regional economic growth and human capital the role of over education ramos r surinach j and artis m regional economic growth and human capital the role of over education regional studies this article analyses the link between human capital and regional economic growth in the european union using various indicators of human capital calculated from census microdata it is concluded that the recent economic performance of european regions is associated with an increase in over education in fact measures of educational mismatch seem to be more strongly connected to regional economic performance than do other traditional measures of human capital stock ramos r surinach j and artis m ramos r surinach j et artis m la croissance economique regionale et le capital humain l impact de la sureducation regional studies cet article cherche a analyser le lien entre le capital humain et la croissance economiqu

gender differences in overeducation a test of the theory of differential overqualification there is little question that substantial labormarket differences exist between men and women among the most researched difference is the male female wage gap many different theories are used to explain why men earn more than women one possible reason is based on the limited geographic mobility of married women robert frank 1978 family mobility is a joint decision in which the needs of the husband and wife are balanced to maximize family welfare job motivated relocations are generally made to benefit the primary earner in the family this leads to a constrained job search for the secondary earner as he or she must search for a job in a limited geographic area since the husband is still the primary wage earner in many families the job search of the wife may suffer individuals who are tied to a certain area are labeled tied stayers while secondary earners who move for the benefit of the family are labeled tied movers jacob mincer 1978 the wages of a tied stayer or tied mover may not be substantially lower if the family lives in or moves to a large city if a large labor market has more vacancies the wife may locate a wage offer near the maximum she would find with a nationwide job search however being a tied stayer or tied mover can lower the wife s wage if the family lives in or moves to a small community a small labor market will reduce the likelihood of her finding a job that utilizes her skills as a result she may accept a job for which she is overqualified and thus earn a lower wage this hypothesized relationship between the likelihood of being overqualified and smsa size is termed differential overqualification frank 1978 and haim ofek and yesook merrill 1994 provide support for the theory of differential overqualification by finding that the malefemale wage gap is greater in smaller smsa s while the results are consistent with the existence of differential overqualification they may also result from other situations as well firms in small labor markets may use their monopsony power to keep wages down 2 local demand shocks are found to be a major source of wage variation both across and within local labor markets robert topel 1986 since large labor markets are generally more diversified a demand shock can have a substantial impact on immobile workers in small labor markets another reason for examining differential overqualification involves the assumption that there are more vacancies in large labor markets while there is little doubt that more vacancies exist in large labor markets there are also likely to be more people searching for jobs in large labor markets if the greater number of vacancies is offset by the larger number of searchers it is unclear whether women will be more likely to be overqualified in small labor markets instead of relying on wages to determine if differential overqualification exists we consider an explicit form of overqualification based on education

the incidence of and returns to overeducation in the uk the 1991 wave of the british household panel survey is used to examine the extent of and the returns to overeducation in the uk about 11 of the workers are overeducated while another 9 are undereducated for their job the results show that the allocation of female workers is more efficient than the allocation of males the probability of being overeducated decreases with work experience but increases with tenure overeducated workers earn less while undereducated workers earn more than correctly allocated workers both the hypothesis that productivity is fully embodied and the hypothesis that productivity is completely job determined are rejected by the data it is found that there are substantial wage gains obtainable from a more efficient allocation of skills over jobs

measuring over education previous work on over education has assumed homogeneity of workers and jobs relaxing these assumptions we find that over educated workers have lower education credentials than matched graduates among the over educated graduates we distinguish between the apparently over educated workers who have similar unobserved skills as matched graduates and the genuinely over educated workers who have a much lower skill endowment over education is associated with a pay penalty of 5 11 for apparently over educated workers compared with matched graduates and of 22 26 for the genuinely over educated over education originates from the lack of skills of graduates this should be taken into consideration in the current debate on the future of higher education in the uk

