Abstract
In this study we examined the characteristics of human capital as well as the human resource (HR) configurations used for employees in four different employment modes (knowledge-based employment, job-based employment, contract work, and alliance/partnership). Results from 148 firms show that the strategic value and uniqueness of human capital differs across these four employment modes. In addition, each employment mode is associated with a particular type of HR configuration (commitment-based, productivity-based, compliance-based, and collaborative).
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