Specific Human Capital as a Source of Superior Team Performance

Franck, Egon; Nüesch, Stephan; Pieper, Jan

doi:10.1007/bf03396825

Cited by 17 publications

(13 citation statements)

References 65 publications

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“…Such results indicate that players receive knowledge benefits from competing at a higher level. This is consistent with a resource-based view of the firm (Barney, 1991;Gerrard, 2003;Wernerfelt, 1984) in which firms derive a competitive advantage from assets that cannot be replicated by other firms or easily substituted, one of which may be the tacit knowledge or experience of team members (Berman, Down & Hill, 2002;Franck, Nüesch & Pieper, 2011). However, teams in stronger leagues are less likely to benefit from such knowledge effects because the difference in standard between opponents in national and pan-European competitions will be smaller.…”

Section: Literature Reviewsupporting

confidence: 81%

The impact of participation in pan-European competition on domestic performance in association football

Moffat

2019

European Sport Management Quarterly

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Research question: This paper empirically examines whether participation in the group stage of the UEFA Europa League has a causal impact on the performance of teams in national leagues. An appropriate methodology is adopted to address the selection bias that arises because Europa League participants tend to be stronger than other teams in their league due to the qualification criteria for pan-European competition. Research methods: Longitudinal data is used consisting of European teams in the top division of their country's national league in the period 2009-10 to 2017-18. In order to address the selection bias, the regression discontinuity design estimator is employed. Results and findings: The results show no statistically significant effect from participation in the Europa League group stage on performance in national leagues for teams from stronger leagues but a positive and statistically significant effect for teams from weaker leagues. Implications: The results suggest that the knowledge gained and/or the financial benefits from group stage participation outweigh any negative effects arising from the travel and additional games required by participation in the group stages of the Europa League in weaker leagues. They are therefore supportive of increasing the share of UEFA competition revenues given to non-participating clubs in order to mitigate the negative effect of these competitions on domestic competitive balance.

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Section: Literature Reviewsupporting

confidence: 81%

The impact of participation in pan-European competition on domestic performance in association football

Moffat

2019

European Sport Management Quarterly

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“…Źródło: opracowanie własne na podstawie: [Green, 1993;Blundell, Dearden, Meghir, 1996;Oosterbeek, 1998;Shields, 1998;Harris, 1999;Leuven, Oosterbeek, 1999;Nisar, 2004;Renaud, Lakhdari, Morin, 2004;Almeida-Santos, Mumford, 2005;Asplund, 2005;Bassanini i in. 2005;Litwiński, 2007;Franck, Nüesch, Pieper, 2009;Backes-Gellner, Oswald, Tuor, 2011;Thangavelua i in. 2011;Grund, Martin, 2012;Szczucka, Turek, Worek, 2014].…”

Section: Czynniki Wpływające Na Uczestnictwo Pracowników W Szkoleniachunclassified

“…Miernikiem KL, używanym niejednokrotnie w badaniach, jest również staż pracy [np. Franck, Nüesch, Pieper, 2009], przy czym niektórzy autorzy dzielą go na całko-wity staż pracy oraz staż pracy u danego pracodawcy, uznając, że pierwszy jest synonimem ogólnego, a drugi specyficznego KL [np. Bassanini i in., 2005].…”

Section: Czynniki Wpływające Na Uczestnictwo Pracowników W Szkoleniachunclassified

Kapitał ludzki, cechy pracownika, stanowisko czy organizacja? Uwarunkowania szkoleń pracowników w świetle wyników wybranych badań

