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A study was conducted to investigate the mediating processes through which human capital contribute to indicators of career success. Findings indicate that cognitive ability and conscientiousness mediate the effects of education and organizational tenure on in-role and extra-role job performance.

Principles of human capital management are discussed. Drivers include employee engagement and knowledge accessibility; practices include job design, information sharing, and accountability.

It has been acknowledged that human capital determines the productivity thus making it an important factor in production as well as growth. Taiwan's manpower utilization survey data was used to investigate the effect of industry-specific human capital on wage profile and it was found that the effect of work experience reduces with education and industry-specific trained human capital increases with education.

Several studies have been done on the relationships between human resources management (HRM) practices and manufacturing activities. However, most of these studies have been confirmed to well-developed economies where the [...]

When a takeover takes place and the CEO departs, then it is evident that the corporate market has imposed ineffective control on him, furthermore the executives who have performed fairly in the past are also likely to depart. Human capital is based on the assumption that the cost of current investment is weighed against the benefits to be received in future.

Differences between external successors in the transferability of their human capital affect a firm's performance. Integration of economic concepts with empirical research in competitive strategy has more potential then imposition of one on the other.

Funke and Strulik (2000, European Economic Review 44, 491-515) propose an endogenous growth model with physical capital, human capital and R&D. This comment provides a rigorous proof of their Proposition 1, which characterizes the model's long-run growth equilibrium.

We investigate the childhood and adolescent predictors of youth unemployment in a longitudinal study of young adults who have been studied for the 21 years since their births in 1972-1973. We test hypotheses about the predictors of youth unemployment using information about each individual's human capital, social capital, and personal capital. In the human capital domain, lack of high-school qualifications, poor reading skills, low IQ scores, and limited parental resources significantly increased the risk of unemployment. In the social capital domain, growing up in a single-parent family, family conflict, and lack of attachment to school also increased the risk of unemployment. In the personal capital domain, children involved in antisocial behavior had an increased risk of unemployment. These predictors of unemployment reached back to early childhood, suggesting that they began to shape labor-market outcomes years before these youths entered the work force. In addition, these effects remained significant after controlling for the duration of education and educational attainment, suggesting that many early personal and family characteristics affect labor-market outcomes, not only because they restrict the accumulation of human capital (e.g., education), but also because they directly affect labor-market behaviors. Failure to account for prior social, psychological, and economic risk factors may lead to inflated estimates of the effects of unemployment on future outcomes.

A theory of how firms can successfully deploy and develop their strategic human assets while managing the tradeoffs in their service and geographical diversification strategies is developed. To fully capture the economic benefits from strategies of diversification, human capital leveraging and lateral hiring, firms should understand and manage the complex interdependencies among multiple levels of strategy.

The effects of health human capital on the growth rate of per capita income in Sub-Saharan African and OECD countries are investigated. The structure of the relationship between health human capital and the growth rate of income in Sub-Saharan African countries is similar to the structure of relationship in OECD countries and this implies that increased stock of health human capital leads to higher steady state income.

The relative influence of two potential sources of variation in chief purchasing officer (CPO) compensation-organizational and human capital-as derived from work in the areas of compensation and strategic human resource management is studied. Based on the literature in resource-based view (RBV) and executive compensation, two hypotheses that test a hierarchical model of organizational and human capital is presented for its effect on CPO compensation