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Driving innovation: Public policy and human capital

机译：推动创新：公共政策和人力资本

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摘要

Human capital, the set of skills, knowledge, capabilities and attributes embodied in people, is crucial to firms' capacity to absorb and organize knowledge and to innovate. Research on human capital has traditionally focused on education and training. A concern with the motivationally-relevant elements of human capital such as employees' job satisfaction, organizational commitment, and willingness to change in the workplace (all of which have been shown to drive innovation), has often been overlooked in economic research and by public policy interventions to date. The paper addresses this gap in two ways: First, by studying firms' human resource systems that can enhance these elements of human capital, and second, using the results of this research as a springboard for a public policy program targeted at elements of human capital that have been ignored by traditional education and training interventions. Using a sample of 1070 employee-managers in Ireland, we apply a series of probit regressions to understand how different human resources systems influence the probability of employee-managers reporting the motivationally-relevant elements of human capital. The research: (1) Finds that respondents in organizations with certain human resource systems are more likely to report motivationally-relevant elements of human capital. Specifically, employee-managers in organizations with proactive work practices and that consult with their employee-managers increase the predicted probability of reporting that they are satisfied with their job, willing to change, and are committed to the organization; (2) Highlights the need to consider the role of policy interventions to support the motivationally-relevant elements of human capital; (3) Proposes a new policy program offer to support the motivationally-relevant elements of human capital in order to increase firms' innovation activity.
机译：人力资本是人的内在技能，知识，能力和特质的集合，对企业吸收和组织知识以及进行创新的能力至关重要。传统上，人力资本研究主要集中在教育和培训上。经济研究和公众经常忽略对与人力资本中与动机相关的要素的关注，例如员工的工作满意度，组织承诺以及工作场所变更的意愿（所有这些都证明可以推动创新）。迄今为止的政策干预措施。本文通过两种方式解决了这一差距：首先，通过研究可以增强人力资本要素的公司人力资源系统，其次，将研究结果用作针对人力资本要素的公共政策计划的跳板。传统的教育和培训干预措施忽略了这些措施。我们使用爱尔兰的1070名员工-经理的样本，进行了一系列概率回归，以了解不同的人力资源系统如何影响员工-经理报告与动机相关的人力资本要素的可能性。研究：（1）发现具有特定人力资源系统的组织中的受访者更有可能报告与动机相关的人力资本要素。具体来说，组织中具有积极工作习惯并与员工经理协商的员工经理增加了报告他们对工作感到满意，愿意改变并致力于组织的预测概率； （2）强调有必要考虑政策干预的作用，以支持与动机相关的人力资本要素； （3）提出一项新的政策计划提议，以支持与动机相关的人力资本要素，以增加企业的创新活动。

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  • 来源
    《Research policy》 |2019年第9期|103791.1-103791.19|共19页
  • 作者

    Lenihan Helena; McGuirk Helen; Murphy Kevin R.;

  • 作者单位

    Univ Limerick Kemmy Business Sch Dept Econ Limerick Ireland;

    Univ Limerick Kemmy Business Sch Dept Econ Limerick Ireland|Cork Inst Technol Sch Business Hincks Ctr Entrepreneurship Excellence Cork Ireland;

    Univ Limerick Kemmy Business Sch Dept Work & Employment Studies Limerick Ireland;

  • 收录信息 美国《科学引文索引》(SCI);美国《工程索引》(EI);
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

    Innovation; Human capital; Human resource systems; Innovation policy; Policy program;

    机译：革新;人力资本;人力资源系统;创新政策;政策方案;

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