University of Southern California

John Boudreau
Professor of Management and Organization

USC Marshall School of Business
Los Angeles, CA 90089-0808

Phone: 
213-740-4988
Education: 
PhD, MSIA, Purdue University; BBA, New Mexico State University

Overview

John Boudreau is recognized for breakthrough research on human capital, talent, and sustainable competitive advantage. His large-scale and focused field research studies the future of the global HR profession, HR measurement and analytics, decision-based HR, executive mobility, HR information systems, and organizational staffing and development. He has published more than 50 books and articles, and his research has been featured in Harvard Business Review, the Wall Street Journal, Fortune, and Business Week. Professor Boudreau serves as Research Director for Marshall's Center for Effective Organizations. He advises numerous organizations, including early-stage companies, global corporations, government agencies, and non-profit organizations.

Research

Appreciating and ‘retooling’diversity in talent management conceptual models: A commentary on “The psychology of talent management: A review and research agenda 2013
Workforce planning across the great divide 2012
Decision Logic in Evidence-Based Management: Can Logical Models From Other Disciplines Improve Evidence-Based Human Resource Decisions? 2012
Explaining the pathways between approach-avoidance personality traits and employees’ job search behavior. 2012
“Retooling” evidence-based staffing: Extending the validation paradigm using management mental models. 2012
Strategic industrial-organizational psychology lies beyond HR. 2012
Effective Human Resource Management: A Global Analysis 2012
Special issue: The future of human resource management. 2011
2011
Investing in People (2nd Edition) 2011
Beyond cost-per-hire and time-to-fill: Supply-chain measurement for staffing 2010
Achieving excellence in human resources management 2009
HR as a strategic partner: What makes it happen? 2009
Investing in People 2008
Beyond HR: The New Science of Human Capital 2007
Beyond HR: The New Science of Human Capital 2007
INFORMAL DEVELOPMENTAL EXPERIENCES AND CAREER SUCCESS: A STUDY OF QUALITATIVE DIFFERENCES IN WORK EXPERIENCE 2006
HR support for corporate boards 2006
Where is your pivotal talent? 2005
Out-of-the-money: the impact of underwater stock options on executive job search 2005
Talentship and the Evolution of Human Resource Management: From "Professional Practices" to "Strategic Talent Decision Science" 2005
Talentship, Talent Segmentation, and Sustainability: A New HR Decision Science Paradigm for a New Strategy Definition 2005
The relation between job demands and job search among high level executives in the U.S. and Europe 2005
HR metrics and analytics-uses and impacts 2004
Organizational Behavior, Strategy, Performance and Design in Management Science 2004
The outcomes and correlates of job search objectives: Searching to leave or searching for leverage? 2004
Global human resource metrics 2003
Global talentship: Toward a decision science connecting talent to global strategic success 2003
Is it worth it to win the talent war? 2003
On the interface between operations and human resources management 2003
Strategic HRM measurement in the 21st century: From justifying HR to strategic talent leadership 2003
Strategic I/O psychology and the role of utility analysis models 2003
Strategic knowledge measurement and management 2003
Tapping the full potential of HRIS: Shifting the HR paradigm from service delivery to a talent decision science 2003
Effects of personality on executive career success in the U.S. and Europe 2001
How leading companies create, measure, and achieve strategic results through "line of sight" 2001
Personality and cognitive ability as predictors of job search among employed managers 2001
Separating the Developmental and Evaluative Performance Appraisal Uses 2001
The human capital impact on e-business: The case of encyclopedia Britannica 2001
An empirical examination of self-reported work stress among U.S. managers 2000
Employee satisfaction with the performance appraisals and appraisers: The role of perceived appraisal use 2000
Human resource metrics: Can measures be strategic? 1999
Strategic human resources management in the twenty-first century 1999
The Effects of Low-Inventory on the Development of Productivity Norms 1999
Modeling and worker motivation in JIT production systems 1998
Strategic human resource management measures: Key linkages and the People VANTAGE model 1998
Measuring Intellectual Capital: Learning from Financial History 1997
Personnel/human resource management: A diagnostic approach 1997
Voluntary Turnover and Job Performance: Curvilinearity and the Moderating Influences of Salary Growth, and Promotions 1997
Building Intellectual Capital through Partnership--The Center for Advanced Human Resource Studies at Cornell University 1996
Information Acquisition in Promotion Decisions 1996
The Motivational Impact of Utility Analysis and HR Measurement 1996
Why Do Employees Keep Choosing the High-Premium Health Care Plan? An Investigation of the Financial Consequences and Logic of Employee Health Care Plan Selections 1996
An Empirical Investigation of the Determinants of Executive Career Success 1995
HRIS: Exploiting its real potential 1995
Utility analysis: What are the "black boxes", and do they affect decisions. 1995
Voluntary Turnover and Job Performance: Curvilinearity and the Moderating Influences of Salary Growth, Promotions, and Labor Demand 1995
Job and life attitudes of male executives 1994
Job search behavior of employed managers 1994
Just Doing Business: Human Resource Information Systems in the Global Organization 1994
The evolution of computer use in human resource management: Interviews with ten leaders 1992
Using performance measurement to evaluate strategic human resource management decisions: Eastman Kodak's experience with profit sharing 1992
HRIS: Adding value or just cutting costs? 1992
Human resource management, information technology, and the competitive edge 1992
Utility analysis for decisions in human resource management 1991
"Cost-Benefit" Analysis Applied to Personnel/Human Resource Management Decisions: Answers to Common Questions, and a Case-Study Application 1990
Selection utility analysis: A review and agenda for future research 1989
Human resource management: Evolving roles and responsibilities 1988
Education: Masters of the HR universe 1987
Giving it the old college try 1987
Effects of variability and risk in utility analysis: An empirical test and simulation 1987
Performance feedback utility in a small organization: Effects on organizational outcomes and managerial decision processes 1987
College recruiting in large organizations: Practice, evaluation and research implications 1986
Decision-theoretic utility analysis applied to employee separations and acquisitions 1985
Role of recruitment in staffing utility analysis 1985
Toward a model of employee movement utility 1985
Decision theory contributions to HRM research and practice 1984
Economic considerations in estimating the utility of human resource productivity improvement programs 1983
Effects of employee flows on utility analysis of human resource productivity improvement programs 1983
The effects of unions on work-related values, perceived rewards, and job satisfaction 1983
Beyond HR: Extending the Paradigm Through a Talent Decision Science
Determinants of Executive Career Success
Effects of Personality on Executive Career Success in the U.S. and Europe
Employee Health Insurance Decisions in a Flexible Benefits Environment
HR Support for Corporate Boards
Occupational human capital and career dyanamics
Personality and Cognitive Ability as Predictors of Job Search and Separation Among Employed Managers
Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change
The Human Capital 'Impact' on E-Business: The Case of Encyclopedia Britannica
Underwater Stock Options and Voluntary Executive Turnover
Utility of Selection Systems: Supply-Chain Analysis Applied to Staffing Decisions
What's next for human resource management