Matthew Bidwell
Biographic Data
| ID | 1079946 |
|---|---|
| NAME | Matthew Bidwell |
| GIVEN NAMES | Matthew |
| FAMILY NAME | Bidwell |
| SIGNATURE | BIDWELL M |
| AFFILIATIONS | California University of Pennsylvania |
| ORCID | 0000-0003-3593-5036 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 87 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2009 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 2 |
New Directions in Employment Relations Theory
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 employment relationship, an increased emphasis on identity as a basis for organizing and extending labor pro…
Managing talent Flows Through Internal and External Labor Markets
This chapter examines talent management through the lens of worker flows, emphasizing the interdependence between staffing decisions across jobs and over time. It reviews existing theories on how people flow across jobs within and across organizations, as well as how organizations balance those internal and external flows in staffing jobs. Although different theories have generally been used to analyze internal and external mobility, I note that …
Do Women Choose Different Jobs from Men? Mechanisms of Application Segregation in the Market for Managerial Workers
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: how individuals evaluate the rewards provided by different jobs, whether they identify with those job…
The Employment Relationship and Inequality
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, contingent work, outsourcing, and performance pay as well as the success of social identity movements …
Do Peripheral Workers Do Peripheral Work? Comparing the Use of Highly Skilled Contractors and Regular Employees
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 accounts of contingent work that emphasize the interests of frontline managers. He finds that contracto…
Managing talent Flows Through Internal and External Labor Markets
This chapter examines talent management through the lens of worker flows, emphasizing the interdependence between staffing decisions across jobs and over time. It reviews existing theories on how people flow across jobs within and across organizations, as well as how organizations balance those internal and external flows in staffing jobs. Although different theories have generally been used to analyze internal and external mobility, I note that …
Do Peripheral Workers Do Peripheral Work? Comparing the Use of Highly Skilled Contractors and Regular Employees
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 accounts of contingent work that emphasize the interests of frontline managers. He finds that contracto…
New Directions in Employment Relations Theory
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 employment relationship, an increased emphasis on identity as a basis for organizing and extending labor pro…
Do Peripheral Workers Do Peripheral Work? Comparing the Use of Highly Skilled Contractors and Regular Employees
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 accounts of contingent work that emphasize the interests of frontline managers. He finds that contracto…
Do Women Choose Different Jobs from Men? Mechanisms of Application Segregation in the Market for Managerial Workers
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: how individuals evaluate the rewards provided by different jobs, whether they identify with those job…
The Employment Relationship and Inequality
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, contingent work, outsourcing, and performance pay as well as the success of social identity movements …
Managing talent Flows Through Internal and External Labor Markets
This chapter examines talent management through the lens of worker flows, emphasizing the interdependence between staffing decisions across jobs and over time. It reviews existing theories on how people flow across jobs within and across organizations, as well as how organizations balance those internal and external flows in staffing jobs. Although different theories have generally been used to analyze internal and external mobility, I note that …
New Directions in Employment Relations Theory
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 employment relationship, an increased emphasis on identity as a basis for organizing and extending labor pro…
Business (4 works) · Economics (4 works) · Labor market dynamics and wage inequality (3 works) · Labor Movements and Unions (3 works) · Political science (3 works) · Public relations (3 works) · Employment and Welfare Studies (2 works) · Engineering (2 works) · Labour economics (2 works) · Marketing (2 works)