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(2) Felcio, Couto and Caiado (2014) the aim of this article is to assess the

impact of human capital and social capital on performance of SMEs in Portugal.


Data collected through questionnaire with sample of 199 SMEs aged between 3
and 15 years from five different sectors. Structural equation modeling (SEM) was
use as analysis technique. Findings show that human capital affects social capital
and influenced the organizational performance

(3) The purpose of this study is to evaluate the influence of human capital
variables on the satisfaction of employees and then on the effectiveness of the
organizations. Data was collected by close ended questionnaire with sample size
of 112 faculty members of two universities. Results show that, if organizations
provide sufficient chances of human capital development that will enhance
organizational performance (Channar, Talerja, and Bai, 2015).

(4) Chen and Chang (2013) the aim of this article is to increase current
knowledge about relationship between human capital and new ventures
performance. For this purpose quantitative survey was conducted and 155 small
technology based new ventures in Taiwan were chosen as sample. Hierarchical
regression analysis, confirmatory factor analysis (CFA), descriptive analysis and
correlation analysis were used as analysis techniques. Results confirm that,
creativity, manpower and entrepreneurial experience have positive influence on
new venture’s performance.

(5) The study aims to investigate the relationship between human capital
management and organizational performance. Data collected through
questionnaire with 5 points Likert scale and sample size of 316. Hypothesis were
tested by Pearson correlation and linear regression. Findings show positive
correlation between human capital management and organizational
performance.
(6) Alipour, Idris, Ismail, Uli and Karimi (2012) researchers examined the
mediating effect of intrapreneurship in the relationship between human capital
and organizational performance. Sample of 266 respondents selected from
Iranian insurance companies through questionnaire with 5 points Likert scale.
Structural equation modeling (SEM) and Pearson product moment correlation
coefficient were used for data analysis. The results show linear positive impact
between human capital and organizational performance, intrapreneurship
partially mediated relationship between human capital dimensions and
organizational performance.

(7) Sarwar, Khan and Aftab investigated the mediating influence of innovation
of human capital and HRM practices to organizational performance. Data
collected from 315 employees from Pakistani construction companies through
questionnaire with 5 points Likert scale and SEM was used for data analyzing. The
results revealed that human capital and HRM practices are positively associated
with organizational performance and innovation mediates the relationship
between independent and dependent variables.

(8) Marques, Pechuan and Lim (2011) investigated how knowledge


management practices improve human capital. Questionnaire with 7 points Likert
scale was used for data collection and sample size of 222 firms from Spanish
biotechnology and telecommunication industry. Data analyzed by structural
equation model (SEM). Strong positive relationship found between knowledge
management practices and human capital.

(9) The aim of the study was to investigate the relationship between human
capital management practices and performance of Kenyan commercial banks.
Data collected from 23 banks on questionnaire with 5 points Likert scale and
ordinary least square (OLS) method was used to perform regression analysis.
Results revealed that human capital practice have positive impact on
performance ( Nzuve and Bundi).
(10) The objective of the study was to investigate the relationship between
human capital and business performance. 390 questionnaire with 5 points Likert
scale were returned from respondents. Data analyzed by correlation matrix and
regression analysis. It has been found that human capital had a positive influence
on business performance. (Sarminah samad, 2013).

(11) The objective of this study was to examine the impact of human capital
management as a concept of HRM practice on organizational performance
focusing on the banking industry in Nigeria. Data collection instrument was self-
designed 16 items questionnaire from sixty two permanent senior employees in
five Nigerian commercial banks in Ondo town. A descriptive research design of
correlation type adopted, mean statistic and Pearson product moment correlation
(PPMC) was used as analysis technique. Results of the study showed a positive
impact of human capital management on organizational performance. (Ajisafe,
Orifa, Oluwayemisi, Abosede, 20150).

