Age-specific dynamic labor demand and human capital investment

To study the optimal age-specific labor demand and human capital investment at the firm level we extend the standard dynamic labor demand model by introducing ‘age’ as a second dynamic variable and distinguish between two types of workers: ‘low skilled’ and ‘high skilled’. Applying an age-structured optimal control model we derive qualitative features of the optimal age-specific hiring and training effort. For the case of a linear revenue and production function we prove that firms do not anticipate changes in adjustment costs in their optimal decisions. This result no longer holds if a nonlinear revenue or production function is considered.     

Entrepreneurial attitudes to venture capital investment realization: evidence from the UK and France

This paper discusses the comparative influences on attitudes of entrepreneurs towards exit from venture capital backed investments in the UK and France and presents survey evidence relating to the attitudes towards exit of a sample of venture-backed entrepreneurs in the two countries. The study identifies statistically significant differences in attitudes to realization both within and between the two countries, both in relation to preferences for different options and the reasons for preferring one rather than another.     

The effects of internal locus of control on entrepreneurship: the mediating mechanisms of social capital and human capital

This paper proposes the research framework that locus of control enhances entrepreneurship through the mediating mechanisms of increased social capital in interpersonal networks and improved human capital in personal development. We adopted structural equation modeling to examine the research hypothesis. The research participants comprised managers from 14 enterprises in China; a total of 1002 valid questionnaires were collected. The results revealed that social and human capital mediate the effect that internal locus of control exerts on entrepreneurship. This study provides the following research contributions: first, the findings address the gaps in previous studies regarding the effect that a single dimension (i.e. personality traits) produces on entrepreneurship. Second, by employing the social exchange and human capital theories, we integrated interpersonal and individual perspectives into the research framework to explore factors affecting entrepreneurship, identifying that social and human capital are key-mediating mechanisms through which locus of control influences entrepreneurship.     

企业人力资本开发的体制和政策环境研究

文章讨论了如何创造人力资本开发的体制和政策环境,以培育和提高企业的核心能力,并且就人力资本开发的体制和政策环境的问题,向政府和企业,尤其是西部的政府和企业提出了一些建议。     

HRM practices for human and social capital development: effects on innovation capabilities

This paper analyzes the effect of systems of human resource management (HRM) practices on a company's innovation capabilities. To date, few studies have analyzed the way a firm may be more innovative by using specific sets of high-performance HRM practices from an intellectual capital-based view of the firm. From an extensive literature review, a model was established and tested through structural equation modelling, using the statistical technique of partial least squares. The study was applied to a sample of technological firms in Spain and the results show that high-profile personal HRM practices positively influence human capital while collaborative HRM practices influence social capital, which, in turn, affect innovation capabilities by means of, respectively, total and partial mediating effects. Managerial and HRM implications of these results are drawn by the authors, highlighting the idea of paying increased attention to managing firms with a focus on strategic intangible assets in order to gain competitive advantages based on innovation.     

Knowledge flows and performance of multinational subsidiaries: the perspective of human capital

This paper examines the relationships between knowledge flows and subsidiaries' performance in the perspective of human capital. Our empirical study of 130 Taiwanese multinational companies' (MNCs') subsidiaries show that outflow of knowledge can enhance performance; however, the inflow of knowledge can facilitate performance only in the case of high investment of human capital in subsidiaries. Additionally, the effects of knowledge inflow on subsidiary's performance are found significant only in its earlier stage of establishment.     

全要素生产率与人力资本--基于中国经验数据的实证研究（1979-2010）

本文旨在运用中国数据（1979-2010）检验全要素生产率与人力资本之间存在的经验关系,其研究价值在于首次以较完整数据来总结两者30年来的互动发展。首先运用Malmquist指数法和Cobb-Douglas生产函数推导法估算出该期间中国全要素生产率的贡献率,然后以社会平均教育年限及公共教育经费占GDP比重作为人力资本代表指标,运用计量方法进行实验检验。结果发现,社会教育年限的提高有助于全要素生产率的增加,公共教育经费规模也是影响全要素生产率的重要因素。     

Crossing the level of employee's performance: HPWS,affective commitment,human capital,and employee job performance in professional service organizations

Extant research on high-performance work systems (HPWS) has primarily examined the effects of HPWS on firm-level performance from a macro perspective and mostly in manufacturing settings. This study extends this literature by integrating social exchange theory and human capital theory perspectives to examine how shop-level HPWS affect employee individual performance in the service context, especially focusing on the small-scale professional service organizations. Data collected from multiple sources included 97 hair salon shop owners and 284 hairdressers as well as objective job performance measured in terms of each hairdresser's average monthly service sales. Results from cross-level analysis indicated that the relationship between shop-level HPWS and employee job performance was mediated by employee affective commitment and their human capital. These findings shed new light on the mechanisms through which HPWS impact employee outcomes and serve to bridge between macro and micro perspectives of human resource management.