Search Results (217)

This study was conducted to examine the moderating effect of size on the impact of human capital on bank performance, using data from 26 commercial banks in Vietnam from 2008 to 2023 through panel data regression methods. The results indicate that bank size and human capital are important resources for commercial banks to increase their performance, which is consistent with the resource-based view and economies of scale theory. However, bank size fails to exhibit a significant moderating effect on the impact of human capital on the bank performance in Vietnam. This phenomenon can be explained by the relatively limited influence of size effects on human capital, coupled with the fact that the majority of Vietnamese commercial banks place significant strategic emphasis on human capital development within their operational frameworks. In addition, this study highlights the impact of some internal factors and the macroeconomic conditions on bank performance. From these empirical findings, this paper recommends several critical policies. Full article

In a business environment with rapidly growing digital technologies, knowledge management (KM) capability is an indispensable source for enterprise innovation activities. Nevertheless, there is limited understanding of the specific KM capability that leads to sustainable business model innovation (SBMI). This study therefore aimed to investigate the internal relationship between KM capability and SBMI by leveraging dynamic capability theory. A hierarchical regression analysis (HRA) and a fuzzy set qualitative comparative analysis (fsQCA) are used to analyze a sample of 115 Chinese innovative enterprises. The results indicate that organizational structure promotes information technology by improving human capital, and that information technology then stimulates collaboration depth by expanding collaboration breadth, thereby driving SBMI. Specifically, human capital, information technology, collaboration breadth, and collaboration depth play significant chain-mediating roles in the relationship between organizational structure and SBMI. This study contributes to the literature on KM and innovation management, extends the use of low-order and high-order dynamic capabilities in DCT, and assists managers in developing SBMI effectively. Full article

Achieving high-level green technological innovation in heavily polluting enterprises is critical for advancing sustainable development, particularly in the context of both organizational and regional digitalization. This study adopts a configurational perspective grounded in the Technology–Organization–Environment (TOE) framework and integrates theoretical insights from resource orchestration, resource dependence, and IT capability theories. It investigates how different types of skilled talent, such as production, technical, sales, and managerial employees, contribute to green innovation under varying digital conditions. By applying fuzzy-set qualitative comparative analysis (fsQCA) to a sample of 96 publicly listed firms from China’s heavily polluting industries, this study identifies four distinct talent-based configurations that can lead to high levels of green innovation: production-centric, management-led, technical talent driven, and regionally enabled models. Each configuration reflects a specific system state in which a core group of skilled employees plays a leading role, supported by complementary functions, and shaped by the interaction between internal digital transformation and the external digital environment. This study contributes to the systems literature by elucidating the combinational roles of digital resources and talent deployment within the systemic TOE framework, and offers practical guidance for enterprises aiming to strategically utilize human capital to enhance green innovation performance amid ongoing digital transformations. Full article

Grounded in coupling theory, this study investigates the interplay among three key elements of economic growth, namely the digital economy, carbon emissions efficiency, and high-quality economic development. Drawing on data from 30 Chinese provinces from 2000 to 2023, we employ exploratory spatiotemporal data analysis and the GeoDetector model to examine the spatial–temporal evolution and underlying driving forces of coupling coordination. This research enriches the theoretical framework of multi-system synergistic development in a green transition context and offers empirical insights and policy recommendations for fostering regional coordination and sustainable development. The results reveal that (1) both the digital economy and high-quality economic development show a steady upward trend, while carbon emissions efficiency has a “U-shaped” curve pattern; (2) at the national level, the degree of coupling coordination has evolved over time from “mild disorder” to “on the verge of disorder” to “barely coordinated,” while at the regional level, this pattern of coupling coordination shifts over time from “Eastern–Northeastern–Central–Western” to “Eastern–Central–Northeastern–Western”; (3) although spatial polarization in coupling coordination has improved, disparities fluctuate in a “decline–rise” pattern, with interregional differences being the main source of that variation; (4) the degree of coupling coordination has a positive spatial correlation, but with a declining trend with fluctuations; and (5) improvements in the level of economic development, human capital, industrial structure, green technological innovation, and market development capacity all contribute positively to coupling coordination. Among them, green technological innovation and market development capacity are the most influential drivers, and the interactions among all driving factors further enhance their collective impact. Full article

