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Articles de revues sur le sujet « Capital humain – Psychologie »

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Auteur : Grafiati
Publié le 25 mai 2024

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1

Khodzhaevich, Abdurakhmanov Kalandar, Kudbiev Sherzod Davlyatovich et Magroupov Aziz Yuldashevich. « HUMAN CAPITAL BASIS OF DEVELOPMENT OF INNOVATIVE ECONOMY ». International Journal of Psychosocial Rehabilitation 24, no 04 (28 février 2020) : 3148–61. http://dx.doi.org/10.37200/ijpr/v24i4/pr201425.

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Gara Bach Ouerdian, E. « Faut-il investir dans le capital psychologique pour réussir sa carrière ? » Psychologie du Travail et des Organisations 27, no 2 (juin 2021) : 131–43. http://dx.doi.org/10.1016/j.pto.2021.03.002.

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Blasco-Giner, Carlos, Isabella Meneghel et Guillaume R.M Déprez. « Capital psychologique positif et comportement innovant au travail : une revue systématique de la littérature ». Le travail humain Vol. 86, no 3 (21 décembre 2023) : 187–217. http://dx.doi.org/10.3917/th.863.0187.

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Ces dernières années, les concepts de capital psychologique positif (PsyCap) et du comportement innovant au travail (IWB) ont attiré l’attention des académiques et des professionnels des ressources humaines en raison des avantages qu’ils apportent aux organisations. Les objectifs de cet article sont les suivants : a) présenter une vue d’ensemble du PsyCap, de sa relation et de son influence en tant qu’antécédent, médiateur et modérateur de l’IWB ; b) analyser la variété des instruments qui ont été utilisés pour mesurer ces deux concepts dans les articles examinés. Une analyse systématique de la littérature a été menée pour obtenir et analyser 39 publications dans lesquelles les termes « capital psychologique » et « comportement innovant au travail » apparaissaient, en adoptant une série de critères d’exclusion et d’inclusion dans notre liste finale. Nos résultats démontrent la relation entre les différents rôles de PsyCap et de l’IWB, et présentent les outils les plus couramment utilisés pour explorer cette relation, ainsi qu’une série de suggestions pour faciliter la recherche future.
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Sutisna, Deden, et Mohd Haizam Bin Mohd Saudi. « The Relationship between Human Capital, Relational Capital and Capital Structure in Encouraging Business Performance : A Study in Creative Industry of Batik Trusmi, Cirebon District, West Java, Indonesia ». International Journal of Psychosocial Rehabilitation 24, no 02 (12 février 2020) : 2891–98. http://dx.doi.org/10.37200/ijpr/v24i2/pr200588.

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Runco, Mark A. « On creativity and human capital ». Creativity Research Journal 5, no 4 (janvier 1992) : 373–78. http://dx.doi.org/10.1080/10400419209534452.

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Walberg, Herbert J., et Winifred E. Stariha. « Productive human capital : A rejoinder ». Creativity Research Journal 5, no 4 (janvier 1992) : 379–83. http://dx.doi.org/10.1080/10400419209534453.

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Hildebrand, Verna. « Human capital development : A family objective∗ ». Early Child Development and Care 109, no 1 (janvier 1995) : 89–93. http://dx.doi.org/10.1080/0300443951090107.

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Bosi, Stefano, Teresa Lloyd-Braga et Kazuo Nishimura. « Externalities of human capital ». Mathematical Social Sciences 112 (juillet 2021) : 145–58. http://dx.doi.org/10.1016/j.mathsocsci.2021.03.013.

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Golubev, Vladimir S. « Scientific Basis of Economic Strategies ». Economic Strategies 168, no 3 (183) (20 avril 2022) : 38–53. http://dx.doi.org/10.33917/es-3.183.2022.38-53.

