Alan Burton-Jones - The oxford Handbook of Human Capital

THE OXFORD HANDBOOK OF

HUMAN CAPITAL

THE OXFORD HANDBOOK OF

Edited by

ALAN BURTON-JONES

and

J.-C. SPENDER

Great Clarendon Street, Oxford OX2 6DP

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Oxford University Press 2011

The moral rights of the author have been asserted Database right Oxford University Press (maker)

First published 2011

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British Library Cataloguing in Publication Data Data available

Library of Congress Cataloging in Publication Data Data available

ISBN 9780199532162

ALAN BURTON-JONES AND J.-C. SPENDER

MARGARET M. BLAIR

2. A Social Perspective: Exploring the Links between
Human Capital and Social Capital

JANINE NAHAPIET

KOK-YEE NG, MEI LING TAN, AND SOON ANG

RHETT A. BRYMER, MICHAEL A. HITT, AND MARIO SCHIJVEN

PETER LEWIN

NICOLAI J. FOSS

J.-C. SPENDER

JEROEN KRAAIJENBRINK

BRIAN J. LOASBY

GEORG VON KROGH AND MARTIN W. WALLIN

PETER BOXALL

MONIKA HAMORI, ROCIO BONET, AND PETER CAPPELLI

DAVID P. LEPAK, RIKI TAKEUCHI, AND JUANI SWART

RUSSELL COFF

ROBIN KRAMAR, VIJAYA MURTHY, AND JAMES GUTHRIE

ROBERT M. GRANT AND JAMES C. HAYTON

DAVID ODONNELL

IKUJIRO NONAKA, RYOKO TOYAMA, AND VESA PELTOKORPI

JACQUELINE C. VISCHER

ALAN BURTON-JONES AND ANDREW BURTON-JONES

DAVID J. TEECE

PETER D. SHERER

SEN RIAIN

THOMAS CLARKE

THOMAS A. KOCHAN AND ADAM SETH LITWIN

The inspiration for this handbook came from David Musson, Business and Management Editor at Oxford University Press, who in late 2006 suggested to us the need for a volume that might throw fresh light on the subject of human capital from an organizational perspective. For some years we had been individually researching knowledge-based theories of management and organization and exchanging ideas on issues associated with the growing importance of knowledge capital, so we were delighted to have the opportunity to cooperate on this project. We set about attracting leading scholars from around the worldmore than forty distinguished academics from multiple disciplines finally contributing to the twenty-five chapters in the handbook. Despite operating as co-editors at long range from one another, the editorial process was remarkably smooth, with electronic communications overcoming the tyranny of distance.

Three and a half years later we are pleased to have an opportunity to express in a formal way our thanks to all those who have helped to bring this handbook to fruition. David Musson has been a constant source of advice, encouragement, and guidance throughout the project, and the members of his team at Oxford University Press, particularly Emma Lambert and Matthew Derbyshire, have provided invaluable technical and administrative support. Most of all we would like to thank all the authors who have contributed to this volume for their patience and cooperation in dealing with our queries and suggestions, and for the commitment they have shown to making this handbook a success.

Conceptual Model

Use and Learning Factors in the KnowledgeCognitionBehavior Interrelationship

Structures and Substructures

Working Time and Working Activity

Human Capital and Knowledge Assets

Human Capital AccrualKnowledge Assets Accrual

Human Capital DecreaseKnowledge Assets Accrual

Assets Decrease

Human Capital DecreaseKnowledge Assets Decrease

Promises, Trust, and Commitment in the Psychological Contract

An Organizations HR Strategy as a Cluster of HR Systems

Human Capital Characteristics and Employment Modes

Percentage of New Hires from Various Recruitment Sources in Large US Organizations in 2006

Sales, Including Temporary and Contract, and Search and Placement

HR Architectural Perspective

Relational Components of Organizational Learning

The Structural, Social, and Psychological Factors Influencing Interdependence

Contours of an Organizational Lifeworld

Interdependencies among People, Tasks, and Resources

Task Performance, and IS Support Activities

Resource Fit and Dependency Model

Activities Conducted to Create and Capture Value (Organized by Clusters of Dynamic Capabilities)

Organizational and Population Processes

Human Capital Formation Regimes

The Liberal Human Capital Formation Regime

The Social Democratic Human Capital Formation Regime

The Christian Democratic Human Capital Formation Regime

Share of World Manufacturing 1750900

Global Distribution of Public Expenditure on Education by Region

Stages of Competitive Development

Location of Product Development for Notebook PCs

Leaping Techno-Economic Paradigms

The Shift from a Production Economy to a Knowledge Economy

Comparison of GDP across Countries

Leveraging Knowledge Assets through Clusters

Representative Use and Learning Factors: Managerial Levers of Cognitive Human Capital

The Dimensions of Management Problems

Job Facet Priorities of British Workers

US-Employed Workers with Alternative and Traditional Work Arrangements by Occupation, 2005

Employer

Future Research Topics on Performance/Outcomes for the HR Architecture

Contemporary Developments of Human Capital Accounting

Interdependence as the Basis for Analyzing Coordination and Organization Design

Malones Analysis of Interdependence and Coordination

Competency Clusters

Types of Action

to SECI

Mapping of Features of Capital to Human Capital and IS Capital

Recent Studies of Interdependencies in Organizational Science and Information Systems

How Interdependencies were Studied in the Ten Articles

Summary of Interdependencies between Intellectual Resources

Key Differences between Traditional Teams and Virtuoso Teams

of the Business Enterprise

Performance Effects for Relocation and Replication Processes

Key Differences along Major Dimensions of Human Capital Formation Regimes