Analysis on the formation of human capital and the effectiveness of intergenerational transmission from the perspective of financial inclusion team

Abstract

Integrating the theory of human capital management with the design and operation of the mentoring system in the financial inclusion teams, the present research investigates the formation of human capital and the effectiveness of intergenerational human capital transmission. Specifically, this research explores the impact of mentoring on mentee career outcomes and human capital transmission, emphasizing the role of mentor ability and dyadic matching characteristics in enhancing human capital management. Building on the theory of human capital management and existing mentoring research, I propose and find that a mentor’s ability is crucial for positive career outcomes for mentees and long-term human capital transmission. Additionally, I investigate the effects of dyadic matching, particularly examining gender heterogeneity and academic major congruence between mentor and mentee. Findings indicate that gender heterogeneity within the mentor-mentee dyad positively impacts mentor career outcomes, while shared academic background does not significantly influence these outcomes. These findings contribute to both theoretical understanding and practical applications in mentoring and human capital management, suggesting a careful re-consideration of mentor ability and mentor-mentee matching.