Talent Management and Career Development: What it takes to get promoted
TL;DR: The authors investigated managerial skills that are essential for managers' job promotion and found that a manager's own experience, expertise, and network size positively affect promotion odds, while strong colleagues decrease promotion odds.
About: This article is published in Journal of World Business.The article was published on 2014-04-01. It has received 59 citations till now. The article focuses on the topics: Talent management & Middle management.
Citations
More filters
TL;DR: In this article, a review adopts a phenomenon-driven approach in reviewing the talent management literature, applying methods derived from bibliometrics and content analysis to evaluate the state of the field and derive implications for research and practice unbiased towards a-priori assumptions of which frameworks or methods are most adequate.
204 citations
TL;DR: In this paper, the authors adopted a systematic review that covers empirical research on TM which has been published between 2006 and 2014 in academic peer-reviewed journals, and a total of 96 articles were included in the review.
Abstract: Purpose – The purpose of this paper is to frame empirical literature on talent management (TM), and to provide a clear and comprehensive picture of the topics under investigation, the conceptualization of TM, and under-explored areas. Design/methodology/approach – The authors adopted a systematic review that covers empirical research on TM which has been published between 2006 and 2014 in academic peer-reviewed journals. A total of 96 articles were included in the review. A bibliometric as well as a content analysis has been carried out. Findings – The results reveal that the Anglo-Saxon context (in particular EU) has a great impact on empirical TM research. Also research foundations and designs are not very rigorous. A slight awareness of context and culture was found. Empirical TM research is predominantly built on an exclusive approach to TM. Yet, how TM works in practice and how well (from the perspective of multiple actors) as well as the role and perceptions of line managers are under-explored areas...
178 citations
TL;DR: In this paper, the authors analyzed the relationship between different strategic talent management practices and employees' intention to leave Brazilian multinational corporations and found that organizational support and perceived career opportunity are negatively related to Brazilian employees' intentions to leave, while training and development is positively related.
Abstract: Previous literature highlights that employee turnover is one of the biggest challenges for multinational corporations (MNCs) stemming from emerging markets. This study analyzes the relationship between different strategic talent management practices and employees’ intention to leave Brazilian multinational corporations. Drawing on the resource-based view, eight research hypotheses are developed and tested using a sample of 61 employees from Brazilian MNCs. Linear regression modeling reveals that organizational support and perceived career opportunity are negatively related to Brazilian employees’ intention to leave, while training and development is positively related. Furthermore, it is found that perceived career opportunity moderates these relationships. This study derives important implications for strategic talent management in Brazilian MNCs and contributes to the more general literature on human resource management in emerging-market multinationals. © 2016 Wiley Periodicals, Inc.
63 citations
TL;DR: In this article, the authors identify, and analyse the barriers to sustainable human resource management with a focus on talent management in the Indian oil and gas sector, and further explore their mutual interrelationships using total interpretive structural modelling technique.
57 citations
TL;DR: The need for understanding the nature and the scopes of talent development is also emphasized in this article, where the authors propose a method to understand the nature of the characteristics of talent and its scopes.
Abstract: As the topic of talent development (TD) gets more popularity in practice of organizations and among human resource development (HRD) professionals, the need for understanding the nature and the sco...
45 citations
References
More filters
TL;DR: In this paper, the concept of social capital is introduced and illustrated, its forms are described, the social structural conditions under which it arises are examined, and it is used in an analys...
Abstract: In this paper, the concept of social capital is introduced and illustrated, its forms are described, the social structural conditions under which it arises are examined, and it is used in an analys...
31,693 citations
TL;DR: The analysis of censored failure times is considered in this paper, where the hazard function is taken to be a function of the explanatory variables and unknown regression coefficients multiplied by an arbitrary and unknown function of time.
Abstract: The analysis of censored failure times is considered. It is assumed that on each individual arc available values of one or more explanatory variables. The hazard function (age-specific failure rate) is taken to be a function of the explanatory variables and unknown regression coefficients multiplied by an arbitrary and unknown function of time. A conditional likelihood is obtained, leading to inferences about the unknown regression coefficients. Some generalizations are outlined.
28,264 citations
TL;DR: In this article, the authors present a model that incorporates this overall argument in the form of a series of hypothesized relationships between different dimensions of social capital and the main mechanisms and proces.
Abstract: Scholars of the theory of the firm have begun to emphasize the sources and conditions of what has been described as “the organizational advantage,” rather than focus on the causes and consequences of market failure. Typically, researchers see such organizational advantage as accruing from the particular capabilities organizations have for creating and sharing knowledge. In this article we seek to contribute to this body of work by developing the following arguments: (1) social capital facilitates the creation of new intellectual capital; (2) organizations, as institutional settings, are conducive to the development of high levels of social capital; and (3) it is because of their more dense social capital that firms, within certain limits, have an advantage over markets in creating and sharing intellectual capital. We present a model that incorporates this overall argument in the form of a series of hypothesized relationships between different dimensions of social capital and the main mechanisms and proces...
15,365 citations
TL;DR: A growing number of sociologists, political scientists, economists, and organizational theorists have invoked the concept of social capital in the search for answers to a broadening range of questions being confronted in their own fields as mentioned in this paper.
Abstract: A growing number of sociologists, political scientists, economists, and organizational theorists have invoked the concept of social capital in the search for answers to a broadening range of questions being confronted in their own fields. Seeking to clarify the concept and help assess its utility for organizational theory, we synthesize the theoretical research undertaken in these various disciplines and develop a common conceptual framework that identifies the sources, benefits, risks, and contingencies of social capital.
8,518 citations