Denna uppsats undersöker effekter av högskolereformen år 1977 på Sveriges inrikes migrationsströmmar för perioden 1968–1996. Reformen innebar att 12 nya högskolor upprättades i 16 kommuner i landet som tidigare haft 6 verksamma universitet. Identifikationsstrategin drar nytta av att endast ett par svenska kommuner omfattades av reformen vilket gör det möjligt att jämföra migrationsflöden i dessa kommuner med resterande delar av landet. Detta för att komma närmare en kausal tolkning av resultaten. Resultaten visar att inflyttning till kommuner som upprättade en högskola ökade med totalt 7,74 procent under perioden jämfört med resterande delar av Sverige. Inflyttningen för åldersgrupp 15–29 år ökade med 15,56 procent och inflyttningen för individer över 65 år minskade med 10,97 procent. Utflyttningsandelen ökade med 7,5 procent i den yngsta åldersgruppen men ingen signifikant effekt kunde säkerställas för resterande befolkning. Slutligen ökade rörligheten relativt sett mer för män än kvinnor. / This paper investigates the effects of a higher education reform that took place in Sweden in 1977 on within country migration for the time period 1968-1996. 12 new universities were established in 16 municipalities in the country which up until this point had housed only 6 operative universities. The identification strategy takes advantage of the fact that the reform was implemented exclusively in some municipalities making it possible to compare these with remaining parts of the country to get closer to interpreting a causal effect. The results show that within country migration to municipalities who established new universities increased by 7.74 percent compared to the rest of Sweden. Migration to university cities in age group 15- 29 increased with 15.56 percent and migration for individuals over the age of 65 decreased with 10.97 percent. Migration out of university municipalities increased with 7.5 percent in the youngest age group but no significant effects were found for the rest of the population. Furthermore, mobility increased relatively more for men than women.

Made available in DSpace on 2015-03-05T19:12:38Z (GMT). No. of bitstreams: 0 Previous issue date: 9 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / O presente estudo objetivou identificar uma hierarquia de prioridade em um modelo de mapa estratégico para gestão do capital humano docente em uma Instituição Privada de Ensino Superior. Para tanto, realizou-se uma pesquisa qualitativa, onde os dados foram coletados através de entrevista em profundidade com gestores do nível estratégico e especialista na área. Através da técnica de análise de entrevista foram identificados os elementos mais significativos para os fins do estudo. Esses elementos foram submetidos à apreciação dos gestores a fim de que os mesmos atribuíssem grau de importância a cada um individualmente,bem como, no relacionamento entre si. Além disso, a fim de validar os elementos prospectados, procedeu-se uma análise quantitativa, realizada a partir da utilização de sistema fuzzy logic. Esse procedimento foi adotado no sentido de minimizar possível grau de subjetividade da pesquisa, e um dos benefícios no processamento dos dados através do sistema fuzzy está na quantificação da verbalização ob / This study aims at identifying a hierarchy of priorities by using a strategic map for managing the teaching staff of a private institution of higher education. To reach this objective, qualitative research has been conducted, the data having been collected through in-depth interviews with managers at strategic level and experts in the field. Through interview analysis, the most significant elements of this study have been identified. These elements were submitted to the managers, so that each of them might be assigned a degree of importance both individually and among them. Moreover, in order to validate the extracted elements, quantitative analysis was conducted through the fuzzy logic system. This procedure was adopted in order to minimize a possible degree of bias in the research. Thus, one of the benefits of data processing through the fuzzy logic system lies in the quantification of the verbalization obtained by interviewing the managers. This has resulted in a more scientific and robust study. Another

