Dr. Frances Fabian joins the Strategic Management Society in a leadership role and is published in two journals

For release:  February 9, 2018

Dr. Frances Fabian, associate professor of Management, was elected to a three-year rotational leadership position for the Strategy Process Division of the international Strategic Management Society, the most prestigious association for strategy scholars. In addition to working with the international leadership team, she will be responsible for devising different parts of the international conference each year, ending with a stint as the division chair.

Additionally, Dr. Fabian recently coauthored two publications.

First, she was accepted for publication in IEEE Transactions in Engineering Management for her paper entitled, "Chaos in Industry Environments." She coauthored this paper with Drs. Herman Ndofor of Indiana University and John Michel of Notre Dame University. The paper employs three measures (BDS, Correlation Dimension, and Lyapunaov exponent) for determining non-linearity and complexity in large datasets. The paper includes a discussion of the microfoundations of industry environments and problems with equilibrium assumptions for forecasting dynamics. A final test indicates that correlation dimensions may be superior predictive measures for future industry volatility. The findings are important for characterizing industry dynamics for strategic decision making.

Second, she coauthored a recent publication entitled, "Hunting while working: An expanded model of employed job search," in Human Resource Management Review with Drs. Juanita Trusty, former FCBE Ph.D. student and professor at California State University Los Angeles, and David Allen, professor at Texas Christian University. The paper highlights that major theoretical models of job search fail to consider the changing nature of careers, the influence of the internet as a job search tool, and the diverse objectives for employed job search. Consequently, the study of employed job search has been largely confined to turnover research. This paper adds to existing theory by providing a typology of employed search objectives based on modifying employment conditions (separation-seeking, change-seeking, leverage-seeking), contagion (mimetic-seeking), and employability (knowledge-seeking, network-seeking) and offers propositions related to the antecedents and implications for each objective. The classification offers an alternative explanation for previous research findings, provides a framework for future study, and has practical implications for employee retention and recruitment.