educational mismatch and promotions to managerial positions a test of the career mobility theory abstractcareer mobility theory suggests that given a certain occupation schooling improves upward mobility in terms of promotion and wage growth we are the first to test the implications of this theory for over and undereducation by means of direct information about promotions to managerial positions using german administrative data entailing an employer reported and hence objective measure of educational requirements we show that overeducated workers are indeed more likely to be promoted and that this career mobility advantage is more pronounced in the early stages of their working lives by contrast undereducated workers are less likely to be promoted to managerial positions moreover in terms of wage growth while overeducated workers benefit more undereducated workers benefit less from promotions than their well matched educational peers altogether these findings strongly support the career mobility theory furthermore by differentiating between internal and external promotions we prov

should governments of oecd countries worry about graduate underemployment to assess potential public concerns this paper examines theory and evidence surrounding graduate educational underemployment overeducation in this era of mass higher education using a new validated index of graduate jobs we find that the prevalence of graduate underemployment across 21 countries is correlated with the aggregate supply demand imbalance but not with indicators of labour market flexibility underemployment s association with lower job satisfaction and pay is widespread yet in most countries there are external benefits social trust volunteering and political efficacy associated with higher education even for those who are underemployed taken together with existing studies we find that in this era of mass higher education participation under employment is a useful indicator of the extent of macroeconomic disequilibrium in the graduate labour market we conclude that governments should monitor graduate underemployment but that higher education policy should be based on social returns and should recall higher education s wider purposes

wage posting evidence from job ads recent studies of search theory examine how employers use a wage setting mechanism either by bargaining or through the posting of a non negotiable wage offer in a job ad to facilitate search we contribute to this literature by examining wage posting in job ads in the us the uk and slovenia despite considerable differences in the incidence of wage posting employers in all three markets are less likely to post a wage offer when searching for skilled workers the decision on whether or not to post a wage offer is only weakly related to the outcomes of employers search des etudes recentes de la theorie de la recherche d employes examinent comment les employeurs utilisent le mecanisme de determination des salaires soit par marchandage soit en mentionnant une offre de salaire non negociable dans l annonce de l offre d emploi pour faciliter le processus de recherche on examine les salaires mentionnes dans les annonces d offre d emplois aux etats unis au royaume uni et en slovenie malgre des differences considerables dans l incidence de l annonce du salaire les employeurs dans ces trois marches sont moins susceptibles d annoncer un salaire quand ils cherchent des travailleurs qualifies la decision d annoncer un salaire ou non est seulement faiblement reliee aux resultats de la recherche des employeurs

mismatch in the spanish labor market overeducation the objective of this article is to explain the job match which is assessed by comparing attained education and job required education as reported by workers we frame our empirical work according to the occupational mobility theory using a cross section of workers from a representative survey of the spanish labor force we consider overeducated workers to be those who report that the level of education their jobs require is below the level of education they have attained our results indicate that overeducated workers have less experience decreased on thejob training and higher turnover than other comparable workers we also observe an improvement in the job match over age and mobility

college wage premiums and skills a cross country analysis workers with a college degree earn substantially more than workers with no such degree using recent data from 22 oecd organization for economic cooperation and development countries we estimate this college wage premium at 28 per cent for male full time working employees on average ranging from 18 per cent in sweden to 50 per cent in the slovak republic this premium is largely explained by the higher skill levels of graduates from higher education combined with their use of these skills at work as well as the match with job requirements for this skill proficiency and skill use we find no effect of labour market institutions e g the employment protection legislation or the coverage rate on cross country differences in the college wage premium however we find that cross country variation in this premium is related to the relative supply of higher educated workers moreover we find evidence that cross country differences in the college wage premium are related to the degree to which educational credentials signal skills

the impact of surplus schooling on productivity and earnings this article examines the impact of surplus schooling on individual productivity and earnings it proposes a model that divides workers education into two components education that is required and thus fully utilized in the job and education that exceeds the amount required and thus may be underutilized in the job the model is tested with data from the 1969 1973 and 1977 quality of working life surveys quinn and staines 1979 required schooling for each occupation is derived from estimates by job incumbents and by the dictionary of occupational titles the results show thqt surplus or underutilized education is rewarded at a lower rate than required education with the actual return dependent on the type of job

