scholarly journals Should I stay or should I go? Skilled immigrants' perceived brain-waste and social embeddedness

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Farveh Farivar ◽  
Roslyn Cameron ◽  
Jaya A.R. Dantas
Keyword(s):  
Human Capital ◽  
Qualitative Comparative Analysis ◽  
Critical Factor ◽  
Workplace Discrimination ◽  
Social Embeddedness ◽  
Theoretic Approach ◽  
Content Type ◽  
Skilled Immigrants ◽  
Specific Human Capital ◽  
Country Specific

PurposeDrawing on embeddedness theory, we examine how skilled immigrants' perceived brain-waste affects their social embeddedness. Social embeddedness facilitates the acquisition of host country-specific human capital, which, in return, can accelerate the transfer of immigrants' human capital in the workplace.Design/methodology/approachIn total, 397 skilled immigrants in Australia participated in this study. We applied a set-theoretic approach to decode the complexity and interplay among the key concepts used in this study.FindingsWe found the impacts of psychological workplace wellbeing and workplace discrimination on social embeddedness differ between skilled immigrants who experience perceived brain-waste and skilled immigrants whose skills were recognized by employers. The results suggest that job satisfaction is the most critical factor contributing to social embeddedness among skilled immigrants who did not report brain-waste. Furthermore, we found that married skilled male immigrants who reported brain-waste still could embed socially if they did not directly experience workplace discrimination.Originality/valueThe majority of previous studies have compared skilled immigrants with their local-born colleagues, but we compared two groups of skilled migrants in the current study. We adopted fuzzy-set qualitative comparative analysis to test how unique configurations of several variables can ease their social embeddedness into the host society.

Management and culture in successful networks

2019 ◽  
Vol 33 (4) ◽  
pp. 381-400
Author(s):  
Daniela Cristofoli ◽  
Mattia Martini ◽  
Benedetta Trivellato ◽  
Dario Cavenago
Keyword(s):  
Network Management ◽  
Network Performance ◽  
Management Practices ◽  
Qualitative Comparative Analysis ◽  
Critical Factor ◽  
Content Type ◽  
Network Characteristics ◽  
Network Culture ◽  
Managerial Behaviors ◽  
Funded Project

Purpose It is generally recognized that network management is a critical factor for network success. It is also acknowledged that different managerial behaviors are necessary in different network settings. Scholars have explored the relationships between network characteristics and managerial behaviors, but the role of network culture in influencing network managers’ activities remains under-investigated. The purpose of this paper is to address this gap. Design/methodology/approach The analysis is developed through a fuzzy-set qualitative comparative analysis of 18 country-based networks involved in the same EU-funded project. Findings The results shed light on two different combinations of network culture types and management practices simultaneously leading to high network performance. Originality/value The paper confirms the existence of a relationship between network management and certain characteristics of the networks, in particular network culture.

Human capital and export performance in the Spanish manufacturing firms

2020 ◽  
Vol 15 (1) ◽  
pp. 99-119 ◽  
Author(s):  
José López Rodríguez ◽  
Bill Serrano Orellana
Keyword(s):  
Human Capital ◽  
Design Methodology ◽  
Export Performance ◽  
Theoretical Background ◽  
Manufacturing Firms ◽  
Export Intensity ◽  
Resource Based View ◽  
Content Type ◽  
Specific Human Capital ◽  
General Human Capital

Purpose The purpose of this paper is to investigate the effects of firms’ general and specific human capital on the export propensity and intensity. Design/methodology/approach The resource-based view of the firm provides the theoretical background to examine export performance. Empirical analysis is carried out using a national representative sample of Spanish manufacturing firms and employing Logit and Tobit models. Export performance is evaluated in a dual way, as export propensity and export intensity. In relation to human capital a distinction is made between general and specific human capital. Findings The results shown that differences exist in the effect of general and specific human capital. While the firms’ general human capital (education of the firm’s employees) affects both export propensity and intensity, only some dimensions of specific human capital (employees’ experience at the workplace) affects export propensity and intensity but no the employees’ training. Moreover, the firms’ general human capital generates greater changes than the effect of specific human capital on the export behavior. Originality/value This paper extends a line of research underexplored in the literature by analyzing the effect of organizational human capital on the firm’s export performance; moreover, it is the first study for Spanish manufacturing firms; the distinction between general and specific human capital enhances our comprehension of the human capital as a determinant of export performance. In relation to the specific human capital, besides training, we add a new variable related to experience at the workplace.

scholarly journals Towards a qualitative understanding of human capital in entrepreneurship research

