Measuring intellectual capital: a new model and empirical study

Abstract

The groundwork of intellectual capital (IC) management, measuring IC, attracts much attention from academics and practitioners. The purpose of this paper is to design a measurement model and a qualitative index system of IC, so as to provide a good tool for enterprises to manage their IC. Based on a review of several IC measurement models proposed by western researchers, IC is classiWed into human capital, structural capital, innovation capital and customer capital, and thereupon a qualitative index system for the above four IC elements is designed through an analysis of their contents. Through an empirical study, it is found that there is a signiWcant relationship between the scores of the four IC elements of a company and its business performance, which proves the validity and rationality of the IC measurement model and the qualitative index system. In the meantime, the empirical study further proves that there is a remarkable relationship between the four IC elements. Therefore enterprises must manage and improve their IC from an integrative perspective.

Valoración de marcas a través de modelos financieros. Una aplicación a Melia Hotels International

“…Otro segundo nivel es la organización, referido al conocimiento y engloba patentes, rutinas organizativas, bases de datos y cultura organizacional (Edvinsson & Malone 1996;Chen et al 2004;Martín-de Castro et al, 2011). Un tercer nivel es la marca (Nahapiet &Ghoshal, 1998;CIC 2003;Burmann 2009), que desde un punto de vista interno representa las proyecciones que tienen los miembros internos sobre la empresa; y, otro punto de vista externo sería la imagen proyectada a clientes, proveedores y accionistas.…”

Does Intellectual Capital Affect the Volatility of Returns? An Empirical Investigation on Italian Listed Companies

“…Chen et al (2004) examine the relationship between the various components of intellectual capital. Wang and Chang (2005) implemented this model of value by adding the relationship between the components of intellectual capital and the performance of the enterprise (Volkov, 2012), thus highlighting the sensitivity of the company's success with the VAIC and the competitive advantage that comes from it.…”

Strengthening of Intellectual Capital Dimension

“…Human capital is defined as the collective knowledge of manpower such as experience, skills and know-how (Bontis, 1999), employee capabilities to create value in an organization, structural capital summarize organizational philosophy, structure, systems, processes and intellectual properties (Izvercian et al, 2013), the employees' ability to do things that ultimately make the company works and succeeds (Choudhury & Mishra, 2010), the knowledge, skills and abilities embodied in people (Coff, 2002), stock of knowledge, skills, competencies and abilities embodied in individuals that determine their level of productivity (Djomo & Fondo, 2012), factors as employees' knowledge skill, capability and attitudes in relation to fostering performances (Chen et al, 2004), most important elements are the employees abilities and the relationship the company develops with them (Izvercian et al, 2013).…”

“…Structural capital needs human capital for enabling enterprises to develop customer capital (Izvercian et al, 2013), concerned organizational efficiency and effectiveness, procedures, culture, product or service-oriented innovation and intangibles such as patents, image and trade secrets (Abazeed, 2017), deals with the mechanism and structure of an enterprise that can help support employee in their quest for optimum intellectual performance and the overall business performance (Chen et al, 2004), represented by electronic network that transports information (Stewart, 2003), value creating activities such as innovation and thereby improving this structural capital for future use (Chew & Sharma, 2014), describes the codified knowledge bases that do not exist within the minds of employees (Bontis & Fitz-Enz, 2002), infrastructure that firms develop to commercialize their human capital (Daneshvar, 2017).…”