Ph.D., Cornell University
M.L.H.R., The Ohio State University
B.L.S., Bowling Green State University
Professor Gardner is a recognized expert on strategic human resource management, including aligning HR systems with firm strategy, employment branding, unorthodox sourcing and recruiting techniques, and retention. His career includes extensive experience in the human resources field for several U.S.-based companies.
Gardner's research on competition for human capital and the relationship between human resource practices and firm performance has appeared or is forthcoming in such leading publications as Research in Personnel and Human Resources Management, Business Ethics Quarterly, International Journal of Human Resource Management, Academy of Management Journal, Personnel Psychology, Asia-Pacific Journal of Human Resources, and Human Resource Management.
His current research interests include labor market rivalry and the organizational impact of human resource systems.
Gardner's research has been cited over 300 times in the academic literature and over 800 times in the journals, newspapers, textbooks, and popular books tracked by Google Scholar.
Prior to joining the Huntsman School, Gardner served as a lecturer at Cornell University, assistant professor at the Marriott School of Management at Brigham Young University, and associate professor at the Owen Graduate School of Management at Vanderbilt University. His research has been recognized with numerous grants, awards and distinctions, including the Robert Whitman Fellowship at the Marriott School of Management, the Ralph Alexander Best Dissertation Award from the Human Resource Division of the Academy of Management, research grants from the Kevin and Debra Rollins Center for eBusiness, the Center for Advanced Human Resource Studies, and School of Industrial and Labor Relations at Cornell University.
Research Finds Top Ten Cues Employees Give Before They Quit (Huntsman Alumni Magazine Spring 2014)
Professor Elected to National HR Committee (The Huntsman Post - July 2014)
People Who Plan to Quit Their Job May Unintentionally Give Off Cues (The Huntsman Post - February 2014)
Tim Gardner Says Liberal Studies Degree Proved Good Foundation (The Huntsman Post - October 2012)
I study the process of lateral hiring to better understand the routines by which organizations discover, value, create, and utilize human capital. I also publish research in the field of strategic human resource management, the study of how organizations manage human capital to gain and maintain a competitive advantage relative to rivals.
Human Capital Strategy, Talent Management, Employment Branding, Employee Selection, Employee Retention, Lateral Hiring, and Labor Market Competition
Gardner, T. M., Wright, P. M., & Moynihan, L. M. (2011). The Impact of Motivation, Empowerment, and Skill Enhancing Practices on Aggregate Voluntary Turnover:
The Mediating Effect of Collective Affective Commitment. Personnel Psychology, 64(2), 315-350.
Gardner, T. M., Erhardt, N., & Martin-Rios, C. (2011). Rebranding Employment Branding:
Establishing a New Research Agenda to Explore the Attributes, Antecedents, and Consequences of Workers’ Employment Brand Knowledge. Research in Personnel and Human Resources Management, 30, 253-304.
Gardner, T. M., Stansbury, J., & Hart, D. (2010). The Ethics of Lateral Hiring. Business Ethics Quarterly, 20(3), 341-369.
Gardner, T. M. & Wright, P. M. (January, 2009). Implicit Human Resource Management Theory:
A Potential Threat to the Internal Validity of Human Resource Practice Measures. International Journal of Human Resource Management, 20(1), 57-74.
Gardner, T. M. (2005). Interfirm Competition for Human Resources:
Evidence from the Software Industry. Academy of Management Journal, 48(2), 237-256.
Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. R. (2005). The Relationship between HR Practices and Firm Performance: Examining Causal Order. Personnel Psychology, 58(2), 409-446.
Gardner, T. M. (2005). Human Resource Alliances as a Means of Improving the Recruiting, Management, and Retention of Employees. International Journal of Human Resource Management, 16(6), 1057-1074.
Park, H. J., Gardner, T. M., & Wright, P. M. (2004). HR Practices or HR Capabilities:
Insights from the Asia-Pacific Region. Asia-Pacific Journal of Human Resources, 42(3), 260-273.
Wright, P. M., Gardner, T. M., & Moynihan, L. M. (2003). The Impact of Human Resource Practices on Business Unit Operating and Financial Performance. Human Resource Management Journal, 13(3), 21-36.
Wright, P. M. & Gardner, T. M. (2003). The Human Resource-Firm Performance Relationship:
Methodological and Theoretical Challenges. In D. Holman, T. Wall, C. Clegg, P. Sparrow, and A. Howard (Eds.) The New Workplace: People, Technology, and Organizations:
311-328. West Sussex, UK:
John Wiley & Sons, Ltd.
Gardner, T. M. (2002). In The Trenches at the Talent Wars:
Competitive Interaction for Scarce Human Resources. Human Resource Management, 41(2), 225-237.
Wright, P. M., Gardner, T. M., Moynihan, L. M., Park, H. J., Gerhart, B., & Delery, J. E. (2001). Measurement Error in Research on Human Resources and Firm Performance:
Additional Data and Suggestions for Future Research. Personnel Psychology, 54(4), 875-902.
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