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The scientific basis of energy strategies is represented by the sciences of natural-humanitarian synthesis that study the "nature-man-society" system: ergodynamics, system theory of capital, the science of harmony, synthetic evolutionary ecology. Method of their construction is a deductive one: from the laws of socio-natural development to the society and an individual. National wealth, or country (national) capital, is the main indicator of the state of societies. It is considered as the structural energy (energy potential) of societies in value terms. Country capital is calculated as the sum of physical, human, social and natural capital. Natural capital includes reproducible (ecocapital) and non-reproducible (paleocapital) components. Index of the life quality of societies (changes from 0 to 1) is the arithmetic mean of the ratio of the private capital production of each society to the maximum values of the production of these capitals among all the societies under consideration. The purpose of economic strategies is to ensure the systemic progress of societies. It is implemented with the growth over time of the specific (per person) country capital and, accordingly, the quality of life index. Maximum progress takes place with harmonious resolution of the opposites existing in societies. The article proposes a method for calculating country capital, its components and the life quality index.
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Tong, Yuying, et Niantao Jiang. « Much Ado About Nothing ? Do Foreign Domestic Workers in Hong Kong Benefit From Capital Accumulation ? » American Behavioral Scientist 64, no 6 (19 mars 2020) : 823–40. http://dx.doi.org/10.1177/0002764220910236.

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The accumulation of human and social capital plays a significant role in influencing migrants’ earnings and economic integration in the host society. Although the effects of foreign domestic workers’ bargaining power on their labor market outcome is constrained due to their unique migrant status, domestic workers may still strive to make use of various resources to secure “ideal” jobs as much as possible. Using a randomly selected unique data set collected in Hong Kong in 2017, this study examines whether foreign domestic workers’ human and social capitals are associated with their salary scale, working conditions, and work rights protection. We use education, previously held jobs, migration duration, and language proficiency to measure human capital, and friendship networks and church attendance to indicate social capital. We found that previously having middle-level job experience can reduce the likelihood of experiencing underpay and increase the likelihood of having overpay, taking the legal minimum salary as a reference. English language proficiency could also give them some leverage to access a better pay scale. Previous human capital accumulation is associated with having a private room in the employer’s home. It is also associated with better protection of work rights such as being less likely to experience a “no pay” month. For social capital, frequent participation in Sunday gathering with friends is mainly associated with rights protection. These findings indicate that although foreign domestic workers may be constrained in using their capital accumulation to improve their market value substantially, the capital accumulation can still give some leverage for them to bargain for a slightly improved salary, better working conditions, and protection of their rights.
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Lubinski, David, Camilla P. Benbow, Rose Mary Webb et April Bleske-Rechek. « Tracking Exceptional Human Capital Over Two Decades ». Psychological Science 17, no 3 (mars 2006) : 194–99. http://dx.doi.org/10.1111/j.1467-9280.2006.01685.x.

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Temple, Jeromey B., Margaret Kelaher et Yin Paradies. « Experiences of Racism among Older Aboriginal and Torres Strait Islander People : Prevalence, Sources, and Association with Mental Health ». Canadian Journal on Aging / La Revue canadienne du vieillissement 39, no 2 (24 juin 2019) : 178–89. http://dx.doi.org/10.1017/s071498081900031x.

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RÉSUMÉCet article présente une analyse inédite de l’association entre la discrimination raciale et la détresse psychologique chez les personnes âgées indigènes et insulaires du détroit de Torres. Les résultats indiquent : (1) qu’une minorité importante d’aînés appartenant aux populations indigènes et insulaires du détroit de Torres ont été victimes de racisme (tel qu’expérimenté et mesuré en fonction d’inégalités de traitement) et d’évitement ; (2) qu’une association entre les expériences de racisme ou d’évitement et la détresse psychologique peut être mise en évidence, et que cette relation demeure robuste malgré la considération d’une variété de facteurs confondants et de caractéristiques complexes associées à la conception des enquêtes ; et (3) les associations entre le racisme et la détresse sont amplifiées en fonction de l’intensité du racisme et des comportements d’évitement. L’association reste robuste ou se trouve renforcée lorsque le racisme et l’évitement se produisent dans le cadre de contextes cruciaux au développement du capital humain des personnes âgées (p. ex. soins de santé, éducation, milieu de travail). Nos résultats soulignent l’importance des programmes et des services sociaux et de santé culturellement sécuritaires, ainsi que la nécessité de contrer la discrimination sous toutes ses formes.
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Han, Jing, Jian Han et Daniel J. Brass. « Human capital diversity in the creation of social capital for team creativity ». Journal of Organizational Behavior 35, no 1 (1 février 2013) : 54–71. http://dx.doi.org/10.1002/job.1853.

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Micale, Mark S., et Philip Dwyer. « Introduction ». Historical Reflections/Réflexions Historiques 44, no 1 (1 mars 2018) : 1–5. http://dx.doi.org/10.3167/hrrh.2018.440102.

