nep-hrm New Economics Papers
on Human Capital and Human Resource Management
Issue of 2019‒04‒01
eight papers chosen by
Patrick Kampkötter
Eberhard Karls Universität Tübingen

  1. High Performance Work Systems and Employee Outcomes: A Meta-analysis for Future Research By Pedro Diogo; João Fontes da Costa
  2. Overburdened judges By Ludivine Roussey; Raphaël Soubeyran
  3. The Effectiveness of Leadership Training from Generation Me Perspectives By Ihil S.Baron
  4. Recession CEOs and bank risk taking By Min Hua; Wei Song; Oleksandr Talavera
  5. Mind the absent gap: Gender-specific competitiveness in non-professional sports By Pikos, Anna Katharina; Straub, Alexander
  6. The human capital stock: a generalized approach: comment By Caselli, Francesco; Ciccone, Antonio
  7. Work Engagement: The Impact of Psychological Capital and Organizational Justice and Its Influence on Turnover Intention By Kiky D.H. Saraswati
  8. What Drives the Institutionalization of Performance Measurement Systems in Indonesian Local Government? By Mirna Amirya

  1. By: Pedro Diogo (Faculdade de Economia, Universidade de Coimbra); João Fontes da Costa (CeBER, Faculdade de Economia, Universidade de Coimbra)
    Abstract: This paper consists of a literature review of the impact of High Performance Work Systems (HPWS) on employee outcomes such as job satisfaction and organizational affective commitment, based on employees’ perceptions. After reviewing the strategic importance of Human Resources Management, we draw on theories like AMO and Social Exchange to understand the impact of HPWS on employee outcomes, suggesting possible relations that can shed some light into the “blackbox” of HPWS-performance linkage.
    Keywords: High Performance Work Systems; Employee Outcomes; AMO Theory; Social Exchange.
    JEL: O15 M12 M54
    Date: 2019–01
  2. By: Ludivine Roussey (LIRAES - EA 4470 - Laboratoire Interdisciplinaire de Recherche Appliquée en Economie de la Santé - UPD5 - Université Paris Descartes - Paris 5, UPD5 - Université Paris Descartes - Paris 5, USPC - Université Sorbonne Paris Cité); Raphaël Soubeyran (CEE-M - Centre d'Economie de l'Environnement - Montpellier - FRE2010 - INRA - Institut National de la Recherche Agronomique - UM - Université de Montpellier - CNRS - Centre National de la Recherche Scientifique - Montpellier SupAgro - Institut national d’études supérieures agronomiques de Montpellier)
    Abstract: We develop a double-sided moral hazard model in which the production of justice depends on two tasks (jurisdictional and administrative). The jurisdictional task can be provided only by a judge (the agent) while the administrative task can be provided either by the government (the principal) and/or by the judge. However, the judge performs the administrative task at a higher unit cost. First, we show that the rst-best situation is such that the judge exerts no effort to provide the administrative task. Second, we show that two forms of (second-best) optimal contract can emerge when neither the government's effort nor the judge's effort is contractible: either the incentives are shared between the government and the judge and the judge exerts no effort to provide the administrative task, or the judge faces high-powered incentives which induce her to exert effort to provide both tasks. Our model proposes a rationale for judges work overload observed in many countries.
    Keywords: production of judicial services,double-sided moral hazard,judicial organization,task misallocation
    Date: 2018
  3. By: Ihil S.Baron (Sekolah Tinggi Ilmu Ekonomi (STIE), Banjarmasin, South Kalimantan, Indonesia Author-2-Name: Author-2-Workplace-Name: Author-3-Name: Author-3-Workplace-Name: Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:)
    Abstract: Objective – This study aims to further explore how leadership training processes are perceived by various generations in an organization. In looking at this phenomenon we use the perspective of the Me generation who are currently attending a wide range of leadership training organized by their own organization as well as outside of the organization. It is expected that this understanding will provide an outline of how the process of leadership training can effectively change behaviour, improve competence, and advance individual's careers in the future. Methodology/Technique – This study uses a qualitative methodology and a case study with exploratory approach is chosen as the researchers have limited knowledge on the research area. In addition, a case study is a more in-depth study. The procedures of data analysis consist of three actions based on research by Miles and Huberman (1994) that occur instantly: data reduction, data presentation, and conclusion drawing. The findings of this study are a development of skills and expertise which is currently proposed for the security of one's career within an organization. Findings – With career security, the ability to work is increased and people are not limited to working in the same job. Employees have the opportunity to improve their skills and adapt to their working abilities in a changing environment. This will also improve the company's image, not only from the loyalty of their employees, but also in terms of the achievement of their goal, development of skills, motivation, productivity, and performance. Novelty – The empirical implications of this study are in line with the trait theory and contingency model. This proposes that a leader must have various attributes to be effective. Effective leadership is characterised by a number of traits such as cognitive abilities, social abilities, and integrated disposition tendencies. Type of Paper: Review
    Keywords: Leadership Training Process; Gen-Me Perspectives; Case Study; Exploratory Approach; Career Security; Trait Theory; Contingency Model.
    JEL: M50 M53 M59
    Date: 2019–03–04
  4. By: Min Hua (Swansea University); Wei Song (Swansea University); Oleksandr Talavera (University of Birmingham)
