This paper analyzes the role of wealth distribution in macroeconomics through investment in human capital. It is shown that in the presence of credit markets' imperfections and indivisibilities in investment in human capital, the initial distribution of wealth affects aggregate output and investment both in the short and in the long run, as there are multiple steady states. This paper therefore provides an additional explanation for the persistent differences in per-capita output across countries. Furthermore, the paper shows that cross-country differences in macroeconomic adjustment to aggregate shocks can be attributed, among other factors, to differences in wealth and income distribution across countries.

/pdf/income-distribution-and-macroeconomics-1a56oblrfr.pdf

Income Distribution and Macroeconomics

https://isiarticles.com/bundles/Article/pre/pdf/18421.pdf

The role of social and human capital among nascent entrepreneurs

This study examines nascent entrepreneurship by comparing individuals engaged in nascent activities (n=380) with a control group (n=608), after screening a sample from the general population (n=30,427). The study then follows the developmental process of nascent entrepreneurs for 18 months. Bridging and bonding social capital, consisting of both strong and weak ties, was a robust predictor for nascent entrepreneurs, as well as for advancing through the start-up process. With regard to outcomes like first sale or showing a profit, only one aspect of social capital, viz. being a member of a business network, had a statistically significant positive effect. The study supports human capital in predicting entry into nascent entrepreneurship, but only weakly for carrying the start-up process towards successful completion.

A long-run equilibrium theory of turnover is presented and is shown to explain the important regularities that have been observed by empirical investigators. A worker's productivity in a particular job is not known ex ante and becomes known more precisely as the worker's job tenure increases. Turnover is generated by the existence of a nondegenerate distribution of the worker's productivity across different. The nondegeneracy is caused by the assumed variation in the quality of the worker-employer match.

Job Matching and the Theory of Turnover

Returns to investment in education: A global update

Analyzes the distribution of worker earnings across workers and over the working age as consequences of differential investments in human capital. The study also develops the human capital earnings function, an econometric tool for assessing rates of return and other investment parameters.

Schooling, Experience, and Earnings

In this essay we explore the implications of human capital and search behavior for both the interpersonal and life-cycle structure of inter-firm labor mobility. The economic hypothesis which motivates the analysis is that individual differences in firm-specific complementarities and related skill acquisitions produce differences in mobility behavior and in the relation between job tenure, wages and mobility. Both "job duration dependence" and "heterogeneity bias" are implied by this theory. Exploration of longitudinal data sets (NLS and MID) which contain mobility, job and wage histories of men in the 1966-76 decade yield several findings, among others: 1. The initially steep and later decelerating declines of labor mobility with working age are in large part due to the similar but more steeply declining relation between mobility and length of job tenure. 2. Given tenure levels, the probability of moving is predicted positively by the frequency of prior moves and negatively by education. The inclusion of prior moves in the regression reduces the estimated tenure slope because it helps to remove the "heterogeneity bias" in that slope. 3. The popular "mover-stayer model" is rejected by the existence of tenure effects on mobility. 4. Differences in mobility during the first decade of working life do not predict long-run differences in earnings. However, persistent movers at later stages of working life have lower wage levels and flatter life-cycle wage growth. 5. The analysis calls for a reformulation of earnings (wage) functions. Inclusion of tenure terms in the function permits separate estimates of returns to general and specific human capital after correction for heterogeneity bias. A rough estimate is that 50 percent of life-time wage growth is due to general (transferable) experience and 25 percent each to firm-specific experience and inter-firm mobility.

https://papers.ssrn.com/sol3/Delivery.cfm/nber_w0357.pdf?abstractid=260531&mirid=4

Labor Mobility and Wages

Empirical investigation of employment effects of minimum wage legislation is a subject of continuing interest, judging by a growing number of studies The older studies were concerned mainly with changes in employment in low-wage industries In the more recent work, attention has shifted to effects on unemployment in low-wage demographic groups, such as teenagers Despite the statistical difference there is no apparent recognition of a conceptual as well as substantive distinction between minimum wage effects on employment and those on unemployment The purpose of this paper is to explore the analytical distinction between employment and unemployment effects in the hope of providing some understanding of the observations Though related empirical work is far from being definitive the findings appear to be informative

Unemployment Effects of Minimum Wages

https://www.nber.org/system/files/working_papers/w0803/w0803.pdf

Jacob Mincer

Papers

Schooling, Experience, and Earnings

Labor Mobility and Wages

Unemployment Effects of Minimum Wages

Human Capital and Economic Growth

Labor Mobility and Wages