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Tim Gardner

Timothy Gardner

Associate Professor

  • Management Department

Educational Background

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 Harvard Business Review, Journal of Management, 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 focus on how organizations identify those at risk of quitting, the tactics used to retain them, and the effectiveness of these interventions. Gardner's research has been cited over 3000 times in the journals 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.
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2017, Academy of Management, Human Resources Innovative Teaching Award
2015, Graduate Student Mentoring Award, Department of Management, Huntsman School of Business​, Utah State University​
2007, Teacher of the Year, Awarded by the MBA Students of the Marriott School of Management, Brigham Young University

Professional Interactions

Research Interests:

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.

Google Scholar Citations


Human Capital Strategy, Talent Management, Employment Branding, Employee Selection, Employee Retention, Lateral Hiring, and Labor Market Competition

Related Huntsman News Articles

2017, August 6. Know the signs of ‘pre-quitting’ behavior to retain key employees (Newsday)

2017, June 19. 25 signs your employee is about to quit, according to resarch (Inc.)

2016, November 21. Do YOU know the signs someone is about to quit their job?  Research reveals the 13 clues you can’t ignore (and doing less work and leaving early are among them) (Daily Mail)

2016, October 31. Apparently, there are 13 giveaways that you are about to quit your job (New York Magazine)

2016, October. The 1 dead giveaway that an employee is about to quit, according to research (Inc.)

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)


Gardner, T. M. & Hom, P. W. (2016). 13 Signs That Someone is About to Quit, According to Research. Harvard Business Review Online, 20 October.

Gardner, T. M., Van Iddekinge, C. H., & Hom, P. W. (2016). If You’ve Got Leavin’ on Your Mind: The Identification and Validation of Pre-Quitting Behaviors. In Press at Journal of Management.

Gardner, T. M., Munyon, T. P., Hom, P. W., & Griffeth, R. W. (2015) When Territoriality Meets Agency: An Examination of Employee Guarding as a Territorial Strategy. In Press at Journal of Management.

Andors, A. & Gardner, T. M. (2012). The Value of Poaching. HR Magazine, 57(4), 36-37.

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: Which Matters? 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.


Dr. Timothy Gardner is interviewed on KUTV