The Experts below are selected from a list of 5184 Experts worldwide ranked by ideXlab platform
Robert E Ployhart - One of the best experts on this subject based on the ideXlab platform.
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Human Capital Resource Complementarities
Oxford Handbooks Online, 2017Co-Authors: Robert E Ployhart, Ormonde CragunAbstract:Firms must increasingly innovate to gain a competitive advantage. One method of innovation is by designing work or grouping individuals in ways that create unique relationships between their knowledge, skills, abilities, and other characteristics, and by designing these relationships to be accessible by the firm (i.e., creating human Capital Resources). Synergistic relationships between two or more human Capital Resources are therefore human Capital resource complementarities. In the chapter we discuss how talent-management practices relate to the formation, maintenance, and bundling of human Capital resource complementarities. We start by briefly summarizing the key features of resource complementarities observed within the broader strategy literature. We then consider the nature of complementarities specifically for human Capital Resources, and consider numerous types of complementarities that may exist. We conclude by proposing a research agenda to understand how talent-management practices are related to human Capital resource complementarities and competitive advantage.
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the information processing foundations of human Capital Resources leveraging insights from information processing approaches to intelligence
Human Resource Management Review, 2015Co-Authors: Joseph F Fagan, Robert E PloyhartAbstract:Abstract This paper considers how information processing approaches to intelligence may offer implications for the study of human Capital Resources within organizations. We first provide a brief overview of human Capital research that summarizes its evolution and current areas of emphasis. This review notes that most of the research on human Capital has ignored key developments in the psychological study of intelligence. We then review contemporary approaches to studying intelligence as information processing. We conclude by proposing a broad agenda for integrating research on human Capital Resources with information processing approaches to intelligence.
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human Capital is dead long live human Capital Resources
Journal of Management, 2014Co-Authors: Robert E Ployhart, Anthony J Nyberg, Greg Reilly, Mark A MaltarichAbstract:This paper introduces a radically different conceptualization of human Capital Resources that runs counter to the individual-level approaches that have dominated human Capital theory for the last 50 years. We leverage insights from economics, strategy, human Resources, and psychology to develop an integrated and holistic framework that defines the structure, function, levels, and combinations of human Capital Resources. This multidisciplinary framework redefines human Capital Resources as individual or unit-level capacities based on individual knowledge, skills, abilities, and other characteristics (KSAOs) that are accessible for unit-relevant purposes. The framework and definition offer three broad contributions. First, multidisciplinary communication is facilitated by providing precise definitions and distinctions between individual differences, KSAOs, human Capital, human Capital Resources, and strategic human Capital Resources. Second, given that human Capital Resources originate in individuals’ KSAOs...
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The Buffering Effects of Human Capital Resources on Firm Recession Performance
Academy of Management Proceedings, 2012Co-Authors: Robert E PloyhartAbstract:Domestic and global companies alike have experienced a significant economic downturn during the "great recession." Using a 10-wave discontinuous longitudinal random coefficient growth modeling, we ...
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Context-Emergent Turnover (CET) Theory: A Theory of Collective Turnover
Academy of Management Review, 2012Co-Authors: Anthony J Nyberg, Robert E PloyhartAbstract:We develop a theory of collective turnover that emphasizes its microfoundation origins and unit-level consequences. Collective turnover is the quantity and quality of depletion of employee knowledge, skills, abilities, and other characteristics (KSAOs) from the unit, meaning that it is the collective loss of unit KSAOs. We ground our theory of collective turnover within the nomological network of human Capital Resources and resource-based theory. We then use this framework to examine the dynamic relationships between collective turnover and human Capital Resources and their effects on unit performance. We also describe the moderating impact of context (climate and environmental complexity) and time. Thus, we present context-emergent turnover (CET) theory.
Corinne Post - One of the best experts on this subject based on the ideXlab platform.
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The cumulative effects of social Capital Resources on (dis)advantages
The Sociological Imagination, 2020Co-Authors: Rochelle Parks-yancy, Nancy Ditomaso, Corinne PostAbstract:This study examines the mechanisms of social inequality. Specifically, we look at how access to social Capital Resources may differ for class groups and how these differences affect socioeconomic outcomes. We found that most middle/upper middle class interviewees had early access to social Capital Resources, which contributed to later socioeconomic advantages. Those who did not have such advantages were all working class. The study highlights how early access to social Capital Resources contributes to later benefits. Those without such access generally suffer negative life outcomes.
