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Rhett Andrew Brymer
University of Cincinnati
BusinessEconomicsHuman capitalPublic relationsIndustrial organization
20Publications
5H-index
101Citations
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Publications 21
Newest
#1Leonard Bierman (A&M: Texas A&M University)H-Index: 11
#2Rhett Andrew Brymer (UC: University of Cincinnati)H-Index: 5
Last. Hyunseok Hwang (A&M: Texas A&M University)H-Index: 3
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#1Rhett Andrew Brymer (UC: University of Cincinnati)H-Index: 5
#2John-Patrick Paraskevas (UMD: University of Maryland, College Park)
Last. Matthew Josefy (IU: Indiana University Bloomington)H-Index: 5
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#2Michael A. HittH-Index: 98
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#2Janice C. MolloyH-Index: 11
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#1Vera RochaH-Index: 11
#2Rhett Andrew Brymer (Miami University)H-Index: 5
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#2David S. Boss (OU: Ohio University)H-Index: 2
Last. Leonard BiermanH-Index: 11
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Though human and relational capital are vital to the success of firms, little research exists on the dynamics of how these resources change in response to firms’ growth. We consider knowledge worke...
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#1Rhett Andrew Brymer (UC: University of Cincinnati)H-Index: 5
#2Clint Chadwick (KU: University of Kansas)H-Index: 13
Last. Janice C. MolloyH-Index: 11
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Scholars use the term pipelines to encapsulate many ways that firms target talent sources. Yet pipeline scholarship is fragmented to date, so we have few answers for several salient questions: Why ...
1 CitationsSource
#1Rhett Andrew Brymer (Miami University)H-Index: 5
#2David G. Sirmon (UW: University of Washington)H-Index: 24
Context†emergent turnover theory (CETT) focuses on the contextual factors that influence the turnover†firm performance relationship, yet to date, has not investigated how particular firms weather the detrimental effects of loss more effectively than others. We build on the CETT literature by theorizing that different human resource bundling strategies are central contextual factors that impact the effects of human resource exit. Specifically, we argue that bundling human resources prior to e...
6 CitationsSource
#2John MawdsleyH-Index: 2
Last. Rhett Andrew BrymerH-Index: 5
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Extant research theorizes that countercyclical hiring, i.e., hiring during economic downturns, can improve firm performance. However, prior studies have yet to unpack the conditions under which this seemingly paradoxical strategy–hiring talent when demand for firms’ products and services is less stable or declining–is beneficial for firms. In the context of the U.S. legal services industry, we theorize and predict that while firms may perceive they can achieve performance benefits from hiring ex...
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#2Hyunseok HwangH-Index: 3
Last. Leonard BiermanH-Index: 11
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We propose and test a theory of the value of racial minorities’ contribution to firm performance based on the demographic principle of proportional representation in the organization, community, and region. We conceptualize two demographic extremes, rarity and commonness in light of the predictions of institutional theory and the resource-based theory of the firm. Findings show that whether or not workforce diversity pays depends on proportional representation, which exhibits a curvilinear inver...
1 CitationsSource
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