نوع مقاله : مقاله پژوهشی

نویسنده

گروه سازمانی، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران.

چکیده

هدف: این مقاله رابطه بین سرمایه انسانی عمومی و سرمایه انسانی خاص و تاثیر آن بر عملکرد بین المللی را با نقش واسطه گری باورهای فرصت و همچنین هوش فرهنگی بررسی می نماید. این مطالعه با استفاده از این پیش فرض که باور به فرصت در سطح بین المللی عاملی مهم در پیشبرد کسب وکارهای مخاطره پذیر بین المللی است، مفاهیم مرتبط با ویژگی های کیفی کارکنان در قالب سرمایه انسانی به دو صورت سرمایه انسانی عمومی و سرمایه انسانی خاص و همچنین در نظر گرفتن میزان هوش فرهنگی کارکنان شرکتها را نیز مورد ارزیابی و تحلیل قرار داده است.
روش شناسی: بااستفاده از 144 نمونه از بین شرکتهای بین المللی و با استفاده از مدل سازی به روش حداقل مربعات جزئی (PLS-SEM) فرضیات پژوهش مورد بررسی قرار گرفتند.
یافته ها: روابط مثبتی که در سازه های این پژوهش بین سرمایه انسانی عمومی، سرمایه انسانی خاص و هوش فرهنگی وجود دارد، نشان می دهد که قابلیت ها و توانایی‌های کارکنان برای موفقیت آن‌ها در محیط‌های فرهنگی متنوع بسیار حیاتی است.
نتیجه گیری: برای اولین بار، این مطالعه بر روی رابطه بین سرمایه انسانی کلی، سرمایه انسانی خاص، هوش فرهنگی، باورهای فرصت و عملکرد بین المللی تمرکز دارد. نتایج نشان می‌دهد که مهارت‌ها، توانایی‌ها، نگرش‌ها و باورهای کارکنان عوامل کلیدی در موفقیت آنها در محیط‌های فرهنگی متنوع هستند. همبستگی مثبت بین سرمایه انسانی و باورهای فرصت، اهمیت سرمایه‌گذاری در مهارت‌ها و آموزش کارکنان را برای افزایش آمادگی آنها برای پیگیری فرصت‌های بازار جهانی تأکید می‌کند. علاوه بر این، رابطه بین هوش فرهنگی و باورهای فرصت نشان می‌دهد که هوش فرهنگی می‌تواند نقش تعاملی مهمی در آمادگی کارکنان برای پیگیری فرصت‌های جهانی ایفا کند. پژوهش‌های آینده باید این یافته‌ها را بیشتر مورد بررسی قرار داده و نقش واسطه‌های دیگر در حوزه‌های رفتاری را بررسی کنند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Human Capital, Opportunity Beliefs, and International Performance: the mediating role of Cultural Intelligence

نویسنده [English]

  • Saeed Mohammadi

Corporate Entrepreneurship Department, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran.

چکیده [English]

Purpose: This article examines the relationship between general and specific human capital and their impacts on international performance, with the mediating role of opportunity beliefs and cultural intelligence. This study assumes that opportunity beliefs are an important factor in promoting international new ventures, and evaluates the concepts related to the qualitative characteristics of employees as human capital in the form of general and specific human capital, as well as considering the level of cultural intelligence of employees in firms.
Method: Using 144 samples from international firms and Partial Least Squares Structural Equation Modeling (PLS-SEM), the research hypotheses were investigated.
Findings: It was found that the mediating relationship of cultural intelligence as well as opportunity beliefs between human capital and international performance were confirmed. Therefore, international firms should focus on their human capital and clarify and enhance the cultural intelligence of employees. This is because this study showed that human capital has a positive effect on cultural intelligence, and investigating other mechanisms that measure the role of cultural intelligence can be considered in future research.
Conclusion: For the first time, this study focuses on the relationship between general human capital, specific human capital, cultural intelligence, opportunity beliefs, and international performance. The results indicate that the skills, abilities, attitudes, and beliefs of employees are critical factors in their success in diverse cultural environments. The positive correlation between human capital and opportunity beliefs emphasizes the importance of investing in employee skills and training to increase their readiness to pursue global market opportunities. Additionally, the relationship between cultural intelligence and opportunity beliefs shows that cultural intelligence can play a significant interactive role in employees' preparedness to pursue global opportunities. Future research should further investigate these findings and examine the role of other intermediaries in behavioral domains.

کلیدواژه‌ها [English]

  • Cultural Intelligence
  • General Human Capital
  • International Performance
  • Opportunity Beliefs
  • Specific Human Capital
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