An “Informed” Intent Model: Incorporating Human Capital, Social Capital, and Gender Variables into the Theoretical Model of Entrepreneurial Intentions

2009 ◽  
pp. 35-50 ◽  
Author(s):  
Kevin Hindle ◽  
Kim Klyver ◽  
Daniel F. Jennings
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Theoretical Model ◽  
Entrepreneurial Intentions ◽  
Capital Social ◽  
And Gender

scholarly journals Getting a Barista Job: Adjudicating the Impact of Human Capital, Social Capital, Age and Gender

2020 ◽  
Vol 4 (3) ◽  
pp. 139-152
Author(s):  
Ed Collom
Keyword(s):  
Higher Education ◽  
Social Capital ◽  
Human Capital ◽  
Educational Attainment ◽  
High Status ◽  
Capital Social ◽  
Age And Gender ◽  
Entry Level ◽  
And Gender ◽  
The Impact

This study concerns the role of human capital, social capital, age, and gender in acquiring a job as an entry-level barista. Employment records were coded and analyzed in order to identify the key factors differentiating this applicant pool. The results from multivariate models produce fewer positive associations between human capital and social capital indicators than the literature suggests. Those with greater educational attainment are more likely to have high-status references on their applications. As seen in previous literature, the social capital of applicants is not very relevant in acquiring this entry-level job. Overall, educational attainment was most salient in increasing the odds of being interviewed and hired. The managers responsible for these decisions appear to favor formal higher education over work experience or references. The findings are discussed vis-à-vis women’s gains in higher education, the growth of the service sector, and the aging of the U.S. population.

Managing Talent across Organizations

2017 ◽  
Author(s):  
Gina Dokko ◽  
Winnie Jiang
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Career Mobility ◽  
Social Resources ◽  
Capital Social ◽  
Career Trajectories ◽  
Per Se ◽  
And Performance

What do talented employees carry with them as they move across organizations? How portable are their expertise, resources, and performance? As organizations’ needs for talent grow and individuals’ career trajectories become increasingly diverse, these questions become more important. In this chapter, we draw from career-mobility research and develop a framework that considers the human capital, social capital, and identity issues in talent movement. We also provide implications for organizations as talent enters and exits an organization. In sum, we suggest that intake of talent per se does not necessarily lead to successful acquisition and utilization of the talent’s capital. Conversely, departure of talent does not mean an absolute loss to organizations—losing talent can potentially bring organizations unexpected gains, such as new social resources.

International assignments of employees and entrepreneurial intentions: the mediating role of human capital, social capital and career prospects

2020 ◽  
Vol 26 (6) ◽  
pp. 1259-1279
Author(s):  
Susanne Schlepphorst ◽  
Elizabeth C. Koetter ◽  
Arndt Werner ◽  
Christian Soost ◽  
Petra Moog
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Online Survey ◽  
Corporate Entrepreneurship ◽  
Entrepreneurial Intentions ◽  
International Assignments ◽  
Snowball Sampling ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

PurposeDrawing on human capital (HC) and social capital (SC) as well as the Jack-of-all-trades theory, this paper aims to clarify the relationship between international assignments (IAs) of employees and their entrepreneurial intentions. The study proposes that such IAs provide specific environmental features which may enable employees to build up diverse skills and network relations conducive to entrepreneuship.Design/methodology/approachThe authors collected data using an online survey, targeting professionals and managers in Germany and Switzerland. They used 223 complete responses. Before data collection, they ensured the suitability of their questionnaire by employing well-tested scales and consulted independent experts in survey design and methodology. They tested their hypotheses by applying multiple mediation modeling.FindingsAs hypothesized, the authors find empirical evidence that diverse skills and network relationships as well as poor career prospects, positively mediate the relationship between IAs and entrepreneurial intentions of employees.Research limitations/implicationsWe applied simple random and the snowball sampling method. Our approach involved the use of headhunters, international employers and relocation companies as multipliers.Practical implicationsOur results have practical implications for employees and employers. Employees on international assignments can proactively pursue opportunities in order to utilize the acquired experiences and resources for taking up entrepreneurial activities. Employers can try to retain these employees to facilitate (international) corporate entrepreneurship.Originality/valueTo the best of our knowledge, this is the first empirical study to highlight the entrepreneurial ambitions of international assignees. It thus provides initial insights into this topic.

scholarly journals Antecedents of Sustainable Social Entrepreneurship Initiatives in Pakistan and Outcomes: Collaboration between Quadruple Helix Sectors

2018 ◽  
Vol 10 (12) ◽  
pp. 4539 ◽  
Author(s):  
Jawad Iqbal ◽  
Shakeela Kousar ◽  
Waseem ul Hameed
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Social Entrepreneurship ◽  
Social Problems ◽  
Research Study ◽  
Motivational Factors ◽  
Quadruple Helix ◽  
Capital Social ◽  
Personal Factors ◽  
Entrepreneurial Ventures

