Abstract Background: Female entrepreneurship in China is a practice which scholars have explored severally in recent years. Just as many Asian countries, the role of Chinese women has been undermined for a longer period. However, the 20 th century marked a positive turn in Chinese culture. The rate of discrimination and seclusion of women from economic empowerment started reducing significantly. Today, Chinese women are struggling to compete effectively with their male counterparts in entrepreneurial sector. The purpose of having women empowerment on the market economy is to generate more income to the country. Also, the practice lessens the rate of unemployment and high rate of dependency in China. Hence, it is apparent that the entrepreneurial actions in China are motivated by a number of factors that are presented in the paper. Purpose: The primary aim of the study is to determine influential and motivational factors for female entrepreneurs in China. Methods: The research has employed a qualitative research approach to determine influential factors and motivating aspects of female entrepreneurship in China. Random sampling tactic has been chosen as the methodology to discover data of women that have succeeded in the country. This approach can help to analyze a broader population of women entrepreneurs in China. Meanwhile, a semi-structured interview was involved in collecting data so that first-hand and unbiased information is obtained from interviewees. Findings: From the study of the influential factors and motivation for female entrepreneurs in China, it has been noted that the process of entrepreneurship among the current female entrepreneurs in the country can be categorized as either passive or initiative. While looking at the passive entrepreneurship among the female entrepreneurs, it is noted that those people are driven by the daily needs of their families. On the other hand, initiative entrepreneurship relies much more on human capital and social capital. The zeal and motivation that they possess lead them to developing far-sighted enterprises, hence contributing to the economic development of the country.

Mergers and acquisitions has become a common thing in recent years. Assets change owners in hope of creating synergies and desirable outcomes. Human capital, i.e. the employees behind the numbers, is one asset that is often forgotten. It is therefore important to keep these key employees in the organisation post-acquisition in order to gain or retain competitive advantages and avoid unwelcome surprises. The aim of the study is to identify how Swedish medtech companies identifies key employees during a due diligence and how they retain them afterwards. We chose a qualitative approach for the study and have therefore conducted our interviews in a semi-structured manner. The study uses competence- and resource based theory to identify key employees and how to use them as a resource to gain a competitive advantage. Our result is that human capital is not a factor that can sustain a competitive advantage since it can be transferred via mergers and acquisitions. On the other hand, the competence based view can be used to maximize the resources in form of human capital. When a company is acquired, employees start integrating in the new organisation. The study uses onboarding theory to identify key aspects in how to acclimatise key employees. A conceptual model is eventually presented with our findings where key employees are identified by way of references, the former board of directors, statistics, meetings and industrial knowledge. The HR-department does generally gets involved late in the due diligence process, something that our respondents consider a potential problem. In post-acquisition, during the onboarding process, key factors are; obtaining information about the new culture, role clarification and new challenges to keep key employees in the new organisation. Keywords: Human Capital, mergers & acquisitions, medtech, onboarding, key employee retention.

Thesis advisor: Martin Scanlan / This qualitative case study explored the role central office leaders played in recruiting, developing and retaining principal human capital in Lawrence Public Schools. One of the key strategies of central office transformation is the creation of assistance relationships with principals, which serves as the conceptual framework for this study. Data was gathered from interviews with central office leaders and principals as well as a document review. The results of the study found that central office leaders targeted principals with certain characteristics and recruited candidates from within and outside of the district. Central office leaders provided in-district professional development and engaged external organizations in the process. Work environment and a focus on cultivating local talent contributed to principal retention. Findings further indicated that the assistance relationships developed between central office leaders and principals contributed to principal development and retention through their impact on the work environment. Recommendations include continual examination of work environment and development of assistance relationships for their contribution to principal human capital. Future researchers may continue to contribute to the growing body of literature by examining these findings and offering a longitudinal view of this practice. This strand’s findings may provide insights into practices to recruit, develop and retain principals in low-performing districts. / Thesis (EdD) — Boston College, 2018. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Thesis advisor: Richard Arnott / This research examines the relationship between urban characteristics in 1990 and urban population growth between 1990 and 2000, primarily investigating the impact of creative and talented people on growth. Findings establish correlations between metropolitan statistical area (MSA) growth and natural and urban amenities. Urban growth in the 90's is positively correlated with dry, warmer weather and to the Bohemian index, a new measure of cultural amenities. This research produced results to suggest that creative capital or the Creative Class did not significantly impact urban growth in the 90's. / Thesis (BA) — Boston College, 2004. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Economics. / Discipline: College Honors Program.

O objetivo desse trabalho é analisar a distribuição espacial do capital humano nos municípios Estado de São Paulo. Para tanto, será usada uma metodologia de investigação composta de regressões que buscam explicar a variação do capital humano municipal com base em seu estoque inicial e em outras variáveis de controle. Os resultados mostram que as pessoas com ensino superior possuem uma tendência apenas moderada de divergência espacial, que se desfaz gradativamente à medida que adicionamos novas variáveis de controle. Por outro lado, as pessoas com ensino básico ou analfabetas apresentam evidências muito mais concretas de convergência espacial. Esse resultado vai contra a literatura internacional da área que sugere existência de concentração espacial nas pessoas com alto capital humano. / This paper investigates the spatial distribution of the human capital in the municipalities of the Brazilian state São Paulo. For that purpose, a methodology consisted by linear regressions that aims to explain the human capital variations using control variables and the initial stock of human capital will be used. The result shows that people with college degrees have a moderate trend of spatial divergence, which is gradually undone once we put new control variables in the regression. On the other side, people with basic education or no education at all present a more robust trend of spatial convergence. This result is not supported by the international evidence of the area, which shows the existence of a strong spatial divergence trend in the people with high human capital.

