Search results

The provision of value, as a marketing issue, is receiving increasing attention from managers and scholars. This attention, in combination with strong calls for better quantification and stronger measures in marketing, has lead to increased interest in the assessment, quantified where possible, of the provision of value through buyer–seller relationships. This paper identifies dimensions of value provision through relationships in business markets with specific emphasis on the intangible aspects of value, which are important to long-term competitive advantage. The provision of value to the seller is the prime focus in this paper. The paper discusses the meaning of both tangible and intangible relationship value and the interplay between them and notes the importance of assessing the intangible part of the value, particularly the part which derives from the human aspects of the relationship. Despite their importance, the human aspects of relationships and their contribution to value is a sparse topic among researchers. The paper compares and evaluates potentially useful relationship and value conceptualizations. The paper discusses studies of relationship value and then outlines the results of a recent line of empirical research into the provision of value by a buyer to a seller that utilizes a framework synthesized from the intellectual capital literature. This recent research conceptualizes the potential for a seller's relationship with a buyer to provide intangible value to the seller in terms of, first, the resources available in the buyer and second, the capabilities of the buyer's boundary personnel to aid in facilitating the flow of those resources to the seller. The paper also includes the softer human aspects in the dimensions of value. These latter aspects are important to a full assessment of value. The paper concludes with a discussion of aspects of intangible relationship value that need further elucidation and will thus provide opportunities for future research.

Industry 4.0 defines the application of digital technologies on business infrastructure and processes. With the increasing need to take into account the social and environmental impact of technologies, the concept of Society 5.0 has been proposed to restore the centrality of humans in the proper utilization of technology for the exploitation of innovation opportunities. Despite the identification of humans, resilience and sustainability as the key dimensions of Society 5.0, the definition of the key factors that can enable Innovation in the light of 5.0 principles has not been yet assessed.

An SLR, followed by a content analysis of results and a clustering of the main topics, is performed to (1) identify the key domains and dimensions of the Industry 5.0 paradigm; (2) understand their impact on Innovation 5.0; (3) discuss and reflect on the resulting implications for research, managerial practices and the policy-making process.

The findings allow the elaboration of a multileveled framework to redefine Innovation through the 5.0 paradigm by advancing the need to integrate ICT and technology (Industry 5.0) with the human-centric, social and knowledge-based dimensions (Society 5.0).

The study detects guidelines for managers, entrepreneurs and policy-makers in the adoption of effective strategies to promote human resources and knowledge management for the attainment of multiple innovation outcomes (from technological to data-driven and societal innovation).

The present research has been conceptualized to make an inter-district analysis in terms of IHDI of Uttar Pradesh. It aims to provide district-wise estimates of HDI and IHDI with the latest available data, which may prove to be a critical policy input to the policy makers that how different districts are performing in terms of education, health and standard of living parameters and help in implementing tailor made policy actions.

The paper utilizes the Census of India data and unit-level data of National Sample Survey (NSS) for constructing HDI and IHDI. The broad framework for computing IHDI in this study is similar to the approach of UNDP's HDR 2010. To adjust the inequality aspect, the Atkinson inequality aversion parameter has been estimated at indicator level on the basis of NSS unit record data.

The study reveals that inequality discounted income index is on an average 30 percent lower than unadjusted income index. However, quite high variation exists in case of education and health. The difference ranges from 30 percent to 40 percent in the case of education and from 3 to 36 percent in the health dimension. The surprising fact which study finds that health infrastructure and education infrastructure are poorly correlated with their respective outcomes.

The study offers a policy suggestion that increasing investment on educational and health infrastructure will not have any significant impact on their respective outcomes unless distributional inequalities are reduced. The study also suggests that rising income inequalities are threat to inclusive growth and sustainable development goals agenda. Thus, it recommends policy makers to take pro-active timely policy measures to reduce income inequalities. The educational achievement should be fixed in terms of average years of schooling and expected years of schooling rather than in terms of literacy rate.

