劳动经济学--c09.ppt

劳动经济学_c09Chapter 9Chapter 9Investments in Human Capital:Education and Training人力资本投资：教育与培训本章知识要点人力资本投资特点及基本模型大学全日制教育投资的成本收益分析教育、工资性报酬与离校后的人力资本投资教育的社会成本和社会受益分析3Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.1FIGURE 9.1 The Optimum Acquisition of Human Capital 人力资本的最佳水平4Copyright 2006 Pearson Addison-Wesley.All rights reserved.人力资本投资：基本模型费用，其中包括学费成本，以及在书籍和实际增加的费用或者直接其他物品上的花费不得不放弃的工资性报酬学习常常是困难而且沉闷的，由此而产生的心理损失5Copyright 2006 Pearson Addison-Wesley.All rights reserved.对大学教育的需求现值的概念 B0=B1/(1+r)人力资本投资决策模型的构建 BC6Copyright 2006 Pearson Addison-Wesley.All rights reserved.大学教育人力资本投资理论的推论与看中未来者相比，看中当前者上大学的可能性较小（在其他条件相同的情况下）大多数大学生都是青年人如果上大学的成本上升，则高中毕业生的大学入学率会下降（在其他条件相同的情况下）如果大学毕业生和高中毕业生之间的工资性报酬差距扩大，高中升大学率会上升（在其他条件相同的情况下）7Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.2FIGURE 9.2 Alternative Earnings Streams两种不同的工资性报酬流8Copyright 2006 Pearson Addison-Wesley.All rights reserved.TABLE 9.1TABLE 9.1 Changes in College Enrollments and the College/High School Earnings Differential,by Gender,19702001 大学入学率变化与大学毕业生和高中毕业生之间的工资性报酬差距9Copyright 2006 Pearson Addison-Wesley.All rights reserved.教育、工资性报酬与离校后的人力资本投资10Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.3FIGURE 9.3 Money Earnings(Mean)for Full-Time,Year-Round Male Workers,2003全年从事全日制工作的男性劳动者的货币工资性报酬（平均值），200311Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.4FIGURE 9.4 Money Earnings(Mean)for Full-Time,Year-Round Female Workers,2003全年从事全日制工作的女性劳动者的货币工资性报酬（平均值），200312Copyright 2006 Pearson Addison-Wesley.All rights reserved.从图9.3和9.4 揭示出的四个显著特点全日制劳动者的平均工资性报酬水平会随受教育程度的增加而上升工资性报酬增长最快的时期发生在人们工作的早期阶段年龄/工资性报酬剖面曲线趋于扇形散开，因此，与受教育程度有关工资性报酬差别，在劳动者工作的后期阶段比前期更大。与女性劳动者相比，男性劳动者的年龄/工资性报酬剖面曲线的凹状更为明显。13Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.5FIGURE 9.5 Investment in On-the-Job Training over the Life Cycle 生命周期中的在职培训投资14Copyright 2006 Pearson Addison-Wesley.All rights reserved.TABLE 9.2TABLE 9.2 Average Work Life and Hours of Work,by Gender 平均工作年限及工作小时数，按性别划分，200315Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.6FIGURE 9.6 The Increased Concavity of Womens Age/Earnings Profiles 女性劳动者的年龄/工资性报酬曲线变得越来越凹16Copyright 2006 Pearson Addison-Wesley.All rights reserved.TABLE 9.3TABLE 9.3 Percentages of Women among College and University Graduates,by Degree and Field of Study,1971 and 2001 女性在大学毕业生中所占的比例，按学位和学习领域划分（%）17Copyright 2006 Pearson Addison-Wesley.All rights reserved.TABLE 9.4 TABLE 9.4 International Comparisons of Schooling18Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.7FIGURE 9.7 The Benefits to Workers of Educational Signaling19Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.8FIGURE 9.8 The Lifetime Benefits and Costs of Educational Signaling20Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9.9FIGURE 9.9 Requiring a Greater Signal May Have Costs without Benefits21Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9A.1 FIGURE 9A.1 The Labor Market for Engineers22Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9A.2FIGURE 9A.2 The Labor Market for Engineers:A Cobweb Model23Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9B.1FIGURE 9B.1 Indifference Curves for Two Different Workers24Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9B.2 FIGURE 9B.2 Isoprofit Curves for Two Different Firms25Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9B.3FIGURE 9B.3 The Education/Wage Relationship26Copyright 2006 Pearson Addison-Wesley.All rights reserved.FIGURE 9B.4FIGURE 9B.4 Unwillingness of a Firm to Pay for More Education of Employees27Copyright 2006 Pearson Addison-Wesley.All rights reserved.谢谢观赏！2020/12/2828