Building on human capital theory and social capital theory, we theorize that cross-organization collaborations generate a rich and distinct source of relational capital that enhances employer–employee matches when complementary assets are important in the production process. We test our theory in the context of academic scientists where collaborations within and across organizations are common channels to access complementary assets. We find that cross-organizational collaborations are positively related to an individual’s decision to move to a previous coauthor’s organization. Additionally, moving to an organization where an individual had a direct collaboration is positively related to postmobility performance. This suggests that prior collaboration facilitates better employer–employee matches. We unpack this finding and show that the postmobility performance increase is not only driven by increased productivity with prior coauthors, it is also driven by novel collaborations with new colleagues. Together, our findings suggest that cross-organization collaborations facilitate hiring employees who can integrate well with the complementary assets of the entire unit.

中文翻译：

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雇主-雇员匹配和互补资产：跨组织协作的作用

建立在人力资本理论和社会资本理论的基础上，我们认为，当互补资产在生产过程中很重要时，跨组织合作会产生丰富而独特的关系资本来源，从而增强雇主与雇员的匹配。我们在学术科学家的背景下测试我们的理论，其中组织内部和组织之间的合作是获取互补资产的常见渠道。我们发现跨组织合作与个人决定转移到以前的共同作者的组织呈正相关。此外，搬到个人直接合作的组织与离职后的表现呈正相关。这表明事先合作有助于更好地进行雇主-雇员匹配。我们解开这一发现，并表明移动后性能的提高不仅是由与先前合著者的生产力提高所驱动的，它还由与新同事的新合作所驱动。总之，我们的研究结果表明，跨组织协作有助于招聘能够与整个部门的互补资产很好地整合的员工。