Human capital is becoming more critical as the global economy becomes more information intensive and service intensive. Although information systems (IS) researchers have studied some dimensions of human capital, the role of industry-specific human capital has remained understudied. The information technology enabled business process outsourcing (BPO) industry provides an ideal setting to study returns to human capital, because jobs in this industry are standardized and many professionals in this new industry have come from other industries. We build on IS and economics literature to theorize returns to human capital in the BPO industry, and we test the theory using data for over 2,500 BPO professionals engaged in call center work and other nonvoice services (e.g., accounting, finance, human resources, etc.) in India during the 2006–2008 time period. We find higher returns to industry-specific human capital than to firm-specific and general human capital. We also find that junior-level professionals, whose jobs are relatively more standardized, have higher returns to industry-specific human capital than senior-level professionals. We discuss implications for further research and practice in the global economy where inter-industry transfers and migration of skills are becoming increasingly common.
This paper identifies and analyzes firm-level characteristics that facilitate onshore and offshore business process outsourcing (BPO). We use organizational learning and capabilities to develop a conceptual model. We test the conceptual model with archival data on a broad cross section of U. S. firms. Our empirical findings indicate that firms with experience in onshore information technology (IT) outsourcing and capabilities related to IT coordination applications and process codification are more likely to engage in BPO, and firms with experience in internationalization are more likely to engage in offshore BPO. We also find that IT coordination applications have a greater impact on onshore BPO than on offshore BPO, and the effect of process codification is partly mediated through IT outsourcing.
Which service occupations are the most susceptible to global disaggregation? What are the factors and mechanisms that make service occupations amenable to global disaggregation? This research addresses these questions by building on previous work by Apte and Mason (1995) and Rai et al. (2006) that focuses on the unbundling of information and physical flows. We propose a theory of service disaggregation and argue that high information intensity makes an occupation more amenable to disaggregation because the activities in such occupations can be codified, standardized, and modularized. We empirically validate our theoretical model using data on more than 300 service occupations. We find that at the mean skill level, the information intensity of an occupation is positively associated with the disaggregation potential of that occupation, and the effect of information intensity on disaggregation potential is mediated by the modularizability of an occupation. We also find that skills moderate the effect of information intensity on service disaggregation. Furthermore, we study the patterns in U.S. employment and salary growth from 2000 to 2004. Contrary to popular perception, we do not find any adverse effect in terms of employment growth or salary growth for high information-intensity occupations at the mean skill level. Our findings show that high-skill occupations have experienced higher employment and salary growth than low-skill occupations at the mean level of information intensity Notably, high information-intensity occupations that require higher skill levels have experienced higher employment growth, though this employment growth is accompanied by a decline in salary growth. Occupations with a higher need for physical presence have also experienced higher employment growth and lower salary growth. Overall, these results imply that firms and managers need to consider the modularizability of occupations as they reallocate global resources to pursue cost and innovation opportunities. For individual workers, our results highlight the importance of continuous investments in human capital and skill acquisition because high information-intensity and high-skill occupations appear to be relatively less vulnerable to global disaggregation.
What is the role of information technology (IT) in enabling the outsourcing of manufacturing plant production processes? Do plant strategies influence production outsourcing? Does production process outsourcing influence plant performance? This research addresses these questions by investigating the role of IT and plant strategies as antecedents of production outsourcing, and evaluating the impact of production outsourcing and IT investments on plant cost and quality. We develop a theoretical framework for the antecedents and performance outcomes of production outsourcing at the plant level. We validate this theoretical framework using cross-sectional survey data from U.S. manufacturing plants. Our analysis suggests that plants with greater IT investments are more likely to outsource their production processes, and that IT investments and production outsourcing are associated with lower plant cost of goods sold and higher product quality improvement. Our research provides an integrated model for studying the effects of IT and production outsourcing on plant performance.