Ralph Alexander Best Dissertation Award:
To recognize exceptional doctoral dissertation research in the field of human resource management, the HR Division of the Academy of Management gives the Ralph Alexander Best Dissertation Award. The winner of the dissertation award will receive a plaque, a $500 award, and be honored at the Academy of Management Convention. 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.
Submission Requirements
The award is based on the following criteria:
1. The significance and importance of the problem to human resources
2. The extent to which the design, findings, or orientation advances research or theory.
3. Given the length allotment, special attention will be paid to the conceptual development of the paper
Nominations should adhere to the following procedures:
1. An entrant should submit seven copies of a paper that summarizes her/her dissertation research. Papers are limited to a maximum of 50 double-spaced pages (including title page, abstract, text, figures, tables, references, footnotes, appendices, etc.).
2. The name of the submitter, his/her institutional affiliation, current mailing address, and phone number should appear only on the title page.
3. 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.
4. A paper may be submitted only once.
5. Nominations should be received by February 2, 2006 and sent to:
Daniel Cable
U of North Carolina-Chapel Hill
Kenan-Flagler Business School
Campus Box 3490
McColl Bldg Chapel Hill, NC 27599-3490
TEL: 919-962-6145
dan_cable@unc.edu
Ralph Alexander Dissertation Award Winners
1993 Nagaraj Sivasubramaniam. Matching Human Resource And Corporate Strategies (Human Resource Strategies)
1994 Michael J. Stevens Staffing Work Teams: Testing For Individual-Level Knowledge, Skill, And Ability Requirements For Teamwork
1995 Daniel M. Cable The Role Of Person-Organization Fit In Organizational Entry
1996 Withheld
1997 Amy L. Kristof-Brown. The Goldilocks Pursuit In Organizational Selection: How Recruiters Form And Use Judgments Of Person-Organization Fit
1998 Suzanne Masterson. A Trickle Down Model Of Organizational Justice: Relating Employee And Customer Perceptions Of And Reactions To Organizational Fairness
1999
2000 Robert Ployhart. An Interactionist Approach To Assessing Personality In Work Contexts: Construct Validation Of A Predictor Of Customer Service Performance
2001 Withheld.
2002 Ian O. Williamson. Interfirm Network Ties, Interorganizational Imitation, and Organizational Hiring Patterns.
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