Matthew Bidwell

Matthew Bidwell
University of Pennsylvania | UP · Management Department

About

53
Publications
24,734
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1,669
Citations

Publications

Publications (53)
Article
Full-text available
The authors explore how career paths are shaped by the involvement of search firms in hiring. Drawing on theories of market intermediation, they argue that search firms constrain horizontal moves across functions and industries by favoring workers from within the same function and industry as the role being filled. Using survey data on 1,342 job mo...
Article
We investigate the relationship between value creation and value capture among frontline managers. Using longitudinal data from a restaurant chain, we find that those managers who persistently create more value for the firm capture just 0.5 percent of that extra value through their pay. We explore the reasons for this limited managerial value captu...
Article
How do managers’ moves across jobs affect the subordinates they leave behind? Manager mobility disrupts established manager-subordinate relationships, as subordinates must now learn to work with a replacement. We explore how this relational disruption affects subordinates’ objective career success—specifically, their financial rewards and subsequen...
Article
Full-text available
This article introduces the special issue on New Theories in Employment Relations. The authors summarize the history of employment relations theory and reflect on the implications of recent disruptive changes in the economy and society for new theory development. Three sets of changes are identified: the growing complexity of actors in the employme...
Article
We initiated a conversation between two prominent scholars in the field of employee mobility who come from different disciplinary backgrounds: Rajshree Agarwal—from the human capital research perspective—and Matthew Bidwell—from the human resource management research tradition. Their cumulative work leads to vastly different conclusions. In this ch...
Article
Employees can build their careers either by moving into a new job within their current organization or else by moving to a different organization. We use matching perspectives on job mobility to develop predictions about the different roles that those internal and external moves will play within careers. Using data on the careers of master of busin...
Article
Full-text available
Employees can build their careers either by moving into a new job within their current organization or else by moving to a different organization. We use matching perspectives on job mobility to develop predictions about the different roles that those internal and external moves will play within careers. Using data on the careers of MBA alumni, we...
Article
How does employer status benefit firms in the market for general human capital? On the one hand, high status employers are better able to attract workers, who value the signal of ability that employment at those firms provides. On the other hand, that same signal can help workers bid up wages and capture the value of employers’ status. Exploring th...
Article
We review the literature on recent changes to US employment relationships focusing on the causes of those changes and their consequences for inequality. The US employment model has moved from a closed, internal system to one more open to external markets and institutional pressures. We describe the growth of short-term employment relationships, con...
Article
We develop theory on how firms can achieve rents in the market for general human capital by exploring the advantages accruing to high status employers. We argue that working for a high status employer provides workers with a valuable signal of ability, helping them to secure better jobs subsequently. This allows higher status employers to attract b...
Article
Full-text available
We examine which jobs are more likely to be filled by internal mobility (specifically, promotions and lateral transfers) than by hiring. Building on the assumptions of transaction cost accounts of employment, we develop a new theory that focuses on the interaction between the problems of evaluating and integrating external hires, on the one hand, a...
Article
Full-text available
Recent declines in the average length of time that U.S. workers spend with a given employer represent an important change in the nature of the employment relationship, yet it is one whose causes are poorly understood. I explore those causes using Current Population Survey data on the tenure of men aged 30-65, from the years 1979-2008. I argue that...
Article
Full-text available
We review the literature on recent changes to US employment relationships, focusing on the causes of those changes and their consequences for inequality. The US employment model has moved from a closed, internal system to one more open to external markets and institutional pressures. We describe the growth of short-term employment relationships, co...
Article
Full-text available
This paper examines differences in the jobs for which men and women apply in order to better understand gender segregation in managerial jobs. We develop and test an integrative theory of why women might apply to different jobs than men. We note that constraints based on gender role socialization may affect three determinants of job applications: h...
Article
Full-text available
Transaction cost economics and capability-based theories of firm boundaries assume that make or buy decisions are made in the best interests of the overall organization. Using an inductive case study of IT outsourcing, I introduce ideas of differentiated intra-organizational group interests into these theories. This approach brings internal organiz...
Article
Full-text available
The theory of the firm was originally motivated by the belief that transactions were organized differently within firms compared to between them. We have learned much from recent research about when firms choose to integrate transactions. However, we still know very little about how these integration decisions affect the way that transactions are m...
Article
Individuals often enter similar jobs via two different routes: internal mobility and external hiring. I examine how the differences between these routes affect subsequent outcomes in those jobs. Drawing on theories of specific skills and incomplete information, I propose that external hires will initially perform worse than workers entering the job...