does education expansion increase intergenerational mobility education expansion may lead to over education where the social connections of parents may exert more significant influence on the return to education of children with the assumption of a positive correlation between return on human capital and parental income in the presence of over education we show that i the expansion of education may cause horizontal inequity in education opportunities and inefficiency in human capital accumulation ii the positive correlation between return on human capital and parental income causes a more persistent intergenerational immobility iii an expansion of education especially higher education leads to more persistent intergenerational immobility

university quality and labour market outcomes this paper uses proxies for university quality derived from the research assessment exercise and the teaching quality assurance agency to assess the impact of university quality on the labour market outcomes of a cohort of uk graduates the impacts on job quality and earnings were mainly limited to graduates in particular disciplines or those obtaining poor degrees from good universities the results suggest that after controlling for pre entry qualifications labour market outcomes for most graduates depended more on the subject studied and degree classification awarded than on the university attended

skills mismatch concepts measurement and policy approaches the term skills mismatch is very broad and can relate to many forms of labour market friction including vertical mismatch skill gaps skill shortages field of study horizontal mismatch and skill obsolescence in this paper we provide a clear overview of each concept and discuss the measurement and inter relatedness of different forms of mismatch we present a comprehensive analysis of the current position of the literature on skills mismatch and highlight areas which are relatively underdeveloped and may warrant further research using data from the european skills and jobs survey we assess the incidence of various combinations of skills mismatch across the eu finally we review the european commission s country specific recommendations and find that skills mismatch when referring to underutilized human capital in the form of overeducation and skills underutilization receives little policy attention in cases where skills mismatch forms part of policy recommendations the policy advice is either vague or addresses the areas of mismatch for which there is the least available evidence

quantal response methods for equilibrium selection in 2 2 coordination games abstract the notion of quantal response equilibrium qre introduced by mckelvey and palfrey 1995 has been widely used to explain experimental data in this paper we use quantal response equilibrium as a homotopy method for equilibrium selection and study this in detail for 2 2 bimatrix coordination games we show that the risk dominant equilibrium need not be selected in the logarithmic game the limiting qre is the nash equilibrium with the larger sum of square root payoffs finally we apply the quantal response methods to the mini public goods game with punishment a cooperative equilibrium can be selected if punishment is strong enough

overeducation job mobility and earnings mobility among holders of first degrees abstractovereducation has been researched extensively for nearly three decades but some major issues in regard to it are still topics of ongoing debate by using a panel data that combines a survey of two cohorts of israeli first degree holders and data from administrative sources on jobs and wages we examine the contribution of job turnover cognitive abilities and continuing graduate studies to the likelihood of overeducation and wage dynamics the study produces four main findings first rapid job switching makes a negative contribution to the increase in employee s wage and there is a negative correlation between two variables an employee s tenure and the number of past employers in the years after the completion of degree studies and the probability of being overeducated second the contribution of the individual s cognitive abilities and quantitative reasoning skills to the likelihood of becoming overeducated is negative third the wages of overeducated employees are some 11 lower and ris

retraining for the unemployed and the quality of the job match in germany retraining is an important measure in active labour market policy providing unemployed individuals with extensive vocational training using administrative data we show that retrainin

differentiated networks equilibrium and efficiency we consider a model of price competition in a duopoly with product differentiation and network effects the value of a good for a consumer is the sum of a common and an idiosyncratic component the first captures the vertical dimension of quality the second captures horizontal differentiation each consumer privately observes his own value for each good but cannot separate the common and the idiosyncratic component therefore he has incomplete information about the value of the goods for the other consumers after firms announce prices consumers choose simultaneously which network to join facing a coordination problem in the efficient allocation both networks are active and the firm with the highest expected quality has the largest market share to characterize the equilibrium allocation we derive necessary and sufficient conditions for uniqueness of the equilibrium of the coordination game played by consumers for given prices the equilibrium allocation differs from the efficient one for two reasons first the equilibrium allocation of consumers to the networks is too balanced since consumers fail to internalize network externalities second if access to the networks is priced by strategic firms then the product with the highest expected quality is also the most expensive this further reduces the asymmetry between market shares and therefore social welfare

