Intellectual capital has been measured by many, invented by some, accepted by a few, and evaluated formally and practically by none. Intellectual management is believed to depend on value creation in the contemporary era of business knowledge. Intellectual capital as defined as intangible assets including customer information, technology, reputation, brand and company culture. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay. Human factors, as they show, play a vital role in an organization. The concept of intellectual capital is increasingly recognized when efforts are focused on creating a knowledge-based model. The ever-changing and evolving business environment prevents companies from seeking different answers to the complications they face and using all available resources more effectively. According to Bollen (2005), for creating enterprise value and maintaining competitive advantage, IC is a key player. Contemporary accounting standards do not require recognition of IC in companies' financial statements and few companies disclose such elements of IC in annual reports. According to Brüggen, Vergauwen and Dao (2009), the presence of asymmetry increases among users and companies due to the absence of IC disclosures in financial statements. Standardization is complex in terms of “intangible” intangible assets. Businesses need to “know what they know” and how they can use their knowledge to gain a sustainable competitive advantage. Various studies have been carried out to find out which are the potential candidates to be listed as an element of intellectual capital disclosure and which ones have led to the performance of organizations. Youndt & Snell (2004) carried out a study entitled “Configurations of human resources, intellectual configurations”. capital and organizational performance”, which aimed to introduce intellectual capital as a factor in arbitration between HR configurations and organizational performance. According to the study, HR systems prove to be a fundamental element in building intellectual capital. In many publications, this study has been mentioned and cited for conducting studies in different national contexts. In another study by Crook, Todd, Combs, Woehr, and Ketchen (2011), which was studied to find a relationship between business performance and human capital, presented a meta-analysis of past literatures. The study surprisingly reveals that human capital is strongly linked to business performance. The authors also provided an interesting insight that strength is present when human capital is not available for free exchange and that researchers use performance measures that are not easily subject to misappropriation. Díaz-Fernández, González-Rodríguez, and Simonetti (2015) found a positive relationship between leadership diversity and firms that have complex financing dynamics. In the study, the intellect of leaders was given primacy and examined more closely. Chan et al. (2009) stated that in Hong Kong, listed companies and investors prefer tangible assets, which is a factor to consider for future research. The author also presented that the study found that business markets are based more on physical assets than intangible assets. Nurunnabi, Hossain and Hossain (2011).