Although executive mobility has been the subject of considerable scholarly attention, its drivers and outcomes remain conspicuously under-explored and under-theorized, despite anecdotal evidence that board members, employees, shareholders, customers, suppliers, policy-makers, and media pundits all closely track and critically assess the movement of executives. Cognizant of the disconnect between the perceived importance of executives by stakeholders and the relative lack of explanatory frameworks, this paper takes important steps to identify and define the challenges associated with executive organizational transfer (EOT). Our multi-level analysis of EOT enhances and extends human-capital theory by building an explanatory model for the manner in which stakeholders' beliefs about the transferability of individual-level and firm-level reputation, attractiveness, and power impact the inter-organizational movement of executives. Critical to this process is the moderating effect of political skill, which executives can employ to manage the complex web of stakeholder relationships. Our framework offers a much-needed integration of the varied mechanisms that influence successful or unsuccessful EOT and offers a roadmap for future research.

尽管行政人员流动一直是学术界相当关注的主题，但其驱动因素和结果仍然明显未被充分探索和理论化，尽管有轶事证据表明董事会成员、员工、股东、客户、供应商、政策制定者和媒体专家都密切关注跟踪并批判性地评估高管的动向。认识到利益相关者对高管重要性的感知与相对缺乏解释性框架之间的脱节，本文采取了重要步骤来识别和定义与高管组织转移 (EOT) 相关的挑战。我们对 EOT 的多层次分析通过为利益相关者对个人层面和公司层面声誉的可转移性的信念建立解释模型，增强和扩展了人力资本理论，吸引力和权力影响高管的组织间流动。这一过程的关键是政治技能的调节作用，高管可以利用政治技能来管理复杂的利益相关者关系网络。我们的框架提供了急需的影响 EOT 成功或失败的各种机制的集成，并为未来的研究提供了路线图。