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In the closing months of 2011, Harvard psychologist Steven Pinker published The Better Angels of Our Nature: The Decline of Violence in History and Its Causes.1 Weighing in at over eight hundred closely printed pages, Pinker’s book advances a bold, revisionist thesis: despite the relentless deluge of violent, sensationalist stories in the pervasive electronic media of our day, Pinker proposes, violence in the human world, in nearly every form, has in fact declined dramatically. Over the past several thousand years, and particularly since the eighteenth century, homicides, criminal assaults, war casualties, domestic violence, child abuse, animal abuse, capital punishment, lynching, and rape have all been steadily diminishing in frequency.
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Wang, I.-Ming, Chich-Jen Shieh et Fu-Jin Wang. « EFFECT OF HUMAN CAPITAL INVESTMENT ON ORGANIZATIONAL PERFORMANCE ». Social Behavior and Personality : an international journal 36, no 8 (1 janvier 2008) : 1011–22. http://dx.doi.org/10.2224/sbp.2008.36.8.1011.

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Based on 150 valid questionnaires, an investigation was undertaken through correlation analysis and multiple regression analysis to examine the following: the correlation between human capital investment and organizational performance, between organizational culture and human capital investment, between organizational culture and organizational performance, and finally the effect of organizational culture on the correlation between human capital investment and organizational performance. The relationship between staff training and development and internal trust relations positively correlated with organizational value. That same relationship was enhanced by organizational identification. On the other hand, the correlation between the 3 dimensions of organizational performance and the other 2 dimensions of human capital investment (staff recruitment; staff inspiration) was not influenced by the presence of either organizational identification or organizational value.
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Kulbo, Nora Bakabbey, Xiao Wen et Prince Clement Addo. « Organisational capital and graduate employability : A serial mediation analysis of human and personal-social capital ». Journal of Psychology in Africa 30, no 6 (1 novembre 2020) : 500–506. http://dx.doi.org/10.1080/14330237.2020.1842461.

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Ramírez Daza y García, Rómulo, et Enrique Salvador López Fernández. « Análisis comparativo de la virtud de la sabiduría propuesta por la psicología positiva en relación a la propuesta aristotélica. » Sincronía XXV, no 80 (3 juillet 2021) : 83–99. http://dx.doi.org/10.32870/sincronia.axxv.n80.3b21.

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In terms of transdisciplinarity, the contrast between Seligman's positive psychology and Aristotle's theory of virtues will be confronted, since both tend to rescue the central nucleus of the formation of the human being, which are the virtues or strengths of human capital. The confluence that this contemporary theory has with the Aristotelian eudemonist vision will be approached via a comparative hermeneutic, since the summation of virtues understood as second nature –built by good habits– is an original contribution of the Greek philosopher. Noticing this confluent meeting or convergent edge from an analytical point of view, as a common denominator in both theories, allows us to make a connection of historicity that is often eluded in contemporary thought due to ignorance.
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McDermott, Kathryn A., et Kysa Nygreen. « Educational New Paternalism : Human Capital, Cultural Capital, and the Politics of Equal Opportunity ». Peabody Journal of Education 88, no 1 (janvier 2013) : 84–97. http://dx.doi.org/10.1080/0161956x.2013.752634.

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Walberg, Herbert J., et Winifred E. Stariha. « Productive human capital : Learning, creativity, and eminence ». Creativity Research Journal 5, no 4 (janvier 1992) : 323–40. http://dx.doi.org/10.1080/10400419209534445.

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Gerber, Michael M. « Globalization, Human Capital, and Learning Disabilities ». Learning Disabilities Research & ; Practice 22, no 3 (août 2007) : 216–17. http://dx.doi.org/10.1111/j.1540-5826.2007.00248.x.

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Sahoo, Sanjaya Kumar. « Contribution of Migration for Human Capital Formation : A Study of Migrants and their Households from Rural Odisha ». International Journal of Psychosocial Rehabilitation 24, no 5 (31 mars 2020) : 913–20. http://dx.doi.org/10.37200/ijpr/v24i5/pr201762.

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Ubaydullaev, Gairat Zuvaitovich. « Improving Regional Socio-Economic Policies Based on Human Capital Management ». Psychology and Education Journal 58, no 2 (1 février 2021) : 1166–74. http://dx.doi.org/10.17762/pae.v58i2.2256.

