ABSTRACT As enterprises have increased the demand for logistics services, the role of logistics service providers (LSPs) as home bases for merchandise transportation and distribution has consequently become increasingly important. Therefore, how to strengthen the logistics capability and promote the logistics performance has become an important topic. In addition, traditionally the perspective of treating tangible assets as the location of firm¡¦s value has been gradually diminished. The intangible intellectual capital is increasingly playing a pivotal position for the firm¡¦s performance. Researchers studied the field of intellectual capital argued that intellectual capital was the main source of organizational competitive advantages. Besides, they thought that the better the intellectual capital a company has, the better the business can have the ability to generate performance. However, researchers seldom distinguished static intellectual capital from dynamic capability for utilizing intellectual capital. Whereas, this study proposed that these two constructs were different concepts, and would like to explore the impact of utilizing intellectual capital on logistics performance. Consequently, this study integrated the concept of RBT and dynamic capability to offer a conceptual model, a survey of LSPs was undertaken in order to examine the relationships among intellectual capital, logistics capabilities and firm performance, using the structural equation modeling technique (SEM) analysis method. Previous researches had concerned the tangible resources, capabilities and firm performance, however, less from the perspective of intangible resources to study this subject. Hence, after reviewing the relevant literature, we conclude human capital, structural capital, and relational capital as dimensions of intellectual capital. Furthermore, from the empirical results of related scholars¡¦ researches, this study argues that it has a directly significant effect of logistics capabilities on logistics performance, and logistics capabilities are the critical factors for utilizing intellectual capital. Moreover, this research proposes that logistics capabilities are complex constructs. Therefore, we should clarify these constructs and provide an appropriate measurement tool with reliability and validity if we would like to measure them. Consequently, logistics capabilities were identified: service capability, innovation capability, and flexibility capability. Finally, after clarifying the definition and extracting the components of each variable from the literature review, this research deduced several hypotheses and formed the research framework. In this study, we take logistics service providers in Taiwan as the study sample. A total of 1,033 questionnaires were hand delivered and the remaining 109, valid and complete, were used for quantitative analysis. The useable response rate was 10.6%. A structural equation modeling (SEM) approach was employed to test the research hypotheses. Results indicated that structural capital, relational capital, and logistics capabilities had a significant positive effect on logistics performance. Results also indicated that human capital, structural capital, and relational capital had a positive effect on LSPs¡¦ logistics capabilities. While human capital was not found to have a direct positive effect on LSPs¡¦ logistics performance, it was found to have an indirect effect on logistics performance mediated by logistics capability. According to the results, LSPs should enhance the intangible resource - intellectual capital, further heighten their understanding of logistics capabilities and identify how such capabilities may affect logistics performance, therefore develop effective logistics strategies.

From the Mexican gulf oil spill of British Petroleum to Fukushima nuclear crisis of Japan. The awareness of impact on climate change, environmental pollution and natural resource depletion has led a wide range of stakeholders such as government, consumer and non-profit organization to put pressure on the companies to act in a more environmentally and socially responsible way. This study adopts both qualitative and quantitative approaches. Five Taiwanese green enterprises were interviewed along with thirty three questionnaires which were collected from other green enterprises for further analysis. This study attempts to explore how green entrepreneurial leader brings sustainable competitive advantage through building green human capital for the firm in the growing pressure of industrial environmental protection. The findings indicate that green entrepreneurial leaders articulate green vision, act as ethical role model, and identify environment related opportunity for exploitation. This leadership style influences the management practices on green human capital selection, development, and leverage which then lead to innovation, cost saving, and profitability.