gender wage differentials and educational mismatch an application to the spanish case this article aims to analyse gender wage differentials in spain by taking into account the levels of educational attainment and by studying whether the educational mismatch affects the gender wage gap focusing on returns to education evidence is found on the existence of educational mismatch and on its contribution to determine wages with women suffering greater wage penalties that are associated with educational mismatch furthermore although the gender wage gap is lower for individuals with low educational levels we find that the part of this gap due to differences in returns is greater in this group on the contrary the gender gap is greater among highly educated workers but in this case most of the wage differentials are due to differences in productive characteristics in any case our results suggest that gender wage discrimination tends to be greater for those workers who show educational mismatch

correlated quantal responses and equilibrium selection abstract this paper considers incomplete information games with payoffs subject to correlated random disturbances it explains the connection between the uniqueness of quantal response equilibria where large noise is required and the uniqueness of equilibria in global games where small noise is required

horizontal mismatch between employment and field of education evidence from a systematic literature review this paper provides a systematic review of the growing literature on the poor match between employees field degree and the job requirements also referred to as horizontal mismatch we identify the different definitions used in the literature and find that each measure of horizontal mismatch yields substantially different incidence rates we discuss the validity of the different measures and conclude that a more uniform definition of horizontal mismatch is needed the likelihood of horizontal mismatch is among other things determined by the extent to which employees possess general skills as opposed to occupation specific skills and it appears to be more frequently present among older workers compared to well matched employees horizontally mismatched workers generally incur a wage penalty are less satisfied with their jobs and are more likely to regret their study programme the ensuing findings offer guidance to prevent horizontal mismatch as well as a roadmap for future research

a modified implicit directly additive demand system a recently developed demand system nicknamed aidads an implicit directly additive demand system offers an approach to capturing consumer preferences across a wide range of expenditure levels aidads generalizes the les by assuming marginal budget shares vary with utility and hence with expenditure like the les aidads includes subsistence parameters that define minimum consumption levels here we present a modified aidads maidads that replaces the constant subsistence parameters with functions that also vary with utility these transformed subsistence levels are referred to as minimum consumption quantities this model is applied to the 1996 international consumption project data as these data span a wide range of expenditure levels maidads offers a viable alternative for the estimation of a global demand system results suggest minimum consumption quantities for staple grains livestock other food products alcohol and tobacco clothing and footwear and transport and transport services vary

the social and political consequences of overeducation this study employs national survey data to estimate the extent of overeducation in the u s labor force and its impact on a variety of worker attitudes estimates are made of the extent of overeducation and its distribution among different categories of workers according to sex race age and class background the effects of overeducation are examined in four areas of worker attitudes job satisfaction political leftism political alienation and stratification ideology evidence is found of significant effects of overeducation on job satisfaction and several aspects of stratification ideology the magnitude of these effects is small however and they are concentrated almost exclusively among very highly overeducated workers no evidence is found of generalized political effects of overeducation either in the form of increased political leftism or in the form of increased political alienation these findings fail to support the common prediction of major political repercussions of overeducation and suggest the likelihood of alternative forms of adaptation among overeducated workers

the effects of macroeconomic conditions at graduation on overeducation this article shows that unfavorable economic conditions at graduation decrease the likelihood of a good job worker match over a worker s subsequent career mismatch is quantified in terms of overeducation by both industry and occupation the german socio economic panel and region level unemployment rates from 1994 to 2012 are used instrumental variables estimates account for endogenous graduation timing a single percentage point increase in regional unemployment causes an increase in the probability of overeducation of 1 6 1 7 percentage points for university graduates effects for technical tertiary education and apprenticeship graduates are smaller labor market entry conditions affect workers for up to 9 years after graduation jel j23 j22 e32 i23