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Theoretical substantiation and development of an organizational and economic mechanism for managing human capital in the development of the country. The purpose of the study is to study the theoretical and methodological foundations for the development of human capital and the digital economy in the economy of Uzbekistan.The purpose of this work is to identify the development of socio-economic relations that characterize the relationship of human capital as an innovative factor in socio-economic development. The study focuses on the concepts and strategies of the country’s socio-economic development, developed by the state, giving priority attention to the growth of human capital and the development of the digital economy, the formation of targeted problem-solving programs.Comparisons and similarities in the work of our historical scientists in the development of the education system are the main goal in the growth of human capital.
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Nguyen, Holly. « On the Conceptualization of Criminal Capital ». Journal of Research in Crime and Delinquency 57, no 2 (27 août 2019) : 182–216. http://dx.doi.org/10.1177/0022427819869422.

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Objectives: The first objective of this study is to provide a conceptualization of criminal capital. The second objective is to present an illustrative analysis of dimensionality and concurrent validity of criminal capital acquired in prison. Methods: One hundred eight inmates in three correctional reentry facilities in a mid-Atlantic state were interviewed at two times: in prison and nine months postrelease. Postrelease interviews included six items that tapped into criminal human capital and criminal social capital acquired in prison. Factor structure was examined with confirmatory factor analysis, and item response theory was used to examine each of the items. Regression models examined concurrent validity for the criminal capital construct on the willingness to offend, perceived rewards to crime, illegal earnings expectations, and making money from crime. Results: Criminal human capital and criminal social capital acquired in prison represent a single unidimensional latent construct. Regression models demonstrated concurrent validity for the criminal capital construct. Conclusions: Working toward a consistent conceptualization of criminal capital is important for a cohesive body of knowledge. Future work should investigate how dimensionality and validity differ across contexts.
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Wilmoth, Gregory H. « Evaluating human capital policy in the federal government. » Psychologist-Manager Journal 5, no 2 (2001) : 135–47. http://dx.doi.org/10.1037/h0095908.

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Lin, Chuan, Christina Yu-Ping Wang, Chen-Yu Wang et Bih-Shiaw Jaw. « The role of human capital management in organizational competitiveness ». Social Behavior and Personality : an international journal 45, no 1 (7 février 2017) : 81–92. http://dx.doi.org/10.2224/sbp.5614.

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Drawing upon human capital theory, we empirically tested the relationships among human capital management, employees' value and uniqueness, and organizational competitiveness. To do this, we adopted a quantitative approach via multiple regression analysis with 183 participants from Taiwan and Mainland China. Results showed that human capital development and deployment were positively associated with both value and uniqueness of employees in Taiwan and also in Mainland China. This indicated that development and deployment practices, such as training and job design, were conducive to increasing employees' value and uniqueness. In addition, the positive relationship between human capital and employees' value that was observed in a Mainland Chinese context was not observed in Taiwan, which indicates that contextual differences affected methods of attracting talented employees. We found it surprising that in neither Taiwan nor Mainland China were organizations capable of retaining unique employees. Practical and theoretical implications of our findings are discussed.
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Kis, Svyatoslav, Ivanna Zapukhlyak, Oleg Yatsyuk et Galyna Malynovska. « Human resources of Ukraine's health care system : a new approach to management staff development ». Economic Analysis, no 29(4) (2019) : 17–27. http://dx.doi.org/10.35774/econa2019.04.017.

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Introduction. The article is devoted to the problem of development of managerial human capital of national healthcare institutions as a basis for ensuring medical sphere effective reform. The relevance of the research is due to the high degree of implemented and planned changes dependence in the field of medicine on the knowledge, skills, skills and experience of representatives of medical institutions governing bodies. Purpose. The article analyzes the existing requirements and recommendations for the implementation of the processes of providing medical institutions with leading staff of the relevant qualification and the trajectory of its development, which became the subject of research. Attention is drawn to the need to improve approaches to the development of managerial human capital in health care facilities, taking into account the intellectual economy conditions characterized by the dominance of intangible resources. Method (methodology). Usage the approach proposed by the American psychologist E. Giselli and domestic scientists research allowed to form a graphical dependence of medical institution effectiveness on the level of management corps human capital development. In this case, the scenarios of the activity of the healthcare institution are defined and characterized, depending on the chosen trajectory of managers development. Based on the results of the substantiation of the medical institution activity optimistic scenario, a profile of manager competencies is formed in the form of professional competences and personal qualities. Results. The conducted survey of existing and potential managers of medical institutions allowed to establish the degree of importance of the developed characteristics for this category of managers. The results obtained and elaborated according to the developed methodology show the highest degree of importance for such personal characteristics as «human orientation» and «innovative ability». Proposals for improving the development of managerial human capital of medical institutions were offered in form of a list of manager abilities, skills and skills, as well as opportunities for their acquisition in the system of training managers of the medical industry.
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XU, XIAOHE, YUK-YING TUNG et R. GREGORY DUNAWAY. « Cultural, Human, and Social Capital as Determinants of Corporal Punishment ». Journal of Interpersonal Violence 15, no 6 (juin 2000) : 603–30. http://dx.doi.org/10.1177/088626000015006004.

