Rocio Bonet´s interests lie at the intersection of labor economics and human resource management. Her research empirically explores how recent changes in the labor market towards more flexible organizations are affecting employment outcomes.
One stream of her research looks at the effects of the adoption of flexible workforce practices on firm level outcomes. Her more recent projects in this area have explored the labor productivity consequences of having a workforce geographically distributed or of having fluid team organizations. She is currently investigating the performance and turnover consequences of using temporary workers in the organization. “What we are finding is that there is a dark side of using labor flexibility practices. Using temps may be cheaper, but it can importantly erode the human and social capital of the organization”.
Another stream of her research focuses on investigating the determinants of career advancement. She has explored how innovative work organizational practices that empower employees have affected promotions within organizations. Her ongoing research in the area of careers explores the drivers of career success in the growing context of inter-organizational mobility. In particular, she is investigating the role of MBA educational credentials and prior employer status in generating job matches and compensation.
Professor Bonet‘s research has appeared in several academic publications. She has also presented her work at multiple international conferences. She has been awarded with several research grants, including a Marie Curie grant from the European Commission and a GMAC fellowship.
Professor Bonet sees teaching MBA students as a very enriching experience where joint learning happens in the class.
In collaboration with colleagues from Carlos III University and IESE, she started and currently organizes the Madrid Work and Organizations Workshop, which brings together a network of academics doing research in the area of work and organizations.
Research Interests: careers, worker productivity, labor flexibility, contingent workers, high involvement work practices, status.
• Ph.D. in Management, The Wharton School, University of Pennsylvania (US)
• M.Sc. in Management, The Wharton School, University of Pennsylvania (US)
• M.Sc. in Economics, Finance, and Management, Universitat Pompeu Fabra (Spain)
• B.Sc. in Business Administration, Universidad de Zaragoza (Spain)
• Associate Professor of Human Resource Management, IE Business School, since 2015
• Assistant Professor of Human Resource Management, IE Business School, since 2008
• Researcher, Center for Economic Studies, U.S. Census Bureau, since 2002
• Teaching Assistant, The Wharton School, University of Pennsylvania, 2002 – 2007
• Bonet, R., Cappeli, P., Hamori, M. (2020). “Gender differences in speed of advancement: an empirical examination of top executives in the fortune 100 firms”. Strategic Management Journal, Vol. 41 (4): 708-737
• De Stefano, F., Bonet, R., Camuffo, A. (2019). “Does losing temporary workers matter? Temporary worker turnover, replacements, and unit performance”. Academy of Management Journal, Vol. 62 (4): 979-1002
• Bonet, R., Eriksson, T., Ortega, J. (2019). “Up for Review: Unravelling the Link between Formal Evaluations and Performance‐Based Rewards”. Industrial Relations, Vol. 58 (1): 108-137
• Bonet, R., Salvador, F. (2017). “When the Boss Is Away: Manager-Worker Separation and Worker Performance in a Multisite Software Maintenance Organization”. Organization Science, Vol. 28 (2): 244-261