Employer–Employee Matching and Complementary Assets: The Role of Cross-Organization Collaborations
基于人力资本和社会资本理论，研究跨组织合作如何通过关系资本改善雇主-员工匹配，发现合作促进员工跳槽至合作者所在单位，并提升跳槽后绩效，且新合作与旧合作共同驱动绩效增长。
Building on human capital theory and social capital theory, we theorize that cross-organization collaborations generate a rich and distinct source of relational capital that enhances employer–employee matches when complementary assets are important in the production process. We test our theory in the context of academic scientists where collaborations within and across organizations are common channels to access complementary assets. We find that cross-organizational collaborations are positively related to an individual’s decision to move to a previous coauthor’s organization. Additionally, moving to an organization where an individual had a direct collaboration is positively related to postmobility performance. This suggests that prior collaboration facilitates better employer–employee matches. We unpack this finding and show that the postmobility performance increase is not only driven by increased productivity with prior coauthors, it is also driven by novel collaborations with new colleagues. Together, our findings suggest that cross-organization collaborations facilitate hiring employees who can integrate well with the complementary assets of the entire unit.