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Fighting the war for talent is hazardous to your organization’s health
0 references·16 citing·49 second hopsampled
Fighting the war for talent is hazardous to your organization’s health (2001)Fighting the war for talent is hazardous …There is no good war for talent: a critical review of the literature on talent management (2021)There is no good war for tale…The Boon and Bane of Creative “Stars”: A Social Network Exploration of How and When Team Creativity Is (and Is Not) Driven by a Star Teammate (2019)The Boon and Bane of Creative…Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature (2017)Exploring the Relationship Be…Understanding graduate recruitment, development and retention for the enhancement of talent management: sharpening ‘the edge’ of graduate talent (2015)Understanding graduate recrui…Employee reactions to talent pool membership (2015)Employee reactions to talent …Talent management in Russian companies: domestic challenges and international experience (2014)Talent management in Russian …‘High potential’ programs: Let's hear it for ‘B’ players (2014)‘High potential’ programs: Le…Talent management: advancing the field (2013)Talent management: advancing …Structural Microfoundations of Innovation (2013)Structural Microfoundations o…Seven myths of global talent management (2013)Seven myths of global talent …The ethics of talent management (2012)The ethics of talent manageme…High‐performer turnover and firm performance: The moderating role of human capital investment and firm reputation (2012)High‐performer turnover and f…Better understanding work unit goal orientation: Its emergence and impact under different types of work unit structure. 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(2002)Firm resources and sustained competitive advantage (2004)How to facilitate hotel employees’ work engagement (2019)The neglected role of talent proactivity: Integrating proactive behavior into talent-management theorizing (2019)Job Market Signaling (1973)Research in Organizational Behavior (1984)Re-examining the relationship between age and voluntary turnover (2009)Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2015)Culture's Consequences (2018)Capabilities, business processes, and competitive advantage: choosing the dependent variable in empirical tests of the resource‐based view (2003)Strategic Human Resources Management: Where Do We Go From Here? 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(1995)Communities of practice learning, meaning, and identity (1999)Identifying Technical Competences of IT Professionals (2010)Difficulties and benefits of integrated management systems (2012)A framework for gamification in software engineering (2017)
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  • 2011Still Fighting the “War for Talent”? Bridging the Science Versus Practice Gap213 cited
  • 2013Structural Microfoundations of Innovation213 cited
  • 2013Seven myths of global talent management178 cited
  • 2017Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature152 cited
  • 2012The ethics of talent management151 cited
  • 2005In Search of the Elusive U-Shaped Performance-Turnover Relationship: Are High Performing Swiss Bankers More Liable to Quit?139 cited
  • 2001People Capability Maturity Model (P-CMM) Version 2.0130 cited
  • 2012High‐performer turnover and firm performance: The moderating role of human capital investment and firm reputation129 cited
  • 2015Understanding graduate recruitment, development and retention for the enhancement of talent management: sharpening ‘the edge’ of graduate talent119 cited
  • 2015Employee reactions to talent pool membership115 cited
  • 2019The Boon and Bane of Creative “Stars”: A Social Network Exploration of How and When Team Creativity Is (and Is Not) Driven by a Star Teammate110 cited
  • 2021There is no good war for talent: a critical review of the literature on talent management105 cited
  • 2013Talent management: advancing the field102 cited

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  • 2012Better understanding work unit goal orientation: Its emergence and impact under different types of work unit structure.97 cited
  • 2014Talent management in Russian companies: domestic challenges and international experience93 cited
  • 2014‘High potential’ programs: Let's hear it for ‘B’ players93 cited