The management literature has been investigating teams’ human capital resources as a predictor of their task performance. However, our knowledge regarding the precise structure of the human capital-performance relationship, as well as the resource orchestrator role managers play in this relationship, remains limited. In this study, we relax the assumption that human capital resources are used effectively, and conceptually extend the human capital resources construct by distinguishing between gross and active human capital resources. Doing so both helps to better understand the human capital-performance link and clarify the exact role that managers play in this link. Using 98 teams’ data over 2 years (5492 sets of player-level data aggregated to 196 sets of team-level data) from European Big Five football (soccer) leagues, we test our predictions. Our study has implications for the human capital literature as well as for the resource-based view literature on organisational slack.

管理文献一直在调查团队的人力资本资源，以预测其任务绩效。但是，我们对人力资本绩效关系的精确结构以及经理在这种关系中扮演的资源协调者的知识仍然有限。在本研究中，我们放宽了人力资本资源得到有效利用的假设，并通过区分总人力资本资源和活跃人力资本资源在概念上扩展了人力资本资源结构。这样做既有助于更好地了解人力资本与绩效之间的联系，也有助于弄清管理者在该链接中所扮演的确切角色。我们使用来自欧洲五大（足球）联赛的2年中98支球队的数据（5492套球员水平的数据，总计196套球队水平的数据），对我们的预测进行了检验。