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Talent management and the relevance of context: Towards a pluralistic approach

16 references·16 citing·43 second hopsampled

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References

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2016

Strategy and Human Resource Management

1,535 cited

2008The Job Demands-Resources model: A three-year cross-lagged study of burnout, depression, commitment, and work engagement1,430 cited

Cited by

2019Talent management: context matters371 cited
2015Back to the Future: Implications for the Field of HRM of the Multistakeholder Perspective Proposed 30 Years Ago342 cited
2019Dynamic talent management capabilities and organizational agility—A qualitative exploration322 cited
2013Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective307 cited
2013Talent — Innate or acquired? Theoretical considerations and their implications for talent management303 cited
2015Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis301 cited
2018Talent management and employee engagement – a meta-analysis of their impact on talent retention294 cited
2016Talent management and dynamic view of talent in small and medium enterprises283 cited
2013A multidisciplinary review into the definition, operationalization, and measurement of talent263 cited
2013The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda254 cited
2022Inclusive talent development as a key talent management approach: A systematic literature review232 cited
2022The impact of digital transformation on talent management231 cited
2015Talent management226 cited
2017Employee reactions to talent management: Assumptions versus evidence183 cited
2019HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices170 cited
2014Conceptualising inclusive talent management: potential, possibilities and practicalities138 cited