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2015-07-01T14:03:39Z No. of bitstreams: 1 LeandroLumbieri.pdf: 886141 bytes, checksum: 6ee7275b847a2ca4bd72e6a1cbb6d145 (MD5) / Made available in DSpace on 2015-07-01T14:03:39Z (GMT). No. of bitstreams: 1 LeandroLumbieri.pdf: 886141 bytes, checksum: 6ee7275b847a2ca4bd72e6a1cbb6d145 (MD5) Previous issue date: 2012 / Nenhuma / Esta dissertação teve por objetivo verificar a relação entre o nível de evidenciação de informações sobre o capital humano e a percepção de valor das empresas listadas na BM&FBOVESPA. O estudo foi conduzido à luz de duas teorias: agência e custo do proprietário. A teoria de agência pressupõe que a assimetria de informação entre as partes envolvidas numa relação contratual estabeleceria custos de agência. Essa perspectiva aponta a redução da assimetria através da evidenciação de informação como mecanismo de redução dos custos de agência. Em outra perspectiva, a teoria dos custos dos proprietários, ressalta que uma maior evidenciação poderia gerar custos para os proprietários, tais como: perda de mercado, à medida que torna pública as informações de caráter estratégico, possibilitando aos concorrentes reformularem suas estratégias e reconquistarem mercado, bem como os próprios custos de elaboração e divulgação destas informações. Considerando a revisão de literatura empírica realizada, este estudo difere dos demais, pois não foi encontrado nenhum estudo no Brasil referente ao nível de evidenciação do capital humano e sua percepção de valor pelo mercado. Também o presente estudo difere de qualquer pesquisa existente pelo fato de utilizar um novo índice de empresas da BM&FBOVESPA, que foi lançado em 02 de maio de 2011, denominado BRASIL AMPLO, com 153 papéis, com índice de negociabilidade de 99%, compondo o universo desta pesquisa. Desta população, foram selecionadas 21 empresas que disponibilizaram os relatórios anuais em suas páginas eletrônicas, no período de 2004 a 2010. O que resultou no total de 147 relatórios anuais analisados. A construção do nível de evidenciação dos recursos intangíveis de capital humano foi desenvolvida com base no modelo proposto por Macagnan (2005). A técnica de análise utilizada foi a de regressão linear múltipla com dados em painel. O principal resultado rejeita a hipótese de uma relação direta entre o nível de evidenciação voluntária do capital humano e a percepção de valor das empresas. O que confirma os pressupostos da teoria dos custos dos proprietários, em que uma maior evidenciação voluntária de informações representaria custos aos proprietários. Destaca-se, como contribuição para estudos futuros sobre nível de evidenciação de capital humano, a análise da importância deste capital para cada setor. Isso porque a percepção de valor do capital humano pode variar segundo o setor. / This thesis aims to investigate the relationship between the level of disclosure of information on human capital and the value perception of the companies listed on BM&FBOVESPA. The study was conducted under the light of the agency theory, which indicates that in an inefficient market, due to the informational asymmetry and greater disclosure would reduce the agency costs. In another perspective, the theory of the cost of the owners, points out that greater disclosure could generate costs for owners. Costs such as loss of market share, as the strategic information becomes public, allowing competing companies reformulate their strategy and conquer markets. The present study differs from any existing research because it uses a new index of BM&FBOVESPA companies which was released on May 2, 2011, called BRASIL AMPLO, with 153 papers with negotiability index of 99%, apart from the fact of not having found any study in Brazil regarding the level of disclosure of human capital and his perception of the market. The method driven by research is the deductive and to meet the goals proposed in this study must be carried out using descriptive research, this research has a quantitative nature and is classified as a documentary research. The sample consists of 21 companies in the period 2004 to 2010, the annual reports were collected from its websites. The construction of the level of disclosure of intangible resources of human capital was developed based on the model proposed by Macagnan (2005). The analysis techniques used were multiple linear regression with panel data.The main result rejects the hypothesis of a direct relationship between the level of voluntary disclosure of human capital and perceived value of companies. This confirms the assumptions of the theory of costs where owners of greater voluntary disclosure of information would cost to owners. Stands out as a contribution to future studies on level of disclosure of human capital, the analysis of the importance of capital for each sector. This is because the perceived value of human capital may vary according to sector.

