Postgraduate School, March 2004. / Thesis advisor(s): Bill Gates, Bill Hatch. "MBA professional report"--Cover. Includes bibliographical references (p. 65). Also available online.

Proefschrift--Groningen. / "Stellingen" and tables inserted in pocket.

Includes bibliographical references (p. 60-62).

Thesis (Ph. D.)--York University, 1998. Graduate Programme in History. / Typescript. Includes bibliographical references (leaves 486-502). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pNQ27291.

Thesis (Ph. D.)--University of Missouri-Columbia, 2002. / Typescript. Vita. Includes bibliographical references (leaves 88-90). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2002. / Typescript. Vita. Includes bibliographical references (leaves 88-90). Also available on the Internet.

This thesis explores the incidence, the determinants and the consequences of overeducation and overskilling on individuals and firm performance in Malaysia. Three datasets were utilised: the 2007 Productivity Investment Climate Survey (PICS-2), the 1988 Malaysia Family Life Survey (MFLS-2) and the 2007 Graduate Tracer Study (GTS-07). The PICS-2 focused on overeducation and overskilling in the manufacturing sector whilst the MFLS-2 and GTS-07 highlighted overeducation on married respondents and graduates, respectively. With respect to the incidence, overeducation ranges from 19 to 32% whilst overskilling stands at 29%: moderately overskilled (7%) and severely overskilled (22%). As regards the determinants, workplace characteristics such as firm size, ownership, workforce composition and types of hiring practice play a role on overeducation and overskilling decision. Furthermore, labour market size and greater spatial flexibility, such as access to cars and public transportation, along with the individuals' heterogeneity in ability and skills also influence the overeducation incidence. On top of that, being overeducated increases the probability of being overskilled. In terms of consequences, overeducation and overskilling lead to lower earnings. Ordinary least square (OLS) and the random effects (RE) estimate that the earnings loss due to overeducation range from 2 to 24%, with a range of 2 to 11% for overskilled workers. The degree of overeducation and overskilling matters with the overeducation penalty (GTS-07) being larger for the severely overeducated than for the moderately overeducated, whilst severely overskilled workers (PICS-2) face a greater earnings loss compared with the moderately overskilled. Using a quantile regression, some evidences indicate overeducation and overskilling penalty related to unobserved individual abilities, especially for the males' sample. What is more, the GTS-07 reveals that overeducation leads to a lower job satisfaction and increases the on-the-job search behaviour amongst the overeducated workers. Both negative effects are much higher for the workers who are severely rather than moderately overeducated. As regards firm performance, negative externalities from having mismatched workers at the workplace are observed, as these tend to reduce firm performance. However, these negative externalities are largely contributed by having a higher proportion of overeducated as compared to overskilled workers. Apart from quit rate, overeducation decreased the workplace average pay, labour productivity, output and sales per worker but increased in absenteeism. By contrast, hardly any impact is observed regarding overskilling on firm performance apart from the average workplace pay. This suggests that reducing the incidence of mismatch, particularly educational mismatch in the workplace, is essential in improving firm performance thus remaining competitive domestically and globally. This thesis contributes to the existing literature by providing empirical evidence on the incidence and the consequences of overeducation and overskilling on individuals and firm performance in Malaysia. Similar study remains to be very scarce in the context of a developing country.

This dissertation consists of three independent chapters. Chapter 1 examines the determinants and welfare implications of the increased geographic of workers by skill from 1980 to 2000. I estimate a structural spatial equilibrium model of local labor demand, housing supply, labor supply, and amenity levels. The estimates indicate that cross-city changes in firms' demands for high and low skill labor were the underlying forces driving the increase in geographic skill sorting. I find that the combined effects of changes in cities' wages, rents, and endogenous amenities increased well-being inequality between high school and college graduates by a significantly larger amount than would be suggested by the increase in the college wage gap alone. / Economics