Synergising academia and industry: the impact of human capital on innovation commercialisation

Green technology innovation can bring about dual benefits, i.e., technological progress and energy conservation, as well as emission reduction, which are regarded as effective means to achieve economic development and environmental protection. The influencing factors of green technology innovation have been studied from multiple angles. In order to promote the level of green technology innovation in China from a new perspective, this paper selected human capital as the independent variable, and empirically investigated the direct impact of educational and healthy human capital on green technology innovation, based on the panel data of 30 Chinese provinces (excluding Hong Kong, Macao, Taiwan and Tibet) from 2006 to 2016. Meanwhile, considering the current environmental policy system in China, this paper took environmental regulations as moderating variables, and analyzed the moderating role of three environmental regulations, namely, command-and-control environmental regulations, market-incentivized environmental regulations, and public voluntary environmental regulations, in the impact of human capital on green technology innovation. It was found that (1) educational human capital, with a three-period lag, and healthy human capital significantly promotes green technology innovation; (2) command-and-control environmental regulations, with a one-period lag, and market-incentivized environmental regulations promote green technology innovation, while public voluntary environmental regulations have an insignificant impact on green technology innovation; (3) the moderating effect of command-and-control and market-incentivized environmental regulations in the impact of human capital on green technology innovation is not significant. For public voluntary environmental regulations, the moderating effect between educational human capital and green technology innovation is significantly negative, while the moderating effect of healthy human capital on green technology innovation is not significant.

This article has been retracted from publication in the Taylor & Francis journal, Acta Agriculturae Scandinavica, Section B — Soil & Plant Science. Following publication, concerns were raised by multiple third-parties around the content of the special issue and the decision-making process. Following an investigation by the Taylor & Francis Publishing Ethics & Integrity team in full cooperation with the Editor-in-Chief, it was confirmed that this article included in Special Issue titled “ Envisage Computer Modelling and Statistics for Agriculture”, guest edited by Gunasekaran Manogaran was not peer-reviewed appropriately, in line with the Journal's peer review standards and policy. As the stringency of the peer review process is core to the integrity of the publication process, the Editor and Publisher have decided to retract all of the articles within the above-named Special Issue. The journal has not confirmed if the authors were aware of this compromised peer review process. The journal is committed to correcting the scientific record and will fully cooperate with any institutional investigations into this matter. The authors have been informed of this decision. We have been informed in our decision-making by our policy on publishing ethics and integrity and the COPE guidelines.

The study aimed at identifying the impact of human capital on organizational performance in four mobile companies in Republic of Yemen (MTN, Yemen Mobile, SabaFon, and Y). The study used the descriptive analytical method to answer the study questions and test the hypotheses. For the purpose of data collection, a questionnaire was developed and distributed to the sample of the study which is 327 employees selected from all the organizational levels. The data were analyzed using simple regression analysis. The findings of the study indicated that there is a significant impact of human capital on organizational performance at mobile phone companies in Yemen. Findings also showed that among human capital dimensions; knowledge was the most influential dimension on organizational performance. In light of the study results, it is recommended to pay great attention to human capital by improving the employees' skills and capabilities through training courses and workshops. The study also recommended engaging the employees in setting the organization’s policies and plans, and considering their suggestions and views which may improve the organization and achieve its goals.
 Keywords: human capital, organizational performance, mobile phone companies in Yemen.

Purpose: The neo-classical theory of economic growth features the positive impact of the human capital of an economy on its growth. The inflow of foreign direct investment is one of the main components to carry forward the growth effect, this study investigates the impact of country-specific institutional quality and human capital on the cross-country variations of US-Foreign Direct Investment (FDI) inflows. Our core hypothesis is that Countries with better Human capital will attract more FDI if they have good quality institutions in terms of less risk in investment opportunities. Method: Using a set of panel data of US-Foreign Direct Investment (FDI) inflows for both developed and developing countries over the period 1984-2021. Result: The country-specific quality of institutions reinforces the impact of human capital on the inflow of US foreign direct investment in this study. Using two-dimensional panel data we find strong support for our hypothesis using a two-way fixed effects model. Our results are robust to the alternative measures of institutional quality. Implications: The strength of our approach is that in contrast to the previous works (1) we have used the USFDI inflow across countries that have been widely neglected in the related literature and (2) emphasis has been given to the conditional or joint impact of human capital and country-specific institutional quality in determining the cross-country variations in USFDI inflows.