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Dessler, Gary. « In the era of human capital ». Organizational Dynamics 20, no 4 (mars 1992) : 72–74. http://dx.doi.org/10.1016/0090-2616(92)90077-z.

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Marjoribanks, Kevin. « Cultural, human, and social capital correlates of creativity ». Creativity Research Journal 5, no 4 (janvier 1992) : 361–67. http://dx.doi.org/10.1080/10400419209534450.

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Nasria, Amir, Emna Gara Bach Ouerdian et Lamia Hechiche Salah. « Le capital psychologique et son influence sur l’intention de quitter : le rôle médiateur de la satisfaction de vie professionnelle ». Le travail humain 83, no 4 (2019) : 317. http://dx.doi.org/10.3917/th.824.0317.

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Tsai, Chun-Li, Ming-Cheng Hung et Kevin Harriott. « Human Capital Composition and Economic Growth ». Social Indicators Research 99, no 1 (3 janvier 2010) : 41–59. http://dx.doi.org/10.1007/s11205-009-9565-z.

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Manuti, Amelia, Maria Antonietta Impedovo et Pasquale Davide De Palma. « Managing social and human capital in organizations ». Journal of Workplace Learning 29, no 3 (10 avril 2017) : 217–34. http://dx.doi.org/10.1108/jwl-07-2016-0062.

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Purpose The purpose of this paper is to discuss the role of communities of practice in organizations and their most beneficial effects for both individual and collective development. Design/methodology/approach Based on a literature review, from the first authoritative texts by Lave and Wenger until the most recent critiques, the paper has attempted to conciliate the individual and the organizational perspectives about this precious tool for knowledge management and creation. Findings Because of their distinctive features, a joint enterprise, a mutual engagement and a shared repertoire, if strategically managed, might resort to individual and organizational positive outcomes. From an individual perspective, communities could be beneficial in developing professional skills, a stronger sense of identity and finding continuity even during discontinuity and change. From an organizational perspective, communities of practice could help drive the strategy, start new lines of business, solve problems quickly and transfer best practices. Research limitations/implications Many limitations about this conceptualization have been presented. Therefore, future research should try to focus on communities within different socio-cultural contexts and within different kinds of organizations. Practical implications Practical implications about the use of communities of practice within organizational contexts are mainly linked to the enhancement of human and social capital seen as a strategic, although intangible, asset. Social implications The social implications of this paper are connected to the contribution to the discussion on the theme which is quite uncommon in human resource management research. Originality/value The value of this paper is the attempt to connect the communities of practice to human and social capital.
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Schulz, Eric, Sanjib Chowdhury et David Van de Voort. « Firm Productivity Moderated Link Between Human Capital and Compensation : The Significance of Task-Specific Human Capital ». Human Resource Management 52, no 3 (mai 2013) : 423–39. http://dx.doi.org/10.1002/hrm.21537.

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Kim, Kyoung Yong, Leanne Atwater, Pankaj C. Patel et James W. Smither. « Multisource feedback, human capital, and the financial performance of organizations. » Journal of Applied Psychology 101, no 11 (novembre 2016) : 1569–84. http://dx.doi.org/10.1037/apl0000125.

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Pfau, Bruce N., et Scott A. Cohen. « Aligning human capital practices and employee behavior with shareholder value. » Consulting Psychology Journal : Practice and Research 55, no 3 (2003) : 169–78. http://dx.doi.org/10.1037/1061-4087.55.3.169.

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Desta, Abel, Worku Tadesse et Wubshet Mulusem. « Linking aspects of human capital management, employee engagement, perceived organizational support, and selfreported employee job performance ». Organizational Psychology 13, no 2 (2023) : 78–99. http://dx.doi.org/10.17323/2312-5942-2023-13-2-78-99.

