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The objective of this paper is to investigate the impact of institutional quality, foreign direct investment (FDI) inflows and human capital development on Indonesia’s poverty rate.

The quantile regression on data ranging from 1984 to 2019 was used to capture the relationship between the impact of the independent variables (FDI inflows, institutional quality and human capital development) on Indonesia’s poverty rate at different quantiles of the conditional distribution.

The empirical results reveal that low-quantile institutional quality is detrimental to poverty eradication, whereas FDI inflows and human capital development are significant at higher quantiles of distribution. This implies that higher-value FDI and advanced human capital development are critical to lifting Indonesians out of poverty.

Policymakers should prioritise strategies that advance human capital development, create an enticing investment climate that attracts high-value investments and improve institutional quality levels.

This study contributes to the existing literature because, compared to previous studies that focussed on estimating the conditional mean of the explanatory variable on the poverty rate. It rather provides a more comprehensive understanding of the quantiles of interest of FDI inflows and institutional quality on the Indonesian poverty rate, allowing for more targeted policies.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-09-2023-0733

The purpose of this paper is to revisit the potential of human capital development to predict commitment from an empirical perspective. This followed the fact that while organisations continue to invest a lot of resources into development of their human capital, a growing tendency of the trained staff to quickly abandon the organisation and move on to search for greener pastures has also been registered.

This study takes a positivistic approach. It is an explanatory, cross-sectional study that is based on a case study approach.

The findings revealed that developing human resources still leads to enhanced commitment among staff. The findings provide empirical support for the tenets of the human capital development theory.

Investment in development of human resources is still a worthy while cause for organisations as it positively and significantly contributes to commitment.

While organisations ought to keep watch of the costs that come with human capital development endeavours the practice of developing human resources should be continued as it contributes to the organisational performance of staff.

The paper deepens the understanding on how human capital development is currently enhancing the commitment of organisational staff in a typical developing economy and sector. Such knowledge provides a clear basis for allocating resources on people development endeavours.

The purpose of this study is to present empirical evidence of the nature of corporate rhetoric in developing human capital and how it becomes embedded within a large international organization operating in the Nordic region. The qualitative case study aims to examine the sensemaking of individual managers, and how human capital rhetoric is selected, acted upon, and retained by employees.

An exploratory case study approach is taken in order to provide an in‐depth understanding of the rhetoric and reality of human capital development. Focus groups, archival data, and interviews with key informants (i.e. external consultants, senior executives, managers, and employees from various departments across the Nordic business units) are used to explore different perspectives on the phenomena of human capital development.

The findings highlight a number of key dimensions that can distort the rhetoric of human capital: corporate strategy, organizational structure, managerial style, and the cognitive frames of individuals.

The study suggests a need for senior managers to take pre‐emptive actions to close the gap between the rhetoric of human capital development and what actually happens in practice. A lack of clarity concerning human capital concepts and their outcomes is to be overcome through more effective communication strategies.

The research suggests that managers construct rhetoric that has to be absorbed by multiple audiences and that, in some cases, a counter‐rhetoric of human capital is formed. Employees interpret human capital rhetoric, shape it and alter it in their own interests. Ambiguity and ignorance over human capital concepts is succeeded by pragmatic assessment and refinement on the part of employees, with the initial human capital development program iteratively amended as it passes through the organization.

This study examines factors that influence organizations’ choices of an internal human capital development strategy and an external human capital acquisition strategy. The human resource architecture indicates that organizations will use different human capital acquisition strategies. Following the resource-based view, human capital theory and the human resource architecture, we examine factors that impact the choices of different human capital acquisition strategies.

We examine these important human capital decisions in the context of Major League Soccer. Data to test the hypotheses were collected from a variety of publicly available sources. We tested the hypotheses with regression analyses.

We find that while organizations employ both internal and external human capital strategies, organizations may have one dominant human capital strategy and the other strategy may be used to supplement the human capital needs of organizations. Additionally, our results indicate that organizations with an older workforce tend to use an internal human capital development strategy, while higher performing organizations are less likely to use an internal human capital development strategy.

This study makes contributions by examining the choices between internal and external human capital strategies and factors that influence the choice of an internal or external human capital strategy.

This paper aims to examine how FDI trickle down to human capital development in SACU member states.

A longitudinal research design and feasible general least squares was used over the periods 1990 and 2018.

There is supporting evidence that FDI enhances human capital when primary school enrolment rate is used. However, the reverse holds for the secondary level of education. It can be argued that although FDI exhibits a positive effect on primary education, optimal spillovers to human capital development has not been realized. An indication that certain level of human capital may be required to ensure the optimal benefit of FDI or the types of current FDI does not enhance FDI-led-human capital hypothesis.