Today the businesses suffer with many complexities. The recent downturns in various economies, saturated business markets, globalized business approaches challenged the traditional organizational designs, approaches and processes. The organizations have realized the importance of Human Capital (HC) to face the business challenges. Those who capable of handling such complexities with HC capabilities will win even with high competition. Scholars highlighted that there are many approaches developed to measure and report human capital. Those organizations that plan, organize, develop, manage and align employee behaviours that shape the real work with HC strategies achieve the Organizational Performance than those who do not. HC includes self-generating, expandable, transportable, and shareable characteristics. The economic value of an organization stands not only on its tangible assets but on intangible assets too whereas HC is considered as an ‘intangible asset’. This paper reviews the impact of HC on Organizational Performance from various critical perspectives. This study revolved how HC concept systematically evolved in intellectual progression encompass with two principal ideas such as Context Generic HC and Context Specific HC. The cognitive ability of an individual is considered as Context-Generic Human Capital whereas Context-Specific Human Capital of individuals could be measured by the dimensions such as “value”, “rareness”, “inimitability”. JEL: J20; J24; L25 Article visualizations:

The study focused on the impact of Human capital on organizational performance among ADNOC employees in UAE. The objective of the study was: To determine the contribution of human capital on organizational performance among employees of ADNOC in UAE. The study employed exploratory and correlational research designs in order to discover relationships among the study variables using the quantitative approach. The researcher also used the positivism paradigm in order to sail through his research process. The independent variable was human capital and the dependant variable was organisational performance among employees of ADNOC in UAE. The study population was 55,000 employees of ADNOC in UAE. The sample size was 382 people chosen using table developed by Morgan & Kreijcie (1970). The researcher analyzed data using both descriptive statistics such as means, standard deviation and inferential analyses such as structural path analysis.. The findings included: Human capital significantly predict organizational performance. Recommendations of the study included: In sum, in order to improve the organizational performance, the managerial activities should focus on enhancing human capital organisational practices. Managers should always remember to give rewards to the best performing employees per year so that they can easily work hard to achieve organisational strategies such as vision, mission and goals.

Today, business in our world is experiencing systemic failures that affect the performance of the company. Mostly, through the use of financial measurements, corporate success is viewed at their level of effectiveness. This study explored the mediating effect of the management control system and operational risk management on the impact of human capital on organizational performance. This was a quantitative research with a correlational research design. The study employed self-constructed research instruments with Cronbach Alpha of human capital 0.893, Organizational performance 0.855, and operational risk management 0.833 and management control system 0.894. The respondents were made up of 439 (10%) of the Institute of Chartered Accountant Ghana members who were conveniently sampled and answered an online distributed questionnaire. The results of the study revealed that management control system and operational risk management partially mediate the relationship between human capital and organizational performance. The research recommends that the intervention role of the management control system and operational risk management has shown to impact positively on organizational performance and human capital. Therefore, the implementation of a management control system and operational risk management must be paramount to the achievement of organizational performance from the viewpoint of chartered accountants in Ghana. Keywords : Human Capital, Operational Risk Management, Management Control System, Organizational Performance. DOI: 10.7176/RJFA/11-10-08 Publication date: May 31 st 2020

The influence of rural human capital accumulation on farmers’ income growth is a hot issue in academic circles. This paper, using the panel data from 31 Chinese provinces from 2005-2020, examines the direct impact of rural human capital on rural income growth and the indirect role of rural labor marketization in the impact of rural human capital accumulation on farmers’ income. The results show that the human capital reflected in education, health and migration plays a significant role in the increase of farmers’ income, Moreover, the marketization of rural labor force plays an intermediary role in the influence of education, health and migration of human capital on farmers’ income. In addition, there are regional differences in the impact of human capital on farmers’ income growth and the intermediary role of rural labor market.