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How Does Tie Strength Affect Access to Social Capital Resources for the Careers of Working and Middle Class African-Americans?:
Critical Sociology, 2009Co-Authors: Rochelle Parks-yancy, Nancy Ditomaso, Corinne PostAbstract:This study uses qualitative interviews with 50 working and middle class African-Americans to explore how they use social Capital Resources from their strong and weak ties to obtain education and jobs. As expected, the strong tie relationships of middle class blacks provided college information, while the working class did not discuss such assistance. The working class respondents relied primarily on strong tie relationships for social Capital Resources, but this did not always improve their career trajectories. Conversely, the middle class interviewees' networks consisted of both strong and weak ties who offered social Capital Resources that helped with their careers. Still, while both class groups had social ties that provided information about jobs, neither group knew many people who could actually hire them. Thus, while the middle class respondents had greater access to social Capital Resources, their advantages were not as large as one might expect, given their class divisions.
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the mitigating effects of social and financial Capital Resources on hardships
Early Childhood Education Journal, 2007Co-Authors: Rochelle Parksyancy, Nancy Ditomaso, Corinne PostAbstract:Social and financial Capital Resources contribute significantly to socioeconomic outcomes. However, insufficient attention has been given to how these Resources may mitigate potential socioeconomic setbacks and differ for gender and class groups. In our study, most of the interviewees with hardships had access to social and financial Capital Resources. The few with insufficient access were working class. Women accessed financial Capital Resources to overcome hardships more than men, whereas men were more likely to use social Capital Resources. Access to the Resources helped ensure that almost all of the individuals in this study did not suffer the full consequences of their hardships. The hardship itself was of less importance than having access to social and financial Capital Resources.
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the social Capital Resources of gender and class groups
Sociological Spectrum, 2006Co-Authors: Rochelle Parksyancy, Nancy Ditomaso, Corinne PostAbstract:ABSTRACT Social Capital Resources affect careers. Yet, insufficient attention has been given to how access to social Capital Resources differs for social groups and, therefore, differentially affects careers. This study consists of in-depth interviews with 246 white interviewees from three parts of the U.S.: New Jersey, Tennessee, and Ohio. The interviews provide extensive details about how social Capital Resources affected the respondents' educational and employment endeavors. We found that men had greater access to social Capital Resources than women. Thus, career advantages accumulated for men, while career disadvantages accumulated for women. There were few class differences in access to social Capital Resources, but the middle/upper middle class had better career returns than the working class. Unlike many other studies of social Capital Resources and careers, our study examines the processes by which the Resources were derived, how they were used, and how they affected careers. As such, we detail a ...
Matthew K. Miller - One of the best experts on this subject based on the ideXlab platform.
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FIE - Developing a survey instrument to characterize social Capital Resources impacting undergraduates' decisions to enter and persist in engineering
2011 Frontiers in Education Conference (FIE), 2011Co-Authors: Julie P. Martin, Kyle Gipson, Matthew K. MillerAbstract:This paper describes the theoretical basis, development, and initial results of a quantitative survey instrument that measures the engineering-related social Capital Resources of undergraduate engineering students. Despite significant efforts over the last few decades to increase participation of under-represented groups in engineering within the United States, progress has been disturbingly slow. Further research in this domain is needed to realize the significant advancements that are necessary for diversifying undergraduate engineering enrollment. The long-term purpose of this research is to develop a conceptual model based on Social Capital Theory to provide a deeper understanding and explanation of undergraduates' academic and career choices related to engineering, of which developing the survey instrument is the first step. Our “Name and Resource Generator” instrument has been administered to 890 students at three institutions within the United States. Supporting literature and initial results indicate that under-represented students in engineering may utilize different mechanisms for developing and activating engineering-related social Capital compared to other engineering undergraduates, and that an approach utilizing social Capital theory shows promise as a model with which to improve the diversity of the engineering field.
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Developing a survey instrument to characterize social Capital Resources impacting undergraduates' decisions to enter and persist in engineering
2011 Frontiers in Education Conference (FIE), 2011Co-Authors: Julie P. Martin, Kyle Gipson, Matthew K. MillerAbstract:This paper describes the theoretical basis, development, and initial results of a quantitative survey instrument that measures the engineering-related social Capital Resources of undergraduate engineering students. Despite significant efforts over the last few decades to increase participation of under-represented groups in engineering within the United States, progress has been disturbingly slow. Further research in this domain is needed to realize the significant advancements that are necessary for diversifying undergraduate engineering enrollment. The long-term purpose of this research is to develop a conceptual model based on Social Capital Theory to provide a deeper understanding and explanation of undergraduates' academic and career choices related to engineering, of which developing the survey instrument is the first step. Our “Name and Resource Generator” instrument has been administered to 890 students at three institutions within the United States. Supporting literature and initial results indicate that under-represented students in engineering may utilize different mechanisms for developing and activating engineering-related social Capital compared to other engineering undergraduates, and that an approach utilizing social Capital theory shows promise as a model with which to improve the diversity of the engineering field.
Rochelle Parksyancy - One of the best experts on this subject based on the ideXlab platform.
