We examined the extent to which organizations' reputations encompass different types of stakeholders' perceptions, may have differential effects on economic outcomes. Specifically, we propose that reputation consists two dimensions: (1) perceptions an organization as able produce quality goods and (2) prominence in minds stakeholders. empirically distinct antecedents consequences these dimensions context U.S. business schools. Results suggest prominence, derives from choices influential...

The authors distinguished 3 approaches to the study of perceived person-environment fit (P-E fit): (a) atomistic, which examines perceptions person and environment as separate entities; (b) molecular, concerns comparison between environment; (c) molar, focuses on similarity, match, or environment. Distinctions among these have fundamental implications for theory, measurement, subjective experience P-E fit, yet research has treated interchangeable. This investigated meaning relationships...

This article extends research on the relationship between employee mobility and firm performance by exploring how competitors potential cooperators are different. We draw social capital theory to argue that movement of employees both from clients may enhance performance, whereas only inward benefits firms. also hypothesize it is more harmful for firms lose capital-laden human assets than other destinations. tested our hypotheses with a novel dyadic data set patent attorney movements law...

Covid-19 has had a significant impact on the disruption of global economic sector, including for startup businesses. This encourages entrepreneurs to carry out continuous innovation process become more ambidextrous and continue innovate in an effort futureproof their business. The paper aims provide business resilience framework by exploring capability (innovation ambidexterity, dynamic capability, technology capability), behavior (agile leadership), knowledge (knowledge stock) study uses...

Recruiting new employees is one of the biggest challenges facing small businesses, and a key component organizational success. Unfortunately, existing human resource literature has almost entirely focused on medium large firms. In addition, past recruitment research neglected possible influence institutional forces This paper attempts to address these potential gaps in by utilizing theory develop strategic model business recruitment.

In this commentary, two studies of reputation that use different theoretical perspectives and modeling strategies to analyze the same data are compared. The purpose commentary is twofold: (a) articulate consequences for studying organizational empirically (b) highlight some core issues concerning attributes as an intangible asset. It hoped will provide guiding points future research seeking develop a better understanding

Abstract We used a longitudinal design to examine the predictors of early career research productivity for 152 management professors over first six years their career. Results revealed be function dissertation advisor productivity, pre‐appointment and output faculty member's academic origin placement. However, effects these varied time in terms strength. The findings are discussed guiding evaluation hiring new researchers knowledge‐based industries. Copyright © 2003 John Wiley & Sons, Ltd.

Drawing on the resource-based view (RBV), this paper examines how combination or bundling of resources influences firm-patenting performance. We hypothesize that output depends not only research and development (R&D) resources, but also patent law expertise combined with R&D inside firm. predict specialization in-house legal resource to enables firms identify patentable inventions more effectively convert them into patents. argue there may be a positive complementary relationship...

Whereas capability differences are known to impact governance decisions, what drives heterogeneity in firm capabilities? We propose that may arise from choices related the focal activity and study how firms accumulate capabilities firm-specific, industry-specific, occupational human capital necessary perform knowledge work. theorize prior outsourcing decisions influence development of firm- industry-specific buyer–supplier management skilled employees can produce systematic based on capital....

This study introduces the principles of social contagion and institutional theory to human resource management by examining top team (TMT) hiring patterns Fortune 500 firms. Results provide some initial but promising evidence that environmental factors should be incorporated into theory. Specifically, results indicate firms hired TMT members from sources with which they shared interfirm network ties were shaped mimetic isomorphism.

Abstract Despite rapid growth in using Web sites to recruit applicants, little theoretical or empirical research has examined how firm attributes influence the effectiveness of recruitment sites. We developed and tested a model that examines relationships among firm's reputation as an employer, site, applicant attraction data on business students' reactions 144 firms. Results indicated amount company job attribute information provided site's vividness, employer have three‐way interactive...

Purpose The purpose of this paper is to develop an interactionist framework for examining how the cultural dimension collectivism interacts with workplace attributes influence organizational commitment. Design/methodology/approach These issues are studied by using a longitudinal survey examine development affective commitment racially diverse set young professionals in USA. Findings Consistent predictions, results showed significant two‐way interaction between and rewards on employees’...

Drawing upon organizational justice and social network theories, we examined the role of structure content in development climates self-managing teams, a relatively understudied context literature. Data from 79 project teams were used to test hypotheses. Our results indicate that team instrumental density is positively related procedural climate strength this relationship strengthened by low functional background diversity. In addition, expressive self-monitoring interact reduce variability...

Managerial feedback discussions often fail to produce the desired performance improvements. Three studies shed light on why fails and how it can be made more effective. In Study 1, managers described recent experiences in their work settings. Studies 2 3, pairs of role-played a review meeting. all studies, recipients mixed negative doubted accuracy providers' qualifications give it. Disagreement regarding past was greater following discussion than before, due recipients' increased...

Previous research theorized and tested a relationship between religiosity job satisfaction with mixed results. In light of increased attention on work, the assertions results previous are examined. Drawing growing understanding deeper use theory, potential explanations for previously findings offered alternative hypotheses formulated tested. Religiosity was found to influence what employees want from environment their satisfaction, but only when organizational context controlled. By...

This paper presents techno-economic modelling results of a nationwide hydrogen fuel supply chain (HFSC) that includes renewable production, transportation, and dispensing systems for cell electric buses (FCEBs) in Ireland. Hydrogen is generated by electrolysers located at each existing Irish wind farm using curtailed or available electricity. Additional electricity supplied on-site photovoltaic (PV) arrays stored lithium-ion batteries. At farm, sizing the electrolyser, PV array battery...

Abstract Drawing on the recruitment, marketing, and explanation literatures, we examine how language used to describe diversity practices in employee recruitment advertisements influences organizational attractiveness perceptions of white, black, Asian prospective applicants. Results show that applicants' reactions advertised support for identity‐conscious were moderated by race, previous discrimination experiences, type a firm its use practices. The results this article provide new insights...

Abstract The ability of firms to attract qualified job applicants is a critical component the human resource management process. However, while large body research has examined relationship between firm recruitment practices and applicant pool attributes, very little investigated what factors are associated with organizational decision makers' utilization specific tactics. We draw on labor economics, sociological, agency theoretical perspectives make predictions regarding use...

Drawing from a total rewards perspective, we introduce three work outcomes (namely, extrinsic, social, and intrinsic) as determinants of person–organization (PO) person–job (PJ) fit perceptions new IT employees. Gender is proposed moderator o

Despite tremendous progress toward understanding trust within teams, research has predominately conceptualized team as a shared group construct, focusing almost exclusively on magnitude (i.e., mean level of trust) while ignoring dispersion within-team differences in trust). As result, we know little about this critical property trust, its determinants, and independent impact outcomes. We address limitation by examining “team consensus”—a configural construct capturing the extent to which...