Those who have finished high school and/or obtained non-school qualifications experience a range of positive outcomes throughout their lives. Despite these benefits being likely to apply to the Indigenous Australian population, current as well as past participation in education is substantially lower than that of the non-Indigenous population. Some reasons for this relatively low participation may be locational and monetary disadvantage, household overcrowding and a curriculum that is not always relevant. How Indigenous Australians form their expectations about the benefits of education and what these expectations might be (accurate or otherwise) may also influence educational participation. This thesis looks at the education outcomes of Indigenous Australians. There are two main research questions are examined. The first is what are the relative benefits of education for the Indigenous population? The main outcomes that are focussed on are employment and income; however, there is also analysis of the extent to which those with higher education levels report better health outcomes or more favourable health behaviour. The second main research question is what factors are associated with the decision to attend high school? That is, does the Indigenous population respond to the economic incentives to undertake education as estimated in this thesis? In addition, other factors at the individual, household and area level are likely to influence the social costs and benefits of education, as well as geographic and financial access. The extent to which these are associated with high school participation is also examined.

Thesis (M. Phil.)--University of Hong Kong, 2006. / Title proper from title frame. Also available in printed format.

It is surprising that the prevailing performance taxonomy for scientists (Star versus Non-Star) focuses only on individual output and ignores social behavior since scholars often characterize innovation as a communal process. To address this deficiency, I expand the traditional taxonomy that focuses solely on productivity and add a second, social dimension to the taxonomy of scientists: helpfulness to others. Using a combination of academic paper citations and Impact Factor-weighted publications to measure scientist productivity as well as the receipt of academic paper acknowledgements to measure helpfulness, I classify scientists into four distinct categories of human capital quality: All-Stars, who have both high productivity and helpfulness; Lone Wolves, who have high productivity but average helpfulness; Mavens, who have average productivity but high helpfulness; and Non-Stars, who have both average productivity and helpfulness. The first study examines the impact of 415 immunologists on the performance of their coauthors. Looking at the change in quality-adjusted publishing output of an immunologist's coauthors after the immunologist's death, I find that the productivity of an All-Star's coauthors decreases on average by 35%, a Maven's coauthors by 30% on average, and a Lone Wolf's coauthors by 19%, all relative to the decrease in productivity of a Non-Star's coauthors. These findings suggest that our current conceptualization of star scientists, which solely focuses on individual productivity, is both incomplete and potentially misleading as Lone Wolves may be systematically overvalued and Mavens undervalued. The second study builds upon the first study's finding that Mavens have a large impact on the performance of their coauthors. Using salary disclosures from 2008 at the University of California, I examine the extent to which each star type is compensated differently. While Mavens have a larger impact on the performance of their coauthors than Lone Wolves, Mavens are compensated less, providing preliminary evidence that these performance effects are spillovers. The third study examines the likelihood of an immunologist's mobility as a function of his observable and unobservable human capital. The greater a scientist's productivity (observable to the market), the greater his inter-institution mobility, while the greater a scientist's helpfulness (unobservable to the market), the lower his inter-institution mobility.

It is surprising that the prevailing performance taxonomy for scientists (Star versus Non-Star) focuses only on individual output and ignores social behavior since scholars often characterize innovation as a communal process. To address this deficiency, I expand the traditional taxonomy that focuses solely on productivity and add a second, social dimension to the taxonomy of scientists: helpfulness to others. Using a combination of academic paper citations and Impact Factor-weighted publications to measure scientist productivity as well as the receipt of academic paper acknowledgements to measure helpfulness, I classify scientists into four distinct categories of human capital quality: All-Stars, who have both high productivity and helpfulness; Lone Wolves, who have high productivity but average helpfulness; Mavens, who have average productivity but high helpfulness; and Non-Stars, who have both average productivity and helpfulness. The first study examines the impact of 415 immunologists on the performance of their coauthors. Looking at the change in quality-adjusted publishing output of an immunologist's coauthors after the immunologist's death, I find that the productivity of an All-Star's coauthors decreases on average by 35%, a Maven's coauthors by 30% on average, and a Lone Wolf's coauthors by 19%, all relative to the decrease in productivity of a Non-Star's coauthors. These findings suggest that our current conceptualization of star scientists, which solely focuses on individual productivity, is both incomplete and potentially misleading as Lone Wolves may be systematically overvalued and Mavens undervalued. The second study builds upon the first study's finding that Mavens have a large impact on the performance of their coauthors. Using salary disclosures from 2008 at the University of California, I examine the extent to which each star type is compensated differently. While Mavens have a larger impact on the performance of their coauthors than Lone Wolves, Mavens are compensated less, providing preliminary evidence that these performance effects are spillovers. The third study examines the likelihood of an immunologist's mobility as a function of his observable and unobservable human capital. The greater a scientist's productivity (observable to the market), the greater his inter-institution mobility, while the greater a scientist's helpfulness (unobservable to the market), the lower his inter-institution mobility.

This research aims to find out the relations among human capital characteristics, total numbers of employees and expectation of line manager toward HR function on strategic involvement of HR department. 135 questionnaires are conducted and the effective samples are 55. The results indicate the relationship between the total numbers of employees in the company and involvement of HR department in strategic decisions is the strongest. Besides, expectation from line managers toward HR function is unrelated to strategic involvement of HR department.

The Relationship between Taiwanese Companies¡¦ Global Knowledge Management and Their Human Capital Abstract After Taiwan enter WTO, every restriction will be removed. Under environment of free trade of every resource, Taiwanese companies going to the International and Global operation will be the ongoing tendency. To accumulate existing knowledge effectively and exploit new knowledge continuously will be the key point to international corporation¡¦s success. How to build the global knowledge management will be the focus of future¡¦s global competition. ¡§Human being¡¨ is the main source of knowledge creation, also the main role under the process of knowledge management. Human-based corporation emphasize on human capital¡¦s accumulation, growth, and this is the main source of corporation¡¦s continuous improvement. This research gathered primary data through interviews. After interviews, try to analyze and categorize these primary data, then get the propositions. After comparison among five corporations, this thesis could get the three following dimensions of propositions: ¤@¡B Multinational corporation¡¦s global operation strategy Proposition 1: The higher innovative tendency of overseas subsidiary, the more complexity of global operating function they are, and the more overseas workers they have. Proposition 4: The greater corporations using technical tools, the faster corporations going global operation. ¤G¡B Multinational corporation¡¦s global knowledge management Proposition 5: Innovation-based international corporations will be more promise based of organization orientation during knowledge management process. Proposition 9: International professional knowledge will be spread by informational technology; international marketing and management knowledge will be spread by people¡¦s direct interaction. ¤T¡BGlobal knowledge management and Human capital Proposition 2: The more human capital input corporations have, the better innovation and skilled ability corporations have, and would be also care more about getting overseas potential employees. Proposition 7: The more important corporations¡¦ overseas marketing knowledge are, the more marketing employees hired locally. Proposition 3: The higher senior managers¡¦ international and professional level are, the faster corporations¡¦ globalization process are. Proposition 6: The more famous international corporation¡¦s senior managers are, the more attractive to overseas professional and managerial employees. Proposition 8: Corporations¡¦ tacit knowledge would be accumulated by human being through training, and explicit professional innovative knowledge would be accumulated by patent. Proposition 10: The more innovative corporations are, the more opened corporations culture are.

Thesis (Ph. D.)--University of Chicago, Dept. of Economics, June 2001. / Includes bibliographical references. Also available on the Internet.

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