Employment systems as governance mechanisms of human capital and capability development

Nina Katrin Hansen, Dorothea Alewell

Research output: Contribution to journalArticle

7 Citations (Scopus)

Abstract

In this article, we analyze how a transaction cost and information economic theoretical analysis of two archetype employment systems can enhance our understanding of a firm's knowledge governance mechanisms and capability development. We especially analyze the question of how two distinctive employment systems - internal labor markets and high-commitment work systems - differently govern the availability and effectiveness of human capital, on the basis of their specific human resource management (HRM) practices (recruitment, training, staffing and rewards), as well as corresponding learning modes. We, therefore, seek to contribute to current research on organizational capabilities in three ways. We aim to foster the integration of a governance perspective and a capabilities-based perspective through our analysis of employment systems as knowledge governance mechanisms for human capital building and capability development. On the basis of a fully 'macro-micro-macro' analysis, we explicitly account for disregarded micro-mechanisms of current knowledge constructs and, furthermore, facilitate the link between capabilities-based and (strategic) HRM research for a better understanding of organizational capabilities and human capital pools.

LanguageEnglish
Pages2131-2153
Number of pages23
JournalInternational Journal of Human Resource Management
Volume24
Issue number11
Early online date15 Oct 2012
DOIs
StatusPublished - Jun 2013

Fingerprint

Human resource management
Macros
Economic analysis
Availability
Personnel
Governance mechanisms
Human capital development
Employment systems
Costs
Human capital
Organizational capabilities

Keywords

  • high-commitment work systems
  • human capital development
  • internal labor markets
  • knowledge governance
  • organizational capabilities

Cite this

Employment systems as governance mechanisms of human capital and capability development. / Hansen, Nina Katrin; Alewell, Dorothea.

In: International Journal of Human Resource Management, Vol. 24, No. 11, 06.2013, p. 2131-2153.

Research output: Contribution to journalArticle

@article{2c93093d115248919c294d28efda8715,
title = "Employment systems as governance mechanisms of human capital and capability development",
abstract = "In this article, we analyze how a transaction cost and information economic theoretical analysis of two archetype employment systems can enhance our understanding of a firm's knowledge governance mechanisms and capability development. We especially analyze the question of how two distinctive employment systems - internal labor markets and high-commitment work systems - differently govern the availability and effectiveness of human capital, on the basis of their specific human resource management (HRM) practices (recruitment, training, staffing and rewards), as well as corresponding learning modes. We, therefore, seek to contribute to current research on organizational capabilities in three ways. We aim to foster the integration of a governance perspective and a capabilities-based perspective through our analysis of employment systems as knowledge governance mechanisms for human capital building and capability development. On the basis of a fully 'macro-micro-macro' analysis, we explicitly account for disregarded micro-mechanisms of current knowledge constructs and, furthermore, facilitate the link between capabilities-based and (strategic) HRM research for a better understanding of organizational capabilities and human capital pools.",
keywords = "high-commitment work systems, human capital development, internal labor markets, knowledge governance, organizational capabilities",
author = "Hansen, {Nina Katrin} and Dorothea Alewell",
year = "2013",
month = "6",
doi = "10.1080/09585192.2012.725071",
language = "English",
volume = "24",
pages = "2131--2153",
journal = "International Journal of Human Resource Management",
issn = "0958-5192",
publisher = "Routledge",
number = "11",

}

TY - JOUR

T1 - Employment systems as governance mechanisms of human capital and capability development

AU - Hansen, Nina Katrin

AU - Alewell, Dorothea

PY - 2013/6

Y1 - 2013/6

N2 - In this article, we analyze how a transaction cost and information economic theoretical analysis of two archetype employment systems can enhance our understanding of a firm's knowledge governance mechanisms and capability development. We especially analyze the question of how two distinctive employment systems - internal labor markets and high-commitment work systems - differently govern the availability and effectiveness of human capital, on the basis of their specific human resource management (HRM) practices (recruitment, training, staffing and rewards), as well as corresponding learning modes. We, therefore, seek to contribute to current research on organizational capabilities in three ways. We aim to foster the integration of a governance perspective and a capabilities-based perspective through our analysis of employment systems as knowledge governance mechanisms for human capital building and capability development. On the basis of a fully 'macro-micro-macro' analysis, we explicitly account for disregarded micro-mechanisms of current knowledge constructs and, furthermore, facilitate the link between capabilities-based and (strategic) HRM research for a better understanding of organizational capabilities and human capital pools.

AB - In this article, we analyze how a transaction cost and information economic theoretical analysis of two archetype employment systems can enhance our understanding of a firm's knowledge governance mechanisms and capability development. We especially analyze the question of how two distinctive employment systems - internal labor markets and high-commitment work systems - differently govern the availability and effectiveness of human capital, on the basis of their specific human resource management (HRM) practices (recruitment, training, staffing and rewards), as well as corresponding learning modes. We, therefore, seek to contribute to current research on organizational capabilities in three ways. We aim to foster the integration of a governance perspective and a capabilities-based perspective through our analysis of employment systems as knowledge governance mechanisms for human capital building and capability development. On the basis of a fully 'macro-micro-macro' analysis, we explicitly account for disregarded micro-mechanisms of current knowledge constructs and, furthermore, facilitate the link between capabilities-based and (strategic) HRM research for a better understanding of organizational capabilities and human capital pools.

KW - high-commitment work systems

KW - human capital development

KW - internal labor markets

KW - knowledge governance

KW - organizational capabilities

UR - http://www.scopus.com/inward/record.url?scp=84877264682&partnerID=8YFLogxK

UR - http://dx.doi.org/10.1080/09585192.2012.725071

U2 - 10.1080/09585192.2012.725071

DO - 10.1080/09585192.2012.725071

M3 - Article

VL - 24

SP - 2131

EP - 2153

JO - International Journal of Human Resource Management

T2 - International Journal of Human Resource Management

JF - International Journal of Human Resource Management

SN - 0958-5192

IS - 11

ER -