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

资本的概念在商业、管理和相关学术文献中大量出现。该奖学金以工作心理学研究所为基础，我们的核心兴趣是人力和社会资本，即个人属性和关系关系，有助于实现现在和未来的有效绩效。我们也对人力和社会资本感兴趣，这些资本使人们能够实现自己的个人职业目标。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，特别是在投资于未来的组织效率方面。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/人力资源管理方法对资本可以忽略更多的物质和财务方面。因此，这个项目的总体目标是在工作组织的背景下汇集不同的资本观点，以便构建我们在这个阶段选择称之为组织资本发展的整体观点（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资本形式，反之亦然。然而，更重要的是，我们也希望开发的理念和工具，以确保组织变革促进组织资本的发展是成功的。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才能增加最大的价值？2)如何在组织中部署和发展员工，使他们既为组织资本做出贡献，又为自己的人力和社会资本（即他们的就业能力）做出贡献？3)鉴于越来越多的证据表明，对组织资本的投资会带来竞争优势，如何改变组织行为？仔细回顾现有的相关文献，并对其中的观点和发现进行一些创造性的处理，对于奠定这项工作的基础并使其朝着创新的方向发展是至关重要的。很可能会收集深入的定性数据来解决上面的问题1和3，以管理者以类似（例如）一些专业知识研究（问题1）的方式描述思维过程的形式，以及与一个或极少数致力于做出改变的组织（问题3）的案例研究方法。问题2可以使用调查方法来解决，因为尽管它相当广泛，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计划。然而，在这个阶段使用的方法还不确定。结果将包括研究员获得博士学位，以及在学术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（学术会议和用户会议）上的演讲以及在这两个领域的书面产出。它还旨在开发可在组织中应用的工具和/或技术，以审查和改进组织资本的发展。

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.