A1C = hemoglobin A1C ACE = American College of Endocrinology ACS = acute coronary syndrome AHA = American Heart Association ASCVD = atherosclerotic cardiovascular disease ATP = Adult Treatment Panel apo = apolipoprotein BEL = best evidence level CKD = chronic kidney disease CPG = clinical practice guidelines CVA = cerebrovascular accident EL = evidence level FH = familial hypercholesterolemia HDL-C = high-density lipoprotein cholesterol HeFH = heterozygous familial hypercholesterolemia HIV = human immunodeficiency virus HoFH = homozygous familial hypercholesterolemia hsCRP = high-sensitivity C-reactive protein LDL-C = low-density lipoprotein cholesterol Lp-PLA = lipoprotein-associated phospholipase A MESA = Multi-Ethnic Study of Atherosclerosis MetS = metabolic syndrome MI = myocardial infarction NCEP = National Cholesterol Education Program PCOS = polycystic ovary syndrome PCSK9 = proprotein convertase subtilisin/kexin type 9 T1DM = type 1 diabetes mellitus T2DM = type 2 diabetes mellitus TG = triglycerides VLDL-C = very low-density lipoprotein cholesterol.

We analyse 446 location decisions of R&D activities by multinational firms incorporated in the European Union over 1999-2006. Our results suggest that on average, the location probability of a representative R&D foreign affiliate increased with agglomeration economies from foreign R&D activities, human capital, proximity to centres of research excellence and the research and innovation capacity of the region. Further, our evidence suggests that in comparison to European multinational firms, the effects of patents intensity and proximity to centres of research excellence were stronger in the case of North American multinational firms. While government R&D expenditure intensity increased the probability of location of R&D activities by European multinational firms in the region, it did not have a significant effect on the probability of location of R&D activities by North American multinational firms.JEL classification: F23; O32; R38

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We analyse the location decisions of 7931 foreign affiliates in the information and communication technologies (ICT) sector established in the European Union (EU) over the period 1998-2008. Our results suggest that, on average, the location probability of foreign-owned firms in ICT industries increased with market size, market potential, the presence of other foreign-owned firms in the ICT sector, human capital, income tax, and the size of the services sector in the neighbouring regions. Labour costs and human capital in neighbouring regions decreased the location probability. Further, our estimates suggest that multinationals based in the EU and the USA were attracted by market size and agglomeration economies from other foreign-owned firms in the ICT sector. However, they responded differently with respect to other location determinants such as income tax rates, human capital and innovation intensity.

JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org.. University of Wisconsin Press andThe Board of Regents of the University of Wisconsin System are collaborating with JSTOR to digitize, preserve and extend access to The Journal of Human Resources. This content downloaded from 62.122.76.98 on Fri, 9 May 2014 16:34:11 PM All use subject to JSTOR Terms and Conditions GOVERNMENT EMPLOYMENT AND BLACK/WHITE RELATIVE WAGESThe oldest public programs in the U.S. to combat racial discrimination in employment are equal employment opportunity programs for federal, state, and local employees. The federal government first explicitly prohibited racial discrimination in its employment practices (and set up machinery to act on complaints) during the New Deal, and by 1945, 13 states had similar provisions for their employees. These actions preceded by 20 years the first major legislative support of fair employment regulations for the private sector, the Civil Rights Act of 1964. Recently, the empirical literature on discrimination has focused on the effectiveness of these programs in guaranteeing equal pay and the results have been uniformly negative. Using information from Civil Service Commission records, Corazzini [2] found that blacks in the federal service in Washington, D.C., were paid on average $1700 less per year than whites with the same age, education, and previous experience (among other characteristics). Since any two workers in the same pay grade would receive equal compensation, Corazzini concluded that equally productive black workers are not being promoted as rapidly as their white counterparts. With a national sample drawn from the 1970 Census, Long [4] estimated that the quality-adjusted (same age, education, hours of work, and location) ratio of black to white earnings for male workers in the public sector was .81 as opposed to .71 for males in the private sector. Therefore, although wage discrimination was again confirmed to exist in government employ, Long found the extent of discrimination to be less than what existed on average in the private sector. The most recent evidence comes from Sharon Smith's [7] estimates of proportionate discrimination coefficients for federal, state, local, and private sectors using data from a 1975 Current Population Survey. For males, Smith found that blacks received 14 percent lower wages than whites, all other things being equal, in the federal government; 5 percent less at the state level; and 8 percent less in local government as opposed to 12 percent less on average in the private sector. Thus, the federal government had the highest measured discrimination of all government levels, a discrimination coefficient not significantly different from that of the private sector.[Manuscript