The present research is an original work. This is the first study in the case of Uttar Pradesh which attempted to estimate district-wise IHDI following the internationally accepted UNDP (2010) methodology.

The research aims to include good governance as a facet in the measurement of human development.

A modified Human Development Index (MHDI) was computed by including a governance dimension computed using the six governance indicators published by the World Bank. The rankings using the new index were obtained and compared to the rankings of the United Nations Development Programme's (UNDP's) HDI.

The rank correlation of the original and modified indices was very high, but there were many big rank changes for individual countries in each HDI group. These rank changes could be largely reconciled in the light of the rankings of these countries in the Corruption Perceptions Index and the Democracy Index.

The research considers the measurement of human development at a point in time alone and incorporates 2010 governance indicators into the 2011 HDI, which could lead to a discrepancy in time periods considered. Furthermore, the governance indicators are measures of perceptions which can be subjective. The Practical implications paper does not delve into the country-specific factors that may have caused big rank changes.

The paper builds a case for incorporating, or at least providing the option of including a governance dimension in the HDI.

The paper is a novel attempt to incorporate good governance as a dimension in the HDI. It reasserts the need for policy-makers and governments to realize that peoples' capabilities cannot be realized in the absence of good governance, and that whilst improving other facets of human development, much attention needs to be paid towards establishing good governance.

This study examines the influence of human capital, overall and by dimensions, on the export performance of small and medium enterprises (SMEs) in the manufacturing sector of Pakistan. The study also investigates the role of absorptive capacity in the relationship between human capital dimensions and export performance.

Data from 586 manufacturing sector SMEs were collected for analysis. The study applied covariance-based structural equation modeling (SEM) to estimate the hypothesized relationships.

As a whole, human capital was found to exert a direct and indirect impact on export performance, particularly for the medium-sized firms and for firms with medium to high levels of export intensities. Nevertheless, not all dimensions of human capital mattered for export performance. Education and training were found to pose the greatest influence on export performance of those firms.

The results suggest that when devising appropriate policies for SMEs, the impact of different dimensions of human capital need to be considered for addressing challenges related to the internationalization of firms. In short, developing the right human capital is essential for SMEs to compete at the international level.

Unlike previous studies, this study decomposed the influence of different dimensions of human capital on export performance and assessed the mediating role of absorptive capacity. The study is also among the pioneering studies in SMEs sector of Pakistan to analyze the role of absorptive capacity in the relationship between various dimensions of human capital and export performance.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-03-2019-0198

Using a multilevel approach, this theoretical paper aims to build a framework to explore the cognitive and non-cognitive dimensions of human capital, which may in turn explain how they become a source of competitive advantage.

This paper presents several propositions to be empirically tested in further research using multilevel analysis. Starting at the individual level, four configurations of human capital are determined by considering cognitive and non-cognitive human capital. Based on these settings, interactions of human capital at intermediate or departmental level are discussed, taking into account the complexity of the task environment and psychosocial processes. These interactions constitute microfoundations, which explain why human capital may influence different types of organizational capabilities.

The theoretical analysis carried out allows proposing four configurations of human capital, combining individual cognitive and non-cognitive dimensions. These configurations form a human capital portfolio classifying different types of employees. In addition, this paper shows how individual human capital aggregates into departmental level and generates human capital emergence processes by contextualizing through the complex task environments and psychosocial processes. The development of these emergence processes enables proposing the association of certain organizational capabilities with cognitive elements of human capital (absorptive capacity, innovativeness and technical capacities), whereas a second group of organizational capabilities is linked to non-cognitive human capital aspects (organizational commitment, leadership and customer intimacy).

This paper combines individual dimensions in the study of the content of human capital from a multilevel and microfoundational approach, explaining the effects of emerging human capital on different organizational capabilities when human capital is contextualized at departmental level. This theoretical paper is a new step towards understanding and measuring the concept of human capital, enriching the resource-based view framework.

