嘉宾简介：

Giovanni Daniele Muzio is Professor of Management at the University of York and an internationally recognised authority on professional and knowledge-intensive occupations and organisations. His research is widely regarded as field-defining, positioning him among the leading global scholars in the study of professions, professional service firms, as well as the governance, ethics, and inequalities associated with expert work.

He has published over 80 research outputs in many of the world’s leading journals across management, organisation studies, sociology, and accounting, including Journal of Management Studies, Organization Studies, Human Relations, British Journal of Management, Accounting, Organizations & Society, and Journal of Economic Geography. He is also the author and editor of major books with Oxford University Press and Cambridge University Press, most notably the Oxford Handbook of Professional Service Firms and Professional Occupations and Organizations. His work has influenced both academic debate and practice and has been featured in outlets such as Harvard Business Review, The Economist, and The Times.

Professor Muzio’s scholarly impact is reflected in an h-index of 45, over 7,700 citations, and repeated inclusion in the Stanford–Elsevier global top 2% of scholars. He has held research funding from the ESRC, European Commission, British Academy, and professional regulators including the Legal Services Board and the Solicitors Regulation Authority.

He has occupied major field-shaping leadership roles, including General Editor of the Journal of Management Studies, Founding Editor of the Journal of Professions and Organization, and Founding Chair of the Organization and Management Editors Network (OMEN). He is currently a member of the UK REF 2029 sub-panel (UoA 17) and has acted as a REF advisor to multiple Russell Group universities.

讲座简介：

Knowledge-intensive organizations rely on the expertise, skills, and social capital of their employees to build their competitive advantage. As such, they often compete to recruit star employees, i.e., individuals who consistently demonstrate exceptional performance over time. Existing research, however, shows that securing such talent does not automatically translate into improved organizational and group outcomes and that stars’ contribution to value creation is conditional on a number of factors. In this study, we theorize that a group’s ability to create value from hiring a star is conditional on its pre-hire human capital base and relative standing within the organization. Consistent with our predictions, we find that these two factors act as moderators, attenuating the negative association between star hire and group quality. Robustness checks and supplementary analyses support our findings and help identify underlying explanatory mechanisms. Our study contributes to the strategic human capital and stars literature and has important managerial implications.