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This paper examines the impact of corporate reputation capital on employees' career progression in the case of inter‐organizational transitions. A proprietary database that contains career history data on professionals, managers and executives in the financial services industry is used to test the hypotheses. The paper finds that reputation capital is most strongly determined by organization size, not operational efficiency. Reputation capital is an important predictor of the size of the promotions that employees receive as they change organizations, and may signal underlying individual capabilities and performance. Further, employees are willing to forgo a promotion in order to be able to join organizations with high reputation capital.

The purpose of the study is to examine the impact of corporate reputation (hereafter CR) and the degree of economic development on firms’ cost of capital remains unresolved. This study addresses these issues.

Using a global sample across 20 countries, the study investigates the discrete and joint effects of CR and jurisdictional economic development on the cost of equity (COE) and cost of debt (COD) capital. The analysis encompasses a dual data set, comprising 1,308 observations for COE and 1,223 observations for COD, allowing for a comprehensive exploration of these dynamics.

The findings indicate that CR leads to a reduction in the cost of capital for reputable firms. Nevertheless, the extent of this decrease varies per type of capital and firm’s reputation level and is contingent upon the economic development level within the firm’s jurisdiction. Particularly noteworthy is the moderating effect of economic development on CR, which shows that COE capital tends to be lower for reputable firms operating in economically developed jurisdictions. Albeit, this is not the case for COD capital for reputable firms in similarly developed jurisdictions.

This study illustrates that effective CR management, aimed at reducing the cost of capital, necessitates a combination of the firm’s unique competitive advantage and the economic development context of its jurisdiction to truly achieve its intended goal.

To the best of the authors’ knowledge, this is the first global study to explore the impact of CR on both COE and COD capital. Furthermore, this study is primarily towards understanding the moderating role of economic development in the relationship between CR and cost of capital.

High-performing employees are a hotel’s most important asset: they care for what they do, go beyond and beyond the scope of duty and continually strive to do better. The purpose of this multi-level study is to look into the influence of high-talent turnover on organizational reputation via social capital and trust deficits. Furthermore, the current research explores the influence of human capital investment (HCI) on the mediating effects of trust deficit and social capital in the association between high talent turnover rate and organizational reputation using human resource theory and social capital theory.

The authors examined the hypotheses using multi-source and multi-times data of 805 respondents (including senior human resources officers and employees) from 85 hotels.

The present study revealed interesting findings that the HCI failed to buffer the interfering role of trust deficit in the negative association between high-performing personnel turnover rate and organizational reputation.

High-performing personnel turnover and underlying mechanisms play a significant role in eroding a hotel’s reputation in the hotel industry. Hotel management should focus on reducing high-performing talent turnover and underlying mechanisms to maintain and improve the hotel’s reputation.

This study provides better understating into the process by exploring that high-performer turnover can damage an organization’s reputation, which has been overlooked by academics who researched the hotel industry.

Proposes a reputation‐based model to examine the managerial investment and liquidation decisions regarding real estate projects in developing countries. Unlike investments in domestic projects, foreign investments are subject to noisy monitoring, resulting in a liquidation inefficiency where managers preserve their reputational capital by not liquidating projects likely to fail as long as negative signals are not revealed to the public. The manager’s decision to invest in foreign countries is influenced not only by the difference between foreign and domestic project returns, but also by the change in reputational capital. Shows that reputation‐based utility maximization can lead to an under‐investment in profitable foreign projects. Government support to invest in foreign countries can reduce the under‐investment problem, but it can also increase the liquidation inefficiency.

In the present business landscape, relations between firms are one of the most valuable assets. This work points out the main agents to which firms are related, and which build up their relational capital. This proposal highlights the gathering of agents in different levels; one of them constituted by the relations with customers, suppliers, partners, and investors; and the second one related to the relations with state or public sector entities, regulatory institutions, and with the community, as part of a wider or more general environment. Once presented, relational capital, the strategic relevance of corporate reputation is discussed, with a trigger and moderator role for all the previously mentioned relations.

This paper is about equity crowdfunding syndicates as a form of entrepreneurial finance and looks specifically at the lead investors' human capital and their ability to raise funds.

The authors develop regressions on a unique hand-collected dataset of 178 lead investors taken from the US-based platform AngelList.

