Cheche Duan, Yicheng Zhou, Yuanqing Cai, Wei Gong, Chunzhen Zhao and Jian Ai
This paper investigates the relationship between human capital, economic freedom, governance performance, and economic growth and whether institutional factors such as governance…
Abstract
Purpose
This paper investigates the relationship between human capital, economic freedom, governance performance, and economic growth and whether institutional factors such as governance performance and economic freedom mediate the association between human capital and economic growth.
Design/methodology/approach
In this study, the authors apply the panel data regression method to verify five hypotheses and check the robustness of the empirical findings from four aspects (chow test, panel unit root test, granger test and generalized method of moments) based on the data covering China, India, Russia, Brazil and South Africa from 2000 to 2018.
Findings
After multiple tests with mixed methods, the empirical results show that the relationship between human capital and economic growth is not linear but inverted U-shaped. Furthermore, human capital has a positive effect on economic growth only in a certain period of time, and governance performance positively moderates the effect of human capital on economic growth in BRICS.
Originality/value
First, the impact of human capital on economic growth is not linear but an inverted U-shaped and governance performance moderates the effect of human capital on economic growth in BRICS. The study and research model enhances the authors’ insights on the advantage and challenges of human capital in the future. Second, the proposed multi-methods in the study accurately forecast economic growth which partially solves endogenous problems because of reverse causality.
Details
Keywords
Fatima Majeed and Junaid Ul haq
Healthy employees are assets for organizations, especially in service organizations. This study considered variables that lead to psychological, life and workplace well-being for…
Abstract
Purpose
Healthy employees are assets for organizations, especially in service organizations. This study considered variables that lead to psychological, life and workplace well-being for hotel employees. A comprehensive model is proposed for which Job Demand–Resource (JD-R) theory provides theoretical support.
Design/methodology/approach
Data from four hundred and five hotel employees were collected to observe the individual and organizational factors that directly and indirectly result in three types of well-being: workplace, psychological and life.
Findings
Results provide significant positive direct and indirect effects of individual characteristics (personal cynicism and job stress) on psychological, life and workplace well-being. Similarly, organizational characteristics (organizational values and job characteristics) showed positive direct and indirect effects on life and workplace well-being.
Originality/value
The findings provide a strong recommendation for managers to focus on individual- and organizational-level factors that enhance the well-being of employees.