人力资本积累、收入差距与经济增长

经济增长理论的发展是一个不断深化的过程,人力资本积累对经济增长的促进作用也越来越受到收入差距的影响。基于经济内生增长理论,本文建立了包含人力资本积累、收入差距等变量的内生经济增长模型,研究发现人力资本积累、收入差距与经济增长存在较为显著的正相关关系,对此本文并提出了相关的政策建议。     

从人力资本角度分析我国城乡收入差距

近年来,随着我国经济快速发展、人民生活水平不断提高,城乡居民之间的收入差距正在逐步扩大,成为制约我国经济持续稳定增长的一大障碍。本文主要立足于人力资本角度,在分析我国城乡居民的人力资本状况的基础上,利用数据截面分析人力资本与我国城乡收入差距的关系,并分析人力资本限制农民外出务工的就业范围,阐明了人力资本对我国城乡收入差距的影响,并提出相应的对策。     

人力资本分布结构与区域经济差距——一项基于中国各地区人力资本基尼系数的实证研究

对我国29个省份1993~2004年的人力资本基尼系数进行测算、比较,利用各年截面数据对其与人均GDP相关关系进行检验,结果表明:我国各区域人力资本基尼系数较高,地区间人力资本的差距主要表现在人力资本分布结构上;人力资本不平等性和人力资本水平具有很高的负相关性,各区域人均受教育年限不断提高,人力资本基尼系数逐渐下降,但人力资本不平等性状况在3大区域间的差距基本上没有改变。人力资本基尼系数与地区经济发展之间存在强劲的负相关关系,且人力资本基尼系数的变化将引起人均GDP更大幅度地变化,区域间人力资本不平等性的差距是区域经济差距的重要原因。基于此,经济增长政策的选择,不仅要考虑人力资本存量,更要重视改善人力资本分布结构。     

模仿创新、自主创新与我国技术进步——实证研究与问题探讨

通过构建PVAR模型、分析了模仿创新、自主创新与我国技术进步之间的关系。研究发现,现阶段自主创新对技术进步的影响大于模仿创新,但是模仿创新与自主创新两种模式对技术进步影响的方差贡献都有限。进一步研究得出结论:模仿创新对中国技术进步的影响已经到了一个拐点,我国需要转型到以自主创新为主的创新模式,最后提出从改善效率与优化投入结构方面提高自主创新地产出。     

企业家人力资本薪酬模式探讨

本文提出有关企业家的特征和内涵,充分肯定了企业家的异质人力资本应受到重视,理应获得相应的回报,引入EVA的概念提出了一个兼有长期和短期激励作用的薪酬模式。     

透过异质型人力资本理论看国企改革

国企改革的关键是建立符合市场经济的现代企业制度。本文通过对异质型人力资本理论的阐述,提出重视异质型人力资本在企业中的核心作用,并通过分析国企异质型人力资本的运营问题来探讨国企的改革方向。     

透过异质型人力资本理论看国企改革

国企改革的关键是建立符合市场经济的现代企业制度.本文通过对异质型人力资本理论的阐述,提出重视异质型人力资本在企业中的核心作用,并通过分析国企异质型人力资本的运营问题来探讨国企的改革方向.     

经济跨越式发展与技术进步类型选择

技术进步作为经济发展动力,在经济跨越式发展过程中起着重要作用。选择适合本国经济发展战略的技术进步类型,对于我国实现经济跨越式发展有着现实意义。本文通过对技术进步的两种类型:技术模仿与技术创新的分析比较,提出要根据经济发展阶段相机采取不同的技术进步类型,要从自身的要素禀赋结构出发实施技术模仿和加快建立以企业为主体的技术创新体制的建议。     

新兴技术企业人力资本挑战及其应对措施研究

由于新兴技术企业的高风险、高回报、依赖知识以及需要灵活性等特点,人力资本管理面临着更大的挑战。新兴技术企业的发展依赖于创新的环境与机制,人力资本管理是一个重要的方面。分析新兴技术企业人力资本的结构特征、产权特征和激励特征,提出人力资本管理的应对措施。     

基于异质信念和卖空限制的分割市场股票定价

假定分割市场中投资者信息处理能力存在差异,推导了具有异质信念的两阶段定价模型,证明了异质信念和卖空限制是导致H股价格低于A股价格的原因之一,通过A股和H股市场交易数据的实证分析,表明了该模型的合理性和有用性,在一定程度上解释了中国分割资本市场股价的异象,有助于认识中国新兴资本市场的微观结构和市场特征.     

