Catching Falling Stars: A Human Resource Response to Social Capital's Detrimental Effect of Information Overload on Star Employees

By James B. Oldroyd, S. Morris. 2012

231 citations recorded by the source corpus.

Subfields: Clinical Psychology, Experimental and Cognitive Psychology, Safety Research

View Paper: https://www.semanticscholar.org/paper/658d090d27c7551de70473a718e04e1e4fc728f0

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In Clinical Psychology

In Experimental and Cognitive Psychology

In Safety Research

Citations in the corpus

Director Human Capital, Information Processing Demands, and Board Effectiveness (2014, background): “Not recognizing an individual’s limitations to absorb and process new information can limit firms in their ability to benefit from the available human and social capital (Oldroyd & Morris, 2012).”
Structural Microfoundations of Innovation (2014, background): “…explanations for this result include the idea that the existence and pursuit of stars can glorify outsiders and demotivate insiders (Pfeffer, 2001) or the idea that stars are so much sought out by others that they experience information overload and decreasing performance (Oldroyd & Morris, 2012).”
Lighting the way or stealing the shine? An examination of the duality in star scientists' effects on firm innovative performance (2015, background): “Consequently, organizations make significant investments in recruiting star employees, who are regarded as highly productive and who have superior visibility in the external market (Groysberg, Lee, & Nanda, 2008; Oldroyd & Morris, 2012).”
Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities (2014, background): “Further, Oldroyd and Morris (2012) have pointed to the potential overload that star employees may face as colleagues attempt to tap into their expertise, leading to a fall in the star’s performance.”
Thriving in Central Network Positions: The Role of Political Skill (2018, background): “Employees in central positions are often inundated with requests from others, receive redundant information, and experience information overload (e.g., Oldroyd & Morris, 2012; Uzzi, 1997).”
Pardon the Interruption: An Integrative Review and Future Research Agenda for Research on Work Interruptions (2019, background): “For instance, Oldroyd and Morris (2012) noted that star employees face more interruptions for help as a result of their elevated status, leading to information overload and decreased engagement.”
A social network perspective on turnover intentions: The role of distributive justice and social support (2013, background): “Our study was cross-sectional in nature and did not allow us to investigate changes in social ties and implications of such churn over time (Oldroyd & Morris, 2012; Sasovova, Mehra, Borgatti, & Schippers, 2010).”