Environmental degradation has become a major concern for all humankind. The environmental problems are no longer confined to one enterprise. The need for ¡§Greening¡¨ is urgent for enterprises because they have to gain competitive advantage.¡@ Moreover, green human capital is considered most important element of competitive advantage in most enterprises. All of the competencies of the green human capital within an enterprise is intangible assets. It is believed that if an enterprise knows that green entrepreneurial leadership contributes green human capital and competitive advantage, it can be managed effectively. This study extended previous research by attending to the boundaries of the relationship between green human capital and competitive advantage. Furthermore, we would like to examine the impact of green entrepreneurial leadership on green human capital and competitive advantage. These hypotheses were supported in examination of 108 enterprises which attained the Annual Enterprises Environmental Protection Award via Environmental Protection Administration Executive Yuan, and the enterprises which is registered in the Ministry of Economic Affairs in Taiwan. The 231 objects are environmentalists, director of human resources department, and director of marketing department. We used confirmatory factor analysis, correlation analysis, and regression analysis to testify our hypotheses. The study findings indicated: 1. Charismatic leadership increased positive relationship between development of green human capital and competitive advantage. 2. Ethical leadership increased positive relationship between development of green human capital and competitive advantage. 3. Proactive personality increased positive relationship between development of green human capital and competitive advantage. Practical implications were illustrated as following: 1. Enterprises should attach importance to selection of green human capital. 2. Enterprises should attach importance to development and leverage of green human capital. Finally, suggestions for future research and the limitation of this study also discussed.

This research addresses the question of what explains municipal performance in terms of delivering social services and fiscal performance. While the existing literature explains governmental performance with political, institutional and socio-demographic factors, I suggest that the greatest influence on municipal performance comes from having qualified managers. Specifically, I argue that that mayoral qualifications influence municipal performance. By qualifications I mean mayors’ human capital, that is, their educational and job-related experience. The rationale for my proposition rests on the fact that in developing municipalities the mayor is not just the elected leader but also the public manager, as s/he performs not just political but also administrative functions. Under certain circumstances, however, mayoral qualifications may not have the same influential power on municipal performance. Therefore, I also argue that in unfavorable municipal contexts, the potential influence of mayoral qualifications on performance decreases. I use both statistical and survey-experimental methodologies to test the hypotheses derived from the proposed “mayoral quality theory.” I collected six years of data for the statistical analyses by doing field research across the 40 municipalities that comprise the Colombian Department of Norte of Santander. For the surveyexperimental analysis, I gathered data from interviews and surveys with 120 mayors from 12 Latin American countries, who participated in the II Latin American Congress of Cities and Local Governments held in Cali, Colombia, on July 26-29, 2006. The statistical findings reveal that mayoral qualifications—education and jobrelated experience—positively influence municipal performance with respect to education enrollment, tax property collection, and social program investment. However, the positive impact that mayoral qualifications have on such performance indicators decreases under external constraints, such as the presence of illegal armed groups. From the survey-experimental study, findings show that issue salience (or nature of municipal need) moderates the impact that mayoral qualifications have on mayors’ decision-making. In education issues, for example, qualified mayors are more likely to perform better, while in infrastructure issues they are less likely to do so.

Abstract Education investment is recognized as a main factor of the economic growth at all times. The paper estimates the contribution concerning Taiwan¡¦s public education investment to economic growth, based on Lucas¡¦s endogenous economic growth theory and Johansen¡¦s statistic analysis of cointegration vector. There are 37 annual data from 1964 to 2000, measuring the price index in 1996 base year. The conclusion shows having a set of cointegration vector and long run positive equilibrium relation between education investment and economic growth. The mentioned contribution reaches up to 38¢Mhigh. Therefore, education is the most important investment for countries, also being the best choice on individual investment.

