SMS

Research Resources

SHC IG Reading List Project

Purpose: One of the goals of this effort is to begin to map out the diverse landscape of strategic human capital research. We hope this initiative will help the field to organize and disseminate knowledge, increase awareness and appreciation for the diverse set of literatures within our interest group, and assist in our scholarly work. Additionally, we would like to build the reading list as a resource to doctoral students, faculty teaching doctoral seminars, and researchers with their literature review.


Disclaimer: The current list is comprised of reading lists and syllabi received so far and both the list and categories are still a work in progress. Thank you everyone who already sent us their lists! We welcome continued contributions and suggestions for organizing the list.

How to contribute: 

To contribute to this project, please submit your reading list in MS Word format as attachment to the following email: New_Con.4x37h9tj7msed1pm@u.box.com and indicate which category each paper belongs to and suggest appropriate hashtags:

  • Hashtags/keywords:
    • #empirical
    • #conceptual
    • #review
    • #professionalfirms
    • #innovation
    • #knowledgetransfer
    • #fshc
    • #exec
    • #careers

If you’d like to contribute your doctoral seminar syllabi, please send it as attachment to (New_Con.4x37h9tj7msed1pm@u.box.com) and indicate whether you are willing to share it on IG’s website.

Barney, J. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99–120. https://doi.org/10.1177/014920639101700108

Becker, G. S. (1994). Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education. University of Chicago Press.

Doeringer, P. B., & Piore, M. J. (1985). Internal Labor Markets and Manpower Analysis. M.E. Sharpe.

Jovanovic, B. (1979). Job Matching and the Theory of Turnover. Journal of Political Economy, 87(5), 972–990.

Lazear, E. P. (1991). Labor Economics and the Psychology of Organizations. The Journal of Economic Perspectives, 5(2), 89–110.

Williamson, O. E., Wachter, M. L., & Harris, J. E. (1975). Understanding the Employment Relation: The Analysis of Idiosyncratic Exchange. The Bell Journal of Economics, 6(1), 250–278. https://doi.org/10.2307/3003224

Winter, S. G. (1995). Four Rs of Profitability: Rents, Resources, Routines, and Replication. In C. A. Montgomery (Ed.), Resource-Based and Evolutionary Theories of the Firm: Towards a Synthesis (pp. 147–178). https://doi.org/10.1007/978-1-4615-2201-0_7

 

Belenzon, S., & Tsolmon, U. (2016). Market frictions and the competitive advantage of internal labor markets. Strategic Management Journal, 37(7), 1280–1303. https://doi.org/10.1002/smj.2395

Campbell, B. A., Coff, R., & Kryscynski, D. (2012). Rethinking Sustained Competitive Advantage from Human Capital. Academy of Management Review, 37(3), 376–395. https://doi.org/10.5465/amr.2010.0276

Carnahan, S., & Somaya, D. (2013). Alumni Effects and Relational Advantage: The Impact on Outsourcing When a Buyer Hires Employees from a Supplier’s Competitors. Academy of Management Journal, 56(6), 1578–1600. https://doi.org/10.5465/amj.2011.0089

Chadwick, C. (2017). Toward A More Comprehensive Model of Firms’ Human Capital Rents. Academy of Management Review, 37(3), 376–395. https://doi.org/10.5465/amr.2013.0385

Chadwick, C., & Dabu, A. (2008). Human Resources, Human Resource Management, and the Competitive Advantage of Firms: Toward a More Comprehensive Model of Causal Linkages. Organization Science, 20(1), 253–272. https://doi.org/10.1287/orsc.1080.0375

Coff, R., & Kryscynski, D. (2011). Drilling for Micro-Foundations of Human Capital–Based Competitive Advantages. Journal of Management, 37(5), 1429–1443. https://doi.org/10.1177/0149206310397772

Coff, R. W. (1997). Human Assets and Management Dilemmas: Coping with Hazards on the Road to Resource-Based Theory. The Academy of Management Review, 22(2), 374–402. https://doi.org/10.2307/259327

Coff, R. W. (1999). When Competitive Advantage Doesn’t Lead to Performance: The Resource-Based View and Stakeholder Bargaining Power. Organization Science, 10(2), 119–133. Retrieved from JSTOR.

