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Performance evaluation under human capital perspective: an empirical evidence

Performance evaluation under human capital perspective: an empirical evidence The study investigates the effect of human capital (HC) on organizational performance (OP) of potential employees. Further, an attempt has been made to develop the fundamental psychological mechanism of the aforementioned relationship by proposing retention (RE) as mediator.Design/methodology/approachFor this study, the required population on both private and public sector professionals of middle and senior-level management from service and manufacturing organizations functioning in various parts of India has been considered. For data collection, a complete set of questionnaires has been prepared and collected from 238 professionals. To study and test the hypotheses, structural equation modeling has also been used.Findingsa complete study on the data collected, it has been found that HC is significantly related with OP of the prospective professionals and RE has subsequently mediated the aforementioned linkage partially.Practical implicationsThe present study can suggest practically that the appropriate RE strategies retain HC with their respective organizations and provides in finding the evidence on the psychological processes during the employer procurement process.Originality/valuepaper bridges the disciplines of strategic human resource management and human capital management and brings in RE as an additional mediator into organizational performance. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Productivity and Performance Management Emerald Publishing

Performance evaluation under human capital perspective: an empirical evidence

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References (110)

Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
1741-0401
DOI
10.1108/ijppm-07-2019-0334
Publisher site
See Article on Publisher Site

Abstract

The study investigates the effect of human capital (HC) on organizational performance (OP) of potential employees. Further, an attempt has been made to develop the fundamental psychological mechanism of the aforementioned relationship by proposing retention (RE) as mediator.Design/methodology/approachFor this study, the required population on both private and public sector professionals of middle and senior-level management from service and manufacturing organizations functioning in various parts of India has been considered. For data collection, a complete set of questionnaires has been prepared and collected from 238 professionals. To study and test the hypotheses, structural equation modeling has also been used.Findingsa complete study on the data collected, it has been found that HC is significantly related with OP of the prospective professionals and RE has subsequently mediated the aforementioned linkage partially.Practical implicationsThe present study can suggest practically that the appropriate RE strategies retain HC with their respective organizations and provides in finding the evidence on the psychological processes during the employer procurement process.Originality/valuepaper bridges the disciplines of strategic human resource management and human capital management and brings in RE as an additional mediator into organizational performance.

Journal

International Journal of Productivity and Performance Management – Emerald Publishing

Published: Jun 25, 2021

Keywords: Mediation; Human capital; Retention; Organizational performance

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