This paper extends the resource-based view (RBV) of social entrepreneurship by introducing artificial intelligence (AI) as a dynamic, integrative capability that enhances the acquisition and optimization of four foundational forms of capital: human, social, political, and financial. While social ventures have long faced constraints in scaling impact due to resource limitations and institutional barriers, AI technologies—such as predictive analytics, machine learning, and natural language processing—offer new pathways for improving operational efficiency, stakeholder engagement, advocacy strategies, and financial sustainability. Through the development of a conceptual model and a series of theoretical propositions, this study positions AI as a transformative force that not only strengthens individual resource domains but also enables synergistic feedback loops across them. In doing so, the paper contributes to emerging debates on technology adoption in hybrid organizations, scalability in resource-constrained contexts, and the evolution of strategic management theory in the digital age. Practical implications are outlined for social entrepreneurs, policymakers, and funders seeking to responsibly integrate AI into social impact ecosystems, and future research directions are proposed to empirically test the framework across sectors and global settings. Full article

This study examines the relationship between organizational commitment and administrative management within a public service institution operating in an emerging governance context. Grounded in the three-component model of organizational commitment (affective, continuance, and normative) and classical administrative theory (planning, organizing, directing, and controlling), the research investigates how internal psychological bonds among frontline personnel influence institutional performance. A quantitative, cross-sectional, non-experimental design was applied, surveying 30 operational police officers using validated Likert-scale instruments. The results reveal a strong and statistically significant positive correlation between organizational commitment and administrative management (Spearman’s ρ = 0.775, p < 0.01), with normative commitment displaying the highest effect size (ρ = 0.812). These findings underscore the critical role of ethical obligation, loyalty, and affective alignment in enhancing managerial coherence and institutional responsiveness. The study contributes to ongoing debates on public sector reform and strategic human capital management by emphasizing the need for emotionally engaged and ethically anchored personnel. It aligns with Sustainable Development Goals (SDGs) 16 (Peace, Justice, and Strong Institutions) and 8 (Decent Work and Economic Growth), promoting inclusive, accountable governance and resilient administrative practices in resource-constrained environments. Full article

Effectively managing immigrant workforces presents a significant contemporary challenge for organizations operating in a globalized world. Current management practices often fall short, failing to adequately address the complex interplay of social issues, cultural and linguistic distances, and the valuable human capital immigrants possess. This paper proposes a theoretically developed conceptual model for immigrant management, synthesized from a comprehensive review of systems theory, migration studies, and organizational governance literature. The model advances systems theory by operationalizing its core tenets—interdependence, feedback loops, and holistic perspective—into a practical governance framework for the specific domain of immigrant workforce integration, demonstrating the theory’s applicability to complex socio-organizational challenges. It outlines six interdependent subsystems—from needs assessment to end-of-work transitions. While conceptual, this paper lays a robust foundation for future empirical research by providing testable propositions regarding the efficacy of its subsystems and their impact on integration outcomes. It calls for empirical validation of the proposed relationships and the model’s overall effectiveness in diverse organizational contexts. By adopting this structured yet adaptable framework, organizations can move towards more agile governance practices in human resource management, allowing for iterative adjustments and fostering more resilient and sustainable immigrant integration. This approach directly contributes to addressing immigrant integration issues by offering a holistic, actionable framework that moves beyond piecemeal solutions, thereby enhancing organizational capability and promoting positive societal impact. Full article

As urbanization accelerates globally, higher education agglomeration (HEA) emerges as a critical mechanism for integrating regional economic theories with practical strategies, driving innovation and sustainable development. This paper examines how HEA promotes innovation, human capital accumulation, industrial restructuring, and equitable income distribution across 193 cities in the “Two Transverse and Three Lengthways” urban clusters from 2006 to 2020. Using dynamic panel regression and spatial econometric models, the results show that HEA yields significant local and spatial spillover benefits, particularly in core cities that facilitate knowledge diffusion and resource sharing. Heterogeneity analysis reveals that these positive spillovers are strongest in first-tier, highly developed clusters and third-tier, early-stage clusters but weaker or even negative in second-tier, rapidly expanding regions. These spatial effects grow over time, reflecting the evolving patterns of regional integration. Theoretically, the paper advances the understanding of spatial synergy and spillover mechanisms in HEA in urban clusters. Practically, the findings highlight the need to tailor higher education strategies to the developmental stage of each urban cluster to optimize resource allocation and foster inclusive growth. This paper provides policy insights for using HEA as a catalyst for coordinated urban development. Full article

