The impact of multiple sources of employees’ capital on judgments regarding potential for career advancement

Carlos Botelho
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引用次数: 0

Abstract

Purpose

The human resource and talent management fields have been increasingly focusing on the process and criteria to identify employees’ potential for career advancement due to their impact on the competitive advantage of organizations. This paper expands the extant theoretical and empirical evidence regarding these complex decisions, namely through the combined analysis of multidimensional sources of employees' capital.

Design/methodology/approach

This is a cross-sectional study. Data were collected from 384 individuals assessed by their line managers. The research model and hypotheses were tested using structured equation modeling.

Findings

The results show a positive and significant influence of four employees’ capital sources, namely: human capital (what you know), social capital (whom you know), psychological capital (who you are) and reputational capital (how others perceive us) with regard to judgments of potential for career advancement. The model explains 52% of the total variance in those judgments.

Research limitations/implications

The data were collected using a questionnaire at a single point in time and thus, not allowing cause-effect inferences.

Practical implications

The results provide guidance to organizational leaders to improve the decision-making process regarding judgments of potential for career advancement.

Originality/value

To our knowledge, this is the first study to examine managers’ judgments regarding the potential for career advancement using four sources of employees' capital: human, social, psychological and reputational capital. Furthermore, it considers that reputation plays a mediation role.

研究目的

:在人力資源和人才管理的領域裡,越來越多的焦點被放在找出員工職業發展所需潛能的過程和標準上,這是因為機構和組織的競爭優勢會受其影響。本文擬擴展關於這類複雜的判斷和決定的現存理論和經驗證據; 研究人員使用的方法為對員工資本的多維來源進行綜合分析。

研究設計/方法/理念

:本研究為橫斷面研究。數據來自384 名受其直線經理評估的個別員工; 研究人員使用了結構方程模型,去測試其研究模型和各個假設。

研究結果

:研究結果顯示,就員工職業發展所需潛能的判斷而言,存在著會帶來正面和重大影響的四個員工資本來源,這包括人力資本 (你所瞭解的事物) 、社會資本 (你所認識的人物) 、心理資本 (你是誰) 和聲譽資本 (我們予人的印象) 。有關的模型可說明判斷百分之五十二的總方差。

研究的局限/啟示

:由於數據的收集是於單一時間點和透過問卷調查而完成的,故未能收因果推斷的效果。

實務方面的啟示

:研究結果給予組織領袖實際的指引,使他們在關於職業發展所需潛能的判斷上,能夠改善其決策的過程。

研究的原創性/價值

:就我們所知,本研究為首個研究、以四個員工資本來源,即人力資本、社會資本、心理資本和聲譽資本,去探討經理如何就職業發展所需的潛能作出判斷; 而且,本研究認為聲譽是扮演著調節角色的。

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员工多种资本来源对职业发展潜力判断的影响
目的 人力资源和人才管理领域越来越关注识别员工职业发展潜力的过程和标准,因为这对组织的竞争优势具有重要影响。本文通过对员工资本的多维来源进行综合分析,扩展了有关这些复杂决策的现有理论和实证证据。数据收集自 384 名由直线经理评估的个人。研究结果表明,员工的四个资本来源,即人力资本(你知道什么)、社会资本(你认识谁)、心理资本(你是谁)和声誉资本(他人如何看待我们),对职业发展潜力的判断具有积极而显著的影响。据我们所知,这是第一项利用员工的四种资本来源(人力资本、社会资本、心理资本和声誉资本)研究管理人员对职业发展潜力判断的研究。此外,该研究还认为声誉起到了中介作用。研究目的:在人力資源和人才管理的領域裡,越來越多的焦點被放在找出員工職業發展所需潛能的過程和標準上,這是因為機構和組織的競爭優勢會受其影響。本文擬擴展關乎於這類複雜的判斷和決定的現存理論和經驗證據; 研究人員使用的方法為對員工資本的多維來源進行綜合分析。研究設計/方法/理念:本研究為橫斷面研究。數據來自384 名受其直線經理評估的個別員工; 研究人員使用了結構方程模型,去測試其研究模型和各個假設:研究結果顯示,就員工職業發展所需潛能的判斷而言,存在著會帶來正面和重大影響的四個員工工資本來源,這包括人力資本 (你所瞭解的事物) 、社會資本 (你所認識的人物) 、心理資本 (你是誰) 和聲譽資本 (我們予人的印象) 。有關的模型可說明判斷百分之五十二的總方差。研究的局限/啟示:由於數據的收集是於單一時間點和透過問卷調查而完成的,故未能收因果推斷的效果。實務方面的啟示:研究結果給予組織領袖實際的指引,使他們在關於職業發展所需潛能的判斷上,能夠改善其決策的過程。研究的原創性/價值:就我們所知,本研究為首個研究、以四個員工資本來源,即人力資本、社會資本、心理資本和聲譽資本,去探討經理如何就職業發展所需的潛能作出判斷; 而且,本研究認為聲譽是扮演著調節的角色。
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来源期刊
CiteScore
6.90
自引率
0.00%
发文量
21
审稿时长
24 weeks
期刊介绍: European Journal of Management and Business Economics is interested in the publication and diffusion of articles of rigorous theoretical, methodological or empirical research associated with the areas of business economics, including strategy, finance, management, marketing, organisation, human resources, operations, and corporate governance, and tourism. The journal aims to attract original knowledge based on academic rigour and of relevance for academics, researchers, professionals, and/or public decision-makers.
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