Article
Individuals often enter similar jobs via two different routes: internal mobility and external hiring. I examine how the differences between these routes affect subsequent outcomes in those jobs. Drawing on theories of specific skills and incomplete information, I propose that external hires will initially perform worse than workers entering the job...
Article
Full-text available
We examine how long-term relationships affect brokers' returns, using project-level pricing data from an information technology staffing firm. We argue that long-term relationships between brokers and their counterparties affect both acquisition of private information and bargaining power, helping brokers to create and capture economic value. The r...
Article
Full-text available
How do workers build careers across organizations? We propose that increased worker mobility means that workers may now build their careers using interorganizational career ladders, working in certain kinds of organizations earlier in a career and in other kinds of organizations later in the career. We develop a matching framework that predicts suc...
Article
Full-text available
This paper explores how the structure of decision making affects the way that firms manage their boundaries. Achieving transaction alignment requires firms to balance multiple goals. Drawing on the behavioral theory of the firm, I note that firms often assign different goals to different organizational units. As a consequence, simple problems about...
Article
We examined which IT workers take jobs as independent contractors. Contracting offers less job security and less employer-provided training than regular employment. We base our predictions of which workers contract on how their preferences and resources match such jobs. Using career history data, we found that the likelihood of contracting increase...
Article
Full-text available
This paper uses data from a 2002 survey of project managers in a large, U.S.-based financial services institution to compare how contractors and regular employees were assigned to work within an information technology department. The author uses these data to test standard core-periphery arguments about the use of contingent workers, as well as acc...
Chapter
Introduction There are many facets to the typical employment relationship. At its very simplest, employment involves the exchange of labor for compensation. Nevertheless, employment relationships also involve control of the worker by the firm, the acquisition of skills through experience and training, learning about each others’ qualities and inten...
Article
There are many facets to the typical employment relationship. At its very simplest, employment involves the exchange of labor for compensation. Nevertheless, employment relationships also involve control of the worker by the firm, the acquisition of skills through experience and training, learning about each others’ qualities and intentions, and ca...
Article
We argue that the effects of managerial practices can be experienced as either coercive or enabling, depending upon the intentions with which managers implement those practices. We demonstrate how the effect on subordinates of a basic managerial practice - monitoring - varies from positive to negative depending on managers' beliefs. Using a matched...
Article
The article discusses how the duration of a relationship between market brokers and brokered parties affects the brokerage's return. The longer a relationship exists between brokers and brokered parties, the better able a broker will be to make valuable matches for the parties. Staffing agencies are the focused on, as they are a typical example of...
Article
Full-text available
MIT IWER seminar participants, and the FSC Group for providing constructive feedback and to Adam Litwin for research assistance.
Article
Firm boundaries have been the subject of much scholarly interest in recent years, as firms increasingly hire external, "contingent" workers and outsource previously core activities. However, little empirical research has directly studied what happens differently inside the firm's boundaries, versus across them. In my dissertation I study what firm...
Article
Analytical and numerical methods are used to establish concentration distributions around channel microband electrodes both in isolation and as part of multi-electrode arrays. The importance of axial diffusion in addition to convection and diffusion normal to the electrode surface is stressed. In particular, downstream depletion effects are shown t...
Article
The strongly implicit procedure is used to simulate the chronoamperometric transient resulting from a potential step at a channel microband electrode. A working surface is presented which permits the analysis of data recorded at any flow rate, including cases where axial diffusion effects are significant, and for cells of arbitrary geometry.
Article
The strongly implicit procedure and the multigrid method MOD1 are used to simulate the steady-state current-voltage response of channel electrodes, including under conditions where diffusional effects in the direction of flow are significant. Reversible, quasi-reversible and irreversible heterogeneous kinetics are all considered.
Article
The strongly implicit procedure is used to simulate the chronoamperometric transient resulting from a potential step at a channel microband electrode. A working surface is presented which permits the analysis of data recorded at any flow rate, including cases where axial diffusion effects are significant, and for cells of arbitrary geometry.
Article
Growing interest in accessing talent on demands stems from the breakdown of long term employment relationships. As employers are no longer constrained to offer their workers employment stability, they can explore opportunities to better match their workforce to fluctuations in demand. In this paper, I argue that a disproportionate focus on changes...
Article
I develop a model to explain recent changes in workers' inter-organizational mobility, based on interactions between workers, organizational practices and the external environment. Worker mobility is reduced by organizational practices such as internal labor market that promote the interests of existing employees over external hires. I argue that s...

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