This research aims to study the impact of experiential learning and skill empowerment and community engagement and institutional support systems on student engagement and motivation and sustainable education in Saudi Arabian higher education institutions. The research uses Structural Equation Modeling (SEM) with Partial Least Squares (PLS) as its quantitative methodology to study the relationships between experiential learning, skill empowerment, institutional support systems, and sustainable education. The proposed theoretical model was evaluated through a survey distributed to participants who were conveniently sampled from Saudi Arabian higher education institutions. The research shows that experiential learning together with skill development and community engagement boosts student motivation and supports sustainable education in Saudi Arabia. The study further reveals that institutional support systems have a weak moderating effect because their implementation and perception require improvement to effectively support sustainability. The main limitations are the use of self-reported data which may be influenced by response biases and the focus on higher education only which limits the generalizability of the findings to other educational levels. The research indicates that experiential learning activities including internships, community projects, and skill empowerment programs should be integrated into education to boost student involvement and motivation toward sustainability. The research applies the established theories of Kolb’s Experiential Learning, Human Capital, and Social Learning to Saudi Arabia’s educational context to show how they can be adapted to promote sustainable education through experiential learning, skill development, and community engagement. This study bridges critical research gaps by elucidating the nuanced moderating role of institutional support systems—an underexplored factor—and addressing the methodological limitations associated with a reliance on self-reported data, thereby significantly advancing the understanding of their influence on student engagement and sustainable education within diverse academic and cultural contexts. Full article

Women entrepreneurs in small to medium enterprises (SMEs) in emerging countries play an essential role in the economy of developing countries such as Indonesia. Drawing on the resource-based view and entrepreneurship effectuation theory, this study examines how women’s entrepreneurial effectuation (WEE) modeled as a higher-order construct (HOC) comprising its four dimensions (LOCs)—namely, flexibility, experimentation, affordable loss, and pre-commitment—can influence employee performance (EMPRF) mediated by structural (STREM) and psychological empowerment (PSYEM). Using a disjointed two-stage PLS-SEM approach with data from 218 female SME employees, our results confirm that flexibility is the most salient effectuation dimension. WEE strongly predicts both STREM and PSYEM but shows no direct impact on EMPRF, highlighting that effectuation must be activated via empowerment mechanisms. PSYEM emerges as the strongest mediator of WEE on EMPRF, with STREM also contributing significantly and being amplified by gender equality practices; market orientation, by contrast, fails to moderate any paths. Theoretically, these findings enrich resource-based view (RBV) theory by integrating entrepreneurial effectuation dimensions and empowerment as human resource capabilities that generate inimitable performance gains. Practically, they suggest that women-led SMEs should integrate effectuation heuristics with targeted empowerment programs to realize the full potential of their human capital. Full article

The International Financial Reporting Standards (IFRS, 2023) guidelines have indicated the importance of holistic organisational sustainability values (profit, people, and planet) and the required human capital to implement sustainability business strategies to achieve sustainable development goals (SDGs). This empirical research using the strategic choice and sustainable human resource management resource-based theories explores the role of high-performance sustainable work practices (HPSWPs) with sustainability characteristics to shape the required human capital to implement simultaneous environmental, social, and governance (ESG) corporate sustainability business strategies aligned with the organisational sustainability orientation of firms. A total of 203 senior managers from Australian companies participated in this study. The participants completed survey questionnaires, which encompass the holistic organisational sustainability orientation, corporate sustainability business strategy, and high-performance sustainable work practices. The mediation study findings revealed that the social consciousness, stakeholder compassion, ethics of care for wellbeing, and pro-environment characteristics of high-performance sustainable work practices fully mediate the implementation of ESG corporate sustainability business strategies that are aligned with the holistic organisational sustainability orientation. This exploratory research extends the operational strategic choice theory from the sustainable human resource management resource-based perspective in highlighting the role of high-performance sustainable work practices in implementing the choice of environmental, social, and governance (financial) business strategies. Furthermore, the practical implications include improving the quality of voluntary sustainability disclosure by companies in alignment with the IFRS guidelines on management approaches relating to human resource practices to shape the required human capital with sustainability characteristics for corporate sustainability. Future empirical research directions in operationalising simultaneous ESG corporate sustainability business strategies using high-performance sustainable work practices aligned with the holistic sustainability orientation of firms are discussed. Full article