Piasecki

2015

Optimum

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StreszczenieCelem artykułu jest zaprezentowanie przeglądu literatury, w której omówiono czynniki wpływające na występowanie szkoleń i sposób ich oddziaływania, a także stworzenie na tej podstawie zestawienia obejmującego najważniejsze ze wspomnianych czynników wraz ze spodziewanym wpływem na prawdopodobieństwo uczestnictwa pracowników w szkoleniu. Przyjmując za podstawę rozważań teorię kapitału ludzkiego, teorię dyskryminacji statystycznej i teorie segmentacji rynku pracy, wyróżniono cztery grupy czynników wpływających na szkolenia pracowników: związane z: kapitałem ludzkim pracownika, jego cechami osobistymi, specyfiką wykonywanej pracy oraz uwarunkowaniami organizacyjnymi. Opierając się na dotychczasowych wynikach badań oraz refleksji teoretycznej, wyjaśniono sposób oddziaływania wyróżnio-nych grup czynników na występowanie szkoleń pracowniczych. We wnioskach końcowych przedstawiono możliwości wykorzystania zaprezentowanej analizy w dalszych badaniach.Słowa kluczowe: uwarunkowania szkoleń, teoria kapitału ludzkiego, teoria dyskryminacji statystycznej, teorie segmentacji rynku pracy HUMAN CAPITAL, EMPLOYEE CHARACTERISTICS, POSITION OR ORGANISATION? THE DETERMINANTS OF EMPLOYEE TRAINING IN LIGHT OF SELECTED STUDIES SummaryThe aim of the paper is to present a review of the literature concerned with factors behind the occurrence of professional training courses and their influence, and to list the most important factors and their predicted impact on training participation probability. With human capital theory, statistical discrimination theory and labour market segmentation theories as a premise for the analysis, on the basis of the literature review, four groups of employee training determinants were distinguished: those connected with employees' human capital, their personal traits, the nature of the job, and the organisational circumstances. Referring to prior research as well as theoretical reflection, the way in which these factors influence the occurrence of training is explained. The concluding section contains suggestions regarding the application of the presented analysis in further research.

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“…Such uniqueness is further improved by social capital based on potential ability and human communication ability, thus improving the company's performance. Egon Franck et al [7], on the basis of resourcebased view and acquaintance function idea, held that human capital is a kind of intangible, unforeseeable, unique and irreplaceable resource and difficult to be imitated or replaced by rivals [7]. Therefore, the team enjoying such resource may maintain their competitive advantages at least for a short period.…”

Section: Literature and Theorymentioning

confidence: 99%

Study on Relationship between Officers’ Education Background and Performance of Listed Companies on Growth Enterprise Board

Chun-yu¹,

Liao²

2015

JSS

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For the purpose of supporting SMEs with vigorous growth and innovativeness, listed companies on GEM (growth enterprise board) offer a financing platform for China's self-dependent innovation strategies, enriching the multi-level capital market system. Against the background that nationwide enterprise-starting is encouraged, listing on GEM becomes the ultimate goal sought by numerous entrepreneurs and their teams; under this circumstance, relationship between entrepreneurs' education background and operation performance of their companies came up as a hot topic. According to the human capital theory, the education is an important approach and means creating and improving human capital. Education degree reflects the education background one undergoes; therefore, it may be considered as an indicator showing the human capital investment via education. For the officer team of any enterprise, specific human capital may not only affect interaction among the officer team, but also significantly influence the company performance. Based on the human capital theory, this paper, by use of data about 406 listed companies on GEM in 2014 and taking company size and officer's compensation as control variable, makes a study on the relationship between the officers' education background and company performance of listed companies on GEM. Through studying, it is revealed that there exists no correlation between the officer' education background and performance of listed companies on GEM. As a result, it is recommended that great importance should be attached to ability development while improving education degree. In recruiting, a company shall focus on the applicants' ability.

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Specific Human Capital as a Source of Superior Team Performance

Cited by 17 publications

References 65 publications

The impact of participation in pan-European competition on domestic performance in association football

The impact of participation in pan-European competition on domestic performance in association football

Kapitał ludzki, cechy pracownika, stanowisko czy organizacja? Uwarunkowania szkoleń pracowników w świetle wyników wybranych badań

Study on Relationship between Officers’ Education Background and Performance of Listed Companies on Growth Enterprise Board

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