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Purpose. The primary intangible asset of firms and the main factor determining the ircompetitive advantage has emerged as human capital. This paper examined the effect of the selected aspects of human capital management on self-reported employee job performance and the mediating role of employee engagement. Likewise, this study tested the moderation role of perceived organizational support on the human capital management with self-reported employee performance link. Method. This paper is structured on a quantitative approach, with stratified and simple random sampling techniques. The research model analysis method applies structural equation modeling with AMOS to test the hypothesized relationships. Findings. The aspects of human capital management were positively related to self-reported employee job performance. Moreover, employee engagement partially mediates the relationship, and perceived organizational support positively moderates the association between knowledge accessibility, learning capacity, leadership practice, career advancement, and selfreported employee job performance. Conversely, it has an in significant moderation between workforce optimization and employee job performance, optimization and self-reported employee job performance. Implications for practice. This paper has an implication for policy makers, organizational managers, investors in general, and the banking sector in particular in their effort towards creating strategies for matching human capital management strategies, employee engagement, perceived organizational support, and self-reported employee job performance. Thus, aspects of human capital management are the determinant factors of employee engagement and self-reported employee job performance. Moreover, the perception of employees towards organizational support contributes to the relationship.
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Waddoups, Jeffrey. « Open adoption, human capital formation, and uncertainty ». Journal of Family and Economic Issues 15, no 1 (mars 1994) : 5–21. http://dx.doi.org/10.1007/bf02353721.

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Peeters, Ellen R., Jos Akkermans et Nele De Cuyper. « The Only Constant Is Change ? Movement Capital and Perceived Employability ». Journal of Career Assessment 28, no 4 (24 avril 2020) : 674–92. http://dx.doi.org/10.1177/1069072720918195.

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This study examines to what extent the four aspects of movement capital (i.e., human capital, adaptability, self-awareness, and social capital) contribute to individuals’ perceived employability. Building on the model of career mobility, we expected positive effects of all movement capital aspects on perceived employability over time. Hypotheses were tested by means of longitudinal structural equation models in two samples of Belgian respondents from the private ( N = 409, 6 months between measurements) and the public ( N = 718, 8 months between measurements) sector. We established a reciprocal relationship between self-awareness and perceived employability. The other associations of human capital, adaptability, and social capital were surprisingly small and inconsistent. There appears to be a disconnect between conceptualizations and measurements of employability; whereas conceptualizations of perceived employability focus on obtaining and retaining employment, measurements only tap into the former. At the same time, movement capital conceptualizations focus on obtaining employment, whereas their measurements tap into obtaining and retaining employment.
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Et al., Dr Nahed Habis Alrawashedh. « Voluntary Disclosure of Intellectual Capital : The Case Of Family And Non-Family Businesses In Jordan ». Psychology and Education Journal 58, no 1 (1 janvier 2021) : 2819–37. http://dx.doi.org/10.17762/pae.v58i1.1166.

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The purpose of this paper is to examine the effect of firm’s characteristics (family vs. non- family firms) on disclosure behaviour regarding intellectual capital. The sample is composed of 201 firms from Amman Stock Exchange in 2018. First, this study differentiates three categories of intellectual capital: structural capital, relational capital, and human capital. Second, it examines the influence of the size, the profitability, the leverage, and the industry on the importance of intellectual capital disclosure. The study shows that family firms disclose more intellectual capital information than non- family firms. The results also show that the industry and the size have a significant and positive influence, that profitability and the leverage have a significant and negative influence on capital intellectual disclosure. Furthermore, Jordan family firms seem to disclose more about intellectual capital than Jordan non-family firms do.
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Sutisna, Deden, Sri Wiludjeng SP, Suskim Riantani et Yelli Eka Sumadhinata. « Optimization of Human Capital in Improving Competitive Advantage of Higher Education through Institution’s Performance : A Case Study of Widyatama University ». International Journal of Psychosocial Rehabilitation 24, no 02 (12 février 2020) : 2880–90. http://dx.doi.org/10.37200/ijpr/v24i2/pr200587.

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Adkisson, Richard V. « Inequality in America : What Role for Human Capital Policies ? » Social Science Journal 42, no 2 (1 juin 2005) : 333–34. http://dx.doi.org/10.1016/j.soscij.2005.03.014.

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Marjoribanks, Kevin, et Yanny Kwok. « Family Capital and Hong Kong Adolescents' Academic Achievement ». Psychological Reports 83, no 1 (août 1998) : 99–105. http://dx.doi.org/10.2466/pr0.1998.83.1.99.

