EMPLOYEE MOBILITY, NETWORK AND OUTCOME

In my dissertation, as a critical foundation for employee mobility areas, I try to contribute to three broad theoretical foundations. First, I examine when and how employee mobility affects the individual and organizational outcome. Specifically, I examine this by distinguishing the direction of employee mobility; mobility constraints (chapter 1), inward mobility (chapter 2) and outward mobility (chapter 3). In doing so, I contribute to a better understanding of how employee mobility affects individual and organizational outcomes depending on mobility direction. Second, I examine organizational level contextual factors from both inter- and intra- organizational network. In doing so, I contribute to existing studies examining the contingent effect of organizational level contextual factors by adding more complete understanding how network structure within the firm and between the firm simultaneously influences the impact of employee mobility. Specifically, I investigate the contingent effect of intra-firm collaborative network density (chapter 1), inter-firm centrality (chapter 2) and intra-firm dispersion of learning from the recruits (chapter 2). Lastly, I examine organizational level contextual factors from both collaborative and knowledge network. Based on the recent findings that two networks embedded in the same organization may differ in terms of its origin and implication, I investigate how two networks influence the impact of employee mobility on organizational outcomes through distinctive mechanisms. Specifically, I examine the distinctive effects of collaborative network density and knowledge network density (chapter 1) simultaneously. In doing so, I try to integrate social capital to human capital perspective in employee mobility literature by showing how two different networks influence in a distinctive way. Overall, my dissertation contributes to existing employee mobility studies providing an integrated framework by distinguishing and integrating 1) mobility direction 2) social and human capital perspective and 3) inter-and intra- organizational contextual factors.

Many thanks to Donghwi’s dissertation committee: • Committee Chair – Jeongsik Jay Lee – Assistant Professor – Drexel University • Committee Member: Daniel Tzabbar - Associate Professor – Drexel University • Committee Member: Dali Ma – Associate Professor- Drexel University • Committee Member: Lauren D’Innocenzo - Assistant Professor – Drexel University • Committee Member: Bruno Cirillo - Assistant Professor – SKEMA Business school