Human Capital Pipelines
提出“管道”概念，即企业间重复的跨组织招聘实践，用于获取和积累人力资本并降低风险。通过系统框架分析输入、输出和过程权变因素，揭示管道招聘在劳动力稀缺、活动系统选择和产品市场模糊性下如何创造竞争优势，对人力资源、战略和人力资本领域提供新见解。
This article offers pipelines as a new perspective on human capital heterogeneity between firms. Using resource-based theory logic, we define pipelines as repeated interorganizational hiring and a practice firms use to differentially acquire and accumulate human capital and mitigate human capital risks. Pipelines are a ubiquitous staffing practice with ambiguous implications for firm performance that to date have eluded scholarly examination. Thus we use a systems framework to highlight input, output, and process contingencies in which pipeline hiring can create advantage over rivals—contingencies of human capital scarcity in the labor market, the choice of firm activity system, and product market ambiguity (i.e., credence qualities), respectively. Collectively, the article’s theoretical foundations provide new insights for human resource, strategy, and human capital fields and open the conceptual space of pipelines for examination by organizational scholars. We discuss the theoretical, empirical, and practical implications accordingly.