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Human Capital Flows in Failing Organizations: An Integrated Conceptual Framework

Listed author(s):
  • Amankwah-Amoah, Joseph
Registered author(s):

    Purpose – The paper examines the dynamics of human capital accumulation and human capital depletion in the processes leading to business failure. Design/methodology/approach – Building on the human capital theory, strategic human resource and business failure literature, this paper develops a conceptual framework which links the inward and outward dimensions of human capital flows in the business failure process. Findings – The analysis sheds light on why some highly skilled individuals may opt to flee declining firms to avoid being stigmatised whilst others become motivated to joint such firms. Research limitations/implications – The paper suggests that understanding the nature and dynamics of both flows are essential when seeking to avert collapse. Originality/value –In spite of a growing body of research on business failure and intense competition for top talent, much of the existing literature has circumvented the relationship between them. This study develops a unified model towards enhancing our understanding of the human capital flows.

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    File URL: https://mpra.ub.uni-muenchen.de/80781/1/MPRA_paper_80781.pdf
    File Function: original version
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    Paper provided by University Library of Munich, Germany in its series MPRA Paper with number 80781.

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    Date of creation: 2017
    Handle: RePEc:pra:mprapa:80781
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    Web page: https://mpra.ub.uni-muenchen.de

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    1. C. Edward Fee, 2003. "Raids, Rewards, and Reputations in the Market for Managerial Talent," Review of Financial Studies, Society for Financial Studies, vol. 16(4), pages 1315-1357.
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    11. Amankwah-Amoah, Joseph, 2016. "An integrative process model of organisational failure," Journal of Business Research, Elsevier, vol. 69(9), pages 3388-3397.
    12. Derek Laing, 1994. "Involuntary Layoffs in a Model with Asymmetric Information Concerning Worker Ability," Review of Economic Studies, Oxford University Press, vol. 61(2), pages 375-392.
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    14. Boris Groysberg & Linda-Eling Lee, 2009. "Hiring Stars and Their Colleagues: Exploration and Exploitation in Professional Service Firms," Organization Science, INFORMS, vol. 20(4), pages 740-758, August.
    15. Laing, D., 1990. "Involuntary Layoffs in a Model with Asymmetry Information Concerning Worker Ability," Papers 12-90-4, Pennsylvania State - Department of Economics.
    16. Altman, Edward I., 1984. "The success of business failure prediction models : An international survey," Journal of Banking & Finance, Elsevier, vol. 8(2), pages 171-198, June.
    17. Gardner, Timothy M. & Stansbury, Jason & Hart, David, 2010. "The Ethics of Lateral Hiring," Business Ethics Quarterly, Cambridge University Press, vol. 20(03), pages 341-369, July.
    18. Jo-Ellen Pozner, 2008. "Stigma and Settling Up: An Integrated Approach to the Consequences of Organizational Misconduct for Organizational Elites," Journal of Business Ethics, Springer, vol. 80(1), pages 141-150, June.
    19. Perri, Timothy J., 1995. "Is there a winner's curse in the labor market?," Journal of Economic Behavior & Organization, Elsevier, vol. 28(1), pages 79-89, September.
    20. Bernstein, Fernando & Song, Jing-Sheng & Zheng, Xiaona, 2008. ""Bricks-and-mortar" vs. "clicks-and-mortar": An equilibrium analysis," European Journal of Operational Research, Elsevier, vol. 187(3), pages 671-690, June.
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