SummaryEmployees can enhance their human capital through participation in organizationally sponso... more SummaryEmployees can enhance their human capital through participation in organizationally sponsored development activities. However, there is little research on the extent to which the effects of such practices vary depending on national context. Adopting a human capital theory perspective, we hypothesized a positive relationship between human capital development practices experienced in one's career and objective and subjective career success (salary level and perceived financial success, respectively) and tested two country‐level institutional factors (country development and income inequality) as moderators. Results from our multi‐level analyses of a large‐scale sample of over 8800 managers and professionals from 28 countries showed that, as expected, experiencing a larger number of different human capital development practices was associated with higher salary level and greater perceived financial success. The relationship between development practices and salary level was ...
The proposed panel will provide a review of GLOBE 2020 study. We will explain our theoretical fra... more The proposed panel will provide a review of GLOBE 2020 study. We will explain our theoretical framework, our instrument design, and our sampling procedure. We will also share the first round of fin...
As no currently available theory has enough scope to capture its different elements or cause-and-... more As no currently available theory has enough scope to capture its different elements or cause-and-effect relationships, and no methodological approach is considered superior to others, talent management fits the criteria of a ‘phenomenon’ (Hambrick 2007). Looking at the bibliometrics of the field, we see that although there currently still is a huge discrepancy between practitioner and academic interest in talent management—over 7,000 articles in Human Resource (HR) practitioner journals since 1990 compared to only around 100 ‘real’ academic publications—this gap is closing slowly but surely (Dries 2013). Academic interest in talent management has grown exponentially since 2008—especially in global talent management. Interestingly, talent management and global talent management seem to be evolving into two separate literature streams. Where the global talent management literature borrows heavily from the international HRM literature (e.g., Farndale et al. 2010; Schuler et al. 2011), ...
En el complejo entorno de negocios actual, ya no basta con un solo mentor. Ejecutivos y directivo... more En el complejo entorno de negocios actual, ya no basta con un solo mentor. Ejecutivos y directivos necesitan una amplia variedad de asesores, mentores y modelos de comportamiento que les proporcionen informacion imprescindible y apoyo en los momentos clave
This paper assesses whether societal culture affects the relationship between human resource mana... more This paper assesses whether societal culture affects the relationship between human resource management practices and organizational performance. Drawing on matched employer-employee data from 387 ...
The differential strategic impact of social capital among core and peripheral employees has recei... more The differential strategic impact of social capital among core and peripheral employees has received far less attention than that of human capital in talent management literature. Building on Colem...
A new look at the world of work is warranted in light of these shifts and changes. The Global Lea... more A new look at the world of work is warranted in light of these shifts and changes. The Global Leadership and Organizational Behavior Effectiveness (GLOBE) project is hosting this panel to share res...
The notion that one mentor can meet all of an individuals developmental needs is often inconceiva... more The notion that one mentor can meet all of an individuals developmental needs is often inconceivable. Instead, there are a number of network support roles beyond that of formal mentor. As individuals change roles, occupations, industries or organizations, or relocate to different countries, they need to build a personal board of advisors that fits their careers and their busy lives. The authors' studies of expatriates and Hall of Famers showed that the individuals sought career and psychosocial support from multiple people. Most of the members of these individuals personal boards of advisors played an active role in supporting the individuals career and personal development. However, both the expats and the Hall of Famers also mentioned the importance of people who had passed away but continued to motivate and inspire them. The research identified six types of personal board members: personal guides, personal advisors, full-service mentors, career advisors, career guides and rol...
Major changes in the career landscape—characterized by globalization, an increasingly diverse wor... more Major changes in the career landscape—characterized by globalization, an increasingly diverse workforce, persistent change, and the extensive use of technology—present individuals at every career s...
In this paper, I utilize developmental networks, mentoring, and social networks theories to test ... more In this paper, I utilize developmental networks, mentoring, and social networks theories to test a series of contradictory hypotheses as to the characteristics of the developers having the highest ...
