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This paper aims to understand the differing impacts of wealth distribution on human capital accumulation and skilled-unskilled labour generation under three educational paradigms as follows: private, public and a system of mixed education.

The authors use an overlapping generations model.

The wealth dynamics show that both in the private education system and public education system, there are two possible outcomes- stagnation and steady growth depending on the efficiency of the education system, skill premium and other parameters. The choice of the education system through voting is discussed. It is found that skilled workers would always vote for private education whilst unskilled workers vote for private education if public education expenditure of the economy is low.

The study is subject to several limitations. This paper considers the rate of interest and wage rate to be exogenously given, and thus ignores the general equilibrium effects. The authors do not consider the labour-leisure choice. The introduction of labour leisure choice in the model would alter many of the results. The authors do not consider heterogeneous ability across individuals. The analysis of the differential efficiency of the different education systems needs further, rigorous research. Also, this paper does not consider other occupations such as entrepreneurship and self-employment. This paper considers the labour demand function to be perfectly elastic, and hence, does not consider any demand constraint. What happens if bequests are taxed? What happens if parents are not altruistic? These questions may be addressed in future research.

If the proportion of tax paying skilled labour is low in any country, pure public education may not be able to generate sustained human capital growth. For countries with a sufficiently large proportion of skilled labour, the public education system would be successful. On the other hand, if skill premium is low or the education system is poorly managed private education system may fail too.

Whilst investigating the effects of public vs private education on growth and development in the presence of unequal wealth distribution, The authors have tried to address a few questions. First, why the public education system has been successful in skill accumulation in developed countries whilst it has failed to do so in less developed countries? Second, why do some countries with mostly privately run educational institutions perform much better in human capital production whilst others do not? Third, in an economy with unequal wealth distribution, what are the factors that result in public or private education as a voting equilibrium outcome?

The international community recognizes the role of entrepreneurship education in fostering economic growth and sustainable development. However, preparing the next generation of entrepreneurs is not an easy task, since today’s complexity requires the creation of skills and capabilities for which the traditional programs reveal their inadequacy. Some scholars remark how entrepreneurship education and entrepreneurial intention are not necessarily related and, in line with policy makers’ concerns, call for educational programs more routed in financial skills’ enhancement. The purpose of this paper is to explore the potential of system dynamics (SD) for entrepreneurial education, investigating the relationships between financial and entrepreneurial skills’ formation and business development.

The paper introduces the main elements of SD, describes literature streams of SD applications fitting the entrepreneurial education spheres and proposes an SD’ insight model based on selected literature and declined in terms of stock-and-flow and causal loop structures.

The study provides a causal model capturing the links between the processes of entrepreneurial skill formation and firms’ start-ups and closures. Such model introduces a double effect of financial literacy on entrepreneurial orientation and locates the contribution of simulated entrepreneurial decisions in formal and informal educational contexts.

The paper displays how SD can contribute to entrepreneurship and presents an original causal model highlighting the accumulation of financial and non-financial skills through education and experience, their impact on business development and the usefulness of SD methodology for skill achievement.

This paper provides more insight into the assumption of human capital theory that the productivity of job-related training is driven by the improvement of workers’ skills. We analyze the extent to which training and informal learning on the job are related to employee skill development and consider the heterogeneity of this relationship with respect to workers’ skill mismatch at job entry. Using data from the 2014 European Skills and Jobs Survey, we find – as assumed by human capital theory – that employees who participated in training or informal learning show greater improvement of their skills than those who did not. The contribution of informal learning to employee skill development appears to be larger than that of training participation. Nevertheless, both forms of learning are shown to be complementary. This complementarity between training and informal learning is related to a significant additional improvement of workers’ skills. The skill development of workers who were initially underskilled for their job seems to benefit the most from both training and informal learning, whereas the skill development of those who were initially overskilled benefits the least. Work-related learning investments in the latter group seem to be more functional in offsetting skill depreciation than in fostering skill accumulation.

