workforce

In Silicon Valleys computer cluster, skilled employees are reported to move rapidly between competing firms, according to the authors. If true, this job-hopping facilitates the reallocation of resources towards firms with superior innovations, but it also creates human capital externalities that reduce incentives to invest in new knowledge.

The report reveals that by strategically combining resources, institutions can deliver services targeted to meet regional employer needs while providing extensive preparation and support for program participants.

The authors incorporate the now standard knowledge-capital model of multinational firms in a new economic geography setting. The theoretical predictions of the model suggest that unskilled labor mobility leads to less concentration of production than skilled labor mobility does.

The report uses 15 indicators to compare the southern states with the U.S. overall in workforce development. According to the reports findings, the south lags slightly behind in several indicators.

Using data drawn from the Survey of Earned Doctorates and the Survey of Doctoral Recipients, the study shows that a foreign student influx into a particular doctoral field at a particular time had a significant and adverse effect on the earnings of doctorates in that field who graduated at roughly the same time.

The author discusses a structural problem facing the United States with respect to policy responses in the context of trade and technological change and their impact on workers. Both trade and technological change have put enormous pressure on the U.S. economy to raise the skill level of the workforce.

This research reveals that, when controlling for full-time and year-round workers and the average education of workers, private sector workers are compensated at higher rates than public sector workers.

This article is the second in a series reporting on new regional asset indicators. The new metrics for measuring a region’s potential assets comprise five categories: Innovation, Workforce, Finance, Lifestyle, and Information. The article analyzes the often underused and overlooked local resource, underemployment, which is a critical workforce asset.

The authors propose a theory of the assignment of heterogeneous agents into hierarchical teams, where less skilled agents specialize in production and more skilled agents specialize in problem solving to determine how the formation of cross-country teams affect the organization of work and the structure of wages.

The paper investigates the effect of organizational and technological changes on job stability of different occupations in France. Findings indicate that the adoption of information technologies is positively correlated to labor flows of blue collar workers while most of the new workplace organizational practices positively influence the managers turnover.