LOGIN TO YOUR ACCOUNT

Username
Password
Remember Me
Or use your Academic/Social account:

CREATE AN ACCOUNT

Or use your Academic/Social account:

Congratulations!

You have just completed your registration at OpenAire.

Before you can login to the site, you will need to activate your account. An e-mail will be sent to you with the proper instructions.

Important!

Please note that this site is currently undergoing Beta testing.
Any new content you create is not guaranteed to be present to the final version of the site upon release.

Thank you for your patience,
OpenAire Dev Team.

Close This Message

CREATE AN ACCOUNT

Name:
Username:
Password:
Verify Password:
E-mail:
Verify E-mail:
*All Fields Are Required.
Please Verify You Are Human:
fbtwitterlinkedinvimeoflicker grey 14rssslideshare1
Amankwah-Amoah, Joseph; Nyuur, Richard; Ifere, Simeon Emezana (2015)
Publisher: Taylor & Francis
Languages: English
Types: Article
Subjects: N100, human capital, skill formation, N200, lateral hiring, poaching, N600

Classified by OpenAIRE into

ACM Ref: ComputingMilieux_THECOMPUTINGPROFESSION
On the basis of a qualitative study in two emerging economies, we advance the literature on lateral hiring by developing an integrated phase model to explain how the effects of lateral hiring unfold to affect the originating firm and its employees. Our work uncovered two types of effects on the originating firm, i.e. first-order and second-order effects. Our stage model elucidates how the psychological and emotional effects are manifest to affect the existing employees. Personnel poaching appear to have triggered the quest for meaning and attempts by the existing employees to enhance their visibility, career adaptability and marketability. We discuss implications for practice, theory and research on lateral hiring.
  • The results below are discovered through our pilot algorithms. Let us know how we are doing!

    • Acquaah, M. (2007). Managerial social capital, strategic orientation, and organizational performance in an emerging economy. Strategic Management Journal, 28, 1235-1255.
    • Aime, F., Johnson, S., Ridge, J. W., & Hill, A., D. (2010). The routine may be stable but the advantage is not: Competitive implications of key employee mobility. Strategic Management Journal, 31, 75-87.
    • Amankwah-Amoah, J. (2015). An integrative review of the antecedents and consequences of lateral hiring. Journal of Management Development, 34(7), 1-14.
    • Amankwah-Amoah, J. (2013). Lateral hiring: What do we know and where do we go from here? Presented at the 27th British Academy of Management Conference, Liverpool.
    • Amankwah-Amoah, J., & Debrah, Y. A. (2011). Competing for scarce talent in a liberalized environment: Evidence from the aviation industry in Africa. International Journal of Human Resource Management, 22(17), 3565-3581.
    • Amankwah-Amoah, J., & Sarpong, D. (2014). The battle for brainpower: The role of market intermediaries in lateral hiring. Strategic Change, 23, 237-253.
    • Arthur, M. B. (1994). The boundaryless career: A new perspective for organizational inquiry. Journal of Organizational Behavior, 15, 295-306.
    • Arthur, M. B., Inkson, K., & Pringle, J. K. (1999), The new careers: Individual action and economic change. London: Sage.
    • Arthur, M. B., Khapova, S. N., & Wilderom, C. P. M. (2005). Career success in a boundaryless world. Journal of Organizational Behavior, 26, 177-202.
    • Baty, G. B., Evan, W. M., & Rothermel, T. W. (1971). Personnel flows as interorganizational relations. Administrative Science Quarterly, 16, 430-443.
  • No related research data.
  • No similar publications.

Share - Bookmark

Cite this article