The half-life of knowledge and strategic human capital

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-08-28 DOI:10.1016/j.hrmr.2023.100989

Eirik Sjåholm Knudsen, Lasse B. Lien

引用次数: 0

Abstract

The strategic human capital literature has largely overlooked the fact that knowledge stocks depreciate and that the speed of depreciation varies across settings and over time. We argue that the value of knowledge has a half-life and that numerous core predictions from the conventional human capital analysis change as the half-life shortens. This applies to the ability to extract rents from human capital, employee mobility patterns, employees' disincentive to invest in firm-specific human capital, and more. We also show that, at the limit, a sufficiently rapid rate of knowledge depreciation eliminates the importance of the distinction between general and firm-specific human capital for appropriation and employee mobility.

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知识的半衰期与战略性人力资本

战略人力资本文献在很大程度上忽视了这样一个事实，即知识储备会贬值，而且贬值的速度会因环境和时间而异。我们认为，知识的价值有一个半衰期，传统人力资本分析的许多核心预测随着半衰期的缩短而改变。这适用于从人力资本中提取租金的能力、员工流动模式、员工不愿投资于公司特定的人力资本等等。我们还表明，在极限情况下，足够快的知识贬值速度消除了一般人力资本和企业特定人力资本之间的区别对拨款和员工流动性的重要性。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.