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This study examined relationships between the economic, human, social, and cultural capital of families and adolescents' academic achievement. Data were collected from 387 14-yr.-old Hong Kong students (187 girls, 200 boys), who completed questionnaires to assess their perceptions of the various dimensions of family capital. Academic achievement was measured by performance in Chinese language, English language, and mathematics. The findings indicated that different combinations of the dimensions of family capital combined to contribute to moderate amounts of variance in adolescent girls' academic performance, whereas social capital was the only family measure to have a meaningful and significant modest association with adolescent boys' academic achievement.
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Rider, Alexis. « Of Ice and Meteorites ». Social Anthropology/Anthropologie Sociale 32, no 1 (1 mars 2024) : 46–63. http://dx.doi.org/10.3167/saas.2024.320105.

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Abstract This article engages with the natural phenomena of meteorite concentrations in Antarctica to explore how ice, particularly flowing, viscous ice, can offer alternative conceptions of change over non-human time. Drawing from historical research at the Smithsonian Institute as well as ethnographic experience in the High Arctic, I foreground glaciological understandings of ice as a monomineralic rock, one that indicates geologic time (rather than climatological crisis). In highlighting the rocky relationality between ice and meteorites, this article focuses on moments of capricious interruption into uniformitarian time: material instances where the geo-logics that underpin scientific conceptions of the non-human past were ‘glitched’. This article argues that the glitches the viscous ice makes visible can help reframe human and non-human time, and Geo-Anthropos relations; a crucial step to better understanding the momentum and meaning of the ‘Anthrop’/‘Capital-ocene’. Resume Cet article a pour objet le phénomène naturel des concentrations de météorites dans l'Antarctique et explore la manière dont la glace, et particulièrement la glace visqueuse et se délitant, peut offrir des conceptions alternatives sur le temps non humain. À partir d'une recherche historique au Smithsonian Institute et d'une expérience ethnographique dans le Haut Arctique, je propose une compréhension glaciologique de la glace comme un roc non monominéral, porteur d'indications sur le temps géologique (plutôt que sur la crise climatologique). En se concentrant sur la relationalité rocheuse entre la glace et les météorites, cet article attire l'attention sur ces moments d'interruption capricieuse du temps uniforme : les instances matérielles où les géo-logiques qui sous-tendent les conceptions scientifiques sur le passé non humain connaissent des « ratés ». Cet article défend l'idée que les ratés que la glace visqueuse rend visibles peuvent nous aider à recadrer le temps humain et non humain et les relations Géo-Anthropos ; une étape cruciale pour mieux comprendre le momentum et la signification de « l'anthropo’-capital-ocène ».
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Davis, Gary A. « On Walberg's human capital model of learning, creativity, and eminence ». Creativity Research Journal 5, no 4 (janvier 1992) : 341–43. http://dx.doi.org/10.1080/10400419209534446.

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Antonenko, Veronika Vladimirovna. « Human capital of Russian organizations : An alternative assessment approach ». Вестник Пермского университета. Серия «Экономика» = Perm University Herald. ECONOMY 16, no 4 (2021) : 389–404. http://dx.doi.org/10.17072/1994-9960-2021-4-389-404.

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Modern economy sees efficient performance of some enterprises and companies, as well as regional and national economic systems to be associated with permanent improvement of human capital quality. This gives rise to certain requirements imposed on the employees to take retraining courses regardless of the nature of their work and their working conditions. These requirements do not actually bring any real knowledge and skills. Therefore, the purpose of this research is to measure the efficiency of human capital investment in the context of business needs in permanent expansion of employees’ education capital. The author applied a large-scale questionnaire-based survey as the main method for collecting the source data to reliably sample the heads of the companies (deputy heads, leaders of the structural units) who work in Volgograd City and Volgograd Region. To receive more detailed information, some respondents were interviewed. Official public, regional and departmental statistics were also used as the database for the research. Data was processed with Statistica app. The research gives the following useful findings: 1) accumulated education capital is sufficient and ultimately satisfies the business performance of the national enterprises and companies; 2) regular expansion of human capital with regular retraining and advanced training courses is not a must for the employees and is seen to be an unavoidable measure to comply with the legislation. Thus, this does not deepen knowledge, improve skills and has no evidenced efficiency for all agents of the investment process (individuals, employers, state), because it does not increase their income in a measurable manner. Conclusions from the research prove the need to develop a comprehensive social and economic mechanism aimed to increase the efficiency level of investments into total human capital in a typical region of the Russian Federation. This mechanism can be derived from the current structure of human capital investment at all business levels, and fundamentally new events, institutes, and practices of human capital reproduction should be introduced in the regional economy.
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Ali, Tajwar, et Salim Khan. « Health, Education, and Economic Well-Being in China : How Do Human Capital and Social Interaction Influence Economic Returns ». Behavioral Sciences 13, no 3 (1 mars 2023) : 209. http://dx.doi.org/10.3390/bs13030209.