Utilizando un enfoque multidimensional, este paper teórico tiene como objetivo el diseño de un marco conceptual que explore las dimensiones cognitivas y no cognitivas del capital humano, de cara a explicar cómo puede convertirse en fuente de ventaja competitiva.

En este artículo se presentan varias proposiciones teóricas que pueden ser testadas empíricamente en investigaciones futuras a través de análisis multinivel. Comenzando a un nivel individual, se determinan cuatro configuraciones de capital humano, al considerar las dimensiones cognitivas y no cognitivas. En base a esto, a nivel intermedio o departamental se discuten las interacciones de capital humano, teniendo en consideración la complejidad del entorno de tareas y los procesos psicosociales. Dichas interacciones se convierten en microfundamentos que explican cómo el capital humano puede influir en diferentes capacidades organizativas a nivel de empresa.

El análisis teórico que se realiza nos permite proponer cuatro configuraciones de capital humano al combinar las dimensiones individuales cognitivas y no cognitivas. Estas configuraciones forman un portafolio de capital humano que permiten clasificar cuatro tipos de trabajadores. Además, este artículo muestra cómo se agrega el capital humano individual a nivel departamental, generando procesos de surgimiento del capital humano, los cuales se contextualizan por la complejidad del entorno de tareas y los procesos psicosociales. Dicho proceso de surgimiento nos permite proponer la asociación de capacidades organizativas como la de absorción, innovación y tecnológica, con los elementos cognitivos del capital humano, mientras que un segundo grupo de capacidades organizativas (compromiso, liderazgo, intimidad con el cliente) se asocia a aspectos no cognitivos del capital humano.

Este paper combina las dimensiones individuales del capital humano en el estudio de su contenido, desde una perspectiva multinivel y basada en microfundamentos, explicando los efectos del surgimiento del capital humano en diferentes capacidades organizativas, una vez que dicho capital humano se contextualiza a nivel departamental. Este paper teórico sería un paso más en el conocimiento y medición del capital humano, enriqueciendo el marco de la Teoría Basada en los Recursos.

Usando uma abordagem multidimensional, este paper teórico tem como objetivo a construção dum marco conceptual que explore as dimensões cognitivas e não cognitivas do capital humano, de modo a explicar como se pode tornar em fonte de vantagem competitiva.

Neste artigo apresentam-se várias proposições teóricas que podem ser testadas empiricamente em futuras pesquisas através da análise multinível. Partindo dum nível individual, determinam-se quatro configurações de capital humano, considerando as dimensões cognitivas e não cognitivas. Baseado nisto, a nível intermédio ou departamental debatem-se as interações do capital humano, tendo em consideração a complexidade do ambiente de tarefas e os processos psicossociais. Ditas interações constituem-se em microfundamentos que explicam como o capital humano pode influir em diferentes capacidades organizacionais a nível de empresa.

A análise teórica realizada nos permite propor quatro configurações de capital humano ao combinar as dimensões individuais cognitivas e não cognitivas. Essas configurações formam um portfólio de capital humano que permitem classificar quatro tipos de trabalhadores. Aliás, este artigo mostra como se agrega o capital humano a nível departamental, gerando processos de surgimento do capital humano, os quais contextualizam-se pela complexidade dos ambientes de tarefas e dos processos psicossociais. O desenvolvimento destes processos de surgimento nos permite propor a associação de determinadas capacidades organizacionais como a de absorção, a de inovação e a tecnológica, com os elementos cognitivos do capital humano, enquanto que um segundo grupo de capacidades organizacionais (compromisso, liderança, proximidade com o cliente) está ligado a aspectos não cognitivos do capital humano.

Este paper combina as dimensões individuais no estudo do conteúdo do capital humano desde uma perspectiva multinível e micro-fundacional, explicando os efeitos do surgimento do capital humano em diferentes capacidades organizacionais quando o capital humano se contextualiza a nível departamental. Este paper teórico seria mais um passo no conhecimento e medição do conceito do capital humano, enriquecendo o marco da Teoria Baseada nos Recursos.

