Human Capital Model Research Articles

The present value of human life losses associated with COVID-19 and likely productivity losses averted through COVID-19 vaccination in Madagascar

BackgroundAs of 3 March 2023, Madagascar had reported 1,422 deaths from COVID-19. Up to now, there hasn't been a study to estimate the Total Present Value of Human Life lost TPVHLMADAGASCAR\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\left({TPVHL}_{MADAGASCAR}\\right)$$\\end{document}, productivity losses, and potential productivity losses averted through COVID-19 vaccination for use in advocacy. The study reported in this paper aimed to fill these information gaps.MethodsThe Human Capital Model (HCM) was used to estimate the TPVHLMADAGASCAR\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$${TPVHL}_{MADAGASCAR}$$\\end{document}, which is the sum of the discounted value of human life losses among individuals in seven different age groups. The Present Value of Human Life for each age group PVHLi\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$$\\left({PVHL}_{i}\\right)$$\\end{document} was calculated by multiplying the discount factor, the undiscounted years of life, the non-health gross domestic product (GDP) per capita, and the number of COVID-19 deaths in that age group.To test the robustness of the results, the HCM was rerun five times, assuming (i) a 5% discount rate, (ii) a 10% discount rate, (iii) Africa’s highest average life expectancy at birth of 78.76 years, (iv) the world's highest life expectancy of 88.17 years, (v) projected excess COVID-19 mortality of 11,418.66 deaths as of 3 March 2023 in Madagascar, and assuming different levels of vaccine coverage: 100%, 70%, 60.93%, and 8.266%.ResultsThe 1,422 human lives lost due to COVID-19 had a TPVHLMADAGASCAR\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$${TPVHL}_{MADAGASCAR}$$\\end{document} of Int$ 46,331,412; and an average of Int$ 32,582 per human life. Re-estimation of the HCM, using (i) discount rates of 5% and 10% reduced TPVHLMADAGASCAR\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$${TPVHL}_{MADAGASCAR}$$\\end{document} by 23% and 53%, respectively; (ii) average life expectancies of 78.76 years and 88.17 years increased TPVHLMADAGASCAR\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$${TPVHL}_{MADAGASCAR}$$\\end{document} by 23.7% and 39.5%, respectively; (iii) projected excess COVID-19 mortality of 11,418.66 augmented TPVHLMADAGASCAR\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$${TPVHL}_{MADAGASCAR}$$\\end{document} by 703%. Furthermore, it is estimated that vaccinating 70% of the target population could potentially save the country Int$ 1.1 billion, equivalent to 1.94% of the GDP.ConclusionsThe COVID-19 pandemic has resulted in significant health and productivity losses for Madagascar. Optimizing COVID-19 vaccination coverage for the target population could substantially reduce these losses.

Effects of autism spectrum disorder on parents labour market: Productivity loss and policy evaluation in Kazakhstan.

Kazakhstan has witnessed a significant increase in the number of Autism Spectrum Disorder cases due to the implementation of mechanisms for early detection. However, despite these efforts, accessing quality services and effective interventions for individuals with Autism Spectrum Disorder remains challenging. While the government has implemented various policies to address the impact of Autism Spectrum Disorder on the labour market, especially for those with disabilities, the effectiveness of these policies needs to be evaluated. Therefore, this article aims to estimate the loss of productivity by calculating the cost of non-working for parents of children with Autism Spectrum Disorder. To achieve this goal, we combine data from official sources with data from our own survey to estimate the loss of productivity using human capital models. In addition, we conduct policy simulations to assess the impact of the existing policy implemented in Kazakhstan that recognises the time of caring for children with Autism Spectrum Disorder and disability as working in the paid labour market. Our results reveal that the productivity loss is substantial, with mothers of children with Autism Spectrum Disorder being particularly affected. Furthermore, based on the outcomes of the policy simulations, it becomes evident that policies solely targeting parents of children with Autism Spectrum Disorder and disability are insufficient to address the labour market gaps and the consequent loss of productivity. To effectively mitigate the impact of Autism Spectrum Disorder in the labour market, a more comprehensive approach is needed. This approach should encompass a broader range of interventions and support mechanisms, including those for individuals without disabilities and parents of children with Autism Spectrum Disorder.

