Who Captures the Value Created with Human Capital? A Market-Based View

By J. Molloy, Jay B. Barney. 2015

143 citations recorded by the source corpus.

Subfields: Accounting, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/cdcc9f5dafb9f4725f903e2fb4d374c9b2bc383e

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In Accounting

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

Exploring the Nexus Between Human Capital, Corporate Governance and Performance: Evidence from Islamic Banks (2017, unknown): “Theory at both the micro and macro level predicts that a firm’s willingness and ability to make investments in human capital enables the firm to appropriate much of the value created by this human capital (Crook et al., 2011; Molloy and Barney, 2015).”
The contribution of tangible and intangible resources, and capabilities to a firm’s profitability and market performance (2013, background): “But, capabilities are predominantly viewed as the most important skills that underpin the development and deployment of both TR and IR in resource-based theory (Ambrosini and Bowman, 2009; Molloy and Barney, 2015).”
Toward a More Comprehensive Model of Firms’ Human Capital Rents (2017, background): “For example, it is not uncommon for workers to quit their jobs because of dissatisfaction with their immediate supervisor, evenwhen this hurts theseworkers’ economic interests (Molloy & Barney, 2015).”
The Determinants of Profitability in Listed Enterprises: A Study from Vietnamese Stock Exchange (2020, background): “…advantages of a firm are generated mostly by the industrial organization economics, taking benefits from external market to achieve higher returns which are measured by the profitability and the firm values (Chamberlain, 1962; Gilbert, 1989; Molloy & Barney, 2015; Zheng, Liu, & Huang, 2019).”
Human capital matters: Market valuation of firm investments in training and the role of complementary assets (2017, background): “Recent theoretical developments highlight labor market frictions that create the possibility of sustainable competitive advantage through training and other human capital investments (Campbell, Coff, & Kryscynski, 2012; Molloy & Barney, 2015).”
Antecedents to value diminution (2016, background): “‘Required firm-specific human capital’ is the combination of knowledge, skills and abilities that is necessary to satisfactorily complete tasks and create value (Molloy and Barney, 2015: 311).”