The concept of social entrepreneurship has not reached full understanding in almost all developing countries, specifically in Pakistan. Social entrepreneurship is an outstanding social vehicle that, if adopted, can transform a society by resolving its social, economic, and environmental issues with the help of homemade solutions for social problems. The phenomena of social entrepreneurship rarely exist in Pakistan, due to a lack of research in and awareness of the field. So far, no quantitative or qualitative research has been conducted on the subject area of social entrepreneurship. Thus, the prime objective of this study is to investigate the effect of personal factors (human capital, social capital, motivational factors) on the development of social entrepreneurial ventures in Pakistan. This research study has investigated the interaction effect of the collaboration of quadruple helix sectors on the factors that affect the development of social entrepreneurial ventures in Pakistan. Quadruple Helix Innovation Theory (QHIT) explains that the economic development of a country stands on four pillars: university, industry, government, and civil society. In this research, a quantitative research approach has been adopted by using a survey questionnaire. This research study has used convenience sampling to select a sample from the target population for collecting answers from respondents who were conveniently available. The population of this study includes all of the social entrepreneurs operating in two important cities (Bahawalpur, Multan) of southern Punjab, Pakistan. SmartPLS 3 was utilized to analyze the data. Moderation has been tested using the bootstrapping technique in SmartPLS software. It is found that human capital, social capital, and motivational factors have a significant positive relationship with social entrepreneurship. Moreover, quadruple helix sectors moderate the relationship between personal factors (human capital, social capital, motivational factors) and social entrepreneurship. The study provides a road map for the development of social entrepreneurship in Pakistan as a solution to social problems.

Intellectual Capital as a Competitive Advantage in Pan African Nigeria Limited, Abuja

2017 ◽  
Vol 3 (7) ◽  
pp. 52
Author(s):  
Michael Isaac Opusunju ◽  
Ndalo Santeli Jiya ◽  
Murat Akyuz
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Competitive Advantage ◽  
Intellectual Capital ◽  
Significant Relationship ◽  
Relational Capital ◽  
Capital Social ◽  
Structural Capital ◽  
Pan African ◽  
The Relationship

<p class="Default">The study examines the relationship between intellectual capital and competitive advantage in Pan African Nigeria Limited, Abuja.  The study also sought to find out how intellectual capital (human capital, social capital, relational capital and structural capital) enhances competitive advantage in Pan African Nigeria Limited, Abuja. The population of 65 employees were used and the population was used as sample size.  Point in time data were collected from primary source and Ordinary Least Square was adopted and finding reveals that the relationship between intellectual capital and competitive advantage in Pan African Nigeria Limited is significant. This shows that there is a significant relationship between human capital and competitive advantage in Pan African Nigeria Limited, Abuja. There is a significant relationship between relational capital and competitive advantage in Pan African Nigeria Limited, Abuja. There is a significant relationship between structural capital and competitive advantage in Pan African Nigeria Limited, Abuja. There is a significant relationship between social capital and competitive advantage in Pan African Nigeria Limited, Abuja. It is therefore recommended that Pan African Nigeria Limited should emphasis more on intellectual capital such as human capital, social capital, relational capital and structural capital since it help them to achieve competitive advantage over other firms within the industry.</p>

scholarly journals MODEL OF HUMAN RESOURCE PERFORMANCE IMPROVEMENT BASED ON HUMAN CAPITAL AND SOCIAL CAPITAL WITH THE MODERATION OF INFORMATION TECHNOLOGY

2017 ◽  
Vol 2 (1) ◽  
pp. 207
Author(s):  
Budiarti Ningrum
Keyword(s):  
Social Capital ◽  
Information Technology ◽  
Human Capital ◽  
Performance Improvement ◽  
Human Resource ◽  
Structural Equation ◽  
Total Sample ◽  
Equation Modeling ◽  
Capital Social ◽  
Radio Frequency Spectrum

This study investigates the effect of human capital and social capital on human resource performance, and the moderating effect of information technology. Based on a total sample of 88 respondents from the Technical Implementation Unit (UPT) of Monitor Radio Frequency Spectrum Class I Semarang and Yogyakarta which is analyzed using structural equation modeling based smartPLS 3.0, the results indicated that 1) human capital is positively related to social capital and human resorce performance; 2) social capital is positively related to human resorce performance; 3) information technology moderates the relationships between social capital and human resorce performance; and 4) information technology moderates the relationships between human capital and human resource performance.Keywords: Human capital, Social capital, Information technology, Human resource performance

scholarly journals PERFORMANCE IMPROVEMENT MODEL OF HUMAN RESOURCES (HR) THROUGH DIGITAL KNOWLEDGE SHARING

2017 ◽  
Vol 2 (1) ◽  
pp. 221
Author(s):  
Marisa Giantari
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Human Resources ◽  
Knowledge Sharing ◽  
Performance Improvement ◽  
Human Resource ◽  
Research Model ◽  
Capital Social ◽  
Digital Knowledge ◽  
Positive Effect

This research is an explanatory research with a quantitative approach, which aims to test and analyze a research model where Human Capital and Social Capital predicts Human Resource Performance (HR) with Digital Knowledge Sharing as an intervening variable. The population in this study were 206 State Civil Apparatus (ASN) of 4 SKPD in the Rembang Regency Government. There were 102 ASN respondents who filled out and completed the research questionnaire. The collected data is processed using the SEM concept with the SmartPLS 3.0 Program, with the results of the study proving that the Variables of Human Capital, Social Capital and Digital Knowledge Sharing each have a significant positive effect on the Performance of Human Resources (HR), and Digital Knowledge Sharing partially mediates the influence of Social Capital on Human Resource Performance.Keywords : Human Capital, Social Capital, Digital Knowledge Sharing, and Human Resource Performance (HR)

Sign in / Sign up

Export Citation Format

Share Document