Situated within the human resource management and performance (HRM-P) link literature, this thesis explores the 'black box' of the mechanisms that link HRM practices and performance. By doing so, it sheds light on how and why HRM practices can lead to superior firm performance. Heeding calls for more nuanced and contextual work on understanding this link, this study uses qualitative responses from 79 industry experts, HR/senior managers, and young professionals, as well as artefacts and documents, to analyse the causal mechanisms that connect HRM policies, aimed at human capital resource (HCR) accumulation, to employee outcomes in five banking organizations in Pakistan. Using the strength of HR process conceptualization and the process model of HR, the thesis looks at the entire chain that connects intended, actual, and perceived HR policies to understand why HR managers' and young professionals' perceptions of both the content and the process of HR implementation varies, and how this is connected with the employee outcomes of turnover intentions and job satisfaction. The first set of findings reveals that there is considerable difference in how the quality of the content of HR systems is perceived from the point of view of young professionals in comparison with HR practitioners. Young professionals have strong negative perceptions of HR policies related to their long-term career development, which is explained in part by the incongruence and the lack of focus of HR on the goal of HCR accumulation. The second set of findings show that there are several processual factors that help to explain these varying perceptions, which dilute the implementation of HR practices. The analysis reveals that the competency of HR departments, the role of line managers, elements of the Pakistani culture, and the role of top management shape the quality of the HR system that is implemented. Connecting this to employee outcomes, the analysis reveals that the link between HR and performance is not straightforward; this helps to explain the moderate statistical effects noted in the extant HRM-P link research. Employee reactions are more related to their personal circumstances and other organizational factors rather than HR factors. The third set of findings expands the analysis to individual contexts of the five banks, further revealing that the mission of the organization, the presence of a strong HR leader, external economic factors, and the historical legacy of the organisation also shapes employee perceptions and, thus the effectiveness of HR policies and their implementation. The thesis makes a theoretical contribution to the HRM-P link literature by revealing that the competitive advantage that stems, in part, from the actions of HR departments derives from how well they navigate the various processual factors that can impede HR system implementation. It makes a methodological contribution by responding to calls for more in-depth qualitative research on the phenomenon, by using a specific segment of employees within the under-represented context of Pakistan. It makes a practical contribution by highlighting that many western prescriptions, such as talent management and bell curves, may be less effective if prevailing cultural constraints are not accounted for, especially in developing countries like Pakistan. Existing HRM-P link studies have not adequately considered these contextual and cultural factors in their analyses.

Cette thèse porte sur une étude des aspects jusqu’à présent négligés concernant les ressources immédiatement accessibles aux entrepreneurs des jeunes et petites entreprises. En s’appuyant sur l’argument que les ressources immédiatement accessibles aux entrepreneurs sont leur capital humain et social, l’étude est d’abord centrée sur une lecture individuelle, qui met en exergue l’entrepreneur et son capital humain. Ensuite, elle tient compte explicitement de l'enracinement social des entrepreneurs et plus précisément de leur enracinement familial « family embeddedness ». Ainsi, l’étude s’ouvre à l'entrepreneur et son conjoint, donc au couple d’entrepreneurs. Cette thèse s'inscrit dans les domaines de recherche de l'entrepreneuriat et de l'entreprise familiale, et emprunte des concepts et des théories à l'économie et à la sociologie. Chacun des quatre articles qui constituent la thèse est une étude autonome destinée à la publication. Néanmoins, toutes les études se rapportent à une problématique centrale qui traite des aspects encore négligés concernant les liens entre les résultats des petites entreprises, l'entrepreneur et le couple d’entrepreneurs. / This thesis focuses on a study of the hitherto neglected aspects of the resources immediately accessible to entrepreneurs of young and small businesses. Based on the argument that the resources immediately available to entrepreneurs are their human and social capital, the study is primarily centered on individual reading, which highlights the entrepreneur and his human capital. Then, it explicitly takes into account the social roots of entrepreneurs and more specifically their family-embeddedness. Thus, the study opens to the entrepreneur and his spouse, thus to the couple of entrepreneurs. This thesis is part of the research fields of entrepreneurship and the family business, and borrows concepts and theories from economics and sociology. Each of the four articles that make up the thesis is an independent study for publication. Nevertheless, all the studies relate to a central issue that deals with the still neglected aspects of the links between the results of small firms, the entrepreneur and the couple of entrepreneurs.

