Revitalizing Colleague-Specific Human Capital: Boomerang and Pipeline-Based Hiring in a 41-Year Multilevel Study of Employee Mobility
Building on human capital theory and social capital theory, a recent
study published in
https://urldefense.com/v3/__https://onlinelibrary.wiley.com/journal/1099050x__%3B!!GF3VTAzAMGBM8A!zlsc8gGMgseO8R88DCZ0Zwr9OifI479ZqjShy0py0bAf6_IvH6wywhR4sN3WzQhlsGATGtvay0wMRW-iCNTD22Fjwi8$
Click to follow link." data-outlook-id="2565c06c-ab00-4494-9141-7d17bef33a70" target="_blank" rel="noopener">Human Resource Management (HRM) examined how employee mobility impacts both individual and team performance, focusing on acquiring "colleague-specific human capital" (when a new employee already knows his/her new colleagues and their performance) through two talent acquisition strategies: "Boomerang hiring" (employers re-hiring individuals who have previously worked for the organisation) and "Pipeline-based hiring" (employers recurrently and abundantly recruiting individuals from specific sources compared with the occupational labour market over an extended duration). Based on a data set that tracked, for over 41 years, the career paths and performance metrics of nearly 20,000 player-year records of Boomerang and Pipeline-based players across 30 teams of Major League Baseball (a professional baseball league in the United States and Canada), the study found compelling evidence that by using Boomerang and Pipeline-based hiring, which facilitates the transfer of colleague-specific human capital, the organisations can offset employee mobility's potential negative impact on individual performance and also strengthen team performance - an important consideration in high turnover industries. The study contributes to strategic HRM literature, Pipeline-based hiring literature, and Boomerang hiring literature, addressing prior inconclusive findings on a Boomerang employee's performance pre- and post- hire.
To find out more:
- Read the full article
here.
- Read the press release
here.
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Shaun Pichler, Ph.D.
Co-Editor-in-Chief, HRM
Senior Editor, JOOP
Professor
Department of Management
California State University, Fullerton
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