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: 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 ( 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.

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.

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).


Belenzon, S., & Tsolmon, U. (2016). Market frictions and the competitive advantage of internal labor markets. Strategic Management Journal, 37(7), 1280–1303.

Campbell, B. A., Coff, R., & Kryscynski, D. (2012). Rethinking Sustained Competitive Advantage from Human Capital. Academy of Management Review, 37(3), 376–395.

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.

Chadwick, C. (2017). Toward A More Comprehensive Model of Firms’ Human Capital Rents. Academy of Management Review, 37(3), 376–395.

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.

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

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.

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.

Coff, R. W. (2010). The coevolution of rent appropriation and capability development. Strategic Management Journal, 31(7), 711–733.

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.

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.

Ethiraj, S. K., & Garg, P. (2011). The Division of Gains from Complementarities in Human-Capital-Intensive Activity. Organization Science, 23(3), 725–742.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Aguinis, H., & Bradley, K. J. (2015). The secret sauce for organizational success. Organizational Dynamics, 44(3), 161–168.

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.

Aguinis, H., & O’Boyle, E. (2014). Star Performers in Twenty-First Century Organizations. Personnel Psychology, 67(2), 313–350.

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.

Azoulay, P., Graff Zivin, J. S., & Wang, J. (2010). Superstar Extinction. The Quarterly Journal of Economics, 125(2), 549–589.

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.

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

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.

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.

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.

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.

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

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.

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

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.

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.

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.

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.

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

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.

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.

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.

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.

Zucker, L. G., Darby, M. R., & Torero, M. (2002). Labor Mobility from Academe to Commerce. Journal of Labor Economics, 20(3), 629–660.

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.

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.

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.

Castanias, R. P., & Helfat, C. E. (1991). Managerial Resources and Rents. Journal of Management, 17(1), 155–171.

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.

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.

Mackey, A. (2008). The effect of CEOs on firm performance. Strategic Management Journal, 29(12), 1357–1367.

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.

Bertrand, M. (2011). New Perspectives on Gender. In Handbook of Labor Economics (Vol. 4B, pp. 1543–1590). Retrieved from

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.

Castilla, E. J. (2008). Gender, Race, and Meritocracy in Organizational Careers. American Journal of Sociology, 113(6), 1479–1526.

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.

Castilla, E. J., & Benard, S. (2010). The Paradox of Meritocracy in Organizations. Administrative Science Quarterly, 55(4), 543–676.

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.

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.

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.

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.

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

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.

Kalev, A. (2009). Cracking the Glass Cages? Restructuring and Ascriptive Inequality at Work. American Journal of Sociology, 114(6), 1591–1643.

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.

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.

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.

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.

Bidwell, M., & Briscoe, F. (2010). The Dynamics of Interorganizational Careers. Organization Science, 21(5), 1034–1053.

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.

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.

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.

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.

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.

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

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

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.

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

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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.

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

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Aguinis, H., Gomez-Mejia, L., Martin, G. P., & Joo, H. (2018). CEO pay is indeed decoupled from CEO performance: Charting a path for the future. Management Research, 16(1), 117–136.

Aguinis, H., Martin, G. P., Gomez-Mejia, L. R., O’Boyle, E. H., & Joo, H. (2018). The two sides of CEO pay injustice. Management Research: Journal of the Iberoamerican Academy of Management, 3–30.

Baker, W. E., & Bulkley, N. (2014). Paying It Forward vs. Rewarding Reputation: Mechanisms of Generalized Reciprocity. Organization Science, 25(5), 1493–1510.

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Cappelli, P., & Keller, J. (2014). Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 305–331.

Castilla, E. J., & Benard, S. (2010). The Paradox of Meritocracy in Organizations. Administrative Science Quarterly, 55(4), 543–676.

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