Coff, R. W. (2002). Human Capital, Shared Expertise, and the Likelihood of Impasse in Corporate Acquisitions. Journal of Management, 28(1), 107–128. https://doi.org/10.1016/S0149-2063(01)00127-1

Coff, R. W. (2010). The coevolution of rent appropriation and capability development. Strategic Management Journal, 31(7), 711–733. https://doi.org/10.1002/smj.844

Collins, C. J., & Clark, K. D. (2003). Strategic Human Resource Practices, Top Management Team Social Networks, and Firm Performance: The Role of Human Resource Practices in Creating Organizational Competitive Advantage. Academy of Management Journal, 46(6), 740–751. https://doi.org/10.5465/30040665

Delery, J. E., & Doty, D. H. (1996). Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. The Academy of Management Journal, 39(4), 802–835. https://doi.org/10.2307/256713

Ethiraj, S. K., & Garg, P. (2011). The Division of Gains from Complementarities in Human-Capital-Intensive Activity. Organization Science, 23(3), 725–742. https://doi.org/10.1287/orsc.1110.0659

Hall, R. (1993). A Framework Linking Intangible Resources and Capabiliites to Sustainable Competitive Advantage. Strategic Management Journal, 14(8), 607–618. Retrieved from JSTOR.

Hatch, N. W., & Dyer, J. H. (2004). Human capital and learning as a source of sustainable competitive advantage. Strategic Management Journal, 25(12), 1155–1178. https://doi.org/10.1002/smj.421

Hitt, M. A., Bierman, L., Shimizu, K., & Kochhar, R. (2001). Direct and Moderating Effects of Human Capital on Strategy and Performance in Professional Service Firms: A Resource-Based Perspective. The Academy of Management Journal, 44(1), 13–28. https://doi.org/10.2307/3069334

Huselid, M. A., & Becker, B. E. (2011). Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management. Journal of Management, 37(2), 421–428. https://doi.org/10.1177/0149206310373400

Kang, S.-C., Morris, S. S., & Snell, S. A. (2007). Relational Archetypes, Organizational Learning, and Value Creation: Extending the Human Resource Architecture. The Academy of Management Review, 32(1), 236–256. https://doi.org/10.2307/20159290

Mahoney, J. T., & Kor, Y. Y. (2015). Advancing the Human Capital Perspective on Value Creation by Joining Capabilities and Governance Approaches. Academy of Management Perspectives, 29(3), 296–308. https://doi.org/10.5465/amp.2014.0151

Ployhart, R. E. & Moliterno, T. P. (2011). Emergence of the Human Capital Resource: A Multilevel model. The Academy of Management Review, 36(1), 127–150.

Ployhart, R. E., Nyberg, A. J., Reilly, G., & Maltarich, M. A. (2014). Human Capital Is Dead; Long Live Human Capital Resources! Journal of Management, 40(2), 371–398. https://doi.org/10.1177/0149206313512152

Ployhart, R. E., Van Iddekinge, C. H., & MacKenzie, W. I. (2011). Acquiring and Developing Human Capital in Service Contexts: The Interconnectedness of Human Capital Resources. Academy of Management Journal, 54(2), 353–368. https://doi.org/10.5465/amj.2011.60263097

Sirmon, D. G., Hitt, M. A., & Ireland, R. D. (2007). Managing Firm Resources in Dynamic Environments to Create Value: Looking inside the Black Box. The Academy of Management Review, 32(1), 273–292. https://doi.org/10.2307/20159292

Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 21(2), 93–104. https://doi.org/10.1111/j.1748-8583.2010.00165.x