    Abstract: We extend the existing literature on the role of CEO personal characteristics in bank risktaking by showing that the economic conditions at the time when bank CEOs enter the labor market have a significant impact on risk-taking. Specifically, using a unique hand-collected dataset of bank CEOs’ career profiles and demographic characteristics, we find that banks managed by CEOs who started their careers during recessions (i.e., recession CEOs) take less risk than their non-recession counterparts. We also show that recession CEOs are more likely to implement conservative bank policies, have a traditional bank business model, and are negatively related to bank opaqueness. Furthermore, banks with recession CEOs produce superior performance during the recent financial crisis, while they do not outperform those with non-recession CEOs in general or over the pre-crisis period. The negative effect of recession CEOs on bank risk-taking persists after we attempt to address endogeneity concerns and is robust to the introduction of additional robustness checks. Overall, these findings highlight the empirical relevance of the association between the initial labor market conditions when a bank CEO starts her career and bank risk-taking.
    Keywords: banks, CEOs, labor market condition, risk-taking
    JEL: G01 G21 G32 G34 J24
    Date: 2019–03
  5. By: Pikos, Anna Katharina; Straub, Alexander
    Abstract: There is wide evidence for gender differences in competitiveness and performance under pressure from experimental economics and single-sex professional sports. We analyze these differences in a sport with direct gender competition. Our unique data consists of over 500,000 observations from around 11,000 German ninepin bowling games of which around 15\% are from mixed-gender leagues. Men perform better against women on average but this is fully explained by differences in ability. Our results are robust to instrumenting for opposite gender using the sex composition of the opponent team. Surprisingly, gender differences in tight situations do not seem to play a role.
    Keywords: gender; gender competition; sports economics
    JEL: J16 D90
    Date: 2019–03
  6. By: Caselli, Francesco; Ciccone, Antonio
    Abstract: Jones (2014) examines development accounting with imperfect substitutability between different types of skills in the production of output. He finds that human capital variation can account for the totality of the variation in income across countries. We show that this finding is entirely due to an assumption that the relative wage of skilled workers is solely determined by attributes of workers (once the supply of skilled workers is accounted for). If skill premia are predominantly determined by technology, institutions, and other features of the economic environment, human capital differences explain none of the variation in income per worker.
    JEL: E24 J24 J31
    Date: 2019–03–01
  7. By: Kiky D.H. Saraswati (Universitas Tarumanagara, Jl. Letjen. S. Parman No. 1, 11440, Jakarta, Indonesia Author-2-Name: Author-2-Workplace-Name: Author-3-Name: Author-3-Workplace-Name: Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:)
    Abstract: Objective - To remain competitive, organizations must be able to adapt to change and increase their performance. In order to increase performance, organizations must focus on how they manage their employees, including how to retain them. Previous studies have shown that work engagement (WE) has a positive effect on employee retention (Schaufeli & Bakker, 2004). The JD-R Model suggests that WE is influenced by enhancing personal and job resources (Schaufeli, 2017). This research aims to investigate the impact of both of those resources on WE. The personal resource measured in this study is psychological capital while the job resource measured is organizational justice. Furthermore, this research also aims to determine the extent to which WE can be used to predict employee turnover. Methodology/Technique - A quantitative method is implemented in this study by distributing a Utrecth Work Engagement Scale, Psychological Capital Questionnaire, Organizational Justice Questionnaire, and Turnover Intention Scale to 243 employees working in a manufacturing company in Jakarta, Indonesia. Findings - The results of this research conclude that psychological capital and organizational justice have a significant effect on WE (F= 15.231; p
    Keywords: Organizational Justice; Psychological Capital; Turnover Intention; Work Engagement.
    JEL: M10 M12 M19
    Date: 2019–03–06
  8. By: Mirna Amirya (Faculty of Economics and Business, Universitas Airlangga, Indonesia Author-2-Name: Shuo Seah Author-2-Workplace-Name: College of Public Administration, Huazhong University of Science and Technology, 430074, Wuhan, China & Faculty of Economics & Business, Brawijaya University, 65145, Malang, East Java, Indonesia Author-3-Name: Qiao Wang Author-3-Workplace-Name: College of Public Administration, Huazhong University of Science and Technology, 430074, Wuhan, China Author-4-Name: Author-4-Workplace-Name: Author-5-Name: Author-5-Workplace-Name: Author-6-Name: Author-6-Workplace-Name: Author-7-Name: Author-7-Workplace-Name: Author-8-Name: Author-8-Workplace-Name:)
    Abstract: Objective – The objective of this paper is to explore and understand the motivators of institutionalization of Performance Measurement Systems (PMS) in the Indonesian Local Government (ILG), particularly in the Batu municipality presenting the performance paradoxes. Performance accountability issues have been encouraging the Batu municipality to implement PMS since the beginning of the 2000s. Methodology/Technique – The theoretical framework and interpretation of this study are adopted from the institutional theory (coercive, mimetic, normative, and allomorphism) which is used to analyze the phenomenon. The researchers employ a single case study to scrutinize the motivators of institutionalization by elaborating on document analysis conducted from the interviews of 10 employees in a different range of management levels (top, middle, and lower). Findings – The results of this study reveal that exogenous (coercive, mimetic and normative) and endogenous (allomorphism) drivers encourage the institutionalization of PMS in the Batu municipality with coercive pressure as a major driver and allomorphism as a mere ceremonial driver (rather than an instrument). Novelty – The practical implications of this study can be used to improve the PMS process and the quality of performance reporting in the Batu municipality and in other local governments. This paper is also expected to fill the gap in existing literature on the implementation of PMS within a developing country (in this case, Indonesia). Type of Paper: Empirical Paper.
    JEL: P47 M48 P49
    Date: 2019–03–16

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