A new round of technological revolution is impacting various aspects of society. However, the importance of technology adoption in fostering firm innovation is underexplored. Therefore, this study aims to investigate whether robot adoption affects technological innovation and how human capital plays a role in this relationship in the era of circular economy.

Based on the robot adoption data from the International Federation of Robotics (IFR) and panel data of China's listed manufacturing firms from 2011 to 2020, this study uses regression models to test the impact of industrial robots on firm innovation and the mediating role of human capital.

The results demonstrate that the adoption of industrial robots can significantly promote high-quality innovation. Specifically, a one-unit increase in the number of robots per 100 employees is associated with a 13.52% increase in the number of invention patent applications in the following year. The mechanism tests show that industrial robots drive firm innovation by accumulating more highly educated workers and allocating more workers to R&D jobs. The findings are more significant for firms in industries with low market concentration, in labor-intensive industries and in regions with a shortage of high-end talent.

Due to data limitations, the sample of this study is limited to listed manufacturing firms, so the impact of industrial robots on promoting innovation may be underestimated. In addition, this study cannot observe the dynamic process of human capital management by firms after adopting robots.

The Chinese government should continue to promote the intelligent upgrading of the manufacturing industry and facilitate the promotion of robots in innovation. This implication can also be applied to developing countries that hope to learn from China's experience. In addition, this study emphasizes the role of human capital in the innovation-promoting process of robots. This highlights the importance of firms to strengthen employee education and training.

The adoption of industrial robots has profoundly influenced the production and lifestyle of human society. This study finds that the adoption of robots contributes to firm innovation, which helps people gain a deeper understanding of the positive impacts brought about by industrial intelligence.

By exploring the impact of industrial robots on firm innovation, this study offers crucial evidence at the firm level to comprehend the economic implications of robot adoption based on circular economy and human perspectives. Moreover, this study reveals that human capital is an important factor in how industrial robots affect firm innovation, providing an important complement to previous studies.

This paper uses data from the Cedefop European Skills and Jobs survey (ESJS) (Cedefop, 2014, ESJS microdata are Cedefop copyright and are reproduced with the permission of Cedefop. Further information is available at Cedefop, 2015), a new international dataset on skill mismatch of adult workers in 28 EU countries, to decompose the wage penalty of overeducated workers. The ESJ survey allows for integration of a rich set of variables in the estimation of the effect of overeducation on earnings, such as individuals’ job search motives and the skill needs of their jobs. Oaxaca decomposition techniques are employed to uncover the extent to which the earnings penalties of overeducated workers can be attributed to either (i) individual human capital attributes, (ii) job characteristics, (iii) information asymmetries, (iv) compensating job attributes, or (iv) assignment to jobs with different skill needs. Differences in human capital and job-skill requirements are important factors in explaining the wage premium. It is found that asymmetry of information accounts for a significant part of the overeducation wage penalty of tertiary education graduates, whereas job characteristics and the low skill content of their jobs can explain most of the wage gap for medium-qualified employees. Little evidence is found in favor of equilibrium theories of compensating wage differentials and career mobility. Accepting that much remains to be learned with regards to the drivers of overeducation, this paper provides evidence in support of the need for customized policy responses to tackle overeducation.

The purpose of this paper is to investigate the effect of temporary migration on the upward occupational mobility by using a novel database from Estonia.

The authors use a unique data set of the online job search portal of Estonia that includes thousands of employees with foreign work experience. The authors study whether the presence of temporary migration in ones working career is associated with upward movement in the occupational ladder, defined either in terms of wages or required human capital.

The authors did not find any positive effect of temporary migration on upward occupational mobility and in case of females the effect was negative. The results could be related to the short-term nature of migration and the occupational downshifting abroad as well as the functioning of home country labour market.

While the uniqueness of the data set is of value, one needs to acknowledge its weaknesses: the job-seekers work histories are self-reported and the authors do not know what information was left out as undesired by applicant.