Aguinis, H., & Bradley, K. J. (2015). The secret sauce for organizational success. Organizational Dynamics, 44(3), 161–168. https://doi.org/10.1016/j.orgdyn.2015.05.001

Aguinis, H., Ji, Y. H., & Joo, H. (2018). Gender productivity gap among star performers in STEM and other scientific fields. The Journal of Applied Psychology, 103(12), 1283–1306. https://doi.org/10.1037/apl0000331

Aguinis, H., & O’Boyle, E. (2014). Star Performers in Twenty-First Century Organizations. Personnel Psychology, 67(2), 313–350. https://doi.org/10.1111/peps.12054

Aguinis, H., O’Boyle, E., Gonzalez‐Mulé, E., & Joo, H. (2016). Cumulative Advantage: Conductors and Insulators of Heavy-Tailed Productivity Distributions and Productivity Stars. Personnel Psychology, 69(1), 3–66. https://doi.org/10.1111/peps.12095

Azoulay, P., Graff Zivin, J. S., & Wang, J. (2010). Superstar Extinction. The Quarterly Journal of Economics, 125(2), 549–589. https://doi.org/10.1162/qjec.2010.125.2.549

Call, M. L., Nyberg, A. J., & Thatcher, S. M. B. (2015). Stargazing: An integrative conceptual review, theoretical reconciliation, and extension for star employee research. The Journal of Applied Psychology, 100(3), 623–640. https://doi.org/10.1037/a0039100

Grigoriou, K., & Rothaermel, F. T. (2014). Structural Microfoundations of Innovation: The Role of Relational Stars. Journal of Management, 40(2), 586–615. https://doi.org/10.1177/0149206313513612

Groysberg, B., & Lee, L.-E. (2008). The effect of colleague quality on top performance: The case of security analysts. Journal of Organizational Behavior, 29(8), 1123–1144. https://doi.org/10.1002/job.558

Groysberg, B., & Lee, L.-E. (2009). Hiring Stars and Their Colleagues: Exploration and Exploitation in Professional Service Firms. Organization Science, 20(4), 740–758. Retrieved from JSTOR.

Groysberg, B., & Lee, L.-E. (2010). Star power: Colleague quality and turnover. Industrial and Corporate Change, 19(3), 741–765. https://doi.org/10.1093/icc/dtp049

Groysberg, B., Lee, L.-E., & Nanda, A. (2008). Can They Take It With Them? The Portability of Star Knowledge Workers’ Performance. Management Science, 54(7), 1213–1230. https://doi.org/10.1287/mnsc.1070.0809

Groysberg, B., Polzer, J. T., & Elfenbein, H. A. (2010). Too Many Cooks Spoil the Broth: How High-Status Individuals Decrease Group Effectiveness. Organization Science, 22(3), 722–737. https://doi.org/10.1287/orsc.1100.0547

Henderson, R. M., Lacetera, N., & Cockburn, I. (2004). Do Firms Change Capabilities by Hiring New People? A Study of the Adoption of Science-based Drug Discovery. Retrieved from https://www.hbs.edu/faculty/Pages/item.aspx?num=36675

Hess, A. M., & Rothaermel, F. T. (2011). When are assets complementary? Star scientists, strategic alliances, and innovation in the pharmaceutical industry. Strategic Management Journal, 32(8), 895–909. https://doi.org/10.1002/smj.916

Huselid, M. A., Beatty, R. W., & Becker, B. E. (2005, December 1). “A Players” or “A Positions”?: The Strategic Logic of Workforce Management. Harvard Business Review, (December 2005). Retrieved from https://hbr.org/2005/12/a-players-or-a-positions-the-strategic-logic-of-workforce-management

Jacobs, D. (1981). Toward a Theory of Mobility and Behavior in Organizations: An Inquiry Into the Consequences of Some Relationships Between Individual Performance and Organizational Success. American Journal of Sociology, 87(3), 684–707.