This thesis is composed of two essays on endogenous economic growth with human capital accumulation and heterogeneous agents. In both essays, we study the relationship between economic growth and the dynamics of inequality. In the first paper, entitled \"Private versus public education in a two-stage human capital model,\" we study the long-term impacts of different educational regimes on growth and inequality using a two-stage human capital accumulation model. The importance of accounting for educational stages is to recognize the hierarchical nature of education and its dynamic implications in the long-run. At each educational stage, basic or advanced, funding may either be public or private. The second paper, entitled \"The Lucas model under heterogeneous agents,\" studies the pattern of distributional dynamics on an economic growth model with human capital accumulation. We explore the implicit properties of the dynamics of inequality in a simplified form of the Lucas (1988) model, in which agents differ in their initial endowments of human capital. / Esta tese é composta por dois ensaios em crescimento econômico endógeno com acumulação de capital humano e agentes heterogêneos. Nos dois ensaios, estudamos a relação entre o crescimento econômico e a dinâmica da desigualdade. No primeiro ensaio, intitulado \"Private versus public education in a two-stage human capital model \", estudamos os impactos de longo prazo de diferentes regimes educacionais sobre o crescimento e desigualdade, usando um modelo com acumulação de capital humano em dois estágios. A importância de considerar os estágios educacionais está em reconhecer a natureza hierárquica da educação e suas implicações dinâmicas no longo-prazo. Em cada estágio educacional, básico ou avançado, o financiamento da educação pode ser privado ou público. O segundo artigo, intitulado \"The Lucas model under heterogeneous agents\", estuda o padrão das dinâmicas distribucionais em um modelo de crescimento econômico com acumulação de capital humano. Nesse artigo, estudamos as propriedades da dinâmica da desigualdade implícitas em uma versão simplificada do modelo de Lucas (1988). Para isso, consideramos que os agentes diferem em suas dotações iniciais de capital humano.

No description available.

La thèse traite le sujet de la formation du capital humain en Europe au niveau régional et ses implications sur la croissance économique. Elle est caractérisée par son approche à la fois régionale, à long terme et européenne. A cet effet, je me réfère à la Théorie de la Croissance Unifiée et à la Nouvelle Economie Géographique qui sont les contributions théoriques les plus importantes dans le domaine et je construis une nouvelle grande base de données sur la formation du capital humain et d’autres facteurs à partir de nombreuses sources diverses. Pour les analyses empiriques, des méthodes spatiales et SIG ont été employées en plus des modèles économétriques standards. Ainsi, la thèse explore la formation du capital humain dans les régions du continent européen entre 1790 et 2010. Par ailleurs, elle souligne la relation entre les indicateurs du capital humain ainsi que les déterminants du capital humain et les implications du capital humain sur la croissance économique à long terme. / This thesis highlights the formation of human capital in the European regions and its implications for economic growth. It is characterised by its combined regional, long-term and European approach. To this end, I refer to Unified Growth Theory and New Economic Geography as the most important recent theoretical contributions and construct an unparalleled new and large database on regional human capital and other economic factors from numerous diverse sources. For the empirical analysis, spatial and GIS methods are employed in addition to standard econometric models. In this way, the thesis explores human capital formation in the regions of the European continent between 1790 and 2010. Moreover, it underlines the relationship between human capital proxies, the determinants of human capital and the long-run impact of human capital on economic growth.

Background: Human capital disclosure is a widely examined topic by scholars, previous studies has mainly focused on annual reports and companies webpages. However, during the last decade, social media has grown in importance and it represent a new way for companies to interact with stakeholders. The increased interactivity provided by social network sites have made it one of the most important communication tools for companies to interact with stakeholders. One of the larger social media, LinkedIn has received little attention by researchers, only one previous study has investigate human capital disclosure on LinkedIn. Previous research has examined different corporate disclosure in connection to ownership structure. Purpose: The purpose of this study is to investigate the relationship between ownership structure and human capital disclosure made by companies in Sweden and Norway via LinkedIn. Method: This study is conducted with a quantitative methodology, investigating a sample of 150 companies from Sweden and Norway. Human capital disclosure on LinkedIn are analysed through a content analysis and a regression analysis to test the hypothesis in this study. Conclusion: The results confirm the hypothesis that a negative relationship exists between ownership concentration and the level of human capital disclosure via LinkedIn. This is in line with previous research; however, this study shows that companies in a more digitalized environment disclose more HC information.

The main aim of this diploma is to suggest possible changes of the system of remuneration in chosen company on the ground of analysis and evaluation of given system. The theoretical part includes information needed to understand given issue. Reader is acquainted with individual wage forms, employees' benefits, job evaluation and structure of total reward. The practical part is focused on the system of remuneration in company HOCHTIEF CZ. At first the company is briefly introduced. Part of this introduction is description of development of basic economic indexes in the last five years. Then it is made analysis of company´s human capital. Next it is analysed current system of remuneration and evaluated questionnaire survey between company employees. In the end of this diploma there are suggested possible changes based on the analysis and evaluation of the system of remuneration in HOCHTIEF CZ and questionnaire survey, which could contribute to improvement of current the system of remuneration.