The findings imply that the benefits of temporary migration from Eastern to Western Europe on the sending country via the returnees’ labour market performance might be limited, yet it does not exclude the benefits of return migration through other mechanism.

The literature on return migration is not big and there are only a few papers dealing with occupational change or mobility of the return migrants. Compared to earlier studies we have looked at wider set of occupations ranked by different ladders. Using the unique data set the authors have included in the study ca 7,500 return migrants while earlier studies have been based on rather small samples.

The objective of the study is to identify and explore factors affecting the productivity of companies in the Czech Republic with a focus on the role of firm size, firm age, indebtedness and long-term negative equity, efficiency of assets usage, liquidity, legal form, location and sector affiliation.

The study utilizes a large unbalanced panel dataset of 91,257 firms (548,998 observations in total) covering the period 2000–2019. The dependent variable, i.e. total factor productivity (TFP), reflecting the overall firm productivity, was estimated by ordinary least squares (OLS) regression. The main findings were obtained through the estimation of two econometric models explaining the effects of factors on firm-level TFP. First, the OLS regressions together with Nomenclature of Territorial Units for Statistics (NUTS) 3 regions, year dummies and robust standard errors were estimated. Second, as a robustness check, the very same model was estimated with the random effects (RE) generalized least squares (GLS) method.

The analysis has shown a statistically significant U-shaped relationship (with the turning point of 38, resp. 36 years) between firm age and the overall TFP among the Czech enterprises. The authors provide two key findings in terms of a firm size-productivity relationship. Firms with fewer employees, often officially registered as self-employed individuals/freelancers, report higher levels of productivity. Nevertheless, when it comes to firm property (assets), the authors find a positive relationship between firm size and TFP. A high proportion of debts in the capital structure of analysed companies, or even negative equity, has been negatively associated with TFP levels.

More research is needed in the deeper exploration of sectoral and regional determinants of firm TFP, as both regional and sectoral heterogeneity were observed in the study. The authors propose the employment of a multi-level modelling approach, including a range of continuous variables and investigation of their role in shaping firm-level productivity.

Concerning the results, managers should be mindful of optimal capital structure principles due to the negative impact of a high level of debts on the productivity level. High indebtedness means high-interest payments drawing earnings off, which may be, especially in the long term, a hindrance to investments. The entrepreneurship and small- and medium-sized enterprise policies may be targeted at the soft policy actions, including advisory services and counselling on business development or risk and on the provision of financial capital allowing firms to strive for growth-oriented projects.

To the best of the authors' knowledge, this is the first attempt to provide insight into the firm-level productivity determinants, based on the large dataset covering enterprises across the whole economy over the long term, representing the structure of the country's entrepreneurial activity.

The high turnover rate among interns exacerbates the shortage of human resources in the hospitality industry. This study is based on previous concerns about the impact of occupational stigma and internship on turnover intention. This study aims to explore how the career adaptability of interns influences their perception of occupational stigma and occupational identity.

By using stratified sampling, semistructured interviews were conducted with 34 respondents who had academic and vocational education backgrounds. The data analysis was performed using the thematic analysis method.

This study demonstrates that a high level of career adaptability helps to reduce interns’ perception of occupational stigma and strengthen their occupational identity. Students from academic and vocational schools display different levels of career adaptability in terms of job matching and career promotion. In addition, the long-term influence on occupational identity is more significant from professional development potential compared to job adaptation.

This study provides valuable insights into the complex relationship between occupational stigma and occupational identity from the perspective of career adaptability. Moreover, it highlights the importance of job adaption, matching, promotion and professional development in retaining talent within the hospitality industry.

This study innovatively focuses on job matching and career promotion for coping with occupational stigma. It also considers interns’ educational backgrounds, facilitating further understanding of occupational identity under the influence of stigma. A fresh perspective on talent adaptation and retention in the hospitality industry is provided.

