Vocational and Academic Education in High School: Complements or Substitutes

[Excerpt] A number of blue ribbon-panels have called for increases in the number academic courses required for graduation from high school and for lengthening the school day and the school year. Most states have adopted the first of these recommendations but not the second. With the amount of time a student spends in school remaining constant, increases in the number of required academic courses force reductions elsewhere. Which activities should be reduced? Should the reduction be made in study halls, music and fine arts,physical education, and life skills courses or should it come in vocational education? The answer to this question will not be the same for every student. High school graduates who do not want to go to college and plan to work immediately after graduating probably have very different feelings about course selection than a student who aspires to being an artist

Applying for Entitlements: Employers and the Targeted Jobs Tax Credit

The Targeted Jobs Tax Credit (TJTC) is probably the most outstanding example of a generous entitlement program with a very low participation rate. Only about 10 percent of eligible youth hired are claimed as a tax credit by their employers. The causes of the low participation rates are analyzed by estimating a Poisson model of the number of TJTC-eligibles hired and certified during 1980, 1981, and 1982. Information costs, both fixed and variable, are found to be key barriers to TJTC participation. The cost- effectiveness of TJTC is low because of the stigma attached and the very high recruitment costs of hiring additional TJTC-eligibles. Because employers find it relatively cheap to certify after the fact eligible new employees who would have been hired anyway, this passive mode of participating in TJTC predominates

Do Some Employers Share the Costs and Benefits of General Training?

[Excerpt] One of the central propositions of the human capital theory of on-the-job training is that workers pay all the costs and receive all the benefits of general training (see Ehrenberg and Smith 1996, Filer, Hammermesh and Rees 1996, Borjas 1996, Kaufman 1986). Since general training raises a worker\u27s ability to be productive in other organizations as well as the one providing the training, the training firm must pay a wage commensurate with the trained worker\u27s new higher level of productivity if they are to prevent the loss of their trained workers. Since the workers, not the firm, get the benefits of the training, firms [will] provide general training only if they [do] not have to pay any of the costs (Becker 1962 p. 13). Since the training is of value to prospective trainees, equilibrium in the training market requires that employees pay for general on-the-job training by receiving wages below what could be received elsewhere (Becker 1962 p. 13) in a job offering no training. Is this correct? Do Workers pay all the costs of training in skills that are technically general (i.e. useful at other firms)--WPAC for short? Do workers receive all the benefits of general training ( WRAB for short)

Why Are Wage Profiles so Flat During the First Year on a Job?

This paper presents evidence that productivity net of general training costs rise 4 or 5 times more rapidly than wage rates during the first 2 years on a job. This occurs for three reasons. First, sorting, high job search costs and the reputational damages that result from premature separations cause workers to prefer front loaded compensation packages which reduce the likelihood of involuntary terminations. Second, due to progressive income taxation and poor access to credit, workers discount the future more heavily than employers. Front-loading compensation is, therefore, a relatively cheap way for employers to attract top quality new hires. Finally, the minimum wage and union contracts also tend to force flat wage profiles

Applying for Entitlements: Employers and the Targeted Jobs Tax Credit

The Targeted Jobs Tax Credit is probably the most outstanding example of a generous entitlement program with very low participation rates. Only about 10 percent of eligible youth are claimed. The causes of the low participation rate were analyzed by estimating a poisson model of the number of TJTC eligibles hired and certified during 1980, 1981 and 1982. Information costs, both fixed and variable, were found to be key barriers to TJTC participation. The cost effectiveness of TJTC is low because the stigma and recruitment costs of hiring additional TJTC eligibles are very high. Employers find it relatively cheap to passively certify eligible new hires who would have been hired anyway so this mode of participating in TJTC predominates

Heat-evoked activation of TRPV4 channels in an HEK-293 cell expression system and in native mouse aorta endothelial cells

Peer reviewe

The Risk of Cancer from CT Scans and Other Sources of Low-Dose Radiation: A Critical Appraisal of Methodologic Quality