Efficacy of continuous employee learning and development in the South African public service between 2014 to 2023 era

Modern technologies have intensified innovations and necessitated changes in public service processes and operations. Continuous employee learning development (CELD) is one means of the molecule-atom that keep employees motivated and sustain competitiveness. The study explored the efficacy of CELD in relation to modern technology in the South African (SA) public service departments between 2014 to 2023 era. Departments are faced with challenge of equipping their employees with adequate professional and technical skills for both the present and the future in order to deliver specific government priorities. Data for the study were gathered utilizing a qualitative semi-structured e-questionnaire. The study sample consisted of 677 human capital development practitioners from national and provincial government departments in SA. The inefficacy CELD and the inadequacy of technological infrastructure and service delivery can be attributed to the failure by executive management and senior managers to invest in CELD to prepare employees for digital world. It is recommended that departments should use Ruggles’s knowledge management, Kirkpatrick’s training, and Becker and Schultz’s human capital models as sound measurement tools in order to gain a true return on investment. The study adds pragmatic insight into the value of CELD in the new technological environment in public service departments.

Moving motivated by work or proximity to family and labour market outcomes in the Netherlands

The classical human-capital model of migration posits that internal migration should lead to improved individual labour market outcomes. However, later empirical and theoretical work has emphasised that the outcomes of migration may be positive for some, but negative for others, depending on, for example, gender and the motive for moving. We investigate the labour market outcomes after moves motivated by work, moves motivated by proximity to family, and moves motivated by both work and family at the same time, compared with not moving. We use data from the Netherlands’ Housing Surveys of 2006, 2009, 2012, 2015, and 2018 matched with register data (N ~ 350,000 person-years). We find that men’s and women’s moves for work, and moves for both family and work, are positively associated with outcomes in terms of individual income, employment, and labour supply (hours worked). We do not find such positive associations for moves motivated by family proximity only, but we hardly find negative associations. We do not replicate the finding of previous research for Sweden that moves for family proximity were associated with an increased likelihood of transitions out of unemployment. However, we find some evidence that women’s moves motivated by both work and family proximity are associated with an increase in labour supply.

The extended Grossman human capital model with endogenous demand for knowledge

This paper extends the Grossman human capital model by including endogenous demand for knowledge capital. Human capital investment behavior is modeled from the start of a person's life rather than only after she has acquired the optimal stock of knowledge capital or reached the mandatory schooling age. The general condition for the optimal knowledge capital stock and the optimal health capital stock is derived, and the conditions for an individual's choices of interior and corner solutions for learning time that increases knowledge capital stock are presented. The extended Grossman human capital model provides a theoretical basis for explaining and predicting the effects of economic conditions on educational attainment from a distinctive perspective based on the joint determination of health capital and knowledge capital.

Children’s time allocation and the socioeconomic gap in human capital

Children’s time investments in various activities may be important for reducing socioeconomic status (SES) gaps in educational and mental health outcomes. Using detailed time use diaries of Australian children aged 4–14, we observe that children from low SES backgrounds spend more time on digital media and less time on out-of-school enrichment activities, organised or for leisure. We explain the SES gap by employing a human capital development panel model and find that this difference contributes about 3% to the observed SES gap in numeracy skills. The results are supported by exogeneity tests and numerous robustness checks. The contribution is larger for males, older age groups, and if the cumulative effect on learning is considered. No clear results are found for literacy skills and mental health outcomes. The findings imply that interventions promoting a shift away from digital media towards out-of-school enrichment activities could help reduce the SES gap in human capital.

A human capital simulation model in innovation projects

The main aspects of three concepts––human capital, innovation projects, and simulation modeling––are considered, and a simulation model is proposed to describe the role of human capital in innovation projects. This high-level abstraction model is intended to study the role of the social component in the organizational structure of an innovation project in a general context (at the level of an economic sector, an enterprise, or part of an enterprise). It is treated primarily as a tool for tracking the dynamics of projects considering the state of human capital of the system. The model consists of two main components, namely, a basic simulation model in system dynamics terms and an agent-based component of the model describing human capital dynamics. The model is a conceptual tool that requires calibration and refinement when being implemented in a particular organization.

