Tournaments versus sponsored mobility as determinants of job search success

Article Abstract:

A study conducted on the hiring practices of contemporary universities was conducted to determine the validity of claims that academia relies on sponsored mobility models when awarding such jobs. The findings reveal that, contrary to a huge literature base that tends to support the earlier claim, a tournament-based selection criteria is a more appropriate representation of the method used by modern academic management departments in the distribution of those jobs.

Methods, Universities and colleges, Employee recruitment, Employment

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Being good or being known: An empirical examination of the dimensions, antecedents and consequences of organizational reputation

Article Abstract:

The extent to which organizations' reputations encompass different types of stakeholders' perceptions, which may have differential effects on economic outcomes is examined. The distinct antecedents and consequences of the proposed two dimensions of reputation in the context of the U.S. business schools were empirically examined, and results suggest that prominence contributes significantly to the price premium associated with having a favorable reputation.

Company Identity PR, Influence, Organizational effectiveness, Corporate image, Organizational research

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Organizational hiring patterns, interfirm network ties, and interorganizational imitation

Article Abstract:

Executive selection practices of Fortune 500 companies are examined.

United States, Public affairs, Personnel administration, Business Personnel Management, Applicant Selection, Venture Analysis, Social aspects, Risk assessment, Human resource management, Business enterprises, Company personnel management, Executive recruiting, Hiring

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