A human capital‐based framework of career, well‐being, and social information reasons for managerial lateral job assignment preferences

2021 ◽  
Author(s):  
Emily D. Campion ◽  
Michael A. Campion ◽  
Michael C. Campion
Keyword(s):  
Human Capital ◽  
Social Information ◽  
Well Being ◽  
Job Assignment

scholarly journals The Role of Relationships at Work and Happiness: A Moderated Moderated Mediation Study of New Zealand Managers

2019 ◽  
Vol 11 (12) ◽  
pp. 3443 ◽  
Author(s):  
Jarrod Haar ◽  
Anja Schmitz ◽  
Annamaria Di Fabio ◽  
Urs Daellenbach
Keyword(s):  
Human Capital ◽  
New Zealand ◽  
Interpersonal Relationships ◽  
Firm Size ◽  
Meaningful Work ◽  
Well Being ◽  
Moderated Mediation ◽  
Mediation Effect ◽  
Firm Level ◽  
Employee Happiness

Interpersonal relationships at work are important especially for the well-being of employees. The present study tests Positive Relational Management (PRM) and its influence on employee happiness, and we include two firm-level moderators and an individual-level mediator to better understand the potential complexity of effects. Importantly, we test this in the context of New Zealand, which has been under-represented in employee studies of happiness and is important due to a growing national interest in wellbeing. We test whether positive relationships at work shape greater meaningful work (MFW) and this then influences happiness and mediates the effects of PRM. We also include Human Capital (the quality of people inside the firm) and firm size as moderators and combine these all to test a moderated moderated mediation model in PROCESS. We test this on a sample of 302 New Zealand managers with time-separated data. We confirm the dimensionality and reliability of the PRM scale and find it is positively related to MFW and happiness, while MFW fully mediates the direct effect of PRM. We find interaction effects including a moderated moderated mediation effect, with the indirect effect of PRM differing depending on firm size and the strength of human capital. The implications for understanding the importance of relationships on employee happiness is discussed.

Labor protection as a factor of improving the well-being of the personnel of the enterprise

2020 ◽  
pp. 53-58
Author(s):  
L.M. Nizova ◽  
E.A. Andreeva
Keyword(s):  
Human Capital ◽  
State Policy ◽  
Well Being ◽  
The State ◽  
Labor Protection ◽  
Labor Safety

The article examines the state of labor protection in the conditions of solving strategic tasks of the state policy on preserving the life and health of employees in the course of labor activity. The analysis of the regional experience of labor protection contributes to obtaining objective facts and allows us to draw conclusions about the effectiveness of the system under consideration. Priority measures are proposed to improve the labor protection of employees of enterprises on the basis of increasing investments in human capital, improving the education and competencies of employees, forming a culture of labor safety.

STEM and Soft Occupational Competencies: Analyzing the Value of Strategic Regional Human Capital

2020 ◽  
Vol 34 (4) ◽  
pp. 356-371
Author(s):  
Fran Stewart ◽  
Minkyu Yeom ◽  
Alice Stewart
Keyword(s):  
Human Capital ◽  
Well Being ◽  
The United States ◽  
Regional Economies ◽  
Soft Skill ◽  
Policy Makers ◽  
The Public ◽  
And Mathematics ◽  
Capital Development ◽  
Economic Well Being

This research examines the distribution of STEM—science, technology, engineering, and mathematics—and soft-skill competencies in occupations within regional economies in the United States. This research explores the public policy question: Do occupational competencies offer a better measure of regional human capital than the commonly used metric of educational attainment? Policy makers at all levels of government have increasingly emphasized STEM education as vital to economic well-being. This research finds support for the importance of STEM occupational competencies to regional median wage and productivity, but findings also indicate the important contributions of “soft skills” to regional economic well-being. This suggests new avenues for region-focused training and human capital development aligned to occupational skill demands that reward workers and benefit regions.

Physical Activity: An Underestimated Investment in Human Capital?

2013 ◽  
Vol 10 (3) ◽  
pp. 289-308 ◽  
Author(s):  
Richard Bailey ◽  
Charles Hillman ◽  
Shawn Arent ◽  
Albert Petitpas
Keyword(s):  
Physical Activity ◽  
Human Capital ◽  
Life Course ◽  
Human Development ◽  
Well Being ◽  
Domain Specific ◽  
Capital Growth ◽  
To Come ◽  
Healthy Functioning ◽  
The Life Course

Despite the fact that physical activity is universally acknowledged to be an important part of healthy functioning and well-being, the full scope of its value is rarely appreciated. This article introduces a novel framework for understanding the relationships between physical activity (and specifically sport-related forms of physical activity) and different aspects of human development. It proposes that the outcomes of physical activity can be framed as differential ‘capitals’ that represent investments in domain-specific assets: Emotional, Financial, Individual, Intellectual, Physical, and Social. These investments, especially when made early in the life course, can yield significant rewards, both at that time and for years to come. The paper presents a new model—the Human Capital Model—that makes sense of these effects, outlines the different capitals, and briefly articulates the conditions necessary for the realization of Human Capital growth through physical activity.