(12) Alpkan, Bulut, Gunday and Kilic (2010) investigated direct effect of
organizational support and human capital on the innovative performance of firms
in Turkey. The data was collected from 184 Turkish manufacturing firms through
questionnaire with 5 points Likert scale. Data were analyzed through regression
analysis. Results show that human capital and organizational support dimensions
has positive impact on innovative performance and interaction between human
capital while organizational support did not show high innovative performance,
when human capital is low, organizational support increases innovative
performance. However, when human capital and organizational support are high
a further increase in innovative performance is not possible in same period.

13) Haris,Memahan and Wright (2012) examined the relationship between


different aspects of human capital and overlapping tenure on team performance.
Data collected from national college athletic association (NCAA) with a sample
size of 230 and data analyzed through means, slandered deviations, correlations,
and multiple regression. The findings demonstrate that a positive relationship
between players and coaches and also between human capital and performance
plays overlapping tenure is positively related to performance.

14). Munjuri and Obonyo (2015) examined the moderating effect of employee
empowerment on relationship between human capital and performance of
Kenyan financial firms. The study was cross-sectional in nature and a census
survey was conducted on all the insurance and commercial banks of Kenya. The
Kenyan financial sector is comprised of 45 insurance and 43 commercial banks.
The researchers have collected primary data on human capital, employee
empowerment and qualitative indicators of firm performance though
questionnaire while secondary data was obtained on Return on Assets (ROA) and
Return on Equity (ROE) from financial statements of Kenyan financial firms to
measure firm’s performance. The collected data was analyzed by using regression
analysis. It has been found that employee empowerment does not have
moderating impact on relationship between human capital and firm performance.
It mediates the relationship between human capital and firm performance.

15) The aim was to investigate that what type of role social capital play in
relationship between human capital and carrier outcomes, with special focus on
testing the mediation and moderation model. Data collected through
questionnaire from 111 employees at three financial institutions in Taiwan. Data
analyzed by hierarchical regression analyses and results indicated the effects
human capital on development potential were total moderated by social
capital.(Lin and Huang,2005).

16) Ali, Chaudhary and Ali (2016) examined the effect of human capital on
organizational performance and social capital as moderator. A survey was
conducted in banking and educational sector of five major cities of Punjab
Pakistan. Analyses showed that social capital moderated human capital and
organizational performance.

17) Khalique, Shaari, Isa and Samad (2013) this study investigate the influence of
intellectual capital on the organizational performance of Islamic banking sector in
Malaysia.120 individuals participated in this study. Pearson correlation and
multiple regression analyses techniques were used to analyze data. The result
show a positive impact of intellectual capital on performance of Islamic banking
sector in Malaysia.

18) The aim of this study is to check the influence of certain human capital
variables over employment growth in Romanian small firms. Data collected
through questionnaire from 635 Romanian firm and analyzed by regression
analyses. The results revealed that active involvement of entrepreneurs in
managerial tasks increases the intensity by which entrepreneurs make use of
human capital, and leads to higher employment growth rates in
Romanians.9Lafuente and Rabetino, 2011)

(19) The aim of study was to explain relationship between human capital
management and organizational performance. Sample data collected from 316
employees and 16 executives through questionnaire with 5 points Likert scale.
Pearson correlation and linear regression were used to test hypothesis. Results
revealed that human capital management has significant positive impact on
organizational performance (Renu Gupta).

(20) The objective of article was to test empirically a variety of hypothesis


related to human capital and organizational performance of Egyptian software
companies. Data collected from 38 software companies, questionnaire and
interviews were conducted in Arabic. Data analyzed by correlation and stepwise
regression. Results show that six out of nine hypothesis were supported
statistically. (Seleim, Ashour and Bontis, 2007).

(21) Kalkan, Bozkurt and Bayraktaroglu, (2015) examined the effect of human,
social and financial capitals on the performance of SMEs in Anatalya, Turkey.
Sample data collected from 302 small and medium manufacturing, trade, and
social enterprises through questionnaire with 5 points Likert scale. It has been
found that, there is a positive relationship between human, social and financial
capitals and performance of SMEs.