This study uses a longitudinal matched employer–employee database to examine how ex-entrepreneurs’ levels of general and specific human capital influence their likelihood of re-entering entrepreneurship over time, in a different firm, thereby becoming serial entrepreneurs. The results reveal a negative effect of general human capital on the hazard of becoming a serial entrepreneur; the impact of entrepreneurial-specific human capital on the hazard of re-entering entrepreneurship is in general positive. This research provides a dynamic approach to serial entrepreneurship revealing that specific types of human capital play distinct roles on individuals’ entrepreneurial behavior.

Singapore has been ranked in the most dynamic financial market and the highest ecological deficit country, indicating that the trade-off hypothesis may exist. The main goal of the present study is to probe the impact of financial development, economic growth, and human capital on ecological footprint in Singapore from 1980 to 2016. The outcomes obtained from the Autoregressive Distributed Lag (ARDL) method have failed to provide a clear impact of financial sector development on ecological footprint. However, the Bayesian analysis reveals that both financial development and economic growth have a harmful influence on EF, while the impact of human capital is beneficial. A theoretical conclusion derived is that monetary expansion policies should be associated with improving human capital to achieve the United Nations SDGs in the context of Singapore. The findings of the study are of particular interest to policymakers for developing sound policy decisions for sustainable economic progress which is not at the cost of environment.

This paper argues that objective and subjective human capital may have substantial impact upon organizational performance in a competitive context. Objective human capital pertains to such features as education and experience, whereas subjective human capital relates to personality characteristics. The argument is illustrated by presenting the results of two empirical studies: (1) a cross-section 1990–1991 analysis of about 50 incumbents in the Flemish furniture industry-concentrating on the impact of subjective human capital, particularly the Chief Executive Officer's (CEO's) locus-of-control personality, on financial performance; and (2) a longitudinal 1970–1992 analysis of a cohort of 100 entrants into the Dutch audit industry-focusing on the influence of objective human capital, particularly education and experience, on exit by merger and acquisition (M&A) or “diaspora”. Both studies support the claim that objective and subjective human capital matters: for example, Flemish furniture firms headed by a CEO with an internal locus-of-control trait reach higher levels of financial performance, and Dutch audit firms with a high proportion of personnel with business experience are more likely to exit the industry over the years as a result of diaspora. Finally, the data of the Flemish furniture and Dutch audit industries are re-analyzed so as to compare the impact of human capital variables on small-firm performance in both industries. This re-analysis reveals that in both industries the impact of human capital variables is more pronounced in large firms compared to small businesses.

In China, exploring the relationship between human capital and green economy in the context of economic transformation can promote the construction of an ecological civilization and high-quality economic development. This paper is dedicated to assessing the impact of human capital stock, human capital structure, and the difference between the two on China's green economy. Using the super-efficiency slack-based measure (SBM) model, this paper evaluated the green total factor productivity (GTFP) of 30 Chinese provinces to assess the greenness of its economy and analyzed its spatiotemporal evolution from 2000 to 2017. A spatial error model (SEM) was established to explore the impact of human capital on green economy. The results show that (1) the GTFP of China increased continuously from 0.219 to 0.457, showing a regional spatial differentiation of "eastern region > central region > western region." The spatial gaps of the green economy in the east-west and north-south directions are narrowing. (2) Moran's I index and Moran's I scatter plot indicate a significant spatial correlation between human capital and China's green economy. The local spatial correlation between human capital and green economy is mainly characterized by "high-high" and "low-low" types of agglomeration. (3) The effects of human capital stock and human capital structure on green economy were both positive, with coefficients of 0.0005 and 0.1601, respectively, but the effects of human capital structure were not significant. (4) The results of regional regression show that the difference between the human capital impact coefficients on green economy in the eastern and midwestern regions is small. The impact of human capital stock and human capital structure on green economy is consistent with the national level results. It can be preliminarily concluded that the development of China's green economy relied more on improving the human capital stock than on the improvement of the human capital structure. This study further enriches the literature on the green economy and provides information that can support government policy-making.

