... 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
... is an Associate Professor of Strategy and the Stephen and Christy King Faculty Fellow at the College of Business, University of Illinois at Urbana Champaign. He earned his Ph.D. from the Walter A. Haas School of Business at the... More
Associate Program Chair
... is the Georgia White Fellow and Assistant Professor of Leadership and Strategy at the Marriott School, Brigham Young University. Prior to joining BYU, Shad Morris was at The Ohio State University for five years... More
Reps at Large 2015
... is an Assistant Professor of Human Resource Management at Rutgers University. She received her BS in Applied Economics and Management and MS and PhD in Human Resource Studies from Cornell University. Rebecca Kehoe’s... More
... is an Assistant Professor of Strategy. His research explores how companies can realize competitive advantages through people. He systematically challenges assumptions in strategy theories that are inconsistent with... More
Reps at Large 2016
... is an Assistant Professor of Strategy at the Ross School of Business at the University of Michigan. Seth's research centers on labor market strategy with an additional focus on entrepreneurship. Ongoing questions ... More
Denisa Constanta Mindruta
... is an Assistant Professor of Strategy at HEC Paris. She earned her PhD in strategic management from the University of Illinois. Her research examines how organizations and individuals within organizations create... More
... received his Ph.D. in Business Economics jointly from Harvard Business School and the university’s economics department. Dan Elfenbein’s current research focuses on how firms and employees create and appropriate... 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?
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