...is the Robert and Barbara Frick Professor of Business Strategy at the Olin Business School of Washington University where he serves as Area Chair in Strategy, and has previously served as Senior Associate Dean, and Chair of the tenured faculty... More
Associate Program Chair
... is an Associate Professor of Strategy and Human Resource Management at the University of Kansas. He received his Ph.D. from the Wharton School and has previously served on the faculty of the University of Illinois and ... More
Reps at Large 2013
...is the E. Thayer Bigelow Professor of Business Administration at the University of Virginia’s Darden Graduate School of Business. He teaches courses in Leadership, Strategic Management, and Developing Organizational Capability. His research... More
...is an assistant professor at Michigan State University. Her involvement with SMS began with legwork to create the Strategic Human Capital Interest Group. Janice Molloy's research involves macrofoundations of human resource management (HRM)... More
... is an Assistant Professor of Management at the Max M. Fisher College of Business at the Ohio State University. His research explores the boundary conditions of mechanisms that limit the mobility of human capital to established... More
Reps at Large 2014
... is an Assistant Professor of Management at the Orfalea College of Business at California Polytechnic State University (Cal Poly). She received her PhD in Business Policy and Strategy from Ohio State University. She also ... More
... is an Assistant Professor in the Management Department at Wharton. He got his PhD from the MIT Sloan School, and taught at INSEAD before joining Wharton. His research explores how firms manage their boundaries ... More
... is an Associate Professor at the Moore School of Business at the University of South Carolina, where he teaches courses in Negotiations, Compensation, and Strategic Human Resources. His research focuses on human capital ... More
Strategic Human Capital
The Strategic Human Capital Interest Group promotes research addressing the role of human capital in firm performance. Scholarship that is interdisciplinary and/or considers human capital at multiple levels of analysis is especially welcomed. Examples of the types of questions included in this conceptual space are the following:
- How can firms purposefully create valuable firm-level human capital heterogeneity?
- What are the mechanisms that link human capital to firm-level outcomes?
- How do firms best manage the value appropriation challenges presented by “star” employees?
- To what extent can firms gain 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?
- How do management practices that enhance the strategic value of human capital diffuse?
- What factors explain differences in human capital 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?
The Strategic Human Capital IG is excited to share the Fall 2012 issue of their newsletter. Learn more about what is new in this IG and how to get involved.
To view the current newsletter, click here.
For archived and current newsletters, please click here.