| Abstrakt: |
Human capital, social capital and psychological capital (PsyCap) are three types of assets often considered in human resource management for building the competition strength of organizations. PsyCap can be viewed as "who you are" and "what you can become" in terms of positive development, and is differentiated from human capital ("what you know"), social capital ("who you know") and traditional economic capital ("what you have"). There has been a growing recognition that good human resources are essential for a competitive advantage in today's global economy. Human capital, and more recently, social capital, have already been discussed in theory, research and practice. Recently, PsyCap has also been a focus in organizational research and can be defined as "an individual's positive psychological state of development". Improving an employee' s human capital, social capital and PsyCap are essential for enhancing their performance and commitment, and for gaining a competitive advantage. An hotel is a labor -- intensive workplace. In addition to a certain amount of human capital, employees also require high levels of social capital and PsyCap. This quantitative study on the synergistic effect of these three types of capital on hotel employees' performance and organizational commitment has theoretical and practical significance. To date, no other study has analyzed these issues empirically. Using systematic analysis, this paper studies the synergic effects of human capital, social capital and PsyCap on employees' performance and organizational commitment. First, several synergic hypotheses are put forward about the interactions among these types of capital. Second, based on 470 questionnaires completed by hotel employees, a stepwise regression analysis method is used to test these hypotheses. The results show that hotel employees' human capital, social capital and PsyCap are significantly related to their performance and organizational commitment, and that there are synergistic effects among these three factors. PsyCap is a new type of capital that is independent of human capital and social capital. PsyCap also has an additional influence on employee performance and organizational commitment beyond that of human capital and social capital. Hotel management should therefore pay more attention to the synergistic effects of these three types of capital; their collaborative development can improve employee performance, organizational commitment and reduce staff turnover rates in hotels. PsyCap should also be examined more closely to determine the most effective way to increase employee performance and organizational commitment beyond the scope of human and social capital. Third, this paper proposes that the synergistic development of human capital, social capital and PsyCap is vital for developing hotel employees' potential and giving the organization a competitive advantage. Suggestions for management regarding using PsyCap practices are therefore given at the end of the paper. With human capital now making an important contribution to gaining a competitive advantage in organizations, it is time to refine and advance the approach to include social capital and the newly proposed PsyCap. "Who you are" can be just as important as "what you know" and "who you know. " The suggestions put forward in this paper can be developed and implemented to obtain the desired staff performance, commitment and retention. In moving beyond human and social capital to also include PsyCap, a more accurate idea of the human factor can be better recognized and used to meet the tremendous staffing challenges faced by chinese hotel organizations both now and in the future. [ABSTRACT FROM AUTHOR] |