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the mitigating effects of social and financial Capital Resources on hardships
Early Childhood Education Journal, 2007Co-Authors: Rochelle Parksyancy, Nancy Ditomaso, Corinne PostAbstract:Social and financial Capital Resources contribute significantly to socioeconomic outcomes. However, insufficient attention has been given to how these Resources may mitigate potential socioeconomic setbacks and differ for gender and class groups. In our study, most of the interviewees with hardships had access to social and financial Capital Resources. The few with insufficient access were working class. Women accessed financial Capital Resources to overcome hardships more than men, whereas men were more likely to use social Capital Resources. Access to the Resources helped ensure that almost all of the individuals in this study did not suffer the full consequences of their hardships. The hardship itself was of less importance than having access to social and financial Capital Resources.
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the effects of social group membership and social Capital Resources on careers
Journal of Black Studies, 2006Co-Authors: Rochelle ParksyancyAbstract:Using a nationally representative sample, this study looks at the effects of race, gender, and social Capital Resources on two career measures: (a) earnings and (b) promotions. The author finds tha...
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the social Capital Resources of gender and class groups
Sociological Spectrum, 2006Co-Authors: Rochelle Parksyancy, Nancy Ditomaso, Corinne PostAbstract:ABSTRACT Social Capital Resources affect careers. Yet, insufficient attention has been given to how access to social Capital Resources differs for social groups and, therefore, differentially affects careers. This study consists of in-depth interviews with 246 white interviewees from three parts of the U.S.: New Jersey, Tennessee, and Ohio. The interviews provide extensive details about how social Capital Resources affected the respondents' educational and employment endeavors. We found that men had greater access to social Capital Resources than women. Thus, career advantages accumulated for men, while career disadvantages accumulated for women. There were few class differences in access to social Capital Resources, but the middle/upper middle class had better career returns than the working class. Unlike many other studies of social Capital Resources and careers, our study examines the processes by which the Resources were derived, how they were used, and how they affected careers. As such, we detail a ...
Anthony J Nyberg - One of the best experts on this subject based on the ideXlab platform.
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how matching creates value cogs and wheels for human Capital Resources research
The Academy of Management Annals, 2019Co-Authors: Ingo Weller, Anthony J Nyberg, Christina Hymer, Julia EbertAbstract:Using selection- and adaptation-based logic, we develop a dynamic matching model to describe how employees are matched with positions to enhance human Capital-based value creation. Matching, define...
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Human Capital Resources: a call to retire settled debates and to start a few new debates
International Journal of Human Resource Management, 2017Co-Authors: Anthony J Nyberg, Greg Reilly, Spenser Essman, Jenna RodriguesAbstract:AbstractThe concept of human Capital Resources (HCRs) is increasingly the predominant mechanism for explaining how organizations compete strategically through attracting, retaining, and developing talent. Despite the increased attention placed on the HCR construct, progress in HCR research has not advanced as rapidly as related scholarly fields. We posit that some of the lag in HCR research can be attributed to the continued focus on established debates. Rather than focusing on understanding how HCRs are developed and can be leveraged to achieve unit performance differentiation, HCR research often seems preoccupied with long-standing battles. In this manuscript, we provide a commentary on the current state of HCR literature, explain why we recommend reducing discussions along three specific HCR debates, and propose alternative HCR topics for researchers to pursue.
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human Capital is dead long live human Capital Resources
Journal of Management, 2014Co-Authors: Robert E Ployhart, Anthony J Nyberg, Greg Reilly, Mark A MaltarichAbstract:This paper introduces a radically different conceptualization of human Capital Resources that runs counter to the individual-level approaches that have dominated human Capital theory for the last 50 years. We leverage insights from economics, strategy, human Resources, and psychology to develop an integrated and holistic framework that defines the structure, function, levels, and combinations of human Capital Resources. This multidisciplinary framework redefines human Capital Resources as individual or unit-level capacities based on individual knowledge, skills, abilities, and other characteristics (KSAOs) that are accessible for unit-relevant purposes. The framework and definition offer three broad contributions. First, multidisciplinary communication is facilitated by providing precise definitions and distinctions between individual differences, KSAOs, human Capital, human Capital Resources, and strategic human Capital Resources. Second, given that human Capital Resources originate in individuals’ KSAOs...
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Context-Emergent Turnover (CET) Theory: A Theory of Collective Turnover
Academy of Management Review, 2012Co-Authors: Anthony J Nyberg, Robert E PloyhartAbstract:We develop a theory of collective turnover that emphasizes its microfoundation origins and unit-level consequences. Collective turnover is the quantity and quality of depletion of employee knowledge, skills, abilities, and other characteristics (KSAOs) from the unit, meaning that it is the collective loss of unit KSAOs. We ground our theory of collective turnover within the nomological network of human Capital Resources and resource-based theory. We then use this framework to examine the dynamic relationships between collective turnover and human Capital Resources and their effects on unit performance. We also describe the moderating impact of context (climate and environmental complexity) and time. Thus, we present context-emergent turnover (CET) theory.
