Strategic determinants of managerial labor markets: A career systems view
提出一个四类职业系统类型学，描述企业战略如何影响高管劳动力市场，并通过追踪125名MBA毕业生的十年研究，展示高管如何根据自身背景和个性选择适合的职业系统。
Abstract This paper proposes a four‐cell typology of career systems, which describes the way different corporate strategies reflect the nature of executive labor markets. The two critical dimensions of the model, “supply flow” and “assignment flow,” reflect the external and internal movement of executives. We use recent examples from industry to demonstrate the way in which business and career system strategies align. We then examine individual background and personality variables, drawn from a ten‐year study tracking 125 MBA graduates, to show how executives sort themselves into the career system best suited to their needs. The broader purpose of this research is to begin to tie together a general theory of career systems that focuses on the level of the firm in its changing strategic and industry context.