How gender and career concepts impact Global Talent Management

Nicole Böhmer · Heike Schinnenburg

48 citations0/0 files storedEmployee Relations

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Human Resource and Talent Management Higher Education and Employability International Student and Expatriate Challenges

Abstract

Purpose The purpose of this paper is to further develop Global Talent Management (GTM) and the career literature by conceptualizing a model that uses widely discussed contemporary career concepts such as boundaryless career, protean career and kaleidoscope career, with a special focus on gender issues and contextual impact factors. This model contributes to the understanding of how GTM in multinational enterprises (MNEs) can be designed to fit lifelong career courses and to reduce talent scarcity by increasing the deployment of female talent.

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References

1995The need to belong: Desire for interpersonal attachments as a fundamental human motivation.2000Making Sense of the Organization 2001Description and Prescription: How Gender Stereotypes Prevent Women's Ascent Up the Organizational Ladder 2001A SOCIAL CAPITAL THEORY OF CAREER SUCCESS.2005PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS 2006Constructing Professional Identity: The Role of Work and Identity Learning Cycles in the Customization of Identity Among Medical Residents 2009Strategic talent management: A review and research agenda 1999Proactive personality and career success.

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2019A feminist poststructuralist critique of talent management: Toward a more gender sensitive body of knowledge 2024Unlocking the potential: redefining talent and competency mapping for Industry 4.0 2019Talent management meta review: a validity network schema approach 2018Do talent management strategies influence the psychological contract within a diverse environment?2020Exclusive Talent Management: Unveiling the Mechanisms of the Construction of an Elite Community

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