optimal mismatch and promotions i introduction a substantial proportion of workers are employed in jobs for which they appear to be either overqualified or underqualified for instance using data from the panel study of income dynamics sicherman 1991 finds that 40 percent of his sample are overeducated and another 16 percent are undereducated rumberger 1987 reports similar values using data from the quality of employment surveys other studies which find substantial education mismatch include duncan and hoffman 1981 verdugo and verdugo 1989 and hersch 1991 and evidence that a single firm hires both under and overqualified workers is presented here this paper provides an explanation for why firms hire both overqualified and underqualified workers firms hire overqualified workers because these workers require less training for their initial positions such workers also form a pool from which promotions are made which lowers hiring costs for higher level positions within the firm workers accept positions for which they are overqualified to enhance their probability of promotion and because of search and mobility costs but if they fail to be promoted to a position that better matches their qualifications they are more likely to quit firms hire underqualified workers despite their longer training requirement since such workers are less likely to quit and provide continuity of the labor force over time thus contrary to job matching arguments that would explain these hires as a result of imperfect information hiring of seemingly mismatched workers is optimal and these matches are made with perfect information the model developed in this paper yields three testable hypotheses 1 training time for entry level jobs is inversely related to overqualification at the time of hire 2 workers who are overqualified on their current job are those who have failed to be promoted to a job which better matches their qualifications and such workers are more likely to quit and 3 workers overqualified at time of hire are more likely to be promoted to test these hypotheses i use new data collected for this purpose previous empirical research such as that cited above was restricted by data availability to examining only the match between education and the worker s current job thus the quality of the match with the worker s initial job and the match between worker qualifications other than education has gone unexplored however various worker characteristics in addition to education are often substituted for each other in determining a worker s qualification for a job thus i examine additional qualifications including the match between the worker s experience level of previous job and use of skills information on the match between the worker s qualifications and those required for the initial job with the employer is particularly important since entry level qualifications determine training time for the initial job as well as the likelihood of promotion further individual specific training time for the initial job is necessary but typically not available since data sets providing information on training such as the panel study of income dynamics and quality of employment surveys request information on training time for the average worker and not for the individual worker the data set reveals several interesting statistics qualification mismatch at hire is fairly common for this firm 29 percent of the sample report themselves overqualified for their first job with the firm while 13 percent report themselves as underqualified lateral intra firm mobility is common and occurs far more frequently than promotions workers in the sample average 1 3 promotions but four different jobs with the employer this suggests that the job matching process occurs not only by turnover but through intrafirm mobility consistent with the assumptions and implications of the model the empirical results indicate that workers who are overqualified at hire receive less training and more promotions and that workers overqualified for their current job are more likely to quit

graduate overeducation as a sheepskin effect evidence from northern ireland this article examines the nature of graduate overeducation amongst a group of applicants to a graduate conversion programme it was found that while a substantial proportion of earnings differentials were associated with a mismatch between individual skill levels and job requirements wage gaps were still likely to occur should such mismatches be eliminated the evidence suggests that graduate wage levels are heavily related to sheepskin effects associated with the attainment of jobs with graduate level entry requirements these sheepskin effects suggest that the process of job categorization is arbitrary in nature with stated job requirements somewhat independent of actual skill requirements the analysis suggests that graduate overeduction is better understood within the context of both skill and categorization mismatches as opposed to skill matches alone

double penalty in returns to education informality and educational mismatch in the colombian labour market abstractthis article examines the returns to education taking into consideration the existence of educational mismatches in the formal and informal employment of a developing country results show that the returns of surplus required and deficit years of schooling are different in the two sectors moreover they suggest that these returns vary along the wage distribution and that the pattern of variation differs for formal and informal workers in particular informal workers face not only lower returns to their education but suffer a second penalty associated with educational mismatches that puts them at a greater disadvantage compare to their formal counterparts

school to work linkages educational mismatches and labor market outcomes a recurring question in public and scientific debates is whether occupation specific skills enhance labor market outcomes is it beneficial to have an educational degree that is linked to only one

overeducation undereducation and asymmetric information in occupational mobility due to short term asymmetric information overeducated and undereducated workers are shown to have different optimal strategies in seeking upward occupational mobility into their next positions undereducated workers typically have other human capital strengths but these strengths are not marketable to outsiders overeducated workers typically have other human capital weaknesses that are not apparent to outsiders while their excess schooling is marketable in labour markets with dynamic asymmetric information this article presents empirical evidence showing that job tenure increases the probability of upward occupational mobility more if individuals are undereducated moreover the probability of finding upward occupational mobility is increased by overeducated workers engaging in firm switching this article also validates prior empirical studies finding overeducated workers more likely to self report engaging in firm switching activities and more likely to experience upward occupational mobility than o