In the era of knowledge economy, human capital is the important capital which enterprise can rely on and maintain the competitiveness, and also the source of power for continuous innovation. To stimulate the working intention of knowledge worker is one of the important tasks for an enterprise to elaborate their human capital. This paper investigates the Biotechnology industry in order to understand that how the presentation of human capital in this knowledge intensive industry affects the innovation performance through the knowledge worker management. By the empirical data and statistic analysis in this paper, the findings are as below: I.The aspects of human capital are: the executives¡¦ direction ability of vision supervisors, the entrepreneurship of employees, the investment and exploitation in human capital, and excellent hire. II.The aspects of knowledge worker management are: the leadership of knowledge, the working styles with challenge, the plan of employees¡¦ development, organic designs of work, reasonable evaluation of performance, and the promotion of knowledge exchange. III.The aspects of innovation performance are: innovation of product and innovation of manufacture. IV.The influences of human capital on innovation performance. 1.The executives¡¦ direction ability of vision supervisors and the investment and exploitation of human capital both have significant positive effects on the innovation of products. Among which the investment and exploitation of human capital effects more than the executives¡¦ direction ability of vision supervisors does. 2.The entrepreneurship of employees has a significant negative effect on the innovation of products; the excellent hire has no significant effect. 3.The executives¡¦ direction ability of vision supervisors and the investment and exploitation of human capital both have significant positive effects on the innovation of manufacture. Among which the investment and exploitation of human capital effects more than the executives¡¦ direction ability of vision supervisors does. 4.The entrepreneurship of employees and excellent hire has no significant effect on the innovation of manufacture. V.The moderating effects on innovation performance from the interaction of human capital and knowledge worker management. 1.The interactions of excellent hire and leadership of knowledge, the working styles with challenge, and reasonable evaluation of performance have significant positive effect on innovation of products. 2.The interaction of the executives¡¦ direction ability of vision supervisors and organic designs of work has significant negative effect on innovation of products. 3.The interaction of the investment and exploitation of human capital and organic designs of work has significant positive effect on innovation of products. 4.The interaction of excellent hire and the plane of employees¡¦ development has significant positive effect on innovation of manufacture. 5.The interaction of the investment and exploitation of human capital and reasonable evaluation of performance has significant negative effect on innovation of manufacture. 6.The interaction of the executives¡¦ direction ability of vision supervisors and the promotion of knowledge exchange has significant positive effect on innovation of manufacture. 7.The interaction of the entrepreneurship of employees and the promotion of knowledge exchange has significant negative effect on innovation of manufacture.

Abstract In recent years, many economists point out that physical capital stock and human capital stock cannot identify the difference of income effectively. Therefore, they attempt to add more interpreted variables, trying to illustrate economic growth that physical capital and human capital cannot explain. In general, economic growth theory has been applied to cross-country studies, and empirical researches of single country are limited. The main reason is that one cannot know how to measure the physical capital stock between states of a country efficiently. According to the method of Garofalo and Yamarik (2002), one can estimate the physical capital stocks of each state of the United States and justify the validity of Solow growth model. This paper specifically focuses on the so called new economy era (1990-2000). Our primary goal is to expand the existing models into more comprehensive one by including more explanatory variables. In 1999, The Nobelist -Grossman- released the concept of health capital ¡§One can choose the length of life¡¨. Each will be endowed initial value of health stock which depreciates through time and appreciates through the self-investment, exercising, for example. Health capital is also a kind of element of human capital; it will help human capital work normally. For this reason, we consider to measure U.S. output not only consider the effects of accumulation of physical capital and human capital, but also contains contributions of health capital. To analyze economic implications in three models from this study, there are several remarks can be drown¡G Firstly, physical capital and human capital provide significantly positive effect for economic growth rates of U.S. states from 1990 to 2000. The magnitude of estimated coefficient of physical capital has been decreasing, which denotes two phenomenons. In the one hand, physical capitals positively contribute the US economic growth. On the other hand, its influence to economic growth has marginally decreased over time. In contrast to physical capitals, human capital has shown constantly increasing influence to the US economic growth. Secondly, after adding the variable of health capital, the model can account the large scale of variation of the U.S. economic growth. The reason is that agents in the economy add their own length of life in the model and, then defer retirement and extend their productivities to economic growth. Thirdly, although term of is a random variable of cross states in the model; despite of technology stock, it comprises different endowment of resource, geographical location and institution etc. Therefore, it displays individual characteristics of every state. Hence, economic growth will reveal significant and positive beneficial result when we can think about more component of (for instant, adding political party variables) to improve and develop it. Lastly, we have low adjusted in this paper, and maybe because we focus on long-run output, and do not look upon puzzle of short-run business cycle. Romer (1987) denotes that short-run business cycle of economic variables dominates change of some variables for contributing long-run economic growth that will make estimation to convert nefficiently. Synthesizing the above mentioned consequences, one can find that U.S. impressed economic performance from 1990 to 2000. Not only contribute physical capital and human capital to the economy, health capital is another key element to maintain such sustained economic growth. Consequently, we suggest that if a nation pays more attention to health capital, which will result in economic growth and increase competitiveness for the nation. The results of this paper using the US as a sample may can serve as a reference to other countries using as a example to improve economic growth in the future.

