Multi-study analysis of learning culture, human capital and operational performance in supply chain management

Abstract

Purpose The purpose of this study is to empirically evaluate the relationship between learning culture, workforce level, human capital and operational performance in two diverse supply chain populations, aircraft maintenance and logistics readiness. Design/methodology/approach Drawing upon competence-based view of the firm and human capital theory, this paper analyzes data from two studies. Findings The results provide support for the hypothesized model. Workforce level moderates the relationship between learning culture and human capital, and human capital partially mediates the relationship between learning culture and operational performance. Research limitations/implications The findings have implications for behavioral supply chain management research and implications for educating and training the supply chain management workforce. While the populations represent a diverse set of logistics functions and responsibilities, the participants are all military members, which may limit generalizability. Practical implications This study should help leaders understand the importance of learning culture and the perceived differences in its effect on human capital based upon workforce level. Originality/value This research is among the first to investigate the role of workforce level and answers a multitude of calls for research into the human side of supply chain management.

Condiciones para el aprendizaje organizacional y prácticas de gestión de innovación: un análisis en medianas empresas

“…Adicionalmente, la literatura destaca la importancia de los lideres para el desarrollo de una cultura de aprendizaje (Castañeda, 2015;Malik y Garg, 2017;Xie et al, 2019), mientras que Cavazotte et al (2015) indican que los elementos característicos de la cultura permiten a las empresas valorar el aprendizaje como un elemento clave para sus actividades. además, estos elementos favorecen el desempeño de los colaboradores (Xie et al, 2019;Overstreet et al, 2019) y permiten gestionar los cambios del entorno (Malik y Garg, 2017;Xie et al, 2019). En segunda instancia, frente a la formación, el 59% de las respuestas corresponden a la opción siempre y el 27% a la opción casi siempre, validando la presencia de esta condición en las empresas analizadas, con una media de 4,39 y una desviación estándar de 0,97, lo que indica una dispersión intermedia.…”

“…En este sentido, la cultura de aprendizaje aumenta el rendimiento (Xie et al, 2019), la adaptación al cambio (Malik y Garg, 2017), la ventaja competitiva sostenible (Overstreet et al, 2019), el empoderamiento en las competencias y el trabajo en equipo (Gupta et al, 2019). Asimismo, la cultura de aprendizaje fomenta la innovación, la calidad, la competitividad y la promoción del desarrollo de los colaboradores (Cavazotte et al, 2015).…”

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“…Universities generally encourage students to acquire human capital which consists of general human capital and specific human capital [8] [20]. The study program that provides students with specific human capital will develop students' knowledge, skills, and abilities that differentiate them from those students of other programs of study [20].…”

The economic policy cycle and public debt in México. A retrospective analysis of 2012-2016 period

“…Of the elements that integrate intellectual capital, human capital is the most important because of its reference to the capitalization of the organization's knowledge. By integrating the skills, abilities and skills of its staff, it is essential to perform the other activities of the company (Overstreet, Skipper, Huscroft, Cherry, & Cooper, 2019). This capital includes management skills and entrepreneurial experiences, knowledge, academic levels, academic achievements, training, training, individual experience, age, as well as the household income related to the company (Badinger, Egger, & von Ehrlich, 2019).…”