Resource-Based Perspectives on Unit-Level Human Capital

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How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Global Talent Management and Performance in Multinational Enterprises: A Multilevel Perspective (2018, background): “Key to this distinction is that humancapital resources must be accessible for unit-relevant purposes (Nyberg et al., 2014).”
Strategic Human Capital (2014, background): “In this way, whereas earlier authors have urged a more explicit integration of social capital theory (Nahapiet, 2011; Nyberg et al., 2014), the work published in this special issue demonstrates that scholars are currently taking a more socialized view of human capital.”
Awards: A strategic management perspective (2016, result): “This approach is in line with both the strategy and the strategic human resource management (HRM) literatures, which consider how HRM practices shape the firm’s human capital resource through their effect on employees (e.g., Nyberg et al., 2014: 319).”
“Our Most Important Asset” (2014, background): “One recent review observed that when scholars directly measure human capital, they have focused on measures that represent the human capital construct itself (e.g., aggregate KSAOs; Nyberg et al., 2014); these measures have not included financial valuations.”