The effects of psychological capital, social capital, and human capital on hotel employees’ occupational stress and turnover intention

2021 ◽  
Vol 98 ◽  
pp. 103046
Author(s):  
Zhiyong Li ◽  
Zhicheng Yu ◽  
Songshan (Sam) Huang ◽  
Jingyan Zhou ◽  
Meng Yu ◽  
...  
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Occupational Stress ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Capital Social ◽  
Hotel Employees

scholarly journals Three-Capital Approach to the Study of Young People who Excel in Vocational Occupations: A Case of WorldSkills Competitors and Entrepreneurship

2016 ◽  
Vol 3 (1) ◽  
pp. 46-65 ◽  
Author(s):  
Maia Chankseliani ◽  
Susan James Relly
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Young People ◽  
Quantitative Data ◽  
Psychological Capital ◽  
Capital Social ◽  
Vocational Skills ◽  
Entrepreneurial Motivation ◽  
Qualitative And Quantitative ◽  
Data Analyses

This paper examines the entrepreneurial inclinations of young people who achieved excellence in vocational occupations. We propose a three-capital approach to the study of entrepreneurship. Relying on the existing theories and original qualitative and quantitative data analyses, findings from interviews with 30 entrepreneurial and 10 non-entrepreneurial WorldSkills competitors show that psychological capital, social capital and human capital can be combined to explore how young people who excel in vocational occupations develop entrepreneurial mindsets. We show that training for and participation in the largest vocational skills event globally - WorldSkills competition - develops selected aspects of three capitals. However, we also discover that the entrepreneurial motivation precedes competitors' involvement with WorldSkills.

Relative effects of human capital, social capital and psychological capital on hotel employees’ job performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Songshan (Sam) Huang ◽  
Zhicheng Yu ◽  
Yuhong Shao ◽  
Meng Yu ◽  
Zhiyong Li
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Job Performance ◽  
Work Experience ◽  
Psychological Capital ◽  
Confirmatory Factor Analyses ◽  
Content Type ◽  
Hotel Employees ◽  
Relative Contribution ◽  
The Impact

Purpose This study examines the relative effects of human capital (HC), social capital (SC) and psychological capital (PC) on hotel employees’ job performance. Design/methodology/approach A sample of 417 employees from seven five-star hotels in China was recruited for the study. Both exploratory and confirmatory factor analyses were used to confirm the quality of measurement structures. Stepwise regression was used to examine the relative effects of the three capitals on hotel employees’ job performance. Findings PC was found to be the strongest predictor of self-reported job performance (SJP) among the three capitals under investigation. Education and work experience in the HC domain affected SJP, whereas SC dimensions did not. However, only education and work experience in the HC domain were found to affect supervisor-rated job performance (RJP). Practical implications Given the impact of PC on hotel employee’s SJP, human resource managers should attend to this capital in staff recruitment, retention and training and development. Originality/value This study provides a holistic comparative lens to examine the relative contribution of the three capitals on hotel employees’ job performance. This will help to further clarify the roles played by each of the capitals in hotel service work, thus advancing the development of the theories underlying each of the three capitals.

scholarly journals Current status and related factors of turnover intention of primary medical staff in Anhui Province, China: a cross-sectional study

2021 ◽  
Vol 19 (1) ◽  
Author(s):  
Guimei Chen ◽  
Lingzhi Sang ◽  
Jian Rong ◽  
Huosheng Yan ◽  
Hongzhang Liu ◽  
...  
Keyword(s):  
Social Support ◽  
Human Resources ◽  
Turnover Intention ◽  
Medical Staff ◽  
Psychological Capital ◽  
Pearson Correlation ◽  
Job Burnout ◽  
Current Status ◽  
Capital Social ◽  
Related Factors

Abstract Background The shortage of primary medical staff is an important issue in the management of health human resources, and it is also a problem that all countries in the world need to face together. Since 2009, China has implemented a new series of medical system reforms and the shortage and loss of primary medical staff have been alleviated accordingly. However, China has a large population and it is difficult to distribute health human resources evenly across regions. This study aimed to explore the current status of turnover intention and its relationship with psychological capital, social support, and job burnout, as well as how these factors influence turnover intention of primary medical staff in Anhui province, China. Methods Using structured questionnaires to collect data, including demographic characteristics, turnover intention, psychological capital, social support, and Chinese Maslach Burnout Inventory scale. A total of 1152 primary medical workers of Anhui were investigated. Data were analyzed by t-test, analysis of variance (ANOVA), Pearson correlation analysis, and multiple linear regression model. Results Total scores of turnover intention, psychological capital, social support, and job burnout of subjects were 14.15 ± 4.35, 100.09 ± 15.98, 64.93 ± 13.23 and 41.07 ± 9.437, respectively. Multiple linear regression showed the related factors of turnover intention were age, job position, work unit, and scores of job burnout. Pearson correlation showed psychological capital and social support were negatively correlated with turnover intention, while the score of job burnout was positively correlated with turnover intention. Conclusion The improvement of psychological capital and social support and the reduction of job burnout may play an important role in reducing turnover intention of primary medical staff. Primary medical managers should strengthen the humanistic care for primary medical staff, optimize the incentive mechanism, and improve internal management of medical institutions for stability.

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.

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.

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