David G. Collings - The Oxford Handbook of Talent Management

Edited by

DAVID G. COLLINGS,

KAMEL MELLAHI,

and

WAYNE F. CASCIO

Great Clarendon Street, Oxford, OX2 6DP, United Kingdom

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ISBN 9780198758273

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DAVID G. COLLINGS, WAYNE F. CASCIO, AND KAMEL MELLAHI

PETER CAPPELLI AND JR KELLER

ERNEST H. OBOYLE AND SYDNEY KROSKA

AMIRALI MINBASHIAN

ROBERT F. SILZER AND WALTER C. BORMAN

GINA DOKKO AND WINNIE JIANG

ROBERT E. PLOYHART AND ORMONDE R. CRAGUN

REBECCA R. KEHOE, BLYTHE L. ROSIKIEWICZ, AND DANIEL TZABBAR

MARIA CHRISTINA MEYERS, GIVERNY DE BOECK, AND NICKY DRIES

M. TRAVIS MAYNARD, MATTI VARTIAINEN, AND DIANA SANCHEZ

SHAD MORRIS AND JAMES OLDROYD

MARTIN R. EDWARDS

ROCIO BONET AND MONIKA HAMORI

SCOTT HIGHHOUSE AND MARGARET E. BROOKS

MATTHEW BIDWELL

DAVID G. COLLINGS

ANTHONY J. NYBERG, DONALD J. SCHEPKER, ORMONDE R. CRAGUN, AND PATRICK M. WRIGHT

DAVID V. DAY AND PATRICIA M. G. OCONNOR

JOHN P. HAUSKNECHT

ALEXIS A. FINK AND MICHAEL C. STURMAN

SHAISTA E. KHILJI AND RANDALL S. SCHULER

PAUL BOSELIE AND MARIAN THUNNISSEN

FANG LEE COOKE

INGMAR BJRKMAN, MATS EHRNROOTH, KRISTIINA MKEL, ADAM SMALE, AND JENNIE SUMELIUS

MARION FESTING, KATHARINA HARSCH, LYNN SCHFER, AND HUGH SCULLION

WAYNE F. CASCIO AND JOHN W. BOUDREAU

DARREN T. BAKER AND ELISABETH K. KELAN

PATRICK GAVAN OSHEA AND KERRIN E. PUENTE

Darren T. Baker is a researcher interested in applying psychosocial principles to the study of gender relations, class, and leadership. He draws on psychoanalytical theory for epistemological, methodological, and ontological inspiration. His research focuses on finance and accounting as well as low-skilled service-sector occupations, and includes: first, gender and diversity in organizations; second, leadership and ethics, including capacities to care and responsibility at work; and third, social mobility and precarity in organizations and wider society. Darren holds an MA from the University of Oxford, where he conducted research on masculinities, and studied for his PhD at the School of Business and Management, Kings College London, where his research was funded by the ESRC and ACCA. Darren has taught at Queen Mary University and Kings College London, and is currently a Visiting Fellow at Cranfield University, School Management.

Matthew Bidwell is an associate professor in Whartons Management Department. His research examines new patterns in work and employment, focusing in particular on the causes and effects of more short-term, market-oriented employment relationships. He has conducted research on how firms balance internal mobility and hiring in staffing jobs and what the effects of those different strategies are. He has also studied the careers and management of highly skilled contractors. Before working at Wharton, he was an assistant professor at INSEAD. He received his PhD from the MIT Sloan School. He currently serves as a senior editor at Organization Science.

Ingmar Bjrkman is a professor of International Business and dean of Aalto University School of Business in Finland. His research interests focus on people issues in international organizations. His latest book is Global Challenge: International Human Resource Management (2017, Chicago Business Press), co-authored with Vladimir Pucik, Paul Evans, and Shad Morris.

Rocio Bonet is an associate professor of Human Resource Management at IE Business School. Her research interests lie at the intersection of labor economics and human resource management. One stream of her research focuses on the determinants of career advancement. She has explored how innovative work organizational practices that empower employees have affected promotions within organizations. Her ongoing research in the area of careers explores how prestigious affiliations are valued in the context of growing interorganizational mobility. Another stream of her research looks at the effects of new employment practices on firm-level outcomes. Her most recent research in this area focuses on how the use of contingent workers affects firm performance and employee retention in organizations. Her work has been published in several international outlets. She received a PhD in Management from the Wharton School, University of Pennsylvania.

Walter C. Borman received his PhD in Industrial/Organizational Psychology from the University of California (Berkeley). He was CEO and then chief scientist of Personnel Decisions Research Institutes until his retirement last year, and is a professor of Industrial-Organizational Psychology at the University of South Florida. He is a Fellow of the Society for Industrial and Organizational Psychology. Borman has written more than 350 books, book chapters, journal articles, and conference papers. He has served on the editor boards of several journals in the I/O field, including the Journal of Applied Psychology, Personnel Psychology, and the International Journal of Selection and Assessment. He was editor of Human Performance, 20062014. Finally, he was the recipient of the Society for Industrial and Organizational Psychologys Distinguished Scientific Contributions Award for 2003; the M. Scott Myers Award for Applied Research in the Workplace for 2000, 2002, 2004, and 2010; and the American Psychological Foundations Gold Medal Award for Life Achievement in the Application of Psychology in 2011.

Paul Boselie, PhD, MSc, is a professor and research director in the Utrecht School of Governance at Utrecht University, The Netherlands. His research traverses human resource management, institutionalism, strategic management, and industrial relations. He currently focuses on public-value creation, employer engagement, health care management, professional performance, and talent management. Pauls teaching involves bachelor, master, PhD, and executive education. He is a member of the Editorial Board of the