About

The Strategic Human Capital Interest Group promotes research that sheds light on the role of human capital resources in unit and firm performance. This includes research related to the direct antecedents and outcomes of mobility, development, emergence, and deployment associated with human capital resources. Scholarship that is interdisciplinary and/or considers multiple levels of analysis is especially welcomed.

Topic Areas of Research

Questions we seek to address:

  • How can firms purposefully create valuable firm-level human capital resource heterogeneity?
  • What are the mechanisms that link human capital to firm-level outcomes?
  • How, when, and why does the emergence process convert human capital into human capital resources?
  • To what extent, when, and how can firms gain a competitive advantage through people?
  • Why and how do competitive interactions within labor markets (e.g., talent poaching) differ from competitive interactions in other strategic factor markets? What are the implications of these differences?
  • How do management practices that enhance the strategic value of human capital resources diffuse?
  • What factors explain differences in human capital resource productivity within industries?
  • How does human capital emerge and interact with other forms of intellectual capital (e.g., social capital, organizational capital) to influence firm-level outcomes?
  • How do firms best manage the value creation opportunities and value appropriation challenges presented by “star” employees?

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Articles and Resources for this IG&C

Open Call for Applicants to Join the SMS Diversity, Equity, & Inclusion Committee

SMS in the News

How do Human Capital and Pro-Market Institutions Shape Ambitious Entrepreneurship in Good and Crisis Times?

General skills training programs benefit firm and worker by strengthening their relationship

After a Multinational Organization Fails, are its Employees Scarce Resources or Damaged Goods?

New study suggests corporate culture thwarts efforts to hire innovative candidates

Why Big Businesses Struggle to Hire Entrepreneurs

SMJ: Salary Transparency with Low Monitoring Costs Helps Close the Gender Pay Gap

SMJ Video Abstract | Health insurance benefits as a labor market friction

SMJ Video Abstract | The relationship between employee approval and CEO dismissal

Salary Transparency Policies, Partnered with Low-cost Monitoring Tools, Can Help Close the Gender Pay Gap

New Study Describes How Employee Opinion Impacts CEO Dismissal

Considering Pay-for-Performance Incentives? You May Put Innovation at Risk

Why New Hires Fail: The Structure of the Organizations that Hire Them

Strategic Responses to Crisis

A Strategy Contribution to the Immigration Debate

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Group Leadership Details

Matthew Bidwell

Strategic Human Capital Interest Group Chairperson
University of Pennsylvania

Martin Ganco

Strategic Human Capital Interest Group Program Chair
University of Wisconsin-Madison

Gina Dokko

Strategic Human Capital Interest Group Associate Program Chair
University of California, Davis

REPRESENTATIVES AT LARGE

Christiane Bode


Imperial College London

Thomaz Teodorovicz


Copenhagen Business School

Shinjae Won


University of Illinois at Urbana-Champaign

Jiayi Bao


Texas A&M University

Bruno Cirillo


SKEMA Business School

Hyo Kang


University of Southern California

APPOINTED OFFICERS

Federica De Stefano

Strategic Human Capital Interest Group Engagement Officer
HEC Paris

Lauren Aydinliyim

Strategic Human Capital Interest Group Information Resource Chair
Baruch College, the City University of New York