Research On Influence Factors In Transmission Within Organizational Human Capital

Talent is an element of human capital; it is also the carrier of knowledge. As we enter the era of knowledge economy, knowledge, after traditional labor, capital, land and other production factors, becomes another most important element and the main factor of creating value. It is the strategic resource and driving force to decide the competitive advantage of organization. According to Peter Drucker,"in21century, the most valuable assets of organization will be the knowledge worker and their productivity". Relying on talents’work attitude, knowledge and skills, organization develops high-added value products and gets high-added value rewards, thus enhances the competitive advantage of organization. In order to become such human capital that can produce high-added value, the individual in organization should conduct effective knowledge transfer which is conducive to creation, so that the knowledge and skills of individuals can be transformed into organization’s knowledge and skills and get organized value-creation. Human are the carrier of knowledge. Talents with knowledge can be regarded as human capital. The individual knowledge not only includes cultural and professional knowledge, but also includes potential working attitude, knowledge and skills which can produce economic effects. Transferring knowledge effectively and improving the capability of creating value are called the transfer capability of human capital, which has great significance to organization’s survival and development and its competitive advantage.Based on signaling theory, this paper studies factors which influence the signal transfer in human capital and intends to discover the factors to enhance the competitive advantage of organization. The signaling theory is the basic theory to solve the asymmetric information transmission. The transmission of human capital within organization is asymmetric. The signaling theory is mainly used in financial management, industrial organization, social systems and other areas. There are few studies on human capital signaling. This paper, taking individual attitude, knowledge and skills as human capital signals, studies their influences on effective transmission through individual to groupn group to organization. Studying the influence factors in signal transmission can improve the efficiency and creativity of organization and make a good interaction between signal transmission and organization’s efficiency, thus transfer the individual attitude, knowledge and skills into human capital to improve competitive advantage of organization.Based on relevant literature on human capital and its signal transfer in home and abroad, this paper put forwards the theoretical model of human capital signaling within the organization, and proposes five factors and assumptions influencing human capital signaling. According to the assumptions, the author designs questionnaire, conducts random sampling and nearby random sampling, and gets187valid questionnaires. With the factor analysis, regression analysis and other statistical analysis, the author gets the following findings: 1. The author put forwards the concept of human capital signals. According to human capital theory, this paper proposes the human capital signals include attitude, knowledge and skills. The transmission of human capital signals is a collection of individual attitude, knowledge and skills. This essay about effect of the human capital is expected to give advice on the organization management and improve work efficiency which contributes to enterprises’ competetance.2. Based on signaling theory, this paper proposes five factors and assumptions influencing human capital signaling. These factors and assumptions include:interpersonal relationship, sense of cooperation, sense of competition, capability of absorbing and transforming knowledge and skills, proper incentive system. There are three processes of transmission within organizational human capital:individual to group (I-G)、individual to organization (I-O)、group to organization (G-O), and there are three evaluation of transforming effect. According to this model, the author put forwards fifteen hypotheses, makes an analysis on them, and verifies them.3. Studies show that during the transmission within Human Capital of I-G、I-O、G-O, these four factors, i.e. interpersonal relationship, sense of competition, capability of absorbing and transforming knowledge and skills, and proper incentive system have a direct and positive correlativity with the effect of human capital signaling.4. Studies show that during the transmission within Human Capital of I-G、I-O、G-O, sense of cooperation has no effect on overall human capital signaling.The innovation of this paper:(1) Propose the theoretical model of factors and assumptions influencing human capital signaling. From previous research, studies on factors influencing human capital signaling with signaling theory are few. The theoretical model proposed in this paper will provide a new perspective for further research.(2). Make an empirical study on the theoretical model of human capital signaling, verify the model ant its hypothesis, and get the factors influencing the human capital signaling.