Predicting Earnings Distributions across Cities: The Human Capital Model vs the National Distribution Hypothesis

1978 ◽  
Vol 13 (3) ◽  
pp. 366 ◽  
Author(s):  
Barry T. Hirsch
Keyword(s):  
Human Capital ◽  
Human Capital Model ◽  
Earnings Distributions

Working effectively and living contentedly in a foreign country: what human capital do expatriates require and develop?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Reimara Valk
Keyword(s):  
Human Capital ◽  
Foreign Country ◽  
The Body ◽  
Future Research ◽  
Global Business ◽  
Line Managers ◽  
Content Type ◽  
Human Capital Model ◽  
Hr Managers ◽  
The Right

PurposeThe purpose of this paper is to explore the human capital (HC) expatriates require and develop during an international assignment (IA) to work effectively and live contentedly in a host country.Design/methodology/approachQualitative research entailing interviews with 78 expatriates and repatriates across the globe, investigating the competencies they developed and the HC they gained during their IAs.FindingsFive interrelated competence clusters were derived: cultural competence (CC); interpersonal competence; intrapersonal competence; global business competence; global leadership competence, each containing competencies crucial for expatriate success.Research limitations/implicationsThis study relied on self-reports by expatriates and repatriates. Future research should also include senior/line managers and chief human resource officers from a range of organizations across the world to gather their assessments on the competencies and HC of expatriates and repatriates.Practical implicationsLine/HR managers can use the designed “Expatriate/Repatriate Human Capital model” to assess an individual's overall readiness and capacity to perform effectively in a foreign country and culture and consecutively identify and select the right candidates to undertake IAs.Originality/valueThis paper contributes to the literature by presenting a HC model called the “Expatriate and Repatriate Human Capital Model; the body of competence”. The model identifies and defines the competencies/knowledge, skills, abilities and other characteristics (KSAOs) required for intercultural effectiveness and expatriate success and serves as a tool for the selection, training, development and performance evaluation of expatriates and repatriates, in order to aid the accomplishment of individual and organizational objectives.

scholarly journals Delayed Graduation and Overeducation in Italy: A Test of the Human Capital Model Versus the Screening Hypothesis

2020 ◽  
Vol 152 (2) ◽  
pp. 533-553 ◽  
Author(s):  
Carmen Aina ◽  
Francesco Pastore
Keyword(s):  
Human Capital ◽  
Human Capital Model ◽  
Model Versus

Abstract Exploiting the human capital versus screening hypothesis frameworks, this paper studies the link between delayed graduation and overeducation, and their effect on wages, by using the ISFOL-Plus data. The evidence lines towards predictions based on the signalling model. However, as to the determinants of overeducation the coefficient of delayed graduation is significant only for delays of 3 years or more and also controlling for the entire set of covariates. This suggests that delay conveys a signal of low skill.

Training, Wages, and the Human Capital Model

1999 ◽  
Vol 65 (3) ◽  
pp. 526 ◽  
Author(s):  
Jonathan R. Veum
Keyword(s):  
Human Capital ◽  
Human Capital Model
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