Ralph Alexander Best Dissertation Award:
The Ralph Alexander Dissertation Award is given to the author of the best doctoral dissertation in the field of human resource management. In order to be eligible for this award, a dissertation must address a phenomenon that is of importance to the human resources field and have been completed with 24 months prior to the submission deadline. The winner of the dissertation award will receive a plaque and a $500 honorarium.

The award is based on the following criteria:

• The significance and importance of the problem to human resources.
• The extent to which the design, findings, or orientation advances research or theory.
• Given the length allotment, special attention will be paid to the conceptual development of the paper.

Nominations should adhere to the following procedures:

• An entrant should submit an electronic copy of their paper via email. Papers are limited to a maximum of 50 double-spaced pages (including title page, abstract, text, figures, tables, references, footnotes, appendices, etc.).
• The name of the submitter, his/her institutional affiliation, current mailing address, and phone number should appear only on the title page.
• A submitter must provide a letter from his/her dissertation chair specifying (a) that the paper submitted adequately represents the completed dissertation, and (b) the date the dissertation was accepted by the university.
• A paper may be submitted only once.
• Nominations must be received by February 1, 2008 to:

Suzanne Masterson ( suzanne.masterson@uc.edu)

Ralph Alexander Dissertation Award Winners
2007 Jeff Ericksen, "High-performance Work Systems, Dynamic Workforce Alignment, and Firm Performance"

2006 Sean A. Way, "A Firm-Level Analysis of HR Flexibility"

2002 Ian O. Williamson, "Interfirm Network Ties, Interorganizational Imitation, and Organizational Hiring Patterns"

2001 Withheld.
2000 Robert Ployhart "An Interactionist Approach To Assessing Personality In Work Contexts: Construct Validation Of A Predictor Of Customer Service Performance"

1999

1998 Suzanne Masterson. A Trickle Down Model Of Organizational Justice: Relating Employee And Customer Perceptions Of And Reactions To Organizational Fairness

1997 Amy L. Kristof-Brown. The Goldilocks Pursuit In Organizational Selection: How Recruiters Form And Use Judgments Of Person-Organization Fit

1996 Withheld

1995 Daniel M. Cable The Role Of Person-Organization Fit In Organizational Entry

1994 Michael J. Stevens Staffing Work Teams: Testing For Individual-Level Knowledge, Skill, And Ability Requirements For Teamwork

1993 Nagaraj Sivasubramaniam. Matching Human Resource And Corporate Strategies (Human Resource Strategies)