Integrating and developing human, social, and organizational capital in the workplace

资本的概念在商业、管理和相关的学术文献中大量出现。该奖学金是基于工作心理学研究所，在那里我们的核心利益关注人力和社会资本，即个人属性和关系纽带，有助于实现现在和未来的有效表现。我们还对人力资本和社会资本感兴趣，这些资本使人们能够实现自己的职业目标。当然，资本的概念远不止于此。在商业环境中，它可以被认为是一个组织可用的金钱，财产和其他贵重物品的总和，特别是在投资未来组织效率方面。这可能意味着资本的人力和社会方面被相当忽视。同样，应用心理学/人力资源管理方法的资本可以忽略更多的物质和财务方面，因此，本项目的总体目标是汇集不同的角度对资本的工作组织的背景下，为了构建一个整体的观点，我们在这个阶段选择所谓的组织资本发展（名称可能会改变）。我们对人力资本和社会资本特别感兴趣，这将是我们的出发点，但我们希望将这些资本形式的思想应用于其他形式的资本，反之亦然。然而，更重要的是，我们还希望开发一些想法和工具，以确保组织变革能够成功地促进组织资本的发展。具体来说，我们计划解决三个广泛的问题：1）组织中的高级管理人员如何决定他们的员工应该做什么，这将增加最大的价值？2)在组织中工作的人如何才能得到部署和发展，使他们既为组织的资本作出贡献，又为他们自己的人力和社会资本（即他们的就业能力）作出贡献？3)越来越多的证据表明，对组织资本的投资会带来竞争优势，那么组织行为如何改变呢？必须认真审查现有的相关文献，并创造性地运用其中的想法和结论，以便为这项工作奠定基础，使其能够朝着创新的方向前进。很可能会收集深入的定性数据来解决上述问题1和3，其形式是管理人员以类似于（例如）一些关于专业知识的研究（问题1）的方式描述思维过程，并对一个或极少数致力于进行变革的组织进行案例研究（问题3）。问题2可以使用调查方法来解决，因为虽然它相当广泛，但许多关键参数都在组织职业管理文献中列出，特别是人才管理和继任规划。然而，在现阶段，将使用的方法还不确定。成果将包括为研究员颁发博士学位，并在学术界和用户社区大力推广有关组织资本及其发展的想法和发现。这将包括在会议（学术和用户）上的演讲以及在这两个领域的书面产出。它还旨在开发可应用于组织的工具和/或技术，以审查和改善组织资本的发展。

The notion of capital crops up a great deal in the business, management and allied academic literatures. This Fellowship is based at the Institute of Work Psychology, where our core interests concern human and social capital i.e. the individual attributes and relationship ties that assist in achieving effective performance now and in the future. We are also interested in human and social capital that enables people to meet their own personal career objectives.However, of course the notion of capital extends much further than this. In a business context it can be thought of as the sum total of the money, property and other valuables available to an organisation, especially in regards to investing in future organisational effectiveness. This can mean that the human and social aspects of capital are rather overlooked. Likewise, the applied psychology/HRM approaches to capital can neglect the more material and financial aspects.The overall aim of this project is therefore to bring together different perspectives on capital in the context of work organisations, in order to construct a holistic view of what we at this stage choose to call Organisational Capital Development (the name may change). We have a particular interest in human and social capital, and these will be our starting point, but we will want to apply ideas in these forms of capital to other forms of capital, and vice versa. More than that, however, we also wish to develop ideas and tools for ensuring the organisational change to promote the development of organisational capital is successful. Specifically, we plan to address three broad questions:1) How do senior managers in organisations decide what their employees should do which will add the most value? 2) How can people working in organisations be deployed and developed in such a way that they contribute both to the organisation's capital and to their own human and social capital (i.e. their employability)? 3) How can organisational behaviours be changed in the light of growing evidence that investment in organisational capital leads to competitive advantage?A careful review of existing relevant literatures and some creative manipulation of ideas and findings in them will be essential in order to ground this work and enable it to move in innovative directions. It is likely that in-depth qualitative data will be collected to address questions 1 and 3 above, in the forms of managers verbalising thought processes in a similar way to (for example) some of the research on expertise (question 1), and a case study approach with one or a very small number of organisations committed to making changes (question 3). Question 2 may be addressed using survey methodology, because although it is quite broad, many of the key parameters are laid out in the organisational career management literature, especially talent management and succession planning. However, the methods to be used are not certain at this stage.Outcomes will include a PhD for the Fellow, and also vigorous promotion of ideas and findings about organisational capital and its development in both academic and user communities. This will include presentations at conferences (academic and user) as well as written outputs in both arenas. It is also intended to develop tool(s) and/or techniques(s) that can be applied in organisations to review and improve the development of organisational capital.