overeducation in the labor market this article examines the reasons for the observed discrepancy between workers actual and required levels of schooling and the resulting differences in returns to schooling overeducated workers are found to be younger and to have lower amounts of on the job training than workers with the required level of schooling they also have higher rates of firm and occupational mobility characterized by movement of higher level occupations the findings suggest that overeducation can be explained by the trade off between schooling and other components of human capital and by the mobility patterns of overeducated workers

overeducation in the labour market abstract this paper presents a review of the literature on overeducation the paper assesses the consistency of overeducation within the context of a number of theoretical frameworks including human capital theory hct and assignment theory the analysis goes on to discuss the various measurement controversies associated with the study of overeducation in order to provide an assessment of the extent to which the impacts of the phenomenon represent an economic reality as opposed to a statistical artefact after reviewing the literature it is concluded that the impacts of overeducation are likely to be non trivial and that the phenomenon may potentially be costly to individuals and firms as well as the economy more generally the existence of overeducation also raises some doubts with respect to the validity of some of the central assumptions and predictions of hct that are unlikely to be fully explained by gaps in the standard wage equation framework

the impact of surplus schooling on earnings some additional findings this paper examines the impact of overeducation or surplus schooling on earnings overeducated workers are defined as those with educational attainments substantially above the mean for their specific occupations two models are estimated using data from the 1980 census though our models data and measure of overeducation are different from those used by rumberger 1987 our results are similar our results show that overeducated workers often earn less than their adequately educated and undereducated counterparts

overeducation undereducation and the british labour market this paper addresses the issue of overeducation and undereducation using for the first time a british dataset which contains explicit information on the level of required education to enter a job across the generality of occupations three key issues within the overeducation literature are addressed first what determines the existence of over and undereducation and to what extent are over and undereducation substitutes for experience tenure and training second to what extent are over and undereducation temporary or permanent phenomena third what are the returns to over and undereducation and do certain stylized facts discovered for the us and a number of european countries hold for britain

does corporate social responsibility make over educated workers more productive this article provides first evidence on whether corporate social responsibility csr influences the productivity effects of over education by relying on detailed belgian linked employer employee panel data covering the period 1999 2010 our empirical results exhibit a positive and significant impact of over education on firm productivity moreover they suggest that the effect of over education is positively enhanced when the firm implements a csr process especially when it aims to have i a good match between job requirements and workers educational level ii a diverse workforce in terms of gender and age and iii a long term relationship with its workers when focussing on required education and over education the results suggest that csr besides representing an innovative and proactive approach for the firms stakeholders may also be beneficial for the firm itself through a bigger increase in productivity for each additional year of required education or over education

quantitative overeducation and cooperative game theory abstract overeducation is an empirical phenomenon in two dimensions qualitative and quantitative quantitative overeducation addresses a firm s decision to train more employees than needed one explanation for this decision is modeled in this article that of classical bargaining power the main idea is that after investing in human capital the employer uses employees outside the firm to raise the bargaining power when he negotiates with the employees within the firm on how to share the profit of the firm to model this we use cooperative game theory for the first time the labor market is modeled by a coalition structure and the payoffs are determined by the value casajus 2009

the role of spatial and skill mismatches explaining long term unemployment in paris in the paris region one can observe simultaneously the coexistence of a large and dynamic job pool with long lasting periods of unemployment this paradox reveals the importance of skill and spati

scitovsky meets sen endogenising the dynamics of capability sen s capability approach is especially focused on human development as freedom from deprivations while scitovsky s the joyless economy is focused on how people can expand their internal capability endogenously by enjoying learning as a socially embedded process this paper uses the complementarity between the two authors to build a comprehensive dynamic approach to people s functionings and capabilities different groups of functionings are thus characterised by their different patterns of development in interaction with the resources available and the social context as a result sen s problems of evaluating functionings and measuring capability can be alleviated harmful functionings can be predicted children s welfare can be better evaluated and sen s definitions of capability agency and well being can be refined