CEO human capital,top management teams,and the acquisition of venture capital in new technology ventures: An empirical analysis

We combine signalling and human capital theory to analyze how competencies of new venture CEOs impact the amount of money technology ventures acquire in venture capital (VC) financing rounds. Using data on 117 financing events in the biotechnology industry, we show that education in management, founder-based firm-specific experience, international experience, and industry-specific experience of the CEO impact the VCs’ financial commitments. Moreover, we find that the effects of management education and industry experience are moderated by the size of the venture's top management team. We discuss the implications of these findings for the research literature on technology ventures and venture capital.     

Technological progress and the market value of firms

Is market valuation of corporations affected by events from their product innovation processes? This review shows that such effects can be determined. Whether markets make rational use of the information cannot be established. The surprise element of any information and closeness to market introduction seem to be two important variables that explain the degree of market response. The study concludes with eight statements on what we know and what could or should be investigated in the near future.     

技术不确定条件下的技术创新投资决策分析

技术不确定性是技术创新投资的主要特点。在技术创新投资模型的基础上引入技术不确定性,从而得到双头垄断企业在技术不确定条件下的最优投资时点。同时,在此基础上分析了技术不确定性及技术不确定的相关度对投资时点的影响。     

A performative exploration of the lifeworlds of human capital and financial capital: an intellectual capital case vignette

Journal of Management and Governance - The primary purpose here is to briefly outline and illustrate how one particular relationist/realist ontological approach to performative research, with a...     

State fragility and informal entrepreneurship: The moderating effects of human capital under varying temporal orientations

This study examines the linkage between state fragility and informal entrepreneurship and the moderating effects of human capital on this linkage under varying temporal orientations. Using data on 429 observations from 62 countries for the 2006–2017 period, we find a positive linkage between state fragility and informal entrepreneurship. Moreover, both human capital and long-term orientation weaken the linkage, while the moderating role of human capital is weaker in long-term-oriented countries. This study advances our knowledge of the implications of state fragility for entrepreneurship and the antecedents of informal entrepreneurship. It also assists in illustrating the wide variation in the level of informal entrepreneurship across countries, thereby contributing to the comparative international entrepreneurship literature.     

期望未来损失约束下的最优投资问题

在标准的Black-Scholes 型金融市场下,建立了期望未来损失( expected future loss;EFL)约束下基于终端财富效用最大化的投资组合选择模型.运用鞅和优化方法,得到了一般效用投资者在投资计划期内任意时刻的最优财富和最优投资组合选择策略.在对数效用函数下,得到了投资者在投资计划期内任意时刻的最优财富和最优投资组合选择策略的显式表达式.     

Trends and challenges of developing human capital in India

With the population touching 1.2 billion, half of which is around 25 years of age, India is set to be among one of the top countries for human capital in the next two decades. While the country has been making rapid progress economically, human capital additions may remain marginal and may not keep up with the pace of economic growth unless accompanied by planned development of manpower. The Indian corporate sector was the first to start a dedicated HR function 30 years ago and the nation was the first to have a Ministry of HRD 20 years ago. Despite the early start, the last two to three decades have provided a mixed bag of experiences and expectations. Conservative HRD policies have not helped India's skill base to develop at the same rate as economic progress. An inadequate research base and the low quality of people entering the HR profession have prevented corporate HRD from becoming more productive than it is now. A lot of attention is directed towards recruitment, retention and compensation strategies rather than to talent multiplication. At the same time, innovative leaders and chief executive officers (CEOs) who have taken up the mantle of HR have made a mark. The future of human capital formation will be bright at the national level if the government makes more intense efforts to build human capital and becomes more innovative and expansive. At the corporate level, the credibility of HR is still suspect as it has not been able to match its steps with those of India's more innovative leaders. Preparation of a new breed of HR professionals combined with education of CEOs in what good HR can do may go a long way in helping Indian HR develop a strong footing.     

Maximizing k-submodular functions under budget constraint: applications and streaming algorithms

Journal of Combinatorial Optimization - Motivated by the practical applications in solving plenty of important combinatorial optimization problems, this paper investigates the Budgeted k-Submodular...