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Administrative Sciences
Special Issues
Human Capital Development—New Perspectives for Diverse Domains
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Human Capital Development—New Perspectives for Diverse Domains

A special issue of Administrative Sciences (ISSN 2076-3387).

Deadline for manuscript submissions: 30 June 2026 | Viewed by 17103

Special Issue Editors

Dr. Martin Mičiak

E-Mail Website
Guest Editor
Department of Managerial Theories, Faculty of Management Science and Informatics, University of Žilina, 010 26 Žilina, Slovakia
Interests: management; human capital; human resource management; project management; sports management
Special Issues, Collections and Topics in MDPI journals
Prof. Dr. Alžbeta Kucharčíková

E-Mail Website
Guest Editor
Department of Macro and Microeconomics, Faculty of Management Science and Informatics, University of Žilina, 010 26 Žilina, Slovakia
Interests: management; economics; human capital; human resource management; human capital management; digitalization
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

Human capital is a crucial resource for all types of organizations in the current commercial or non-commercial environments. Its fundamental feature is that it is owned by the employees themselves, and they only use it to help the organizations reach their goals. On the one hand, this hinders the assessment of the efforts to further develop human capital. On the other hand, it pushes organizations’ managers and researchers to look for new perspectives and paradigms when approaching this topic. This Special Issue follows the current knowledge, recognizing the three widely accepted forms of human capital development (education, improvements in people’s health, and improvements in working conditions). The aim is to push for state-of the-art practices by identifying new forms of human capital development and the methods for their assessment. This is relevant across all organizations and domains including the public sector, academia, sports, and others.

Dr. Martin Mičiak
Prof. Dr. Alžbeta Kucharčíková
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 250 words) can be sent to the Editorial Office for assessment.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Administrative Sciences is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1600 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • human capital
  • development
  • investments
  • working conditions
  • learning
  • employees’ health

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Published Papers (6 papers)

