Abstract
Human resources are the most valuable intangible assets which can improve organizational competitive advantage. Therefore, the toughest challenge for an organization is managing human capital mobility and retention. This chapter integrates tie and fit perspectives to present some descriptive examples of Chinese and Taiwanese individuals and business cases ranging from ancient to modern times. In addition, Asian countries’ national policies for improving national human capital are also discussed in this chapter.
This is a preview of subscription content, log in via an institution to check access.
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
References
Becker G (1964) Human capital: a theoretical analysis with special reference to education. Columbia University Press, New York
Granovetter MS (1973) The strength of weak ties. Am J Sociol 78(6):1360–1380
Griffeth RW, Hom PW, Gaertner S (2000) A meta-analysis of antecedents and correlated of employee turnover: update, moderator tests, and research implications for the next millennium. J Manag 26(3):463–488
OECD (2005) Trends in international migration: SOPEMI 2004 edition. OECD, Paris
Oxford Economics (2012) Global Talent 2021: how the new geography of talent will transform human resource strategies. Oxford Economics
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2018 Springer Nature Singapore Pte Ltd.
About this chapter
Cite this chapter
Wei, YC. (2018). Human Capital Mobility: Tie and Fit. In: Foo, C. (eds) Diversity of Managerial Ideology. The Chinese Management Book-of-Readings Series. Springer, Singapore. https://doi.org/10.1007/978-981-10-7772-2_3
Download citation
DOI: https://doi.org/10.1007/978-981-10-7772-2_3
Published:
Publisher Name: Springer, Singapore
Print ISBN: 978-981-10-7771-5
Online ISBN: 978-981-10-7772-2
eBook Packages: Business and ManagementBusiness and Management (R0)