O objetivo deste estudo é identificar e estimar a influência da escolaridade e outros fatores socioeconômicos no rendimento do trabalho no nordeste e sudeste do Brasil. Retornos a escolaridade, sexo, cor da pele e nível educacional dos pais foram estimados com ajustamento de quatros diferentes modelos econométricos: três regressões lineares múltiplas e um modelo de variável instrumental. Neste estudo foi utilizada amostra de 3.169 observações, selecionada da Pesquisa sobre Padrões de Vida 1996-1997 - PPV do IBGE. A seleção da amostra se deu através da imposição de algumas restrições aos microdados da PPV, sendo as principais: i) observações com rendimento do trabalho positivo; ii) de pessoas com 15 anos ou mais de idade que conheciam o nível educacional dos pais. O referencial teórico deste estudo é baseado na teoria do capital humano, com ênfase especial as contribuições de T. W. Schultz e Jacob Mincer. Os resultados encontrados são consistentes com os princípios propostos por Mincer. Em todas formulações o conjunto de variáveis mostrou-se relevante e o coeficiente de determinação satisfatório. A pesquisa aponta para a existência de uma relação positiva entre educação e rendimento do trabalho. As taxas de retornos estimadas para escolaridade variam de 12% a 19% e parecem plausíveis para o caso brasileiro. Como relação de causa e efeito, pode-se esperar que um ano adicional de educação formal eleve tanto a produtividade quanto o rendimento do trabalho. Também importante, é a constatação que o nível educacional dos pais exerce influência positiva sobre o rendimento do trabalho. Esta variável foi utilizada como proxy das características não observáveis que influenciam a escolarização dos indivíduos, denominadas de family background. A média de anos de estudos completos na amostra selecionada situa-se muito acima das estatísticas oficiais do país, em torno de 10 anos, evidenciando a crescente importância com que instituições públicas e privadas do mercado de trabalho vêem a educação. Provavelmente, este fato tenderá a ser muito mais relevante no futuro, conduzindo os policymakers e as pessoas comuns a considerarem os investimentos em educação uma questão prioritária, se não a mais importante. Outras variáveis especificadas nos modelos mostraram-se relevantes, como sexo, cor da pele e região. Algumas dessas variáveis explicam parcela significativa das diferenças regionais no Brasil. Diferenciais regionais de escolaridade e renda refletiram os contrastes entre pobreza rural e o crescimento desorganizado nas áreas urbanas. Nossos resultados mostram que o rendimento do trabalho é muito mais elevado nas metrópoles estudadas, especialmente no sudeste. Tanto no nordeste quanto no sudeste, o rendimento do trabalho no meio rural apresenta valores inferiores aos do meio urbano. Os anos de idade das pessoas mostram-se relacionados positivamente com o rendimento do trabalho, até certo ponto no intervalo entre 52 e 58 anos, quando o rendimento do trabalho é máximo. Além desse limite, espera-se uma depreciação do estoque de capital humano acumulado pelo indivíduo. Como sugerido pela variável representativa das pessoas de origem asiática, este grupo étnico apresenta rendimento do trabalho acima dos demais grupos da amostra selecionada. Finalmente, apesar das mulheres exibir escolaridade ligeiramente maior que os homens - um ano a mais - seu rendimento médio no trabalho corresponde a 75% do pelos homens. / The objective of this study is to identity and estimate the influence of schooling, and other social and economic factor on labor income in northeast and southeast regions of Brazil. Returns to schooling, gender, race, region and parents’ level of schooling were then estimated through the adjustment of four different econometric models: three multiple regression equations, and one instrumental variable equation. The data used in the study were obtained from a selected sample with 3,169 observations. These observations came from a larger sample of the Research on Standards of Living, also called PPV, conducted by IBGE in the 1996-1997 period. The selected sample imposed to the PPV sample the following main restrictions: i) observations with a positive labor income in the labor market; and, ii) persons with aging 15 years or more and aware of their parents' level of schooling. The theoretical background of the study is based on the theory of human capital, and special emphasis is given to the contributions of T.W. Schultz and Jacob Mincer. The results of the economic models are consistent with the theoretical principles proposed by Mincer. The research findings support the principle of strong and positive relation between formal education and labor income, despite the frequent argument that social, economic, and cultural factors influencing the level of education makes difficult to know the real direction of such relationship. The rates of return estimated for schooling, ranging from 12 to 19 %, seem to be plausible for the Brazilian case. Previous research support this evidence. As a relation of cause and effect, it might be expected that one additional year of formal education will raise both labor productivity and labor income. Also important, is the indication that parents’ level of schooling is likely to exert a positive influence on labor income. This variable was used as a proxy of the family background, an attempt to capture the influence of a complex set of non observable variables on formal education. The average schooling in the selected sample is much higher than the official statistics for the country, close to 10 years. A possible implication of such result is the growing importance that private and public institutions are given to education in the labor market. Probably, this fact will tend be more evident in the future, so that policymakers and common people have to consider investment in education a high priority issue, if not the highest one. Other variables specified in the models also appear to be relevant. This is the case of gender, race, and region. Some of these variables explain a significant share of the regional differences found in the Brazilian society. Labor income regional differences reflect the so called contrasting scenarios between rural poor and turbulent growth in urban areas. Our findings indicate that labor income is much higher in the metropolitan areas studied, especially in the southeastern region. Labor income of rural people both in northeast and southeast falls behind the urban values. The age variable tends to be positively associated to labor income up to a given point in time, between 52 and 58 years. This is the interval within which the peak of labor income is observed. Beyond that, it might be expected a depreciation effect on the stock of human capital. As suggested by the variable representing the descendants from Asian people, this ethnic group shows the highest labor income in comparison to other groups in the selected sample. And finally, in spite of exhibiting a slightly higher level of formal education - one year more - the women of the sample earned only 75% of the average labor income of the sample.