实习生的高流动率加剧了酒店业人力资源的短缺。本研究在职业污名与实习对离职倾向影响的研究基础上, 主要探讨了实习生的职业适应如何影响其职业污名感知和职业认同。

研究采用分层抽样的方法, 对34名拥有学术和职业教育背景的受访者进行半结构访谈, 并采用主题分析法进行数据分析。

研究发现, 良好的职业适应有助于减少实习生的职业污名感知, 并增强其职业认同。学术学校和职业学校的学生在工作匹配和职业晋升方面表现出不同程度的职业适应。此外, 职业发展潜力对职业认同的影响比工作适应更加长远。

本研究从职业适应的角度对职业污名与职业认同之间的复杂关系提供了有价值的见解。此外, 它还强调了工作适应、匹配、晋升和专业发展在酒店业人才保留方面的重要性。

本研究创新地关注了职业匹配与职业晋升对应对职业污名和提升职业认同的影响。研究还考虑了实习生教育背景的差异性, 进一步深化对污名影响下的职业认同的理解, 为酒店行业的人才适应和保留提供了一个新的研究视角。

La elevada tasa de rotación entre los trabajadores en prácticas agrava la escasez de recursos humanos en el sector de la hostelería. Este estudio se basa en preocupaciones previas sobre el impacto del estigma ocupacional y las prácticas en la intención de rotación. Explora principalmente cómo influye la adaptabilidad profesional de los becarios en su percepción del estigma ocupacional y la identidad ocupacional.

Mediante un muestreo estratificado, se realizaron entrevistas semiestructuradas a 34 encuestados con formación académica y profesional. El análisis de los datos se realizó mediante el método de análisis temático.

Este estudio demuestra que un alto nivel de adaptabilidad profesional contribuye a reducir la percepción de estigma ocupacional de los estudiantes en prácticas y a reforzar su identidad ocupacional. Los estudiantes de escuelas académicas y de formación profesional muestran diferentes niveles de adaptabilidad profesional en términos de adecuación al puesto de trabajo y promoción profesional. Además, la influencia a largo plazo sobre la identidad ocupacional es más significativa del potencial de desarrollo profesional en comparación con la adaptación laboral.

El estudio aporta información valiosa sobre la compleja relación entre el estigma ocupacional y la identidad ocupacional desde la perspectiva de la adaptabilidad profesional. Además, pone de relieve la importancia de la adaptación del puesto de trabajo, el emparejamiento, la promoción y el desarrollo profesional para retener el talento dentro de la industria de la hostelería.

Este estudio se centra de forma innovadora en la adecuación al puesto de trabajo y la promoción profesional para hacer frente al estigma laboral. También tiene en cuenta los antecedentes educativos de los becarios, lo que facilita una mayor comprensión de la identidad ocupacional bajo la influencia del estigma. Se aporta una nueva perspectiva sobre la adaptación y la retención del talento en la industria de la hostelería.

Increasing regional wealth disparities have been explained by the role of agglomeration economies and the concentration of skilled mobile human capital. This paper aims to draw out the role of the housing market by considering the differential experience of Germany and the UK.

The empirical analysis is based on the comparison of regional house price trends in Germany and UK-based annual data from 1991 to 2015.

Regional house price inequality is found to have increased in both countries with the spatial concentration of skilled human capital. However, the main conclusion is that there are differential paths to regional house price inequality explained by the parameters of each country’s housing market.

The research is the first to compare and explain differential regional house price trends across countries.

Highlights that although the idea that competences are underlying sustainable competitive advanta ges is central, there has been no thorough investigation into the very nature of competences in the strategic management literature. Uses theories on the sociology of knowledge to advance the resource‐based perspective of the firm into a coherent perspective of competences. Discusses the implications on sustainable competitive advantages by focusing on the processes of imitation of competences in different social contexts. Proposes that the emergent competence‐based perspective of the firm has several important implications for management research and theory building.