Results indicate that lead investors' specialized human capital has a positive effect on their syndicate fundraising performance. However, it does not find a significant effect of general human capital. It also finds that specialized human capital is mediated by the reputation of the lead investor on the platform.

This study extends human capital theory in the crowdfunding context by providing a more comprehensive portrait of human capital and in doing so, shifts the focus from an entrepreneur to an investor perspective, an approach much neglected in the crowdfunding literature.

This study advances the current knowledge on crowdfunding as it is one of the first to understand syndicate investment as an innovative and alternative platform-based financial channel. It also contributes to the current debate on the role of human capital in crowdfunding and more generally to entrepreneurial finance.

The purpose of this paper is to analyse the impact of intellectual capital (IC) on the reputation and performance of Italian companies.

The paper exploits a unique data set of 452 non-listed companies that obtained a reputational assessment from the Italian Competition Authority (ICA). To test the hypotheses, this study implemented several regression analyses.

Results support the argument that human capital efficiency is a key driver of corporate reputation. Findings also reveal that companies, which obtained reputational rating under ICA scrutiny, show a positive relationship between IC elements and various measures of financial performance.

The study focuses on a single country; it is not free from the imprecisions of Pulic’s VAIC model.

This paper recommends companies that are interested to achieve a robust reputation should consider the human capital as a strategic intangible asset. Second, the results suggest that companies with an ICA reputational rating are able to leverage their intangibles to potentiate performance and competitiveness.

This is the first empirical investigation on the contribution of IC in generating value for corporate reputation. Additionally, the study contributes to the literature on the link between IC and performance by examining a sample of firms not yet explored in prior research.

The purpose of this study is to identify organizational cultural factors and overarching themes on emergency management evident across the Facebook page of an emergency management organization. This study also aims to understand the dimensions of social capital that influence the reputation of emergency management organization using the lens of organizational culture.

The organizational cultural factors defined in the literature were used to classify content posted by the organization during a six-month period. The posts were read and analyzed thematically to determine the overarching themes evident across the collected posts. The dimensions of social capital defined in the literature were used to determine its influence on the reputation of an emergency management organization.

The organizational cultural factors that emerged from the analysis are openness and future orientation without any evidence on risk-taking and flexibility. An analysis of cultural factors indicates that organizational culture facilitates knowledge exchange and knowledge combination. The key themes embedded in the organization's posts are emergency preparedness, communication devices for emergency management, coordination and admiration. The dimensions of social capital that influenced the reputation of emergency management organization were group characteristics, volunteerism, generalized norms and togetherness. Though previous studies have found the influence of culture on social capital, this study extends those findings by identifying the dimensions of culture (i.e. openness and future orientation) that reflects the social capital dimensions (i.e. generalized norms and group characteristics) in an organizational setting.

This study contributes to theory on the identification of cultural factors from content posted by emergency management organizations on a public social networking site (SNS). The organization benefited in terms of its reputation through the dimensions of social capital which are group characteristics, volunteerism, generalized norms and togetherness. One of the organizational reputation dimensions that was evident in this study was moral reputation which is a contribution of this study.

Among the guiding principles of Sendai Framework for Disaster Risk Reduction, three guiding principles were evident in the posts of the emergency management organization. These principles which represent the practical implications of this study are disaster risk reduction through cooperation, inclusiveness of minority community members and implementing cost-effective and sustainable development policies for future through investment.

Previous studies have examined organizational culture in general, but to date there has been very little research into determining cultural factors that facilitate knowledge exchange and knowledge combination. This is also a unique study which identified the dimensions of social capital and organizational reputation in emergency management.

In everyday life, as well as in work organizations, we engage in frequent and quite comfortable discourse about the nature of reputations, and wealso see personal reputation used as a basis for important human resources decisions (e.g., promotions, terminations, etc.). Unfortunately, despite its recognized importance, there has been very little theory and research on personal reputation in organizations published in the organizational sciences. The present paper attempts to address this need by proposing a conceptualization of personal reputation in organizations. In this conceptualization, reputation is presented as an agreed upon, collective perception by others, and involves behavior calibration derived from social comparisons with referent others that results in a deviation from the behavioral norms in one's environment, as observed and evaluated by others. Implications of this conceptualization are discussed, as are directions for future research.