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Research

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32 pages, 1110 KB  
Article
Corporate Culture, Leadership, and Pathological Relationships: A Moderated Mediation Model of Employees’ Well-Being
by Jakub Michulek, Lubica Gajanova, Dominika Gajdosikova and Matus Senci
Adm. Sci. 2025, 15(10), 399; https://doi.org/10.3390/admsci15100399 - 17 Oct 2025
Viewed by 1429
Abstract
This study investigates how corporate culture, work atmosphere, leadership, and pathological workplace relationships are linked to employees’ psychological well-being. Drawing on the JD-R framework and COR theory, we conceptualise supportive team dynamics and toxic interpersonal processes as parallel conditions shaping well-being at work. [...] Read more.
This study investigates how corporate culture, work atmosphere, leadership, and pathological workplace relationships are linked to employees’ psychological well-being. Drawing on the JD-R framework and COR theory, we conceptualise supportive team dynamics and toxic interpersonal processes as parallel conditions shaping well-being at work. Survey data from 441 Slovak employees were analysed using a dual-moderated mediation model. The results show that corporate culture is positively associated with well-being mainly through its relationship with the work atmosphere, confirming the mediating role of workplace climate. Leadership moderates this pathway by attenuating the indirect association between culture and well-being. Contrary to expectations, pathological relationships did not exhibit a significant moderating effect, indicating that their role may be more complex and context-dependent. These findings extend existing models of employee well-being by incorporating negative social phenomena to an integrative framework. The study underscores the importance of examining both supportive and toxic aspects of organisational life simultaneously. Practically, the results suggest that fostering a positive culture, a healthy work atmosphere, and effective leadership practices can jointly strengthen employees’ psychological well-being. Full article
(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)
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14 pages, 780 KB  
Article
Game-Based Intervention as a Tool for Enhancing Team Adaptation
by Katarína Stachová, Zdenko Stacho and Michal Hamar
Adm. Sci. 2025, 15(7), 265; https://doi.org/10.3390/admsci15070265 - 9 Jul 2025
Viewed by 1947
Abstract
In light of the changing demands of the labor market and the digital orientation of today’s student population, this study aims to examine the effectiveness of a digital game-based intervention as a tool for enhancing team adaptation and social perception in an academic [...] Read more.
In light of the changing demands of the labor market and the digital orientation of today’s student population, this study aims to examine the effectiveness of a digital game-based intervention as a tool for enhancing team adaptation and social perception in an academic environment. This research was designed as an experiment involving 90 university students who were randomly assigned to either an experimental group (n = 45) or a control group (n = 45). The experimental group participated in a multiplayer cooperative MOBA-type game, in which each participant assumed a specific team role. Before and after the intervention, participants completed a standardized questionnaire focused on team dynamics, including trust, orientation towards shared goals, and mutual awareness. The results from the Wilcoxon test and Mann–Whitney U test revealed statistically significant improvements in identifying team members’ strengths and weaknesses, a reduction in the perceived lack of trust, and an increased orientation toward shared goals. The findings confirm that a digital gaming environment can activate key mechanisms of team dynamics and may serve as an effective tool for supporting the adaptation of young employees in practice. Future research should include more diverse samples and incorporate objective observation alongside self-assessment. Full article
(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)
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18 pages, 412 KB  
Article
The Adoption of Modern Sports Technologies from Professional Settings to Everyday Life
by Ivana Gabrišová, Gabriel Koman, Jakub Soviar and Martin Holubčík
Adm. Sci. 2025, 15(7), 249; https://doi.org/10.3390/admsci15070249 - 28 Jun 2025
Cited by 1 | Viewed by 6372
Abstract
This study examines how advanced sports technologies, initially designed for elite athletes, are being applied in everyday contexts. Despite the proliferation of wearable and AI-powered tools, the sports management literature has largely overlooked how these innovations transition from professional use to consumer settings. [...] Read more.
This study examines how advanced sports technologies, initially designed for elite athletes, are being applied in everyday contexts. Despite the proliferation of wearable and AI-powered tools, the sports management literature has largely overlooked how these innovations transition from professional use to consumer settings. Addressing this gap, the article evaluates key technologies based on cost, complexity, accessibility, and user-friendliness to determine their viability for broader adoption. The findings reveal a clear divide: while affordable, intuitive devices like WHOOP bands and Polar monitors are well-suited for general use, complex systems such as SportVU and VALD remain limited to elite environments. This study underscores simplicity, affordability, and contextual usability as critical enablers of adoption. By connecting theoretical innovation models with real-world patterns, this research offers practical guidance for developers, educators, and policymakers seeking to promote equitable access to sports technologies. Full article
(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)
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24 pages, 2235 KB  
Article
Athletes’ Education for Their Successful Future Career After Sports—Perspective of Former Athletes and Potential Employers
by Michal Varmus, Martin Mičiak, Dominika Toman, Michal Jastraban, Matej Kuljovský, Jozef Sobol, Ivo Tongel and Andrea Zahumenská
Adm. Sci. 2025, 15(2), 46; https://doi.org/10.3390/admsci15020046 - 5 Feb 2025
Cited by 2 | Viewed by 4305
Abstract
Although sports are a dream career for many young people, only a small percentage of athletes can make a living from this. Moreover, even elite athletes with high incomes must find other employment after sports. This justifies the development of their human capital [...] Read more.
Although sports are a dream career for many young people, only a small percentage of athletes can make a living from this. Moreover, even elite athletes with high incomes must find other employment after sports. This justifies the development of their human capital via education valued by employers. Our article originally approaches this issue with recommendations for the effective education of athletes. The aim is to identify and analyze the key skills that former athletes use in the work environment and that help them successfully integrate into employment outside sports. Our robust scientific approach, described in the methodology, combines relevant secondary and primary data and corresponding analytical methods. The secondary data analysis identified the skills required by employers as well as the employment of former athletes in areas outside of sports. Based on quantitative primary data (questionnaire on a sample of 237 young athletes), the skills perceived as important by young athletes were revealed. The qualitative component is represented by interviews with selected former athletes and employers from the corporate environment. The main findings include the alignment of the perceived importance of certain skills by young athletes and employers. The high perceived importance of education during sports careers was supported by all stakeholders. Full article
(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)
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Review