A human capital simulation model in innovation projects

A human capital simulation model in innovation projects

Temperament traits and economic preferences predict occupational choice beyond human capital variables

Standard labor market models have mainly focused on human capital theory, which emphasizes the role of education, experience, and individuals’ different skill levels in determining occupational choice. The recent literature, however, has shown that noncognitive (“soft”) skills are also strong predictors for vocational behavior. Economics provides little guidance on the effects of noncognitive skills on occupational choice. In applied psychology, personality/temperament traits and economic preferences refer to the characteristics explaining how individuals may act differently in similar situations related to occupational choice. We utilize the Northern Finland Birth Cohort 1966 (n = 4,731 to 5,882) to explore the value of incorporating temperament traits and economic preferences in occupational choice. We explore whether temperament traits contribute to occupational choice, using data from the NFBC1966 for the years 2004 to 2012, inclusive. Occupational groups are chosen to be distinct with respect to the requisite skills, education levels, and tasks. The novelty of our data allows us to determine whether temperament traits and economic preferences have significant impacts on occupational choice, while controlling for other variables related to the human capital approach. We find that temperament traits and economic preferences are important contributors of vocational behavior. Our analysis highlights that it is important to jointly explore the effects of the human capital model, noncognitive traits and other nonpecuniary factors in analyzing occupational choices among individuals. We reveal distinct temperament traits for different occupations. To our knowledge, there exists no evidence about how individuals’ temperament traits, economic preferences, and the human capital approach jointly are sorted into occupational choices. In addition, the novelty of our data allows us to include education, among other factors, to control our findings. We find significant differences across occupations regarding temperament traits.

Perceived likelihood of standard employment by client organizations and the career mobility of outsourced employees: a self-driving human capital increment model

Externalized employment, aimed at reducing labor costs, is becoming increasingly prevalent. However, the effective implementation of management practices to improve the career mobility of outsourced employees remains unknown. Drawing from social cognitive theory, this study constructs a self-driven career mobility model for outsourced employees. What’s more, this study proposes the concept of differentiation in perceived organizational supports (DPOS), that is ‘the relative degree of outsourced employee’s perception of support from client organizational exceeds that from supplier organization in triangular employment relationships’, and regards it as a key boundary condition for outsourced employees to interpret the cognition of employment opportunities. Data were collected from a three-wave survey of 271 outsourced employees from 52 interorganizational teams. Results showed that the perceived likelihood of standard employment (PLSE) by client organizations positively predicts outsourced employees’ turnover intention from supplier organization. Job-related human capital development (JRHCD) and occupational self-efficacy play a chain mediating role between PLSE and turnover intention. DPOS moderates the relationship between PLSE and JRHCD, and also moderates the mediating and chain mediating effect of JRHCD and occupational self-efficacy. We discuss the implications of findings for outsourcing management research and practice.

Gender features of human capital development in the Republic of Kazakhstan

The basis of this study was the analysis of the human capital reproductive processes in the Republic of Kazakhstan, considering the gender component. The object was the human capital of Kazakhstan’s regions, and the subject was the gender aspect of human capital development. Mincer’s supplemented human capital assessment model was the primary model for calculating human capital. Factors influencing the effective use of human capital in the regions, considering the gender component, were identified, and their indices were calculated. The analysis showed a persistent gender gap in life expectancy, education level, income, and labour market. Based on the results, leader and outsider regions in terms of the accumulated human capital level were identified. The analysis indicates the responsible attitude of the government of the Republic of Kazakhstan towards developing gender equality. Over the past ten years, Kazakhstan has advanced significantly in its efforts to empower women in the socio-political sphere. The Republic of Kazakhstan has assumed obligations under several international agreements, adopted many laws, and developed government measures critical for increasing women’s participation in government activities.