M. Tech. (Business Administration, Faculty of Management Sciences), Vaal University of Technology / Administrative staff members are important human capital in higher education because they perform diverse duties that are essential to the day-to-day operations of universities. As a result, their job satisfaction and organisational commitment are imperative to universities. However, there is a paucity of research focusing on the job satisfaction and organisational commitment of administrative staff members in the South African higher education sector. The primary objective of this study was to investigate the effect of overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment among 383 administrative staff members. Descriptive statistics was used to determine the levels of both job satisfaction and organisational commitment, results of which were significant, revealing that the administrative staff members were satisfied and committed to the university. Statistics using Spearman’s rho correlation analysis showed that there was a significantly strong correlation between job satisfaction and affective commitment; and significantly moderate correlations between job satisfaction and moral imperative and indebted obligation. However, weak correlations were found between job satisfaction and continuance commitment. Regression analysis revealed that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. The findings suggest that managers at the university could enhance the commitment of the administrative staff members by increasing the levels of job satisfaction. The levels of job satisfaction of the administrative staff members at the university could be enhanced through job design, career advancement opportunities and the introduction of fair and transparent policies and rules. Organisational commitment could be improved through the provision of job security, equitable salaries and conducive working conditions.

The topic of convergence in real GDP per capita has become a very sensitive issue, its results often depending on how the sample group, time period, estimation approach and theoretical concept are chosen. This dissertation presents a study and a convenient explanation of the Mankiw, Romer and Weil's (1992) augmentation of the Solow's (1956) neoclassical growth model and its subsequent empirical application to the EU27 over the period 1970-2010. The application is based on the convergence models designed by the Augmented Solow's model and studies convergence speed and patterns among the EU27 countries. The evidence indicates that the pace of convergence within the EU27 is much slower than what the model predicts. Nevertheless, the analysis shows that an increase in human capital has a stronger impact on per capita GDP and, by extension, on convergence than a similar increase in physical capital.

This work deals with education and rewarding employees and is focused on differences between public sector and private sector in this two human resources activities. Those activities are important part of every functional organization. The goal of this work is to analyze and assess education and rewarding from points of view the employees and organizations, and based on their experiences determine recommendations. The first part of this work includes explanations and definitions of theoretical principles of education with emphasis on education in public sector and also funding of education process and close link to rewarding process. Next part of this work deals with evaluations of questionnaire work which was done between employees of public sector and private sector. Based on conclusion, there are made recommendations.

The thesis verifies the relationship between education and economic growth using economic theory and current data about education in the Czech Republic. After verifying this relationship the current state and the form of Czech education are analyzed. Demonstration of declining results of Czech primary and secondary education with the usage of international comparative investigations follows together with the detection of the absence of similar data in tertiary education. These findings direct the main goal of the thesis to ascertain the causes of the declining results of primary and secondary schools and their impact on the quality of higher education. Subsequent analysis of the Czech tertiary education identifies the strengths and weaknesses of the higher education system and also positive and negative trends in this area during the last decade. Final identification of the causes determining the current level and quality of tertiary education leads to the submission of recommendations to improve the quality and increase the competitiveness of Czech universities in international comparisons. Providing top quality education is one of the decisive factors influencing the competitiveness and future economic growth of the country.