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While human capital analytics (HCA) recently has developed enormous interest, most organizations still find themselves struggling to move from operational reporting to analytics. The purpose of this paper is to explore why that is the case and can be done to change that.

Referring to the “LAMP” model, the authors stress four elements as potential reasons why HCA are not sufficiently being “pushed” toward their audience, namely, logic, analytics, measures, and process. Similarly, they name five conditions why the wider use of HCA is not “pulled” in by the analytics user.

The authors investigations show that these “push” and “pull” factors behind the lack of greater use of HCA represent fertile ground for future research and implications for practitioners on both ends.

These “push” and “pull” factors behind the lack of greater use of HCA represent fertile ground for future research and implications for practitioners on both ends.

These “push” and “pull” factors behind the lack of greater use of HCA represent fertile ground for future research and implications for practitioners on both ends.

The purpose of this paper is to examine the cross-country variation in innovation and propose that it can be explained by the presence of market institutions using the Global Innovation Index.

This paper uses ordinary least squares with region and OECD fixed effects to test whether more economic freedom is associated with more innovation.

The findings reveal that the effect of market institutions on innovation is promoted by both knowledge and creativity. When innovation is broken down into its component measures, the results suggest that a high-quality legal system is associated with more creativity and free trade is associated with greater knowledge.

These findings provide evidence that economic freedom matters for innovation through both creativity and knowledge, particularly through the protection of property rights and the legal system and free trade. Policy makers desiring to spur innovation may want to examine the level of freedom in private ownership and the reduction of trade barriers as a prerequisite for innovation policy.

The purpose of this paper is to discuss the institutional background and the incentive for FIFA executives to engage in corrupt activities. The authors also highlight recent FIFA scandals and discuss approaches that may affect FIFA’s corruption in the future.

The authors approach this subject through a historical narrative. The authors review the literature on corruption and apply these findings to the FIFA organization. Due to many similarities, the authors are able to juxtapose the successes and failures of the Olympics, and apply these findings to FIFA.

Based on the examination, the authors find that FIFA’s corruption can be mitigated, but it is a very difficult task to accomplish. The US Department of Justice has helped to jump start a corruption reform in FIFA. This has also facilitated the activities of the FIFA ethics committee. However, only time will tell whether these changes will be meaningful and last.

The contribution is that the authors closely link the sports management and economics literature on corruption using FIFA as the subject of analysis. Because of the recent FIFA scandal, the authors are able to update the corruption literature as it applies to this organization and, more generally, in sports.

Most literature studies have focused on direct treatment costs of injuries. This literature is extended to include the foregone playing time of players as an additional injury cost.

The authors have reviewed the literature on the cost of players’ injuries to professional sports leagues and other organizations.

The authors concluded that players’ injury costs are substantial and sufficiently variable to be a primary source of financial uncertainty for a team.

This study's value has added risk pooling and league-wide revenue sharing as tools to mitigate the risk of injury costs. Previous literature reviews focused predominately on direct treatment costs.

The purpose of this paper is to review the literature on hospital mergers and acquisitions (M&As).

The authors conduct a systematic review of the literature on hospital M&As to summarize their effects upon cost of health care delivery (access), efficiency, market power, cost and price. Implications for health care industry policy are provided.

A significant majority of results conclude lower costs, increased efficiency, but higher prices (due to a market concentration effect) following hospital merger or acquisition. These results are consistent with industrial organization theory and suggest that regulatory policy (e.g. price cap regulation) will raise allocative efficiency, consumer surplus and overall market surplus within markets for hospital services.

This is the first study to review the price, cost and efficiency effects of M&As with respect to industrial organization theory in the context of hospitals. This study also provides regulatory policy implications.

The field of human resource management faces a significant dilemma. While emerging evidence, theory, and practical demands are increasing the visibility and credibility of human capital as a key to organisational success, the measures used to articulate the impact of human resource management decisions remain misunderstood, unwanted by key constituents, or even counter‐productive. This article proposes that the key to creating meaningful HR metrics is to embed them within a model that shows the links between HR investments and organisational success. The PeopleVantage model is proposed as a framework, the application of the model is illustrated, and the potential of the model for guiding research and practical advances in effective HR measures is discussed.

This paper addresses the fact that many companies lack insight into the uses of utility theory in HR. Most utility research has been conducted with a view to developing measurement systems rather than measurement effects. Some selected theories of information effects are presented, together with their implications for the application of HR measurement systems. These theories relate to information receivers and goals , HR measurement as decions support as well as decision theory and bias. Special attention is devoted to HR measurements as persuasion , with reference to transmission, receiver and organisation characteristics. Other factors of importance are the selfinterest of senders and the role of “fashion setting” for innovation. One conclusion is that the study of the effects of HR measurements on their receivers provides a fruitful field for empirical research.

The purpose of this paper is to suggest that in the arena of human capital, risk-mitigation may overshadow risk-optimized decisions, and show how a more balanced approach can be achieved by understanding and applying frameworks from behavioral decision theory, as well as framing human capital risk using tools and frameworks that have a long history in other management arenas, such as finance.

Review risk-optimization frameworks in human resource and general management, distill key connections, suggest ways to enhance risk optimization for human capital, and offer suggestions for future research and practice.

For human capital, risk-mitigation may overshadow risk-optimization, a balanced approach can be achieved by applying behavioral decision theory and by using frameworks from other management arenas, such as finance.

Organizations must acknowledge and skillfully manage the connections between human capital and competitive strategy in this emerging arena of human capital risk, or they will miss key strategic opportunities.

Attention to human capital risk has largely emphasized minimizing or controlling unwanted outcomes, but the paper proposes that risk-optimization requires balanced attention to risk-taking as well.

This paper seeks to present the positions and conclusions of scholars to support a proposition that the asset approach to human resource accounting has failed.

Reviews the history of human asset accounting.

The paper offers an alternative “liability approach” to account for and report human resources.

The paper provides an argument and rationale to demonstrate that a liability paradigm would be compatible with normal accounting and reporting procedures.

Traditional utility analysis only calculates the value of a given selection procedure over random selection. This assumption is not only an inaccurate representation of staffing policy but also leads to overestimates of a device's value. This paper presents a more accurate method for computing the validity of a selection battery for when there are multiple selection devices and multiple criteria. Application of the method is illustrated using previous utility analysis work and an actual case of administrative assistants with eight predictors and nine criteria. A final example also is provided that includes these advancements as well as other researchers' advances in a combined utility model. Results reveal that accounting for multiple criteria and outcomes dramatically reduces the utility estimates of implementing new selection devices.