Design of corporate human capital value measurement model based on binary tree

The measurement process of corporate human capital value ignores the in-depth analysis of the influencing factors of value measurement, which leads to the inaccuracy of the measurement result of corporate human capital value. Therefore, taking an enterprise in Heilongjiang Province as the research object, a measurement model of enterprise human capital value based on binary tree is designed. Establish the corporate human capital value measurement index system, and initially fix the human capital value. Calculate the floating value of human capital under the complete information, and determine the influencing factors of human capital value measurement. The human capital value of enterprise under incomplete information is calculated to complete the construction of the measurement model of human capital value of enterprise based on binary tree. Taking the actual human resource performance score of an enterprise from 2019 to 2022 as an example, the experiment proved that the design model and the traditional measurement model evaluated the enterprise human resource performance, and proved that the measurement model based on binary tree was more accurate than the traditional model, and the final measurement accuracy of the design model reached 93.5%. Compared with the traditional measurement model ahead of 18.5%–10.3%, compared with the current advanced measurement model ahead of 5.2%–5.7%. The evaluation Angle in the research is slightly lacking of practical significance, and further research can carry out further evaluation on income to maximize the practical significance of the research. However, the model is evaluated from the perspective of pricing, but in real life, the value of enterprise human capital is reflected in income distribution. Therefore, if the measurement of human capital value is combined with income distribution in the next step, the research results will be closer to the actual situation and will have more practical significance.

Aggregate and distributional effects of school closure mitigation policies: Public versus private education

We use a human capital formation model to compare extending school time to private education subsidies in mitigating the adverse effects of school closures. The impact on inequality and mobility depends crucially on the substitutability between private and public inputs.

The nursing human capital value model

The nursing human capital value model

Human Capital Disclosure, Business Model and Firm Value: Empirical Evidence from Kenya and South Africa

High volatility and decline in firm value has been spotted for listed companies in Kenya as revealed by large deviations between market-to-book value ratios. This has prompted organisations to adopt integrated reporting to enhance accounting information disclosures that has long been linked with firm value. However, studies examining this form of reporting and its contribution to the value of the company and its variant stakeholders remain scanty in the context of Africa. The purpose of this research is to investigate and demonstrate the relationship amongst human capital disclosure, business model and value of listed companies in Kenya and South Africa. The study was braced on the Stakeholder and legitimacy theories. The research design was both exploratory and confirmatory. Secondary data was collected from 137 purposefully selected companies for the period 2018-2020. An unweighted disclosure index was used to measure human capital disclosure, whilst, firm value was measured using Tobin’s Q ratio. Frequency tables were used for data presentation and descriptive statistics was conducted to summarize and describe the data. Pearson correlation analysis was used in measuring the strength and direction of relationships between variables, while, stepwise regression analysis method was applied in testing for mediation effects. The results depict that human capital disclosure has a statistically significant effect on firm value. However, the effect was negative for Kenya and South Africa revealed a positive effect. Human capital disclosure and business model evinced a positive and significant relationship. Human capital transmitted part of its effect on firm value through the entity business model, with Kenyan listed firms revealing inconsistent mediation, whereas, South African companies reported full/complete mediation. The study recommends mandatory disclosures of human capital and business model aspects of integrated reporting by Kenyan listed companies due to its effect on firm value.

ЧЕЛОВЕЧЕСКИЙ КАПИТАЛ КАК ОСНОВА ФОРМИРОВАНИЯ ИННОВАЦИОННО-ИНФОРМАЦИОННОЙ ЭКОНОМИКИ РЕГИОНА: СИСТЕМНО-КРИТЕРИAЛЬНЫЙ ПОДХОД

Focusing on current dynamics, the article examines trends in regional development and innovation activity in Russia. In the context of the growing role of local communities in innovation processes, their influence on the overall economic situation in the country is emphasized. The variety of unique features of each region, which can become the basis for innovative development, is analyzed. Particular attention is paid to the negative impact of economic inequality between regions on the effective use of human capital and the formation of a national innovation system. It is noted that economic inequality can be a significant obstacle to economic growth, both at the regional and federal levels. In the context of global practice and historical precedents, the article discusses the impact of economic isolation on accelerating the development of innovative technologies. Data from a Bloomberg study on world leaders in innovation are presented, while Russia occupies a relatively modest place. The need for a systematic approach to regional development and innovation policy to effectively manage economic challenges and incentives is emphasized. The article emphasizes the importance of developing innovation systems, including supporting innovation infrastructure and stimulating innovation activities. Strategic issues such as international competition, the role of human capital in economic development, and resource management with a long-term perspective are also discussed. The complex nature of human capital and its impact on the economic and social dynamics of society are highlighted. The importance of investments in education, healthcare and innovation to stimulate economic growth is noted. The article also discusses the challenges and difficulties in managing human capital in a rapidly changing economic and technological environment. To develop models of human capital development, the authors recommend taking into account its unique characteristics, as well as the principles that ensure the effective functioning of human capital development models and allow the transformation of theoretical concepts into specific practical recommendations and actions based on available data.