Kehoe, R. R., Lepak, D. P., & Bentley, F. S. (2018). Let’s Call a Star a Star: Task Performance, External Status, and Exceptional Contributors in Organizations. Journal of Management, 44(5), 1848–1872. https://doi.org/10.1177/0149206316628644

Kehoe, R. R., & Tzabbar, D. (2015). Lighting the way or stealing the shine? An examination of the duality in star scientists’ effects on firm innovative performance. Strategic Management Journal, 36(5), 709–727. https://doi.org/10.1002/smj.2240

O’Boyle, E., & Aguinis, H. (2012). The Best and the Rest: Revisiting the Norm of Normality of Individual Performance. Personnel Psychology, 65(1), 79–119. https://doi.org/10.1111/j.1744-6570.2011.01239.x

Oldroyd, J. B., & Morris, S. S. (2012). Catching Falling Stars: A Human Resource Response to Social Capital’s Detrimental Effect of Information Overload on Star Employees. Academy of Management Review, 37(3), 396–418. https://doi.org/10.5465/amr.2010.0403

Prato, M., & Ferraro, F. (2018). Starstruck: How Hiring High-Status Employees Affects Incumbents’ Performance. Organization Science, 29(5), 755–774. https://doi.org/10.1287/orsc.2018.1204

Rothaermel, F. T., & Hess, A. M. (2007). Building Dynamic Capabilities: Innovation Driven by Individual-, Firm-, and Network-Level Effects. Organization Science, 18(6), 898–921. https://doi.org/10.1287/orsc.1070.0291

Tzabbar, D., & Kehoe, R. R. (2014). Can Opportunity Emerge From Disarray? An Examination of Exploration and Exploitation Following Star Scientist Turnover. Journal of Management, 40(2), 449–482. https://doi.org/10.1177/0149206313513613

Zucker, L. G., & Darby, M. R. (1997). Present at the biotechnological revolution: Transformation of technological identity for a large incumbent pharmaceutical firm. Research Policy, 26(4), 429–446. https://doi.org/10.1016/S0048-7333(97)00017-6

Zucker, L. G., Darby, M. R., & Armstrong, J. S. (2002). Commercializing Knowledge: University Science, Knowledge Capture, and Firm Performance in Biotechnology. Management Science, 48(1), 138–153. https://doi.org/10.1287/mnsc.48.1.138.14274

Zucker, L. G., Darby, M. R., & Torero, M. (2002). Labor Mobility from Academe to Commerce. Journal of Labor Economics, 20(3), 629–660. https://doi.org/10.1086/339613

Bergh, D. D., Aguinis, H., Heavey, C., Ketchen, D. J., Boyd, B. K., Su, P., … Joo, H. (2016). Using meta-analytic structural equation modeling to advance strategic management research: Guidelines and an empirical illustration via the strategic leadership-performance relationship. Strategic Management Journal, 37(3), 477–497. https://doi.org/10.1002/smj.2338

Bermiss, Y. S., & Murmann, J. P. (2015). Who matters more? The impact of functional background and top executive mobility on firm survival. Strategic Management Journal, 36(11), 1697–1716. https://doi.org/10.1002/smj.2320

Buchholtz, A. K., Ribbens, B. A., & Houle, I. T. (2003). The Role of Human Capital in Postacquisition Ceo Departure. The Academy of Management Journal, 46(4), 506–514. https://doi.org/10.2307/30040642

Castanias, R. P., & Helfat, C. E. (1991). Managerial Resources and Rents. Journal of Management, 17(1), 155–171. https://doi.org/10.1177/014920639101700110

Combs, J. G., & Skill, M. S. (2003). Managerialist and Human Capital Explanations for Key Executive Pay Premiums: A Contingency Perspective. The Academy of Management Journal, 46(1), 63–73. https://doi.org/10.2307/30040676

Harris, D., & Helfat, C. (1997). Specificity of CEO Human Capital and Compensation. Strategic Management Journal, 18(11), 895–920. Retrieved from JSTOR.