2017 ◽  
Vol 23 (2) ◽  
pp. 210-227 ◽  
Author(s):  
Dimo Dimov
Keyword(s):  
Human Capital ◽  
Work Experience ◽  
Qualitative Comparative Analysis ◽  
Content Type ◽  
Entrepreneurship Research ◽  
Qualitative Understanding ◽  
Empirical Typology ◽  
Managerial Experience ◽  
The Relationship ◽  
Industry Experience

Purpose The purpose of this paper is to revisit the conceptualization and measurement of human capital in entrepreneurship research. Design/methodology/approach By contrasting reflective and formative conceptions, it shows that human capital is more appropriately seen as defined and formed by its indicators (education, work experience, entrepreneurial experience, industry experience, and managerial experience). It, then, explores the configurations of these indicators in a qualitative comparative analysis framework based on Boolean algebra and fuzzy-set methodology. It derives an empirical typology of the human capital of nascent entrepreneurs, based on two primary combinations of indicators. Findings The paper shows that the relationship between human capital and venture emergence is best represented as multiple, conjectural causation, i.e. human capital matters through certain combinations of its indicators. Originality/value The discussion and results offer novel and valuable insights into entrepreneurship researchers for the conceptualization and use of human capital constructs.

Gender-specific human capital: identification and quantifying its wage effects

2017 ◽  
Vol 38 (6) ◽  
pp. 854-874 ◽  
Author(s):  
Maryna Tverdostup ◽  
Tiiu Paas
Keyword(s):  
Human Capital ◽  
Wage Gap ◽  
Pay Gap ◽  
Men And Women ◽  
Male And Female ◽  
Content Type ◽  
Wage Returns ◽  
Specific Human Capital ◽  
Gender Specific ◽  
Opposite Gender

Purpose The purpose of this paper is to better understand the possible reasons behind gender pay disparities, focussing on the unique features of male and female human capital and their wage returns. Despite increasing convergence of male and female human capital attainments, substantial differences remain. Extraction of human capital components non-overlapping across genders provides more profound explanation of the unexplained wage gap of men and women. Design/methodology/approach Starting with the non-parametric matching-based decomposition technique, the authors extend the pay gap estimation framework and focus on males and females having no counterpart in a set of characteristics within the opposite gender. The authors identify gender-unique human capital in terms of differences in distribution of individual characteristics across men and women and gender-specific combination of human capital characteristics. Wage returns to gender-specific profiles are evaluated applying wage regression on both full distribution of earnings and wage quantiles. The research relies on the Survey of Adult Skills (PIAAC) database for Estonia, which incorporates both formal education and cognitive skill records. Findings The study identifies sets of characteristics and competencies exclusive for both genders, proving that male and female profiles cannot be directly compared. The results suggest that men possess high individual and combined abilities in numeracy and problem solving in technology-rich environment, not always reached by females. This potentiates men’s higher earnings in spite of their generally lower formal educational attainments. Wage gap analysis over the full distribution of earnings shows even larger “glass ceiling” effect for females, possessing woman-specific human capital. Originality/value The authors raise a research from a novel perspective towards a role of human capital in gender wage inequality. Instead of usual reference to observable gaps in male and female characteristics, the authors identify the gender-specific human capital profiles, to a large extent non-reached by the opposite gender. Analysed associations between gender-specific characteristics and earnings provide an insight to possible effects of gender-unique human capital on a male-female wage disparity.

scholarly journals Resource configurations for new family venture growth

2018 ◽  
Vol 24 (2) ◽  
pp. 521-537 ◽  
Author(s):  
Mark R. Mallon ◽  
Stephen E. Lanivich ◽  
Ryan L. Klinger
Keyword(s):  
Human Capital ◽  
Comparative Analysis ◽  
Family Business ◽  
Design Methodology ◽  
Qualitative Comparative Analysis ◽  
Financial Capital ◽  
Content Type ◽  
New Family ◽  
Practical Implications ◽  
Shed Light

Purpose Sustainable Family Business Theory states that human, social, and financial capital are important for new family venture growth, yet there may be multiple combinations that could be beneficial. The purpose of this paper is to examine whether all three types of resources are always needed for growth. Design/methodology/approach Fuzzy-set Qualitative Comparative Analysis, a configurational method, is used to investigate which combinations of human, social, and financial capital consistently lead to new family venture growth. Findings Multiple distinct combinations of resources – usually containing some form of human capital along with either social or financial capital – were sufficient for new family ventures to grow. Research limitations/implications The findings contribute to a more accurate Sustainable Family Business Theory in terms of the resource bundles needed to achieve growth. Not all three primary resources are needed at founding for the venture to grow. Results suggest a need for renewed focus on human capital in family venture research, as well as further investigations of the resource configurations uncovered here and their effects on family firm outcomes. Practical implications Given the costs associated with acquiring resources, the findings can inform family entrepreneurs and other stakeholders purposed with assisting new family ventures regarding optimal avenues of achieving growth. Originality/value This study advances theory by demonstrating which combinations of primary resources lead to new family venture growth. The findings shed light on how human, social, and financial capital may substitute for each other, as well as how the value of each depends on the presence or absence of the others.