Emotional intelligence and analytical skill as human capital factors influencing competitiveness through analysis of Toyota Kata, Kaizen and Quality 4.0: empirical study conducted during COVID-19

PurposeThis study empirically tests a model of human capital (HC) factors affecting the organisational competitiveness (OC) of automotive parts suppliers in the Industry 4.0 framework, including concepts such as Toyota Kata (TK), Kaizen and Quality 4.0, during the coronavirus disease 2019 pandemic.Design/methodology/approachAn instrument was created to measure emotional intelligence (EI) and analytical skill (AS) as input variables and OC as the output variable. The instrument was distributed electronically to Tier 1 non-technical employees in Nuevo León and Querétaro, México. A total of 195 surveys were obtained. The instrument used stepwise multiple linear regression.FindingsThis study proposes a model to strengthen the OC of Tier 1 automotive parts supply industry from the perspective of HC factors. Furthermore, it is shown that EI and AS have a positive and significant impact on OC.Practical implicationsFrom an HC perspective, this study provides a useful basis to improve OC for researchers, industry experts and managers at different levels of the automotive industry, including the triple helix (academia, industry and the government).Originality/valueNo studies simultaneously test the relationship of EI and AS to OC; therefore, this study fills a gap in the literature. Furthermore, the study explored the literature on individual Kaizen (IK) and TK, leading to a contrast between the definitions of EI and AS. Finally, for EI, a reference to motivation was found in the IK. In the case of AS, an orientation to ability of problem solving was found in TK.

The human capital and human capability models: Showing the connection between graduation and employment

The purpose of the paper is to examine the human capital and human capability models in order to show the connection between graduation and employment. There appear to be topical issues in Zimbabwean electronic and print media regarding the complaint of the mismatch between the students’ training and the product of graduates, which may lead to the failure to meet the industry’s needs. The mismatch between the university curriculum and national developmental needs results in the production of graduates who have to be trained in order to be employable in industry, and this little linkage led me to write this paper. A qualitative interpretive study of the examination of the gap between graduation and employability was used after identifying a small-scale case study with twenty (20) managers and university students that were purposefully sampled and then interviewed. The results of the interviews were presented in tables and graphs, then analyzed and interpreted. The findings of the results revealed that Zimbabwean businesses are suffering from the influx of recent graduates who lack the market-required scientific, technological, social, problem-solving, and creative abilities. The involvement of different stakeholders in higher education institutions, including the government, universities, and industries, should lead to the production of education and economic policy’s new language, posture, position, and direction that Zimbabwe could take to stabilize the economy. A new stable season where values are corrected and projected towards economic recovery, industrialization of the economy, and the creation of employment can be realized.

Digital education utopia

ABSTRACT This paper uses Levitas’s (2013) ‘utopia as method’ as a way to approach the histories of digital education and its utopian possibilities. The themes of emergence, openness and desire are woven through the three modes of Levitas’s method. First, an archaeological analysis considers the relationship between digital education, lifelong learning and utopia in the political programmes of UNESCO, OECD and the UK government. Second, Levitas’s ‘utopia as ontology’ considers how critical digital education might help move us from the paradigm of the locked-down ‘data subject’ within a human capital model of education toward emergent and more-than-human ways of understanding. Third, the method’s architectural phase is used to explore how a future for digital education might be imagined through the themes of ecopedagogy, diversity of knowledge and the end of institutions. The paper argues that the new twenty-first century utopian imagination might help us to imagine and build better futures for digital education.

Geography of migration motives: Matching migration motives with socioeconomic data

Abstract Motives behind internal migration reported by internal migrants often differ from those assumed by standard economic and social theories. This research aims to narrow the gap between the stated motives and those suggested by human capital models. It relates the net migration rates by specific motives to socioeconomic and sociodemographic variables at the LAU 1 level in the period 1997–2021 in Slovakia. This research establishes that most of the stated motives behind internal migration (housing and family) differ from those assumed by human capital theories. This finding is valid for motives stated at the proximal level. The analysis of migration rates and housing supply indicates a substantial concentration of interdistrict migrants in suburban districts of affluent metropolitan regions. This finding resonates with assumptions on the latent importance of employment and income for internal migration.