The purpose of this research paper is to uncover the relations between brand and human personality by identifying brand preferences of consumers with different personality types.

Based on the existing literature, 15 propositions are suggested linking Ekelund's DI types as parsimonious proxies of human personality and brand personality dimensions as suggested by Aaker. Propositions were tested through statistical analysis of survey data collected in two stages.

It was found that consumers prefer brands with personalities that match their own. For example, consumers with Blue DI type exhibit clear aversion from the excitement dimension of brand personality, whereas consumers with Red DI type exhibit clear preference for the sincerity dimension of brand personality. No clear findings emerged concerning the Green DI type, mostly likely linked to the individualistic, non‐conformist and innovative orientations of such individuals. In addition data revealed a possible hierarchy of brand personality dimensions' influence.

Findings provide guidelines for better tailoring of promotional materials based on target customer groups, as well as the ability to evaluate underperforming brands in terms of a brand‐human personality mismatch.

The paper fills a gap in the literature about the congruence between brand and human personalities, and demonstrates how brand personality dimensions impacts brand preference among different consumer types.

Investigates the relationship between perceptions of women principals’ leadership (in terms of sex‐role orientation and leadership functions) and teachers’ work attitudes (in terms of sense of efficacy, sense of community and sense of professional interest) by controlling teachers’ personal demographics in a sample of teachers under the administration of women principals in secondary schools. Gives the results of Pearson and canonical correlation analyses, which indicated that, according to teachers’ perceptions, among the measures of perceived women principals’ leadership, human leadership, political leadership, symbolic leadership, structural leadership, educational leadership, androgynous orientation and undifferentiated orientation (negatively) were strong predictors of a teacher’s work attitudes. The findings of this study support the advocacy of the five leadership dimensions and androgynous orientation in women principals’ leadership. Advances implications for further study and practice.

Notwithstanding the findings of several published articles on human capital, there is scarcity of a comprehensive instrument to measure it. In this direction, the objective of present research is to develop a valid and reliable scale to assess human capital.

This research was divided into two parts. Study 1 focused on literature review of human capital measures, development of items and exploring the factor structure of human capital construct on a sample of 184 employees. Study 2 was based on the survey of 212 employees, and reliability assessment and confirmatory factor analysis was performed to validate the factor structure of human capital construct.

The findings can be summarized in two ways. Study 1 present that human capital scale is multidimensional consisting of employee capability, leadership and motivation, employee satisfaction and creativity. The findings of study 2 confirms the validity and reliability of three factor structure of human capital construct consisting of 18 items in total.

The study provides a multidimensional psychometric instrument which can help in measuring the human capital of the organization from the perspective of capabilities, satisfaction and creativity and leadership and motivation. Moreover, it can serve as an aid to human resource (HR) and human resource development (HRD) professionals for human capital assessment in the organizations.

This study provides a measure to assess human capital in Indian manufacturing sector organizations that makes a novel contribution to the area.

The present research is aimed at presenting a framework for the reuse of research data in Iran through applying the United Nations Development Program (UNDP).

The research at hand has a mixed methods design. In the qualitative section, the authors first carried out meta-synthesis and then an interview was conducted. Likewise, in the quantitative section, the reliability of the recommended framework was measured through carrying out a survey. Finally, the framework for data reuse was presented in five dimensions, namely human, organizational, policies and laws, technical, implementation and analysis.

Through structural equation modeling, the fitness of the framework was confirmed, and it was found out that the dimensions of policies, human and organizational played more prominent roles in the explanation of the framework in comparison with the other two dimensions.

Research studies in the area of data reuse have been conducted either quantitatively or qualitatively and in most of them interviews or questionnaires were used as tools for collecting data; however, due to the nature of this area and its relatively new literature in Iran, it is necessary to use mixed methods in order to be able to arrive at a proper understanding of this concept using both quantitative and qualitative approaches.