دانلود رایگان مقاله انگلیسی منابع سرمایه انسانی بازاریان و عملکرد شغلی - نشریه امرالد

Abstract

Purpose – Positing that human capital resources of marketers comprise both psychological capital (PsyCap) and marketing capital (MarCap), and that PsyCap in combination with MarCap will have a synergistic effect on marketers’ job performance, the purpose of this paper is to investigate the configurational roles of PsyCap and MarCap in marketers’ job performance. Design/methodology/approach – Using a survey data set collected from 472 marketers in Ho Chi Minh City, Vietnam, the study tested the net effects of PsyCap and MarCap on job performance using structural equation modeling (SEM). Then, the study investigated the configurational roles of PsyCap and MarCap in job performance employing the fuzzy-set qualitative comparative analysis ( fsQCA). Findings – SEM results show that two components of PsyCap (efficacy and optimism) and one component of MarCap (organizational MarCap) have positive effects on job performance. fsQCA findings reveal that, except hope, combinations of PsyCap and MarCap components form several sufficient conditions for job performance. Research limitations/implications – The focus of this study is on marketers, that is, at the individual level. Future research should examine both PsyCap and MarCap at a higher level, such as the team, unit, or firm level. Practical implications – The study’s findings suggest that firms should pay attention not only to the net effect but also to the configuration of PsyCap and MarCap when designing and implementing their human resource strategies and policies. Originality/value – This study contributes to the literature on human capital resources by confirming the configurational roles of PsyCap and MarCap in marketers’ job performance.

Conclusions

In conclusion, this study sheds more light on human capital resources by investigating the configurational roles of PsyCap and MarCap in marketers’ job performance, encouraging researchers to utilize an appropriate method – in this case, fsQCA – to investigate the complexity of causal relationships between human capital resources and job outcomes. The study findings also suggest that firms should pay attention to the configurations of PsyCap and MarCap, that is, the recipe is more important than the ingredients in designing and implementing human resources policies and practice. In so doing, firms will enjoy a higher level of job performance accomplished by their marketers.

It is worth noting that the present study only examines the role of PsyCap and MarCap in job performance. Future research should investigate the relationship between human capital resources and other job outcomes such as job satisfaction and job tension. In addition, the study investigates the configurational roles of PsyCap and MarCap in marketers’ job performance, that is, at the individual level. Such an investigation at a higher level (e.g. the team, unit, or firm level; Newman et al., 2014; Ployhart et al., 2014) deserves attention in future research. Finally, the focus of this study is on marketers. As previously discussed, marketers and other business professionals such as accountants may exhibit some differences. Future research should make a comparison of the role of human capital resources in job performance between marketers and other business professionals in order to discover their similarities and differences.