Workforce education and corporate innovation

Li, Lingwei; Liu, Linlu; Wu, Hai

doi:10.1177/03128962221077453

Cited by 3 publications

(2 citation statements)

References 71 publications

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“…Therefore, we also control for internal control effectiveness's effect on firm value in an additional analysis. Other published articles document that higher workforce quality leads to greater firm innovation (Li et al, 2022) and higher firm innovation links with greater firm value (Sorescu & Spanjol, 2008). Thus, the effect of innovation on firm value is also added as a control variable, in addition to earnings quality and internal control quality.…”

Section: 7mentioning

confidence: 99%

Employee competency, diversity, and firm value

Nie

et al. 2022

J Corp Accounting Finance

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The relationship between employee quality and firm outcomes is extensively explored in the literature. Prior research focuses on examining the quality of top managers in a limited number of industries or using smaller datasets. This study fills this literature gap using demographic characteristics from Metropolitan Statistical Areas, where firm headquarters are located as a proxy for employee quality. The findings show that firms with high employee quality in terms of employee competency and diversity exhibit higher firm value. The results show that ensuring the availability of an educated and diverse workforce provides long-lasting firm value.

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Section: 7mentioning

confidence: 99%

Employee competency, diversity, and firm value

Nie

et al. 2022

J Corp Accounting Finance

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“…Previous studies used diverse proxies and methods to measure employee education quality. Some studies set up a solo measure to represent the overall employee quality (Call et al, 2017;Sun et al, 2020;Dong et al, 2022;Li, Liu and Wu, 2022) [10,[15][16][17]. Some studies focused on the proportions of employees with bachelor's degrees or above to measure human capital quality (Wang and Liao, 2021;Si and Xia, 2022;Jin et al, 2023) [11,13,14].…”

Section: Introductionmentioning

confidence: 99%

Are Higher-Educated Employees More Responsible? A Study about Employee Quality and Corporate Environmental Sustainability

Fang,

2024

Sustainability

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This paper explores how employee quality affects companies’ actions in terms of environmental protection and sustainable development. We use the proportions of the workforce with three education levels as proxies for employee quality and examine their respective impacts on three dimensions of corporate environmental sustainability: (1) reporting, (2) quality and standardization, and (3) attention and initiative. We investigate over 1300 firms listed in Chinese stock markets from 2006, the year when Chinese firms first released environmental issues and the Chinese regulatory divisions first announced a guideline, to 2021. The results indicate the following: (a) employee quality is positively associated with the reporting of corporate environmental sustainability, (b) companies with more educated employees are more likely to provide environmental and sustainable information with high standards and quality, and (c) companies with more educated employees are more likely to release environmental and sustainable information in solo reports as a reflection of the corporate attention on and initiative in environmental sustainability. Moreover, we find that employees at higher education levels have a stronger impact on corporate environmental sustainability. This paper contributes to the literature on human capital and environmental management.

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US sanctions, workforce dynamics, and corporate entrepreneurship: evidence from Iran

Hesarzadeh

2024

IMEFM

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Purpose This study aims to explore how political sanctions imposed by the US government have influenced workforce dynamics and corporate entrepreneurship within Iranian listed firms. Design/methodology/approach The study utilizes a difference-in-differences approach to compare the workforce compositions and corporate entrepreneurship of Iranian listed firms subjected to US sanctions with those unaffected by sanctions both before and after the implementation of sanctions. The empirical analysis utilizes data from Iranian listed firms spanning from 2013 to 2023. Findings Our analysis reveals a significant decrease in employment rates among sanctioned firms, indicating a reduction in their workforce size. However, interestingly, we also observe a simultaneous positive effect on the educational qualifications of employees, as evidenced by increases in academic credentials and training hours, coupled with higher research and development (R&D) expenditures. These shifts in human capital investment and R&D spending contribute to a heightened level of entrepreneurship in the subsequent year. Furthermore, our findings suggest that firms enhance their entrepreneurial activities by prioritizing innovation in processes over exploring new business domains. Originality/value Through this investigation, our study elucidates the intricate relationship between sanctions and corporate entrepreneurship, highlighting a complex dynamic wherein sanctions, despite reducing workforce quantity, encourage investments in workforce quality and efficiency, ultimately fostering an environment conducive to enhanced entrepreneurship.

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Workforce education and corporate innovation

Cited by 3 publications

References 71 publications

Employee competency, diversity, and firm value

Employee competency, diversity, and firm value

Are Higher-Educated Employees More Responsible? A Study about Employee Quality and Corporate Environmental Sustainability

US sanctions, workforce dynamics, and corporate entrepreneurship: evidence from Iran

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