Understanding the impact of human capital on small business development is crucial to both entrepreneurs and the entities that serve them. The objective of this study, therefore, is to determine the impact of human capital on entrepreneurs who are approaching firm birth, in order to provide entrepreneurs, small business development centers, and universities with the best resources possible. One hundred twenty-eight entrepreneurs in the gestation period have been contacted through workshops held by Purdue University and the Indiana Small Business Development Center. Sixty-five of those entrepreneurs agreed to participate in a two year study with follow-up information gathered at two month intervals, giving a current response rate of approximately 51%. Data has been and continues to be collected through a survey distributed at various small business development workshops. The preliminary survey instrument used in the analysis requests data regarding: personal demographics, community demographics, human capital, financial capital, and social capital. A logistic regression model was formulated using the preliminary results to determine the relative impact of human capital on an entrepreneur's participation in a small business start-up. Results show that human capital factors, such as college education and having attempted a business plan, are statistically significant. This indicates that funds allocated by small business development entities to the development of human capital are important in determining participation in a small business start-up. In addition to the information provided by the logit model, probabilities have been calculated to simulate those characteristics that affect an entrepreneur in participating in business a start-up. With the results from the two month follow-ups, additional information will be gained regarding the effect of human capital on the actual success or failure of the small business. Through panel data gathered as this study progresses, both entrepreneurs and small business development entities should be able to better understand the impact of human capital on participation in a start-up and the outcome of that start-up.

The neoliberal trend in human resource management has been to increase corporate profits by cutting personnel expenses. Mean while, corporate leaders continue to give official speeches clamming that people are their greatest asset. By applying a longitudinal approach to the organizational scope of the phenomenon, we explored the possible relationship between investment in human capital and organizational performance in Portuguese companies from 2010 to 2016. Our findings indicated that a 1% increment in investment in human capital increased gross value added by 0.63% the same year, and by 0.65% if the increase remained consistent over 2 years. The organizational context in which behaviours occurred, represented by the life cycle stage variable, also positively impacted performance, especially when investment in human capital was made in stage 4- decline. Our findings led us to conclude that cutting personnel expenses is detrimental to company performance and contributes to poorer business results.

In recent years, with the continuous evolution of the global economy and the adjustment of industrial structures, the understanding of the role played by human capital in the process of economic development has become particularly important. However, existing research on the impact of human capital on economic growth often adopts traditional regression methods, failing to comprehensively consider the heterogeneity and nonlinear relationships in the data. Therefore, to more accurately understand the influence of human capital on economic growth at different stages, this study employs Bayesian quantile regression method (BQRM). By incorporating BQRM, a better capture of the dynamic effects of human capital in the process of industrial structure upgrading is achieved, offering policymakers more targeted and effective policy recommendations to drive the economy towards a more sustainable direction. Additionally, the experiment also examines the impact of other key factors such as technological progress, capital investment, and labor market conditions on economic growth. These factors, combined with human capital, collectively promote the upgrading of industrial structure and the sustainable development of the economy. This study, by introducing BQRM, aims to fill the research gap regarding the impact of human capital on economic development during the industrial structural upgrading process. In the backdrop of the ongoing evolution of the global economy and adjustments in industrial structure, understanding the role of human capital in economic development becomes particularly crucial. To better comprehend the direct impact of human capital, the experiment collected macroeconomic data, including GDP, industrial structure, labor skills, and human capital, from different regions over the past 20 years. By establishing a dynamic panel data model, this study delves into the trends in the impact of human capital at various stages of industrial structure upgrading. The research findings indicate that during the high-speed growth phase, the contribution of human capital to GDP growth is 15.2% ± 2.1%, rising to 23.8% ± 3.4% during the period of industrial structure adjustment. Technological progress, capital investment, and labor market conditions also significantly influence economic growth at different stages. In terms of innovation improvement, this study pioneers the use of BQRM to gain a deeper understanding of the role of human capital in economic development, providing more targeted and effective policy recommendations. Ultimately, to promote sustainable economic development, the experiment proposes concrete and targeted policy recommendations, emphasizing government support in training and skill development. This study not only fills a research gap in the relevant field but also provides substantive references for decision-makers, driving the economy towards a more sustainable direction.