本論文從兩個不同角度來探討個體如何影響地位信號的可信度。首先，我們考察了在求職者的職業軌跡中，哪些人力和社會資本特點促進了外部觀察者對地位信號的信任。我們提出，市場觀察者對地位的看法不僅受到求職者原任公司與新任公司之間地位差距的影響，還受到該求職者職業特點的影響。通過分析2012年至2018年美國會計、諮詢和法律公司樣本，我們發現，當被聘用者具有較長的任期和相互關聯的董事職位時，從更高地位的公司受聘用人員對觀察者的地位有強烈的正面影響。
其次，我們探討個人職業策略如何增強源自人力資本屬性的地位訊號的可信度。透過德國專業顧問樣本的探索性案例研究設計，我們介紹並討論了四種針對內部和外部受眾的具體框架策略，以提高他們的地位訊號的可信度。我們詳細介紹了與每種策略相關的操作，並研究了每種策略的使用環境。此外，我們也分析這些策略背後的意圖及其使用的目標受眾。
我們解釋了地位訊號感知可信度的差異，並有助於更好地理解流動性和地位之間的關係。

This thesis explores two perspectives on how individuals influence the credibility of status signals. First, we examine which human and social capital characteristics within a mobile individual's career trajectory foster credible status signals to external observers. We propose that the status perception of market observers is shaped not only by the status distance between the source and destination firms but also by the mobile individuals’ career characteristics. By testing our hypotheses with a sample of US accounting, consulting, and law firms from 2012 to 2018, we find that hiring from a higher-status firm has a stronger positive effect on observers’ perceptions when hired individuals have long tenures and interlocking directorships.
Second, we explore how individual career strategies can enhance the credibility of status signals that originate from human capital attributes. Using an exploratory case study design with a sample of German professional consultants, we introduce and discuss four specific framing tactics individuals addressed to internal as well as external audiences to enhance the credibility of their status signals. We detail the actions associated with each tactic and examine the circumstances in which each is employed. Additionally, we analyze the intentions behind these tactics and the target audiences for their use.
We explain the differences in the perceived credibility of status signals and contribute to a better understanding of the relationship between mobility and status.

Dissertation Validation Letter i
Acknowledgements ii
摘要 iii
Abstract iv
Table of Contents v
Table of Figures vii
Table of Tables viii
Chapter 1 Introduction 1
Chapter 2 Literature Review 4
2.1 Organizational Status 4
2.1.1 Status relations on macro level 5
2.1.2 Status relations on meso level 7
2.1.3 Status relations on micro level 8
2.2 Status, careers and career crafting 11
2.2.1 The signaling role of mobility events 11
2.2.2 Career crafting and credibility signals 13
Chapter 3 How individual careers influence organizational status 16
3.1 Introduction 16
3.2 Theory development 19
3.2.1 Organizational Status and Mobility 19
3.2.2 Credibility of Signals 20
3.3 Hypotheses development 23
3.3.1 Specialization 23
3.3.2 Tenure 25
3.3.3 Interlocking Board Assignments 26
3.4 Data and Methods 28
3.4.1 Dependent Variable 32
3.4.2 Independent Variables 33
3.4.3 Control Variables 35
3.4.4 Analysis 37
3.5 Results 38
3.5.1 Hiring from Higher Status Tiers 38
3.5.2 When Career Characteristics Moderate Status 40
3.5.3 Supplementary Analysis 44
3.6 Discussion Chapter Three 45
Chapter 4 Career characteristics and career crafting 51
4.1 Introduction 51
4.2 Theory development 54
4.2.1 Status signals and career crafting 54
4.2.2 Status signals and proactive career reflection 56
4.2.3 Status signals and proactive career construction 57
4.3 Research Questions 59
4.4 Data and Methods 59
4.4.1 Research Approach 59
4.4.2 Sample 60
4.4.3 Analytical approach 64
4.5 Career crafting tactics 65
4.5.1 Internal audiences: Concealing 65
4.5.2 Internal audiences: Demonstrating 68
4.5.3 External audiences: Concealing 70
4.5.4 External audiences: Demonstrating 72
4.6 How crafting is changing over time 74
4.6.1 Crafting in early career years 76
4.6.2 Crafting in advanced career years 76
4.7 Discussion Chapter Four 77
Chapter 5 Discussion 83
5.1 Summary of results 83
5.2 Theoretical contributions 84
5.3 Future research directions 87
5.4 Managerial and practical implications 88
References 90
Appendix 1: Questionnaire 99

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