Investment in General Human Capital and Turnover Intention

2010 ◽  
Vol 100 (2) ◽  
pp. 209-213 ◽  
Author(s):  
Colleen Flaherty Manchester
Keyword(s):  
Human Capital ◽  
Turnover Intention ◽  
General Human Capital

Do employees high in general human capital tend to have higher turnover intention? The moderating role of high-performance HR practices and P-O fit

2015 ◽  
Vol 44 (5) ◽  
pp. 739-756 ◽  
Author(s):  
Yu-Chen Wei
Keyword(s):  
Human Capital ◽  
Turnover Intention ◽  
High Performance ◽  
Longitudinal Research ◽  
Negative Impact ◽  
Content Type ◽  
Hr Practices ◽  
The Impact ◽  
The Relationship ◽  
General Human Capital

Purpose – The purpose of this paper is to examine how high-performance HR practices and person-organization fit (P-O fit) affect general human capital and turnover intention. The author introduce and test a multilevel model to measure the relationship. Design/methodology/approach – A longitudinal research study was conducted using survey data collected from 456 engineers and their immediate supervisors in 31 Taiwanese high-technology companies. Findings – The findings show: first, general human capital can positively predict turnover intention. Second, the P-O fit moderates the positive relationship between general human capital and turnover intention since the stronger the P-O fit, the weaker this relationship. Third, the P-O fit can negatively predict turnover intention. Fourth, high-performance HR practices are positively related to general human capital and weaken the relationship between general human capital and turnover intention. Practical implications – Companies should ensure employees are a good match with their organizations to reduce the negative impact of the loss of talented employees on the organization. In addition, organizations should build HR systems that attract and retain outstanding employees. Originality/value – This study integrates a strategic perspective and a person-environment fit perspective to understand the impact of general human capital on individual leaving attitudes. This paper contributes to the literature because, to the author’s knowledge, it is the first study to examine the effects of high-performance HR practices and P-O fit on talented employee retention.

scholarly journals Immigrants’ initial firm allocation and earnings growth

2017 ◽  
Vol 44 (1-2) ◽  
pp. 42
Author(s):  
Wen Ci ◽  
Feng Hou
Keyword(s):  
Human Capital ◽  
Economic Integration ◽  
Firm Level ◽  
Earnings Differential ◽  
Earnings Growth ◽  
Capital Humain ◽  
Integration Of Immigrants ◽  
General Human Capital

While employers are playing an increasingly important role in immigration selection in Canada, little is known about how firm-level characteristics affect the economic integration of immigrants. Using a Canadian employer–employee matched dataset, this paper considers whether immigrants initially employed in low-paying firms in Canada experienced inferior earnings growth than those initially employed in high-paying firms. The results show that the large earnings differential observed between immigrants initially employed in low- and high-paying firms diminished only slightly over the subsequent 14 years, even when differences in demographic and general human capital characteristics are taken into account.Alors que les employeurs jouent un rôle de plus en plus important dans la sélection des immigrants qui s’établissent au Canada, on en sait peu sur la façon dont les caractéristiques au niveau de l’entreprise influencent l’intégration économique de ces derniers. Au moyen d’un ensemble de données appariées sur les employeurs et les employés, le présent document vise à déterminer si la croissance des gains des immigrants employés initialement au Canada par des entreprises à bas salaires est plus faible que celle des gains des immigrants employés au départ par des entreprises à hauts salaires. Les résultats montrent que l’écart important observé entre les gains des immigrants employés au départ par des entreprises à bas salaires et de ceux employés par des entreprises à hauts salaires ne diminuait que légèrement au cours des 14 années suivantes, même après avoir tenu compte des différences de caractéristiques démographiques et de caractéristiques générales du capital humain.

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 Specific and General Human Capital in an Endogenous Growth Model

2015 ◽  
Vol 53 (3) ◽  
pp. 167-204 ◽  
Author(s):  
Vahagn Jerbashian ◽  
Sergey Slobodyan ◽  
Evangelia Vourvachaki
Keyword(s):  
Human Capital ◽  
Endogenous Growth ◽  
Growth Model ◽  
Endogenous Growth Model ◽  
General Human Capital

scholarly journals How Do Teachers Improve? The Relative Importance of Specific and General Human Capital

2014 ◽  
Vol 6 (2) ◽  
pp. 127-151 ◽  
Author(s):  
Ben Ost
Keyword(s):  
Human Capital ◽  
Teacher Quality ◽  
Teaching Experience ◽  
Relative Importance ◽  
Direct Measure ◽  
Teacher Improvement ◽  
Specific Experience ◽  
Capital Acquisition ◽  
General Human Capital

One of the most consistent findings in the literature on teacher quality is that teachers improve with experience, especially in the first several years. This study extends this research by separately identifying the benefits of general teaching experience and specific curriculum familiarity. I find that both specific and general human capital contribute to teacher improvement and that recent specific experience is more valuable than distant specific experience. This paper also contributes to a broader literature on human capital acquisition, as it is among the first to examine human capital specificity using a direct measure of productivity. (JEL H75, I21, J24, J45)

scholarly journals Types of employee training, organizational identification, and turnover intention: evidence from Korean employees

2020 ◽  
Vol 18 (4) ◽  
pp. 517-526
Author(s):  
Ji-Young Ahn ◽  
Shilu Huang
Keyword(s):  
Human Capital ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Capital Investment ◽  
Training Programs ◽  
Employee Training ◽  
Mediating Effect ◽  
Specific Training ◽  
General Training

Many organizations are willing to increase human capital investment through various employee training programs. This study empirically examines a proposed model that explains the relationship between the different types of employee training, including general and firm-specific training and employee turnover in Korean firms. This study used a survey sample of 10,069 employees in 467 publicly traded firms in South Korea. 78% of participating companies provided training programs to the employees. This study conducted quantitative cross-sectional regression analyses to test the hypotheses. The study suggests empirical evidence that general training and firm-specific training reduce employee turnover intention. Moreover, the magnitude of firm-specific training on turnover intention is much higher than general training. Furthermore, employee organizational identification has a partial mediating effect on training and turnover intention. However, the study found no substantial evidence of the moderating effect of employees’ justice perception of receiving training opportunities. Based on the human capital theory and social exchange perspective, the results indicate that both types of training programs help employee retention, and cultivating employee organizational identification can be critical in the training-turnover process.

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