Strategic Management Journal最新文献_第8页

To commercialize inside or outside of the firm: Behavioral considerations in patent exploitation by family firms 在公司内部还是外部进行商业化：家族企业专利利用中的行为考量

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-12-07 DOI: 10.1002/smj.3570

Addis Gedefaw Birhanu, Alfonso Gambardella

引用次数: 0

Decision authority and the returns to algorithms 决策权和算法收益

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-12-05 DOI: 10.1002/smj.3569

Hyunjin Kim, Edward L. Glaeser, Andrew Hillis, Scott Duke Kominers, Michael Luca

引用次数: 6

Spinning an entrepreneurial career: Motivation, attribution, and the development of organizational capabilities 旋转创业生涯:动机、归因和组织能力的发展

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-11-30 DOI: 10.1002/smj.3561

Hyeonsuh Lee, Sonali K. Shah, Rajshree Agarwal

引用次数: 0

Resource allocation and growth strategies in a multi-plant firm: Kanegafuchi Spinners in the early 20th century 多工厂企业的资源配置与增长策略:20世纪初的金口纺纱厂

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-11-30 DOI: 10.1002/smj.3567

Shotaro Yamaguchi, Serguey Braguinsky, Tetsuji Okazaki, Takenobu Yuki

引用次数: 0

The racial gap in entrepreneurship and opportunities inside established firms 创业和老牌公司内部机会的种族差异

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-11-28 DOI: 10.1002/smj.3565

Tiantian Yang, Olenka Kacperczyk

引用次数: 0

Ripple effects: How collaboration reduces social movement contention 涟漪效应:协作如何减少社会运动的争论

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-11-28 DOI: 10.1002/smj.3566

Kate Odziemkowska, Mary-Hunter McDonnell

引用次数: 1

Risky business: How standardization as coordination tool in ecosystems impacts firm-level uncertainty 风险业务:标准化作为生态系统中的协调工具如何影响公司层面的不确定性

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-11-23 DOI: 10.1002/smj.3562

Puay Khoon Toh, Eugene Pyun

引用次数: 0

Investing in general human capital as a relational strategy: Evidence on flexible arrangements with contract workers 投资一般人力资本作为一种关系战略:与合同工的灵活安排的证据

IF 8.3 1区管理学

Strategic Management Journal Pub Date : 2023-11-16 DOI: 10.1002/smj.3571

Thomaz Teodorovicz, Sérgio Lazzarini, Sandro Cabral, Anita M. McGahan

引用次数: 0

Hunting for talent: Firm‐driven labor market search in the United States 寻找人才:美国公司驱动的劳动力市场搜索

1区管理学

Strategic Management Journal Pub Date : 2023-11-06 DOI: 10.1002/smj.3559

Ines Black, Sharique Hasan, Rembrand Koning

{"title":"Hunting for talent: Firm‐driven labor market search in the United States","authors":"Ines Black, Sharique Hasan, Rembrand Koning","doi":"10.1002/smj.3559","DOIUrl":"https://doi.org/10.1002/smj.3559","url":null,"abstract":"Abstract Research Summary We analyze firm‐driven labor market search, where firms “hunt” for talent rather than rely on workers to apply for vacancies. We leverage three approaches. We develop a model of firm‐driven search and derive equilibrium conditions under which firms use this channel. We test our model's predictions using two data sources. Data from a nationally representative survey of 10,000 workers shows that the percentage hired through recruiting has increased from 4.9% in 1991 to 14.3% in 2022. This share is larger for higher‐skilled workers and those with online profiles on LinkedIn. We complement this analysis with data on the near universe of online job postings from 2010 through 2020. Consistent with our model and worker survey evidence, we find firms that demand higher‐skilled workers or operate in labor markets with heavy LinkedIn use are more likely to “hunt for talent.” Managerial Summary We study the phenomenon of “hunting” for talent, where firms fill open positions by searching for workers and inviting them to a recruiting process, rather than relying on workers to apply directly. We find that the percentage of workers hired through hunting has increased from 4.9% in 1991 to 14.3% in 2022. We propose that firms that rely more on high‐skilled workers and/or operate within industries with a higher share of available candidates with online profiles are more likely to hunt for their talent. We find support for this conjecture using two data sets, documenting the worker and firm side of the labor market. Data from a nationally representative survey of 10,000 workers shows they are more likely to have been “hunted” by their employer if they work in an occupation that requires more skills, or if their industry has more candidates with online profiles. Moreover, data on US‐wide job postings over the past decade shows that firms in need of highly skilled workers are more likely to invest in outbound recruiting capabilities.","PeriodicalId":22023,"journal":{"name":"Strategic Management Journal","volume":"36 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135635030","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The role of information in the gender gap in the market for top managers: Evidence from a quasi‐experiment 信息在高层管理人员市场性别差异中的作用:来自准实验的证据

1区管理学

Strategic Management Journal Pub Date : 2023-11-05 DOI: 10.1002/smj.3563

Ulya Tsolmon

{"title":"The role of information in the gender gap in the market for top managers: Evidence from a quasi‐experiment","authors":"Ulya Tsolmon","doi":"10.1002/smj.3563","DOIUrl":"https://doi.org/10.1002/smj.3563","url":null,"abstract":"Abstract Research Summary This study examines the role of information in the gender gap in the executive labor market from the market frictions perspective. I ask whether increases in objective and reliable information about managerial quality close the gender gap in career advancements. To obtain exogenous variation in the availability of information, I exploit a natural experiment provided by the adoption of the International Financial Reporting Standards (IFRS) in 2005 by the European Union countries. I find that when reliable and objective information is more available, women executives are more likely to be hired away with promotion than men, especially from high‐performing firms. However, the gains in advancement rates are dampened in regions where societal views on women in the workplace are less favorable. Managerial Summary Bridging opportunity gaps for underrepresented groups remains a significant challenge for firms and policymakers. This research investigates the role of transparent financial disclosures by firms in closing the gender gap in executive promotions. Utilizing the adoption of the IFRS in EU countries, the study finds that women executives are more likely to be hired away with promotion than men, especially from high‐performing firms. However, less favorable societal views about working women weaken these effects. The study suggests that firms can leverage informational asymmetry in the labor market to access high‐quality managerial resources. Concurrently, firms must be cognizant of how financial regulations may affect their competitive edge in the executive talent market and adjust their internal retention policies accordingly.","PeriodicalId":22023,"journal":{"name":"Strategic Management Journal","volume":"132 19","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135725358","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0