scholarly journals A human capital predictive model for agent performance in contact centres

2011 ◽  
Vol 37 (1) ◽  
Author(s):  
Chris Jacobs ◽  
Gert Roodt
Keyword(s):  
Human Capital ◽  
Performance Management ◽  
Predictive Model ◽  
Empirical Research ◽  
Management Practices ◽  
Well Being ◽  
Building Blocks ◽  
Theoretical Research ◽  
Integrative Model ◽  
Contact Centre

Orientation: Currently no integrative model exists that can explain the phenomena contributing to agent performance in the South African contact centre industry.Research purpose: The primary focus of this article was to develop a theoretically derived human capital predictive model for agent performance in contact centres and Business Process Outsourcing (BPO) based on a review of current empirical research literature.Motivation for the study: The study was motivated by the need for a human capital predictive model that can predict agent and overall business performance.Research design: A nonempirical (theoretical) research paradigm was adopted for this study and more specifically a theory or model-building approach was followed. A systematic review of published empirical research articles (for the period 2000–2009) in scholarly search portals was performed.Main findings: Eight building blocks of the human capital predictive model for agent performance in contact centres were identified. Forty-two of the human capital contact centre related articles are detailed in this study. Key empirical findings suggest that person– environment fit, job demands-resources, human resources management practices, engagement, agent well-being, agent competence; turnover intention; and agent performance are related to contact centre performance.Practical/managerial implications: The human capital predictive model serves as an operational management model that has performance implications for agents and ultimately influences the contact centre’s overall business performance.Contribution/value-add: This research can contribute to the fields of human resource management (HRM), human capital and performance management within the contact centre and BPO environment.

scholarly journals Remote work and human capital: new challenges and threats (international experience)

2021 ◽  
pp. 107-119
Author(s):  
Oleksandr Burov
Keyword(s):  
Artificial Intelligence ◽  
Human Capital ◽  
Data Science ◽  
Well Being ◽  
Business Environment ◽  
Remote Work ◽  
Science Data ◽  
Creative Abilities ◽  
The Impact

Keywords: human capital, remote work, cybersecurity, workforce, digital economics The article considers the role of human capital in the transitionto the remote work. The analysis of world changes in the field of safe and effectiveuse of digital business environment and qualification of workforce in the conditions ofgrowth of remote work is carried out. The analysis was conducted in the following areas:general features of the digitalizing in crisis and innovation, a new paradigm of business«Data is the new gold», the organization of the workforce in the transition to teleworking,the priorities of today's professions, the problems of cybersecurity in teleworking. It has been articulated that the main requirements for the today’s workforce are intellectualand creative abilities, competence in the field of creation and use of ICT, bigdata (data science, data mining, data analytics) and artificial intelligence, the role ofwhich has grown even more due to the COVID-19 pandemic. The human component ofintellectual capital (in the form of knowledge, skills and competencies, as well as intellectualand creative abilities) is gaining new importance in the digital economy.The analysis of relationship of the crisis and innovation made on the basis of the ClarivateDerwent report has demonstrated the impact of the pandemic on the global lifecycle of research and innovation projects in the first half of 2020, namely that COVID-19violated innovation strategy of the innovative leaders worldwide. The analysis hasdemonstrated: in the new conditions of accelerated digitalization, ingenuity and speed ofdecision-making and innovation are needed more than ever. These priorities will affectthe world economy in the coming year.Special attention in analysis has been paid to the new business paradigm related touse and role of data. It was highlighted that digitization generates vast amounts of datathat offer many opportunities for business, human well-being, and the environment. As aresult, new capabilities and opportunities arise for business with the ecosystem of cooperationand partnership, as well as collaboration of stakeholders.The core of changes in digitalization is reskilling and upskilling of the workforce accountingnew workplaces and new requirements for them. It is recognized that talentmanagement and creative people selection can be the main engine in future transformationof economics, and workforce becomes an effective pole for investments. At the sametime, it is argued that remote worker is outside the scope of corporate protection, and virtuallyany production information, like human capital, becomes much more vulnerablein such conditions and requires appropriate cybersecurity methods.As a conclusion, it is articulated that the ability of companies to use big data is beginningto play a significant role in the economy, which in turn requires the involvementand training of data processing and analysis specialists. The direction of professions thatis being actively formed recently — data science — is one of the most priority in the labormarket. At the same time, the labor market needs skills and abilities in the field of interpersonalcommunication (soft skills), which are able to ensure the effective operation ofpeople and systems of hybrid intelligence «human-artificial intelligence».For the further research it has been recommended a comprehensive study of protectionof objects and subjects of intellectual property in open networks.

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