With knowledge economy coming, knowledge workers increase unceasingly. The public's demand for new information and policies provided by the government in this era of information economics is increasing day by day. Without a doubt, constructing a knowledgeable government that uses efficient ways of managing information in order to increase the usefulness of different information under the system, and a government which promotes service quality to the general public in order to increase the nation's competitiveness in the world has become a key issue for the administration. However, since only ¡§human being¡¨ can transfer any resources into valuable services and products to become concrete achievement performances; ¡§human capital¡¨ devotes to the promotion of service quality in the public sectors is an important influence. Ulrich (1998) define Intellectual Capital as¡G¡§Intellectual Capital = Competence * Commitment¡¨ However, views of human towards justice will influence the satisfaction of work, work effort, faith towards the organization and trust of supervisors, etc. Therefore, constructing a knowledgeable government in addition to high official quality, organization justice acts an extremely important role of connection. According to the above, This paper focus on the relationship between human capital and service quality. In addition, it provides insight to how knowledge management strategy affects human capital. Furthermore, we also want to discuss the mediating effect of organizational justice on the relationship of human capital and service quality. The sample in this study consisted of 99 supervisors, 105 personnel staffs, 476 civil servants, and 430 customers by convince sampling. The results demonstrated as bellows: 1. In public sectors, knowledge management strategy was positive related to human capital. 2. In public sectors, service quality increased when human capital was high. 3. In public sectors, human capital has significant positive effect on the civil servants¡¦ impression on organization justice. 4. In public sectors, civil servants¡¦ impression on organization justice has significant positive effect on service quality. 5. Organization justice mediated the relationship between human capital and service quality.

Diverse employment nowadays, such as short-term hiring, human resource outsourcing, flexible worktime, and part-time appointment, shows the coming age of a diversified employing. This phenomenon derives a changing relationship between organizations and employees. Through this change, how to perceive and further motivate knowledge worker to achieve optimal labor output becomes an important issue. Different interpretation on psychological contract is a result of different personal perception, sense of value, and message interpretation. Therefore, this thesis sees the personal psychological contract as independent variable and investigates how personal psychological contract plays a role in personal knowledge intake. Furthermore, this thesis also sees self-efficacy as intervening variable and analyzes how self-efficacy involves in personal psychological contract and knowledge learning aspirations of employees.Based on the data from 993 employees from 80 firms analyzing, the researcher obtained the following findings: 1. The difference: a. Gender, educational degree, and job position revealed difference with regard to psychological contract. b. Gender, marriage, age, educational degree, and job position revealed difference with regard to firm-specific knowledge learning aspiration. e. Marriage, Age and job position revealed difference with regard to general knowledge learning aspiration. 2. The relationship: a. Relational and balanced psychological contracts are positively related to firm-specific knowledge learning aspiration. b. Transactional psychological contract has negative relation with firm-specific knowledge learning aspiration. c. Self-efficacy is positively related with general and specific knowledge learning aspiration.

The research based on the dynamic case study of the eight Taiwan¡¦s commercial banks. Although Taiwan was shared many characteristics with other emerging economics, the generalization of data might display certain idiosyncrasies. The research aimed in the banking industry instead of the high technology industry or even the manufacturing industry. It was believed that the findings would be beneficial to developing countries, such as Latin American countries or Asian Pacific countries. This study revealed the relationships among human capital, social capital, innovative capability and organization performance. This study also has suggested that the bigger the commercial banks¡¦ human capital, the stronger the innovative capability. It has been proven that social capital played a moderator between human capital and innovative capability when the innovative capability was big; vice versa the organization performance was expected to be good. The implication was: enterprises should cultivate high human capital rather than treating employees as their costs. For different levels of employees, the needed capabilities were surely different. Therefore, the leaders¡¦ characteristics, open-mindedness/vision and execution for core employees were more significant than the low level employees.