4.0 digital transition and human capital: evidence from the Italian Fintech market

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Filomena Izzo ◽  
Viktoriia Tomnyuk ◽  
Rosaria Lombardo
Keyword(s):  
Human Capital ◽  
Intellectual Capital ◽  
Regression Models ◽  
Principal Component ◽  
Critical Factor ◽  
Future Research ◽  
Content Type ◽  
Digital Era ◽  
Structural Capital ◽  
The Impact

PurposeIn the intellectual capital literature, no studies have examined the causal relationship between Italian Fintech companies' performance and intellectual capital, especially the impact of digital industrialization on human capital. This paper aims to fill this gap in measuring human capital efficiency in the Italian Fintech market.Design/methodology/approachThe authors adopt Pulic's model and define the intellectual capital through three components (human capital, structural capital and capital employed) and perform an exploratory analysis of the Italian Fintech companies by using principal component analysis. Then the authors investigate the effects of the intellectual capital and its components on the Italian Fintech companies' performance by using parametric and nonparametric regression models.FindingsResults of regression models reveal that human capital and employed capital are positively related to the companies' performance, except for the structural capital.Research limitations/implicationsThe study focuses on the Italian level, and future research could be extended to different European countries or to the global Fintech market. Moreover, it is advised to explore more components that contribute to intellectual capital measurement inside the companies operating in the 4.0 industrial revolution, such as the innovative capital and the relational capital.Practical implicationsThis study proposes a new vision for managerial procedures to find which features are critical for achieving profitability in this digital era. The study offers interesting reflections on the management decisions for both companies and public decision-makers. Results suggest that, among intellectual capital components, human capital plays a strategic role for the knowledge-intensive companies that are interested in potentiating their performance and competitiveness. Furthermore, this study finds that human capital is critical factor for achieving profitability in this digital era.Social implicationsThe Fintech sector is one that most benefited from the Digital Revolution, and if it is adequately managed, it can bring great benefits in terms of major employment, especially for the young population, and bring major financial inclusiveness all over the world.Originality/valueThis is the first study that examines the Italian Fintech market and analyzes the dependence relationship between companies' performance and intellectual capital components, identifying the role of human capital in a new completely digital sector. The analysis findings are strategic for the business decisions-making process.

Gold Cup: human resources as sources of competitive advantage and superior performance

2018 ◽  
Vol 6 (3) ◽  
pp. 242-254 ◽  
Author(s):  
Peter Omondi-Ochieng
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Competitive Advantage ◽  
Binary Logistic Regression ◽  
Political Stability ◽  
Superior Performance ◽  
Content Type ◽  
Football Team ◽  
Alternative Sources ◽  
Specific Human Capital

Purpose The purpose of this paper is twofold: first, to evaluate the association between human resources and qualification for the 2017 Gold Cup, and second, to examine if human resources could predict qualification for the 2017 Gold Cup. Design/methodology/approach Guided by four competitive advantage (CA) theories related to the human resources, the study utilized archival data of 35 male Gold Cup national football teams. The dependent variable was qualifications for 2017 Gold Cup and the independent variables were football-specific human capital measured by ranked number of football amateurs, professionals and officials. Statistical analysis was performed using Kendell τ statistic and binary logistic regression (BLR). Findings Qualification for the Gold Cup tournament and all human resources were positively and statistically associated (officials (0.493, p<0.01), amateurs (0.464, p<0.01) and professionals (0.624, p<0.01)), and BLR model (Negelkerke R2) explained 55.8 percent of the variance of human resources. Research limitations/implications The research focused exclusively on football-specific human capital and not alternative sources of CA such as economy power, political stability and/or national football popularity amongst others. Practical implications Human resources are a valuable source of CA which requires long-term strategy geared toward training, development and promotion of talent. Superior football team performance is directly proportional to talented players. Originality/value The study was unique in two ways. First, it made clear the positive significance of human resources as a source of CA. Second, it highlighted the distinction between professional and amateur footballers – a factor uncommon in similar studies.