SummaryEmployees can enhance their human capital through participation in organizationally sponso... more SummaryEmployees can enhance their human capital through participation in organizationally sponsored development activities. However, there is little research on the extent to which the effects of such practices vary depending on national context. Adopting a human capital theory perspective, we hypothesized a positive relationship between human capital development practices experienced in one's career and objective and subjective career success (salary level and perceived financial success, respectively) and tested two country‐level institutional factors (country development and income inequality) as moderators. Results from our multi‐level analyses of a large‐scale sample of over 8800 managers and professionals from 28 countries showed that, as expected, experiencing a larger number of different human capital development practices was associated with higher salary level and greater perceived financial success. The relationship between development practices and salary level was ...
The proposed panel will provide a review of GLOBE 2020 study. We will explain our theoretical fra... more The proposed panel will provide a review of GLOBE 2020 study. We will explain our theoretical framework, our instrument design, and our sampling procedure. We will also share the first round of fin...
As no currently available theory has enough scope to capture its different elements or cause-and-... more As no currently available theory has enough scope to capture its different elements or cause-and-effect relationships, and no methodological approach is considered superior to others, talent management fits the criteria of a ‘phenomenon’ (Hambrick 2007). Looking at the bibliometrics of the field, we see that although there currently still is a huge discrepancy between practitioner and academic interest in talent management—over 7,000 articles in Human Resource (HR) practitioner journals since 1990 compared to only around 100 ‘real’ academic publications—this gap is closing slowly but surely (Dries 2013). Academic interest in talent management has grown exponentially since 2008—especially in global talent management. Interestingly, talent management and global talent management seem to be evolving into two separate literature streams. Where the global talent management literature borrows heavily from the international HRM literature (e.g., Farndale et al. 2010; Schuler et al. 2011), ...
En el complejo entorno de negocios actual, ya no basta con un solo mentor. Ejecutivos y directivo... more En el complejo entorno de negocios actual, ya no basta con un solo mentor. Ejecutivos y directivos necesitan una amplia variedad de asesores, mentores y modelos de comportamiento que les proporcionen informacion imprescindible y apoyo en los momentos clave
This paper assesses whether societal culture affects the relationship between human resource mana... more This paper assesses whether societal culture affects the relationship between human resource management practices and organizational performance. Drawing on matched employer-employee data from 387 ...
The differential strategic impact of social capital among core and peripheral employees has recei... more The differential strategic impact of social capital among core and peripheral employees has received far less attention than that of human capital in talent management literature. Building on Colem...
A new look at the world of work is warranted in light of these shifts and changes. The Global Lea... more A new look at the world of work is warranted in light of these shifts and changes. The Global Leadership and Organizational Behavior Effectiveness (GLOBE) project is hosting this panel to share res...
The notion that one mentor can meet all of an individuals developmental needs is often inconceiva... more The notion that one mentor can meet all of an individuals developmental needs is often inconceivable. Instead, there are a number of network support roles beyond that of formal mentor. As individuals change roles, occupations, industries or organizations, or relocate to different countries, they need to build a personal board of advisors that fits their careers and their busy lives. The authors' studies of expatriates and Hall of Famers showed that the individuals sought career and psychosocial support from multiple people. Most of the members of these individuals personal boards of advisors played an active role in supporting the individuals career and personal development. However, both the expats and the Hall of Famers also mentioned the importance of people who had passed away but continued to motivate and inspire them. The research identified six types of personal board members: personal guides, personal advisors, full-service mentors, career advisors, career guides and rol...
Major changes in the career landscape—characterized by globalization, an increasingly diverse wor... more Major changes in the career landscape—characterized by globalization, an increasingly diverse workforce, persistent change, and the extensive use of technology—present individuals at every career s...
In this paper, I utilize developmental networks, mentoring, and social networks theories to test ... more In this paper, I utilize developmental networks, mentoring, and social networks theories to test a series of contradictory hypotheses as to the characteristics of the developers having the highest ...
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