Kor, Y. Y., & Sundaramurthy, C. (2009). Experience-Based Human Capital and Social Capital of Outside Directors. Journal of Management, 35(4), 981–1006. https://doi.org/10.1177/0149206308321551

Mackey, A. (2008). The effect of CEOs on firm performance. Strategic Management Journal, 29(12), 1357–1367. https://doi.org/10.1002/smj.708

Mackey, A., Molloy, J. C., & Morris, S. S. (2014). Scarce human capital in managerial labor markets. Journal of Management, 40(2), 399–421.

Altonji JG, Pierret CR (2001) Employer learning and statistical discrimination. Quarterly Journal of Economics, 116(1), 313-350.

Barbulescu, R., & Bidwell, M. (2012). Do Women Choose Different Jobs from Men? Mechanisms of Application Segregation in the Market for Managerial Workers. Organization Science, 24(3), 737–756. https://doi.org/10.1287/orsc.1120.0757

Bertrand, M. (2011). New Perspectives on Gender. In Handbook of Labor Economics (Vol. 4B, pp. 1543–1590). Retrieved from https://ideas.repec.org/h/eee/labchp/5-17.html

Brands, R. A., & Fernandez-Mateo, I. (2017). Leaning Out: How Negative Recruitment Experiences Shape Women’s Decisions to Compete for Executive Roles. Administrative Science Quarterly, 62(3), 405–442. https://doi.org/10.1177/0001839216682728

Castilla, E. J. (2008). Gender, Race, and Meritocracy in Organizational Careers. American Journal of Sociology, 113(6), 1479–1526. https://doi.org/10.1086/588738

Castilla, E. J. (2012). Gender, Race, and the New (Merit-Based) Employment Relationship. Industrial Relations: A Journal of Economy and Society, 51(s1), 528–562. https://doi.org/10.1111/j.1468-232X.2012.00689.x

Castilla, E. J., & Benard, S. (2010). The Paradox of Meritocracy in Organizations. Administrative Science Quarterly, 55(4), 543–676. https://doi.org/10.2189/asqu.2010.55.4.543

Dezsö, C. L., & Ross, D. G. (2012). Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 33(9), 1072–1089. https://doi.org/10.1002/smj.1955

Dobbin, F., Schrage, D., & Kalev, A. (2015). Rage against the Iron Cage: The Varied Effects of Bureaucratic Personnel Reforms on Diversity. American Sociological Review, 80(5), 1014–1044. https://doi.org/10.1177/0003122415596416

Fernandez, R. M., & Sosa, M. L. (2005). Gendering the Job: Networks and Recruitment at a Call Center. American Journal of Sociology, 111(3), 859–904. https://doi.org/10.1086/497257

Fernandez-Mateo, I., & Fernandez, R. M. (2016). Bending the Pipeline? Executive Search and Gender Inequality in Hiring for Top Management Jobs. Management Science, 62(12), 3636–3655. https://doi.org/10.1287/mnsc.2015.2315

Fernandez-Mateo, I., & Kaplan, S. (2018). Gender and Organization Science: Introduction to a Virtual Special Issue. Organization Science, 29(6), 1229–1236. https://doi.org/10.1287/orsc.2018.1249

Flory, J. A., Leibbrandt, A., & List, J. A. (2015). Do Competitive Workplaces Deter Female Workers? A Large-Scale Natural Field Experiment on Job Entry Decisions. The Review of Economic Studies, 82(1), 122–155. https://doi.org/10.1093/restud/rdu030

Kalev, A. (2009). Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work. American Journal of Sociology, 114(6), 1591–1643. https://doi.org/10.1086/597175

Kalev, A., Dobbin, F., & Kelly, E. (2006). Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies. American Sociological Review, 71(4), 589–617. https://doi.org/10.1177/000312240607100404

Reskin, B. F., & Bielby, D. D. (2005). A Sociological Perspective on Gender and Career Outcomes. The Journal of Economic Perspectives, 19(1), 71–86.