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22 pages, 1229 KB  
Review
Language as Career Capital: A Scoping Review of Human Capital Development, Employee Mobility, and HR Implications in Multilingual Organisations
by Sareen Kaur Bhar and Yong Eng Chua
Adm. Sci. 2025, 15(11), 421; https://doi.org/10.3390/admsci15110421 - 30 Oct 2025
Viewed by 1080
Abstract
This scoping review examines how workplace language proficiency and corporate language policies function as dimensions of human capital, shaping employee mobility and organisational outcomes in multilingual contexts. Drawing on 12 empirical studies (2010–2025), supplemented by one influential review work used for context, the [...] Read more.
This scoping review examines how workplace language proficiency and corporate language policies function as dimensions of human capital, shaping employee mobility and organisational outcomes in multilingual contexts. Drawing on 12 empirical studies (2010–2025), supplemented by one influential review work used for context, the review integrates two analytical lenses: (1) language ceilings and walls, which capture invisible barriers to vertical and horizontal mobility, and (2) the Language Needs Analysis (LANA) framework, which categorises language demands at the individual, organisational, and operational levels. Findings indicate that language proficiency and inclusive language policies act as strategic resources that enhance employability, cross-border collaboration, and knowledge transfer. Conversely, rigid monolingual policies often reproduce inequalities and limit career progression. The review highlights the role of language-sensitive HRM in developing sustainable talent pipelines, advancing diversity and inclusion, and strengthening workforce resilience. Methodologically, this study applies PRISMA-ScR guidelines to ensure transparency and rigour, while offering a framework for future research at the intersection of human capital theory, language policy, and global HRM. By reframing communicative competence as career capital, the review underscores the need to integrate language training and policy design into broader human capital development strategies. Full article
(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)
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18 pages, 1102 KB  
Review
The Impact of Organizational Dysfunction on Employees’ Fertility and Economic Outcomes: A Scoping Review
by Daniele Virgillito and Caterina Ledda
Adm. Sci. 2025, 15(11), 416; https://doi.org/10.3390/admsci15110416 - 27 Oct 2025
Viewed by 1033
Abstract
Background/Purpose: Reproductive health and fertility outcomes are essential but often overlooked aspects of occupational well-being. Organizational dysfunction, demanding workloads, and limited workplace accommodations may negatively affect fertility, while supportive policies and inclusive cultures can mitigate risks. This review aimed to map current evidence [...] Read more.
Background/Purpose: Reproductive health and fertility outcomes are essential but often overlooked aspects of occupational well-being. Organizational dysfunction, demanding workloads, and limited workplace accommodations may negatively affect fertility, while supportive policies and inclusive cultures can mitigate risks. This review aimed to map current evidence on these relationships and their economic consequences. Methodology/Approach: A scoping review was conducted using the PCC (Population–Concept–Context) framework. Systematic searches across multiple databases identified 30 eligible studies, including quantitative, qualitative, and mixed-method designs, spanning different sectors and international contexts. Findings: Four main domains emerged: shift work and circadian disruption, organizational stress and burnout, workplace flexibility and accommodations, and fertility-related policies and organizational support. Hazardous working conditions, long hours, and psychosocial stressors were consistently associated with impaired fertility, reduced fecundability, and pregnancy complications. Conversely, flexible scheduling, fertility benefits, and supportive organizational cultures were linked to improved well-being, retention, and productivity. Originality/Value: This review integrates evidence across occupational health, organizational psychology, and labor economics, offering a comprehensive overview of workplace influences on reproductive health. It highlights gaps in equity and representation—particularly for men, LGBTQ+ employees, and workers in precarious jobs—and calls for longitudinal, interdisciplinary, and intervention-based studies to inform effective workplace policies. Full article
(This article belongs to the Special Issue Human Capital Development—New Perspectives for Diverse Domains)
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