Abstract
We study the conditions under which firms can capitalize on their international human capital (IHC). Using the ability–motivation–opportunity (AMO) perspective we conceptualize IHC as ability, collaborative climate as motivation, and the firm’s level of internationalization as opportunity. We test three alternative AMO models – the additive model (main effect), the combinative model (two-way interactions), and the multiplicative model (a three-way interaction). Using a cross-industry sample of South Korean firms, we find support for the multiplicative model. Specifically, the relationship between IHC enhancement practices and firm performance is significant and positive only when both collaborative climate and internationalization are high.
Abstract
Nous étudions les conditions dans lesquelles les entreprises peuvent se développer sur la base de leur capital humain international (CHI). Utilisant la perspective capacité-motivation-opportunité (CMO), nous conceptualisons le CHI comme une capacité, le climat de collaboration comme une motivation et le niveau d'internationalisation de la firme comme une opportunité. Nous testons trois alternatives des modèles CMO - le modèle additif (effet principal), le modèle combinatoire (interactions bidirectionnelles) et le modèle multiplicatif (interaction tridirectionnelle). A partir d'un échantillon intersectoriel d'entreprises sud-coréennes, nous confirmons la validité du modèle multiplicatif. Plus précisément, la relation entre les pratiques d'amélioration du CHI et la performance de l'entreprise est significative et positive uniquement lorsque le climat de collaboration et l'internationalisation se situent à un niveau élevé.
Abstract
Estudiamos las condicionales bajo las cuales las empresas pueden aprovechar su capital humano internacional (CHI). Usando la perspectiva habilidad-motivación-oportunidad (HMO) conceptualizamos la CHI como habilidad, ambiente colaborativo como motivación, y el nivel de internacionalización de la empresa como oportunidad. Probamos tres modelos HMO alternativos –el modelo aditivo (efecto principal), modelo combinado (interacciones de dos vías), y el modelo multiplicativo (interacciones de tres vías). Usando una muestra de varias industrias de empresas de Corea del Sur, se encuentra sustento para el modelo multiplicativo. Específicamente, la relación entre las prácticas que mejoran el CHI, y el desempeño de la empresa es significativa y positiva siempre y cuando el clima colaborativo y la internacionalización sean altos.
Abstract
Nós estudamos as condições em que empresas podem beneficiar-se do seu capital humano internacional (IHC). Usando a perspectiva capacidade-motivação-oportunidade (AMO), nós conceituamos IHC como capacidade, clima de colaboração como motivação, e nível de internacionalização da empresa como oportunidade. Nós testamos três modelos alternativos de AMO - o modelo aditivo (efeito principal), o modelo combinado (interações bidirecionais), e o modelo multiplicativo (interação de três fases). Usando uma amostra formada por empresas sul-coreanas de várias indústrias, nós encontramos suporte para o modelo multiplicativo. Especificamente, a relação entre as práticas de aprimoramento do IHC e o desempenho da firma é significativa e positiva apenas quando ambos o clima de colaboração e a internacionalização são elevados.
Abstract
我们研究公司在其国际人力资本 (IHC) 方面可以利用的条件。从能力-动机-机会 (AMO) 的视角, 我们将IHC概念化为能力, 协作的氛围概念化为动机, 公司的国际化水平概念化为机会。我们测试了三种可供选择的AMO模型 : 相加模型 (主效应) , 结合模型 (双向交互作用) 和相乘模型 (三向交互作用) 。通过韩国公司的跨行业样本数据, 我们发现相乘模型得到了支持。具体来说, 只有当协作氛围和公司的国际化水平都很高的时候, IHC的增强实践和公司绩效之间的关系才是显著的正相关。
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Notes
For the purpose of simplicity, the proportion of international sales to the total sales in the past three years (2004, 2005, and 2006) and the number of foreign facilities divided by the logarithm of total assets were used as four effect indicators (first order) of internationalization.
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We are grateful to our editor, Paula Caligiuri, and three anonymous reviewers for their insightful and constructive recommendations. We also thank Roger Blakeney for his helpful comments on an earlier version of this manuscript. The first two authors contributed equally to this manuscript.
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Accepted by Paula Caligiuri, Area Editor, 1 March 2015. This article has been with the authors for three revisions.
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Kim, K., Pathak, S. & Werner, S. When do international human capital enhancing practices benefit the bottom line? An ability, motivation, and opportunity perspective. J Int Bus Stud 46, 784–805 (2015). https://doi.org/10.1057/jibs.2015.10
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DOI: https://doi.org/10.1057/jibs.2015.10