| Accompanied with rapid economic growth,there is a more severe scarcity of human capital that is inevitable for an enterprise's thriving,like energy and water that is more exiguous in world economic development.Therefore,it is necessary to seek for new resources and approaches.A new topic thus appears in management.It is of peculiar importance to figure out how to nurture and accumulate hidden human capital that possesses core abilities in corporate development.Researched indicate that the transformation of knowledge can help facilitate the formation of hidden human capital in enterprises.The full exertion of hidden human capital in enterprises is essential to help enterprises obtain sustainable core competitiveness.For this,based on fundamental corporate capability theories,including theory of knowledge transformation,theory of human capital,theory of hidden human capital,theory of transformation competence and theory of corporate core competitiveness,from the perspective of knowledge transformation,the paper gives a definition of hidden human capital and classifies it into different dimensions,comprehensively applies numerous qualitative and quantitative methods,such as literature review,survey&interview,multi-case research,expert assessment,questionnaire survey and statistics including factor analysis and structural equation to analyze the mechanism of formation of hidden human capital through knowledge transformation and conducts an empirical test.The purpose is to reveal the mechanism of formation of hidden human capital and improve corporate core competitiveness by carrying out an in-depth research,thus providing effective theoretical instructions for corporate human resource management and talent cultivation.The paper is divided into five chapters.The main contents and research results are as follows:(1)The paper proposes the concept and constitutional dimensions of corporate hidden human capital from the perspective of theory of knowledge transformationThe paper puts forward that hidden human capital refers to psychology,characteristics,experience to be loaded in enterprise person and potential be able to bring value appreciation.It can enhance the core competitiveness for the enterprise for a long time and constantly that personal hidden human capital forms the organization's hidden human capital and then forms the hidden human capital of enterprise by Knowledge TransformationOn the basis of hiddenness and explicitness of knowledge theories as well as researches on enterprises,the paper classifies corporatehidden human capital into individual hidden human capital and organizational hidden human capital,systematically analyzes internal complex relationship of hidden human capital formed through knowledge transformation.At present,foreign scholars conduct relatively few researches on hidden human capital.Most studies are carried out domestically.From the late of the previous century,in less than 30 years,domestic scholars have conducted researches on hidden human capital merely from the aspect of conceptual and theoretical explorations.There is a lack comprehensive analysis of hidden human capital in enterprises and holistic understanding of the importance.With regard to this,the author puts forward that hidden human capital is a comparatively new field at present,while foreign scholars attach less importance,without extensive concentration on this field.Furthermore,domestic and foreign studies are not mature yet.There is even a trend of fewer studies after searching for relevant researches on the website.(2)The paper develops the scale of constitutional dimensions of hidden human capital in enterprises and conducts a test that is statistically supported.The research result is of certain referential values for domestic and foreign researchers engaging in corporate human resource management.There are few researches on hidden human capital abroad.Most are conducted in China during the past 30 years.Moreover,there is a trend of decreasing in number.It is revealed by the researches that a majority of scholars mainly apply foreign human capital theory in expressive researches and that some scholars apply statistics to make statistical descriptions,but they do not deepen into the concept and dimensions or conduct model verification.Based on these scholars'researches,the paper designs a elementary scale of three primary indicators,which constitute individuals hidden human capital:individual intelligence,individual values and individual social relationship,and three primary indicators that constitute organizations'hidden human capital:emotional management,will of technolog:ical R&D collaboration and organizations' social relationship.In total,the paper collects 76 questions that are designed after summarizing previous scholars',research viewpoints and actual personal work,adopts in-depth interview approach,case research and expert assessment,and designs the elementary scale that measureshidden human capital,including 31 questions.For the purpose of better explaining and expressing the concept,the paper discards the dross,selects the essential,eliminates the false,and retains the true,re-allocates and collects questionnaires,conducts measurement by making use of statistics and computer software technology,and designs a human capital measurement scale covering 24 exquisitely selected questions.After analysis of questions in the scale,it is found that indicators are highly ordered and extracted by statistical analysis factors,and that second-order confirmatory factors are verified through test of goodness for fit.The research result is of certain referential values for domestic and foreign human resource administrators in enterprises.(3)The paper builds the model of how corporatehidden human capital exerts influences on core competitiveness,which is verified by statistics after test.The research provides an effective approach for human resource management in enterprises as well as theoretical support for enterprises to accumulate strengths and improve core competitiveness.It is discovered that the formation ofhidden human capital is of great significance for improving core competitiveness.The paper conducts a literature review about theory of corporate capabilities and raises that there are three functions of transforming knowledge tohidden human capital.Complexity represents the process of knowledge's^transforming to team'shidden human capital;vagueness represents the process how interactions between explicit andhidden knowledge form hidden human capital;and systematicality represents how knowledge transformation accumulates hidden human capital.Theses are three basic elements of forming hidden human capital through knowledge transformation.In the paper,the author points out that three functions will be formed based on strategic orientation after the formation of corporate hidden human capital through transformation,i.e.,the ability of forming hidden human capital in specialized teams,ability ofhidden knowledge innovation and sharing,ability of hidden human capital accumulation.The three abilities are what comprise corporate core competitiveness.After research,it is found that market orientation is not stable.Technological orientation is long lasting,which is more beneficial to facilitate the transformation of knowledge to hidden human capital.The paper also deploys scale development and applies statistical technology to make an empirical test of the model.It is implied by model establishment and empirical verification:the long-term nurturing of corporate hidden human capital can help realize re-formation of human capital in enterprises.In particular,by constant improvement of the ability of knowledge transformation,under strategic orientation,it can help strengthen corporate core competitiveness and is of actual application values for improving domestic enterprises'international competitiveness.In addition,the paper raises suggestions on how to avoid from brain drain,establish core teams and how to nurture hidden human capital. |
PDF Full Text Request