Understanding the impact that employee job performance has on firm value creation and capture has been an enduring challenge. Micro management scholarship has focused on employee job performance behavior and rarely considered the extent to which value created by employees is actually appropriable by the employing firm. Simultaneously, macro management scholarship has focused on firm value creation and capture without explicit attention to the nature and types of individual job performance or collective performance processes within firms. Thus, we conceptually integrate strategic management theory on value creation and capture with psychological theory on employee job performance and collective performance, to propose a theory that explains how and when firms will capture value from employee job performance. Heterogeneity in value created and captured by employee job performance is affected by two broad factors: individual (e.g., the type of job performance) and market (e.g., labor market constraints). These insights lead to theoretical and practical advances for both micro and macro fields, suggesting that the relationship between employee job performance and firm value capture is more conditional and context-specific than previously recognized.

中文翻译：

---

从员工工作绩效中获取公司价值的理论：多学科视角

了解员工工作绩效对公司价值创造和获取的影响一直是一项持久挑战。微观管理学术关注的是员工的工作绩效行为，很少考虑员工创造的价值在多大程度上可以被用人单位实际占有。同时，宏观管理学术专注于公司价值的创造和获取，而没有明确关注公司内部个人工作绩效或集体绩效过程的性质和类型。因此，我们在概念上将关于价值创造和获取的战略管理理论与关于员工工作绩效和集体绩效的心理学理论相结合，提出了一个解释公司如何以及何时从员工工作绩效中获取价值的理论。员工工作绩效所创造和获取的价值的异质性受到两大因素的影响：个人（例如，工作绩效的类型）和市场（例如，劳动力市场的限制）。这些见解导致微观和宏观领域的理论和实践进步，表明员工工作绩效与公司价值获取之间的关系比以前认识到的更有条件和特定于上下文。