C
Clint Chadwick
Researcher at University of Kansas
Publications - 36
Citations - 2642
Clint Chadwick is an academic researcher from University of Kansas. The author has contributed to research in topics: Human resource management & Human capital. The author has an hindex of 18, co-authored 32 publications receiving 2284 citations. Previous affiliations of Clint Chadwick include University of Illinois at Urbana–Champaign & University of Pennsylvania.
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To agree or not to agree: the effects of value congruence, individual demographic dissimilarity, and conflict on workgroup outcomes
TL;DR: In this article, the authors investigate value congruence and demographic dissimilarity among group members as factors which influence various types of conflict within workgroups. And they also examine whether it is beneficial for members to be different or alike, to agree or disagree, in order to foster work group productivity.
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Resource orchestration in practice: CEO emphasis on SHRM, commitment‐based HR systems, and firm performance
TL;DR: In this article, the authors examine the effect of CEO resource orchestration in a multi-industry sample of 190 Korean firms and demonstrate that CEO emphasis on strategic HRM is a significant antecedent to commitment-based HR systems.
Journal ArticleDOI
Human Resources, Human Resource Management, and the Competitive Advantage of Firms: Toward a More Comprehensive Model of Causal Linkages
Clint Chadwick,Adina Dabu +1 more
TL;DR: In this article, the authors argue that human resources are strategically significant in at least three cases, when these resources help create traditional Ricardian rents; function as components of organizational capabilities that generate nontraditional Ricardians rents; and are the source of technological and managerial innovations that produce entrepreneurial rents.
Posted Content
Human Resources, Human Resource Management, and the Competitive Advantage of Firms: Toward a More Comprehensive Model of Causal Linkages
Adina Dabu,Clint Chadwick +1 more
TL;DR: A rent-based approach has greater potential to help explain the contribution of human resources to firms' competitive advantages than approaches that are grounded in the resource-based view (RBV) of the firm, which primarily reflects the Ricardian view of rents.
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Effects of downsizing practices on the performance of hospitals
TL;DR: It is found that showing consideration for employees' morale and welfare during downsizing is positively related both to perceived success of downsizing and to financial performance following layoffs.