Digital transformation is considered a high-risk investment due to the fact that as much as 80% of its initiatives fail. To effectively manage and execute digital transformation, organizations must establish capabilities tailored to this process. Thus, this study aims to identify capabilities essential for digital transformation in the business context. A systematic literature review (SLR) was conducted following the PRISMA. An initial search across major academic databases yielded 542 articles. After applying inclusion and exclusion criteria, 43 relevant articles were selected for in-depth analysis. Descriptive, co-occurrence, and qualitative analyses were then applied. The findings reveal five core dimensions of digital transformation capability: digital dynamic capability, digital leadership capability, employee digital capability, digital technology and operational capability, and digital investment capability. These capabilities demonstrate that successful digital transformation depends not only on technology, but also on leadership, human capital, strategy, and investment that ensure resource readiness. This study contributes to digital transformation theory by identifying essential organizational capabilities and provides insights into how organizations can develop these capabilities to achieve successful digital transformation. Full article

Digital transformation is a crucial engine empowering enterprises for green, low-carbon development and a key pathway towards achieving China’s dual carbon goals. To investigate the carbon-emission reduction effects and mechanisms of corporate digital transformation, the panel data of China’s A-share listed companies from 2010 to 2021 were utilized to empirically examine the impact and mechanisms of digital transformation on corporate carbon emissions in this study, based on the dynamic capability and resource-based theory. The results show that the following: (1) Digital transformation demonstrates significant potential in reducing corporate carbon emissions; (2) The emission reduction effects are primarily achieved through the three key mechanisms of enhancing green innovation capabilities, alleviating financing constraints, and optimizing human capital structures; (3) The effect of digital transformation on carbon emission reductions demonstrates significant heterogeneity across enterprise characteristics and geographical locations, with particularly notable impacts observed in high-tech firms, state-owned enterprises, carbon-intensive industries, and companies located in eastern China. Therefore, we should vigorously promote the process of digital transformation of enterprises and implement targeted policy measures to support corporate green innovation, enhance financing accessibility, and optimize human capital structure. Simultaneously, we should develop differentiated emission reduction mechanisms that account for enterprise-specific characteristics, thereby maximizing the effectiveness of digital transformation in achieving dual-carbon objectives. Full article

The strategic goal of high-quality national development depends on intelligent manufacturing, where introducing and cultivating high-end technical talent is crucial. Although prior research has linked talent policies to technological innovation, few studies have examined how targeted talent policies promote intelligent transformation in enterprises. Methods: Focusing on industry fit, this study uses new-energy-vehicle companies to represent advanced manufacturing. Drawing on targeted talent policies issued by major Chinese cities from 2016 to 2022, we employ a multi-period difference-in-differences model to assess how these policies attract high-skilled talent related to the new-energy automotive sector and drive intelligent investment and technological upgrading. Results: Our findings indicate that targeted talent policies significantly boost intelligent investment, which holds for robustness tests. Mechanism analyses reveal that these policies optimize firms’ human capital by increasing the share of highly educated and technical employees, thereby enhancing technological innovation, patent output, production quality, and efficiency. Conclusions: This research extends the capital–skill complementarity theory by highlighting the importance of specialized talent for intelligent transformation. The results offer data-driven insights for refining talent policies to support the intelligent development of the new-energy-automobile industry. Full article

Organizational culture, human capital, and innovative capabilities are essential resources for any business, particularly during challenging times. Companies can leverage these resources to gain a competitive advantage. Based on social exchange theory, this study explores the impact of corporate culture on employee commitment and innovative behavior at the individual level, emphasizing the importance of innovation within employee roles. Using 9512 valid data points from the Human Capital Corporate Panel (HCCP), this study validates the research model and hypotheses. The results indicate that an innovation-oriented organizational culture significantly enhances employees’ organizational commitment, which in turn promotes innovative behavior. Organizational commitment is a positive mediating factor in this process. Furthermore, a relationship-oriented culture positively moderates the influence of innovation culture on employees’ organizational commitment. Situated in the Korean context, where Confucian values and collectivism strongly influence workplace dynamics, this study highlights the importance of aligning innovation efforts with cultural expectations. The results suggest that fostering innovative and relational cultural values can be a powerful method in encouraging commitment and creativity, especially in the Korean context companies. Full article