Seidel, M.-D. L., Polzer, J. T., & Stewart, K. J. (2000). Friends in High Places: The Effects of Social Networks on Discrimination in Salary Negotiations. Administrative Science Quarterly, 45(1), 1–24. https://doi.org/10.2307/2666977

Sterling, A. D., & Fernandez, R. M. (2018). Once in the Door: Gender, Tryouts, and the Initial Salaries of Managers. Management Science, 64(11), 5444–5460. https://doi.org/10.1287/mnsc.2017.2880

Aime, F., Johnson, S., Ridge, J. W., & Hill, A. D. (2010). The Routine May Be Stable but the Advantage Is Not: Competitive Implications of Key Employee Mobility. Strategic Management Journal, 31(1), 75–87. Retrieved from JSTOR.

Barbulescu, R. (2015). The Strength of Many Kinds of Ties: Unpacking the Role of Social Contacts Across Stages of the Job Search Process. Organization Science, 26(4), 1040–1058. https://doi.org/10.1287/orsc.2015.0978

Bidwell, M., & Briscoe, F. (2010). The Dynamics of Interorganizational Careers. Organization Science, 21(5), 1034–1053. https://doi.org/10.1287/orsc.1090.0492

Bidwell, M., & Keller, J. (2013). Within or Without? How Firms Combine Internal and External Labor Markets to Fill Jobs. Academy of Management Journal, 57(4), 1035–1055. https://doi.org/10.5465/amj.2012.0119

Bidwell, M., & Mollick, E. (2015). Shifts and Ladders: Comparing the Role of Internal and External Mobility in Managerial Careers. Organization Science, 26(6), 1629–1645. https://doi.org/10.1287/orsc.2015.1003

Bidwell, M., Won, S., Barbulescu, R., & Mollick, E. (2015). I used to work at Goldman Sachs! How firms benefit from organizational status in the market for human capital. Strategic Management Journal, 36(8), 1164–1173. https://doi.org/10.1002/smj.2272

Briscoe, F., & Rogan, M. (2016). Coordinating Complex Work: Knowledge Networks, Partner Departures, and Client Relationship Performance in a Law Firm. Management Science, 62(8), 2392–2411.

Broschak, J. P. (2004). Managers’ Mobility and Market Interface: The Effect of Managers’ Career Mobility on the Dissolution of Market Ties. Administrative Science Quarterly, 49(4), 608–640. Retrieved from JSTOR.

Brymer, R. A., Molloy, J. C., & Gilbert, B. A. (2014). Human Capital Pipelines: Competitive Implications of Repeated Interorganizational Hiring. Journal of Management, 40(2), 483–508. https://doi.org/10.1177/0149206313516797

Campbell, B. A., Ganco, M., Franco, A. M., & Agarwal, R. (2012). Who leaves, where to, and why worry? Employee mobility, entrepreneurship and effects on source firm performance. Strategic Management Journal, 33(1), 65–87. https://doi.org/10.1002/smj.943

Dokko, G., Wilk, S. L., & Rothbard, N. P. (2008). Unpacking Prior Experience: How Career History Affects Job Performance. Organization Science, 20(1), 51–68. https://doi.org/10.1287/orsc.1080.0357

Ferguson, J.-P., & Hasan, S. (2013). Specialization and Career Dynamics: Evidence from the Indian Administrative Service. Administrative Science Quarterly, 58(2), 233–256. https://doi.org/10.1177/0001839213486759

Fernandez, R. M., Castilla, E. J., & Moore, P. (2000). Social Capital at Work: Networks and Employment at a Phone Center. American Journal of Sociology, 105(5), 1288–1356.

