This dissertation argues that in today’s changing and uncertain business environment, the success of an organization can be influenced by the organization’s ability to harness team-level feedback behaviors as drivers for organizational performance. This study illustrates this argument by conducting a stream of inquiry on higher-order cognitive capacities. Learning as cognition, critical thinking, sensemaking, and social identity were studied as output behaviors from the cognitive interplay of team-based activity. Then, rooted in a view of human capital theory, each higher-order cognitive output behavior was conceptually explored for successive benefit on individual human capital and a model for each benefit provided. From here, an aggregated conceptual model and definition of successive human capital was introduced that illustrates a potential mechanism for team-based effects on individual human capital as a proxy for organizational performance. Last, implications for theoretical development and human resource development practice are discussed.
Date of publication
Rochell McWhorter PhD, Judy Sun PhD, Leanne Coyne PhD
PhD in Human Resource Development
Carpenter, Rob, "Team-Based Effects on Individual Human Capital: A Proxy for Organizational Performance" (2020). Human Resource Development Theses and Dissertations. Paper 54.