Session 13

Employee Mobility: Barriers and Enablers

Track L

Date: Sunday, October 4, 2015

 

Time: 16:15 – 17:30

Paper

Room: Governor's Square 17


Session Chair:

  • Daniel Olson, University of Washington

Title: Do Old Soldiers Fade Away? Tenure as a Determinant of Attractiveness in the Market for Senior Managers

Authors

  • Shinjae Won, University of Pennsylvania

Abstract: This paper explores the outside valuation of human capital as a function of tenure at the current firm and the current job at the firm. On the one hand, an additional year of tenure at a firm will be beneficial to the employee as a signal of accumulated human capital via learning and loyalty. On the other hand, it can also imply a lack of outside opportunities. We may expect similar relationship with tenure in a same job I hypothesize that the benefits initially dominate, but are weighed out by the costs in the long run. Using a unique proprietary data from an executive search firm from 2007-2012, I employ conditional logit models to estimate the probability of receiving a job offer.

Title: Information Networks and Mobility Decisions

Authors

  • Alena Marand, University of Maryland
  • Daniel Olson, University of Washington

Abstract: Recent work by Bidwell and Mollick (2014) operationalizes career mobility choices in terms of inter- as well as intra- organizational job moves. Because research on mobility decisions of workers has traditionally focused on inter-organizational job moves only, job-matching models do not currently distinguish among factors that lead to inter- versus intra-organizational mobility. Adapting traditional job matching models by applying a social network perspective, we develop theory describing when workers may elect to change jobs within their current firm as opposed to seek better job-matches by pursuing jobs outside the firm. We test our theory using data on the career decisions of lawyers taken from the Martindale-Hubbell directory of lawyers, which is a nationwide directory of individuals and firms in the US legal services industry.

Title: Noncompetes in the US Labor Force

Authors

  • Evan Starr, University of Maryland
  • Norman Bishara, University of Michigan
  • J.J. Prescott, University of Michigan

Abstract: Due to limited empirical evidence, speculation over the ubiquity and importance of covenants not to compete in the U.S. labor market is rampant. Using data from a new survey, we show that noncompetes are a perhaps surprisingly common feature of the labor market. As lower bounds, we estimate that one in four workers have ever signed a noncompete and that 12.3% are currently working under one. Those in high earning, high skill occupations are more likely to have signed. Noncompetes are also more prevalent in states with higher enforcement policies. We discuss why firms might choose to use noncompetes, including an analysis of wage-tenure profiles and firm-sponsored training, and relate our findings to our understanding of the labor market and the debate over noncompete enforcement.

Title: Trade Secrets Law and Mobility: Evidence from “Inevitable Disclosure”

Authors

  • Ipl Png, National University of Singapore
  • Sampsa Samila, National University of Singapore

Abstract: Professional mobility has importance for strategy, innovation, and productivity. Prior work on constraints on mobility has focused on non-compete covenants and patents. We investigate the impact of the doctrine of inevitable disclosure in U.S. state-level trade secrets law on mobility. State court rulings against inevitable disclosure are associated with mobility of university- educated workers being higher and mobility of less educated workers being lower. On the other hand, rulings in favor of inevitable disclosure are associated with less mobility for university-educated workers and even less mobility for other workers. The results are stronger in states that enforce non-compete covenants weakly and among employees in managerial and sales positions. Our results have implications for the degree of knowledge spillovers between firms, and thus firm strategy.

All Sessions in Track L...

Sun: 08:00 – 09:15
Session 287: Strategic Human Capital in a Global Market
Sun: 09:45 – 11:00
Session 289: Seeing the Future in the Recent Past: Predicting Seminal Work
Sun: 11:15 – 12:30
Session 288: Strategy Microfoundations and Human Capital: What Have We Learned?
Sun: 16:15 – 17:30
Session 13: Employee Mobility: Barriers and Enablers
Sun: 17:45 – 00:00
Session 321: Strategic Human Capital Business Meeting
Mon: 08:00 – 09:15
Session 14: Typologies of Human Capital and Strategy
Mon: 11:15 – 12:30
Session 15: Human Capital, Company Networks, and Reputation
Session 204: Acquiring human capital: Process and outcomes
Mon: 13:45 – 15:00
Session 16: Human Capital and Innovation
Tue: 08:00 – 09:15
Session 18: Human Capital Architectures
Tue: 11:00 – 12:15
Session 19: Motivating and Governing Human Capital
Tue: 14:15 – 15:30
Session 20: New Frontiers in Human Capital Research
Tue: 15:45 – 17:00
Session 17: Human Capital and Entrepreneurship
Tue: 17:30 – 18:45
Session 21: Revisiting Theory in Strategic Human Capital Research


Strategic Management Society

Denver