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In developing countries, it is generally believed that a good health status and education (human capital) bring economic well-being and benefits. Some researchers have found that there are overall financial returns and income premiums correlated with human capital because of its excellent and higher ability. Due to different views and a lack of consensus, the role of human capital is still ambiguous and poorly understood. This study investigates the economic returns of health status, education level, and social interaction, that is, whether and how human capital and social interaction affect employment and income premiums. Using the Chinese General Social Survey (CGSS) for specification bias, we used the instrumental variable (IV) approach to specify the endogeneity and interaction effect in order to identify the impact and economic returns of human capital and social interaction on the values of other control and observed variables. However, we show that an individual with strong and higher human capital positively affects economic returns, but the variability of these estimates differs across estimators. Being more socially interactive is regarded as a type of social interaction but as not human capital in the labor market; thus, the empirical findings of this study reflect social stability and that the economic well-being of socially active individuals is an advantaged situation. Furthermore, men with substantial human capital and social interaction are in a more advantaged position compared to women with similar abilities.
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Lupsa, Daria, Loreni Baciu et Delia Virga. « Psychological capital, organizational justice and health ». Personnel Review 49, no 1 (7 novembre 2019) : 87–103. http://dx.doi.org/10.1108/pr-08-2018-0292.

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Purpose This study is based on job demands-resources model and the conservation of resources theory explores the roleof psychological capital (PsyCap), as a personal resource, and organizational justice (distributive and procedural), as a contextual resource, in enhancing health through work engagement. The paper aims to discuss this issue. Design/methodology/approach A sample of 193 Romanian social workers (87.60 percent women) from the national network was used to test two structural models. Findings Structural equation modeling analysis revealed that work engagement partially mediates the relationship between PsyCap and health, and work engagement totally mediates the relationship between organizational justice and health. Research limitations/implications The results emphasize the role of resources, PsyCap and organizational justice, in protecting the social workers’ health. Practical implications These findings support the necessity of combined evidence-based programs to develop social worker’s PsyCap and to maintain the optimum level of perceived organizational justice. These intervention programs can, in turn, enhance the work engagement and protect the health of employees in the workplace. Originality/value This study indicates a novel conceptual model that has two simultaneous predictors of work engagement and health. It provides insights into how contextual resources (organizational justice) potentiate the effect of personal resources (PsyCap) in enhancing health.
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LAWLER, EDWARD E. « Make Human Capital a Source of Competitive Advantage ». Organizational Dynamics 38, no 1 (janvier 2009) : 1–7. http://dx.doi.org/10.1016/j.orgdyn.2008.10.007.

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Carmeli, Abraham. « Strategic human capital and the performance of public sector organizations ». Scandinavian Journal of Management 20, no 4 (décembre 2004) : 375–92. http://dx.doi.org/10.1016/j.scaman.2003.11.003.

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Smith-Greenaway, Emily. « Community Context and Child Health : A Human Capital Perspective ». Journal of Health and Social Behavior 58, no 3 (20 juillet 2017) : 307–21. http://dx.doi.org/10.1177/0022146517718897.

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Human capital theory suggests that education benefits individuals’ and their children’s health through the educational skills people acquire in school. This perspective may also be relevant at the community level: the greater presence of adults with educational skills in a community may be a reason why living in a more highly educated setting benefits health. I use Demographic and Health Survey data for 30 sub-Saharan African countries to investigate whether the percentage of literate adults—specifically women—in a community is associated with children’s likelihood of survival. I characterize 13,785 African communities according to the prevalence of women who are literate. Multilevel discrete-time hazard models ( N = 536,781 children) confirm that living in a community where more women are literate is positively associated with child survival. The study supports the conceptualization of literacy, and potentially other educational skills, as forms of human capital that can spill over to benefit others.
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