Fernandez-Mateo, I., & Coh, M. (2015). Coming with Baggage: Past Rejections and the Evolution of Market Relationships. Organization Science, 26(5), 1381–1399. https://doi.org/10.1287/orsc.2015.0995

Galunic, D. C., & Anderson, E. (2000). From Security to Mobility: Generalized Investments in Human Capital and Agent Commitment. Organization Science, 11(1), 1–20. https://doi.org/10.1287/orsc.11.1.1.12565

Gibbons, R., & Waldman, M. (1999). Careers in organizations: Theory and evidence (pp. 2373–2437) [Handbook of Labor Economics]. Retrieved from Elsevier website: https://econpapers.repec.org/bookchap/eeelabchp/3-36.htm

Godart, F. C., Shipilov, A. V., & Claes, K. (2013). Making the Most of the Revolving Door: The Impact of Outward Personnel Mobility Networks on Organizational Creativity. Organization Science, 25(2), 377–400. https://doi.org/10.1287/orsc.2013.0839

Haveman, H. A., & Cohen, L. E. (1994). The Ecological Dynamics of Careers: The Impact of Organizational Founding, Dissolution, and Merger on Job Mobility. American Journal of Sociology, 100(1), 104–152.

Huckman, R. S., & Pisano, G. P. (2006). The Firm Specificity of Individual Performance: Evidence from Cardiac Surgery. Management Science, 52(4), 473–488. https://doi.org/10.1287/mnsc.1050.0464

Khurana, R. (2002). Market Triads: A Theoretical and Empirical Analysis of Market Intermediation. Journal for the Theory of Social Behaviour, 32(2), 239–262. https://doi.org/10.1111/1468-5914.00185

Kleinbaum, A. M. (2012). Organizational Misfits and the Origins of Brokerage in Intrafirm Networks. Administrative Science Quarterly, 57(3), 407–452. https://doi.org/10.1177/0001839212461141

Podolny, J. M., & Baron, J. N. (1997). Resources and Relationships: Social Networks and Mobility in the Workplace. American Sociological Review, 62(5), 673–693. https://doi.org/10.2307/2657354

Rosenfeld, R. A. (1992). Job Mobility and Career Processes. Annual Review of Sociology, 18, 39–61. Retrieved from JSTOR.

Rosenkopf, L., & Almeida, P. (2003). Overcoming Local Search Through Alliances and Mobility. Management Science, 49(6), 751–766. https://doi.org/10.1287/mnsc.49.6.751.16026

Somaya, D., Williamson, I. O., & Lorinkova, N. (2008). Gone but Not Lost: The Different Performance Impacts of Employee Mobility between Cooperators versus Competitors. The Academy of Management Journal, 51(5), 936–953. https://doi.org/10.2307/20159549

Sterling, A. D. (2014). Friendships and search behavior in labor markets. Management Science, 60(9), 2341–2354. https://doi.org/10.1287/mnsc.2013.1857

Stewman, S., & Konda, S. L. (1983). Careers and Organizational Labor Markets: Demographic Models of Organizational Behavior. American Journal of Sociology, 88(4), 637–685.

 

Almeida, P., & Kogut, B. (1999). Localization of Knowledge and the Mobility of Engineers in Regional Networks. Management Science, 45(7), 905–917. https://doi.org/10.1287/mnsc.45.7.905

Coff, R. W. (1999). How Buyers Cope with Uncertainty when Acquiring Firms in Knowledge-Intensive Industries: Caveat Emptor. Organization Science, 10(2), 144–161. https://doi.org/10.1287/orsc.10.2.144

Cohen, W. M., & Levinthal, D. A. (1990). Absorptive Capacity: A New Perspective on Learning and Innovation. Administrative Science Quarterly, 35(1), 128–152. https://doi.org/10.2307/2393553

Corredoira, R. A., & Rosenkopf, L. (2010). Should auld acquaintance be forgot? The reverse transfer of knowledge through mobility ties. Strategic Management Journal, 31(2), 159–181. https://doi.org/10.1002/smj.803

Gambeta, E., Koka, B. R., & Hoskisson, R. E. (2019). Being too good for your own good: A stakeholder perspective on the differential effect of firm-employee relationships on innovation search. Strategic Management Journal, 40(1), 108–126. https://doi.org/10.1002/smj.2967

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