Paying More to Get Less

By Matthew Bidwell. 2011

260 citations recorded by the source corpus.

Subfields: Accounting, Economics and Econometrics

View Paper: https://www.semanticscholar.org/paper/bfb76287a99ac2279e6e3c1fdd7d3877045000c4

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Citations in the corpus

The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “…Graham, 2002) † Growth in overall pay inequality (Lemieux et al., 2009) Increased cross-firm mobility † Increased pay for workers hired into jobs versus promoted (Bidwell, 2011) † Interorganizational mobility allows increased wage growth among higher-skilled workers (Brett & Stroh, 1997; Dreher &…”
Jack of all, master of all? CEO generalist experience and firm performance (2019, result): “1(a) also have parallels with the findings in Bidwell (2011) who used a sample of investment banking personnel.”
The Resource-Based View of the Firm, Human Resources, and Human Capital: Progress and Prospects (2021, background): “Of course, “internal” turnover/mobility in the form of promotion (as in an ILM), contrary to external mobility, is usually seen as positive (Bidwell, 2011). It is efficient to the degree higher ability employees are “matched” to higher impact jobs. Although perhaps disruptive to a unit that “loses” ”
Resources for What? Understanding Performance in the Resource-Based View and Strategic Human Capital Resource Literatures (2021, background): “Finally, firms seek to poach talent from competitors based on their firm-specific performance outcomes—but performance behaviors may not be portable (cf., Bidwell, 2011).”
The winner takes it all, the loser has to fall: Provoking the agency perspective in employability research (2018, unknown): “Firm‐specific human capital may explain why performance often declines after mobility to a similar job in another organisation (Coff & Raffiee, 2015) or why internal hires outperform external hires in similar positions (Bidwell, 2011).”