Can configurations of motivation and extraversion attenuate job demands-job burnout bond?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadegh Farivar ◽  
Osveh Esmaeelinezhad
Keyword(s):  
Comparative Analysis ◽  
Fuzzy Set ◽  
Extrinsic Motivation ◽  
Qualitative Comparative Analysis ◽  
Job Demands ◽  
Job Burnout ◽  
Theoretic Approach ◽  
Social Phenomena ◽  
Content Type ◽  
The Impact

Purpose Recent research highlights the necessity to critically examine the factors that can reduce the relationship between job stressors, such as job demand and burnout, to create healthier workplaces. This study aims to explore how five types of motivations (extrinsic motivation-social, extrinsic motivation- material, introjected, identified and intrinsic motivation), in combination with extraversion trait influence the impact of job demands on job burnout. Design/methodology/approach This study adopted a set-theoretic approach named fuzzy-set qualitative comparative analysis to analyze the data collected from 84 employees working in an research and development department of a public organization. Findings Findings revealed two distinct configurations. First, the absence of intrinsic and identified motivations lead to job burnout if extraverted participants suffer from high job demands. Second, non-extraverted participants reported high job burnout in the presence of high job demands, although all five types of motivations drove them. Practical implications This study suggests managers need to consider personalized preventive actions, depending on the level of extraversion trait when they try to motivate their employees who are dealing with high levels of job demands. Originality/value The emerging trend in social science suggests adopting linearity assumptions to study social phenomena is inconsistent with the reality of human behavior. Thus, this study used fuzzy-set qualitative comparative analysis to examine the complex interplay among all five types of motivations, extraversion trait, job demands, which contribute to burnout.

scholarly journals Human capital in the eco-innovative firms: a case study of eco-innovation projects

2017 ◽  
Vol 23 (6) ◽  
pp. 919-933 ◽  
Author(s):  
Sabina Scarpellini ◽  
Raquel Ortega-Lapiedra ◽  
Miguel Marco-Fondevila ◽  
Alfonso Aranda-Usón
Keyword(s):  
Environmental Management ◽  
Human Capital ◽  
Qualitative Comparative Analysis ◽  
Corporate Entrepreneurship ◽  
Secondary Source ◽  
Environmental Certification ◽  
Content Type ◽  
Innovation Activities ◽  
Data Collection Strategy ◽  
Starting Point

Purpose The purpose of this paper is to explain the influence of human capital (HC) on the organizations in terms of eco-innovative entrepreneurship, and the existing relations of these resources with economic and financial resources as well as other capabilities of the firms. A secondary challenge in the research is to define and measure the availability of HC in firms for those eco-innovative processes. Design/methodology/approach The targeted population for the study was eight eco-innovative companies in Spain. Within each company, a detailed CEO questionnaire was collected to measure HR information, certification or the existence of internal initiatives to promote eco/innovation, and secondary source records to measure economic and financial performance. This data collection strategy eliminated the possibility of percept-percept bias, since the data for each stage of the model were collected from different sources. The database has been analyzed through a qualitative comparative analysis (QCA). Findings The main conclusion from the QCA analysis indicates that the role of the specialized HC involved in the R&D and innovation activities, the environmental management of firms and the resources (energy) management are relevant factors in the eco-innovative process and they have to be specifically managed for the development of eco-innovations. The qualitative analysis shows that firms that devoted specialized HC to the eco-innovation activities are companies at least ten years old, which have R&D and innovation departments as well as a specific department for the environmental management. They have been certified through some environmental certification standards, have human resources devoted to the product design, promote entrepreneurship for innovation among their own employees and also have higher than the sector average rates of leverage. Research limitations/implications The main limitation of this paper is linked to the number of analyzed study cases, although all of them are sufficiently representative. Nevertheless, given that the empirical research addressing the interrelated factors of eco-innovation and HC is still not abundant, this study provides an interesting starting point for discussion and the improvement of the qualitative method applied in this paper. Moreover, further research is still needed to fully elucidate how the corporate entrepreneurship is promoted to respond to the eco-innovation strategy of firms, as well as to deeply explore the characteristics of the intellectual capital concerned to the eco-innovation processes. Originality/value As a novel application, the influence of HC in organizations in terms of eco-innovative entrepreneurship has been analyzed through the measurement of the level of HC specifically devoted to eco-innovation in eight eco-innovative companies. One of the contributions of this study is to define the variables to measure the HC that is available for eco-innovation in an eco-innovative firm. The main conclusions are of interest to practitioners concerning the eco-innovation development in firms.

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