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.

As the female workforce is increasing by year in the Taiwan labor market, it¡¦s visible that wage gap between male and female workers exists in the Taiwan labor market. No doubt that it is irony for people who strive for the gender equality in Taiwan. An empirical analysis of gender wage differential is presented by gaining labor force survey of 1981,1986,1991 and 1997, which has been conducted every year by Directorate-General of Budget, Accounting and Statistics Based on the concept and theory of human capital brought up mainly by Gary S. Becker (1975), several multiple regression functions are conducted in this research on purpose to understand how large the wage gap is, where the gap is stemmed from and what cause brings about this gap. The results of this research indicate that: 1. Femal wage is lower than male wage about 60%~70%. The gap is getting larger from 1981 to 1991; however, smaller after 1991. 2. Male workers get more wages by every year than female workers. 3. Except 1981, which female workers gain more wage by investing human capital by every year than male workers suggests that female workers hold larger invest-rate of education than male and invest-rate of education increases by time. 4. Female workers with more than high-school education degree have less wage differential compared with male workers than those who are with less than high-school education degree. This indicates that female workers investing more human capital have less wage gap compared with male workers in the labor market. 5. Wage gap stemmed from gender discrimination is ascending from 45% of 19981 to 69% of 1996; however, wage differential led from the characteristics of individual worker is descending by time. From the results of above, there is surely gender wage gap in Taiwan labor market, which is the outcome of interacting from diverse individual characteristic and subjective gender prejudice. It¡¦s very obvious that education enhances competitive advantage of female workers so as to decrease the wage differential, nevertheless, discrimination toward to female workers in the Taiwan labor market heavily wears down the endeavor of investing in human capital for them. How to motivate female workers to become more competitive and improve work place for female workers so as to make the best use of female human resources is the significant issue of Taiwan government in the near future.

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.

Executive search recruiting by head hunters have been the main and important human resources strategy. In the past, there are a few thesis topics on executive search recruiter (head hunter), and all of these studies focus on either executive search industry or the competency of executive search recruiter. This study surveyed a sample of executive search recruiters island wide, and learn the effects of hunter hunter¡¦s personality trait, human capital and social network on job performance. A brief version of Goldberg¡¦s Unipolar Big-Five Markers was used to evaluate head hunters; as for social networks we focus on four properties of the social network that have been identified as important in the study of executives' networks: the propensity to network, the scope of the network, the strength of ties with network members, and the prestige of network members. The effective sample is 65 after deleting two ineffective questionnaires. The result after regression analysis is as follows: 1. Head hunter¡¦s current job seniority and the seniority of their past original professional field before being a head hunter have a positive impact on their job performance. 2. Having master degree or not and the total seniority of being a head hunter have no obvious impact on job performance. 3. The personality trait of head hunter has impact on their subjective job performance but has no impact on their objective job performance. 4. Head hunter¡¦s social network has no impact on their job performance.

The purpose of this study is to understand the situations of Taiwan Sugar Corporation (TSC) employees¡¦ organizational change¡Fhuman capital and organizational ability. According to several relative questions analysis, We hope to research the relationships and influences of TSC employees¡¦ organizational change¡Fhuman capital and organizational ability during the period of TSC organizational change. The goals of this study are as follows: 1. To research the influence on human capital from organizational change among employees. 2. To research the influence on organizational ability from human capital among employees. 3. To research the influence on organizational ability from organizational change among employees. 4. To research the intermediary influence on organizational change and organizational ability from the human capital of Taiwan Sugar Corporation (TSC) employees. 5. To research the different degrees of TSC employees¡¦ organizational change¡Bhuman capital and organizational ability on different attributes employees. This study adopts the method of investigation through questionnaires, 240 questionnaires were distributed and 220 effective ones were returned. SPSS (Statistical software) was utilized to conduct Reliability and Validity Analysis, Descriptive Statistical Analysis, Factor Analysis, Correlation Analysis and Regression Analysis for testing the hypotheses of this study. The results of this study are shown as follows: 1.There is partial significant relationship on human capital from organizational change among employees. 2.There is partial significant relationship on organizational ability from human capital among employees. 3.There is partial significant relationship on organizational ability from organizational change among employees. 4.Human capital among employees has partial significant influences to the intermediary of organizational change and organizational ability. 5.There are partial significant differences on organization change¡Bhuman capital and organizational ability among different attributes employees.