AbstractIntroduction: Concern exists that radiation exposure from computerized tomography (CT) will cause thousands of malignancies. Other experts share the same perspective regarding the risk from additional sources of low-dose ionizing radiation, such as the releases from Three Mile Island (1979; Pennsylvania USA) and Fukushima (2011; Okuma, Fukushima Prefecture, Japan) nuclear power plant disasters. If this premise is false, the fear of cancer leading patients and physicians to avoid CT scans and disaster responders to initiate forcedevacuations is unfounded.Study Objective: This investigation provides a quantitative evaluation of the methodologic quality of studies to determine the evidentiary strength supporting or refuting a causal relationshipbetween low-dose radiation and cancer. It will assess the number of higher qualitystudies that support or question the role of low-dose radiation in oncogenesis.Methods: This investigation is a systematic, methodologic review of articles published from 1975–2017 examining cancer risk from external low-dose x-ray and gamma radiation, defined as less than 200 millisievert (mSv). Following the PRISMA guidelines, the authors performed a search of the PubMed, Cochrane, Scopus, and Web of Science databases. Methodologies of selected articles were scored using the Newcastle Ottawa Scale (NOS) and a tool identifying 11 lower quality indicators. Manuscript methodologies were rankedas higher quality if they scored no lower than seven out of nine on the NOS and contained no more than two lower quality indicators. Investigators then characterized articles as supporting or not supporting a causal relationship between low-dose radiation and cancer.Results: Investigators identified 4,382 articles for initial review. A total of 62 articles met all inclusion/exclusion criteria and were evaluated in this study. Quantitative evaluation of the manuscripts’ methodologic strengths found 25 studies met higher quality criteria while 37 studies met lower quality criteria. Of the 25 studies with higher quality methods, 21 out of 25did not support cancer induction by low-dose radiation (P = .0003).Conclusions: A clear preponderance of articles with higher quality methods found no increased risk of cancer from low-dose radiation. The evidence suggests that exposure to multiple CT scans and other sources of low-dose radiation with a cumulative dose up to 100 mSv (approximately 10 scans), and possibly as high as 200 mSv (approximately 20 scans), does not increase cancer risk

Quantitative and empirical demonstration of the Matthew effect in a study of career longevity

The Matthew effect refers to the adage written some two-thousand years ago in the Gospel of St. Matthew: "For to all those who have, more will be given." Even two millennia later, this idiom is used by sociologists to qualitatively describe the dynamics of individual progress and the interplay between status and reward. Quantitative studies of professional careers are traditionally limited by the difficulty in measuring progress and the lack of data on individual careers. However, in some professions, there are well-defined metrics that quantify career longevity, success, and prowess, which together contribute to the overall success rating for an individual employee. Here we demonstrate testable evidence of the age-old Matthew "rich get richer" effect, wherein the longevity and past success of an individual lead to a cumulative advantage in further developing his/her career. We develop an exactly solvable stochastic career progress model that quantitatively incorporates the Matthew effect, and validate our model predictions for several competitive professions. We test our model on the careers of 400,000 scientists using data from six high-impact journals, and further confirm our findings by testing the model on the careers of more than 20,000 athletes in four sports leagues. Our model highlights the importance of early career development, showing that many careers are stunted by the relative disadvantage associated with inexperience.Comment: 13 pages, 7 figures, 4 Tables; Revisions in response to critique and suggestions of referee

Microring-resonator-based sensor measuring both the concentration and temperature of a solution

We propose and investigate experimentally a micro-ring-resonator-based sensor with which we can measure both the concentration and temperature of glucose solution. It consists of two micro-ring resonators consecutively coupled to a bus waveguide by the overlap between them. The resonance wavelengths of the two resonators change similarly with the temperature but differently with the concentration. For that purpose, the core of just one micro-ring resonator is exposed directly to the solution. Using polymers, conventional processes, and a polymer lift-off process, we implement the sensor. Through the measurement of the fabricated sensor, we obtain its characteristics of measuring the temperature and concentration.open273