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首页> 外文期刊>The international journal of human resource management >Leveraging the innovative performance of human capital through HRM and social capital in Spanish firms
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Leveraging the innovative performance of human capital through HRM and social capital in Spanish firms

机译：通过人力资源管理和西班牙公司的社会资本来发挥人力资本的创新绩效

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Literature on Intellectual Capital provides interesting arguments about the key role of social and human capital, not only separately but also jointly, for innovation activities. Thus, given the acknowledged importance of these variables, this article studies (1) the direct relationship between social and human capital and innovative performance, (2) the links between these two components of intellectual capital, as well as the possible mediating role of human capital, (3) the effect of particular human resource management (HRM) practices (selection procedures, development programmes, empowerment and use of incentives on compensation) on social and human capital, and (4) the influence of innovative performance on firm performance. In our study, we define a population of firms in the most innovative Spanish sectors for an empirical test of this model, focusing on their R&D departments. Using data taken from 85 firms and applying Structural Equation Models, we have tested the hypotheses and obtained interesting results. It is the uniqueness of human capital, and not its value, which has a direct and positive effect on firm innovativeness. Such uniqueness, in turn, is enhanced through social capital and HRM practices such as empowerment and employee selection based on learning potential and interpersonal abilities. Social capital does not have, per se, a direct influence on innovation, but it indirectly does through human capital. Social capital, in turn, can be enhanced by the selection of individuals with learning potential and interpersonal skills, as well as by their involvement in decision-making processes. Finally, innovation improves firm performance.
机译：关于智力资本的文献提出了关于社会资本和人力资本在创新活动中的关键作用的有趣论据，不仅是单独的，而且是共同的。因此，鉴于这些变量的重要性，本文研究（1）社会资本和人力资本与创新绩效之间的直接关系，（2）智力资本的这两个组成部分之间的联系以及人类可能的中介作用资本;（3）特定人力资源管理（HRM）做法（选择程序，开发计划，授权和奖励激励措施的使用）对社会和人力资本的影响;以及（4）创新绩效对公司绩效的影响。在我们的研究中，我们定义了西班牙最具创新性的行业中的企业群体，以对该模型进行实证检验，重点是其研发部门。使用从85家公司获得的数据并应用结构方程模型，我们检验了假设并获得了有趣的结果。人力资本的独特性而不是其价值，对企业创新具有直接和积极的影响。反过来，通过社会资本和人力资源管理实践（例如基于学习潜能和人际交往能力的赋权和员工选择）来增强这种独特性。社会资本本身对创新没有直接影响，但通过人力资本间接影响。反过来，可以通过选择具有学习潜力和人际交往能力的个人以及他们参与决策过程来增强社会资本。最后，创新可以提高公司绩效。

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