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The purpose of this paper is to examine selection practices of school districts by capturing the promotion of teachers to assistant principal positions to determine if: there is a relationship between employability and assistant principal promotion (within-school, within-district, and external); and if the state-specific educational leadership policy directly impacts the employability of assistant principal candidates.

Principals in the state of Georgia were the unit of analysis, and data collected included personal characteristics of each participant when entering their first assistant principal position, school characteristics of the place of promotion, and type of promotion (internally within-school, internally within-district, and externally). Both descriptive statistics and multiple regression analysis were utilized to examine the impact of type of promotion as well as the state-specific educational leadership policy on participant employability at the time of promotion.

This study found a significant positive relationship between internal promotion (within-school) and employability as well as a negative association between participant employability and Georgia state-specific policy. Additional findings indicate a positive relationship between combination schools (i.e. grades K-8; 6-12) and participant employability.

This study advances the HRM literature concerning employee selection by expanding the scope of hiring practices outside of the private sector and provides focus on the public sector, specifically, the public school environment. In addition, the focal position (public school administrators in the state of Georgia) has yet to be utilized in employee selection research in the areas of internal and external promotion. Previous researchers have studied the probability of internal and external promotion based on demographic factors such as race and gender, however, this specific study uses distinctive predictor variables backed by literature to evaluate applicant employability.

The purpose of this paper is to investigate three hypotheses for the existence of a wage premium between incumbents and employees who are hired from other employers in the external labour market.

The paper presents estimates of wage equations for a sample of externally hired workers and internally promoted employees. It uses an employer‐employee matched data set of Dutch firms from all economic sectors (1998). It controls for various observed characteristics of the firm, the worker and the job.

The estimates reject the hypothesis that firms rely more on observable characteristics for wage formation of external candidates. Nor do the estimates favor the prediction that there is a wage premium due to the option value of risky employees. Finally, employees who are recruited internally have on average a 15 percent higher wage (net of tenure) than comparable employees who are hired from other employers.

It was found that there was a limited possibility of identifying risky employees.

Firms do not reward risky employees; the incumbents seem to be of better quality than the external hirees.

Here the focus is on hirees who were previously employed elsewhere. Usually, a broader definition of external hiring is used.

Internal audit is getting recognition thanks to media coverage of alleged fraudulent activities and new regulations that require the evaluation of internal controls. Given this attention, Harrington (2004) identified what organizations should look for when hiring a director of internal audit. This paper reports an investigation of college and university internal audit departments that determines if the directors hold the suggested qualifications and if the qualifications differ based on gender. Differences among the directors of internal auditor include demographic information such as salary, experience and number of staff members as well as who hires the director, and whether the institution has a governing board audit committee. Even with the differences, college and university internal audit directors are very much alike.

The purpose of this paper is to argue the importance of succession planning within academic libraries backed up by original research documenting current succession planning practices.

A survey was completed by 34 ARL institutions, which included 25 questions regarding the ages of library leaders, hiring practices, and opinions about the importance and practice of specific succession planning principles. These results are compared with an extensive literature review.

The survey results show that there is a gap between the perceived importance of various principles of succession planning and how well the principles are practiced. In addition, the age demographics of library leaders clearly show a need to prepare future leaders.

From this research it was found that many libraries are not prepared to fill the vacancies of library leadership positions.

This original research provides data that may be lacking within the field in regards to the need for succession planning.

Consists of a series of nine articles under the same title. Each article provides a different slant on the hiring process. Outlines the legal position when hiring employees and concentrates on providing a framework for managers. Covers areas including job analysis and descriptions, where to advertise and recruit, selection criteria, the interview, testing, negotiating the offer of employment and references. Briefly describes trends in employment practices and ways to minimize potential litigation through best practice.

This chapter investigates the relationship between the composition of initial spinout teams and spinout survival. We develop a theory suggesting that spinout founders hiring from their prior firm versus hiring from the external labor market to assemble spinout teams will have differential effects on spinout survival. Using confidential employee–employer linked data in the legal services industry provided by the United States Census Bureau, we find evidence that inclusion of spinout team members from the founder's prior firm is positively related to spinout survival, a relationship which increases with included members' prior earnings. In contrast, we find that inclusion of spinout team members from firms outside the founder's prior firm is positively associated with spinout failure, a relationship which becomes statistically insignificant when included team members' prior earnings are high. Taken together, our results point to the potential hazards associated with using external markets to assemble spinout teams, thereby establishing an important boundary condition for extant theory which has focused on the benefits associated with spinout team size, but has often neglected the labor market strategy through which such teams are assembled.

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 tradition) and Matthew Bidwell (from the human resource management research tradition). Their cumulative work leads to vastly different conclusions. In this chapter we had an opportunity to explore their differences and share the roots of their motivations, interests, and research philosophies. The discussion provides diverging, yet insightful, directions for future research.

Many higher education institutions have not invested in leadership succession planning despite suggestions for such action. In this article, the authors discuss the relevance of succession planning to the senior levels of leadership in higher education institutions, proposing that the role of succession planning and accompanying leadership development must be carefully considered based on the internal and external context of an institution. The authors present a modified model of succession planning for the higher education context.

This article includes arguments for and against succession planning and leadership development in higher education using relevant literature and theory.

The literature reviewed highlights the need for each educational institution to find its own optimized mix of external hiring and internal succession planning and leadership development to replace outgoing leaders based upon factors such as the institution's culture, needs, external environment, talent pool, and levels of leadership.

This article makes a unique contribution by questioning succession planning's utility in higher education and guiding practitioners and researchers on the risks and benefits of such practices. The article also provides a model to guide selective implementation of succession planning.

Managerial decision making regarding using organizational forms methodology to develop technological innovations in the context of technological strategy has not been the subject of a prolific number of studies; nevertheless, it has proven to be an important matter. This is particularly notable in the Iberoamerican context, where a theoretical framework has not been developed yet. It is within such a context that this empirical research intends to determine the organizational forms used by companies of the machine‐tool sector of the Basque Country in their implementation of processes of technological innovation. This research is supported by the theoretical framework provided by transaction cost economics, evolutionary economics, and competitive strategy theories. It also uses the contrasting approach as a starting point for proposing some extensive ideas on this issue.