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Industry-specific human capital and the wage profile: Evidence from Taiwan

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  • Yih-chyi Chuang

    ()

  • Chun-yuan Lee

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File URL: http://hdl.handle.net/10.1007/BF02659712
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Bibliographic Info

Article provided by Springer in its journal Review of World Economics.

Volume (Year): 140 (2004)
Issue (Month): 1 (March)
Pages: 110-124

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Handle: RePEc:spr:weltar:v:140:y:2004:i:1:p:110-124

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Related research

Keywords: Industry-specific human capital; job matching; on-the-job training;

References

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  1. Robert Gibbons & Lawrence Katz, 1991. "Layoffs and Lemons," NBER Working Papers 2968, National Bureau of Economic Research, Inc.
  2. Kim, Dae Il, 1998. "Reinterpreting Industry Premiums: Match-Specific Productivity," Journal of Labor Economics, University of Chicago Press, vol. 16(3), pages 479-504, July.
  3. Neal, Derek, 1995. "Industry-Specific Human Capital: Evidence from Displaced Workers," Journal of Labor Economics, University of Chicago Press, vol. 13(4), pages 653-77, October.
  4. Joseph Altonji & R. Shakotko, 1985. "Do Wages Rise with Job Seniority?," Working Papers 567, Princeton University, Department of Economics, Industrial Relations Section..
  5. Krueger, Alan B & Summers, Lawrence H, 1988. "Efficiency Wages and the Inter-industry Wage Structure," Econometrica, Econometric Society, vol. 56(2), pages 259-93, March.
  6. Weinberg, Bruce A, 2001. "Long-Term Wage Fluctuations with Industry-Specific Human Capital," Journal of Labor Economics, University of Chicago Press, vol. 19(1), pages 231-64, January.
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