The negative effect of FDI toward secondary level of education could be an indication of a weak absorptive capacity. SACU's current dominance of FDI activities toward extractive industries could limit potential benefit of FDI due to capacity constraints. Practical policy implications indicate that SACU member states need to ensure that it attracts FDI toward smart investment that enhances human capital development.

There is need to a gear FDI firms toward corporate social responsibilities that will stimulate secondary education.

The novelty of this paper is twofold. First, it focuses on SACU countries where majority of the people are trapped with poverty and inequality issues. Second, SACU member states have used greenfield FDI as a policy instrument to enhance human capital. However, human capital link remains weak. This creates a need to search for smart FDIs that are committed toward community transformation through human capital development.

The study explores how organizations can leverage an entrepreneurial orientation to encourage human capital development and employee retention. The mediating role of human capital development is also examined.

Data was collected from 224 IT sector employees in India, and analysis was done using Covariance Based Structural Equation Modeling.

Significant, positive relationships were reported between entrepreneurial orientation and human capital development and employee retention. Furthermore, human capital development showed a positive effect on employee retention. Finally, the mediating role of human capital development in the relationship between entrepreneurial orientation and employee retention was also positively significant.

The study explores the role played by human capital development in strengthening the association between entrepreneurial orientation and employee retention.

The purpose of this paper is to analyze the human capital theory from an Islamic perspective. It studies the primary sources of Islam to discover its contribution towards human capital development.

The paper adopts inductive and analytical method to interpret Islamic viewpoints towards human capital development. It studies the classical and modern sources of Islamic law and analyzes scholars' opinions.

In fact, human capital theory has a different understanding in Islam, due to its different objectives. However, it resembles the conventional theory in the way that it urges the development of human beings in education, skills and abilities. Islamic teachings contribute a lot to foster development among the individuals in every aspect of their lives. The way Islam gives incentive to development is unique; because, with the improvement of education, good skills, work and production, physical health and perfection, it is concerned about the moral and ethical development of employees, which is no doubt having a great effect in the development of the organization. Moreover, Islamic society plays an important role in nurturing enthusiastic and competent individuals.

It is expected that the paper would be of interest to Muslim authorities, as a means to motivate their employees, as well as to share ideas across the academic disciplines.

Interest has been generated for a while in unpacking the “black box” and providing a contingency approach to understanding the effects of human resource management (HRM) practices. This study aims to investigate the possibility that the relationship between human capital development and task performance is mediated by work self-efficacy and work engagement – and that this mediation depends on the degree of perceived investment in employees’ development.

Based on a synthesis of theories –systems, social cognitive and social identity theories – a moderated mediation model is tested using data from 220 academic employees and Heads of Departments from multiple Higher Educational Institutions in Ghana. AMOS and Hayes Conditional Process analysis were used to analyze the data.

The study finds support for a bundle of human capital investments boosting work self-efficacy and motivating work engagement, as well as task performance. Consistent with expectations, the mediation in human capital investments to task performance via work self-efficacy is conditional on the degree of perceived investment in employees’ development.

The study provides the first attempt at studying a conditional process model in human capital development by addressing whether, how and when human capital system functions more or less effectively, and provides knowledge on the “black box” in HRM.

Based on a two-country (Nigeria and South Africa) case study, this chapter examines the national policies and practices to promote human capital development and cross-border mobility of labour and their effects on specific and overall quality of educational outcomes. The higher education sector of the African continent has witnessed phenomenal changes over the past century and more significantly so in the last three decades. As the role of the higher education sector in human capital development has been increasingly recognised, policies for internationalisation have become more diffuse and multisectoral, leading to far-reaching contradictions that have adverse consequences for the mobility of prospective students and academics. There is evidence that the production of human capital has faced serious challenges over the years and the World Bank that has been tracking these issues globally is supporting governments to enhance their human capital development efforts. At the same time, Covid-19 has become a major and enduring threat to human capital development. Efforts to sustain and maintain internationalisation and reap its positive benefits are required in order to enhance the contribution of the higher education system to development of human capital and beneficial exchange of knowledge and skills across the continent.

Addresses the question of whether military expenditures in the Arab world have been at the expense of human capital development. Mainly finds that countries in the Arab world have experienced increases in human capital development associated with increased rates of military participation (armed forces per capita). This phenomenon is in sharp contrast with that found in non‐Arab countries. Also this phenomenon appears to be relatively recent, increasing in strength during the period after 1980. In part Arab governments have chosen to subsidize the education of increased numbers of civilians during periods of steppedup military expenditures with the understanding that upon completion of training those individuals will serve some time in the military.