Subject Areas :
Keywords:
Abstract :
References:
1- هسلبين، فرانسيس و همکاران، (1380)، سازمان فردا، (فضل الله اميني)، چاپ دوم، تهران: نشر فرا، 109-105# Bowden, J. and Walsh, E. (2000), Phenomenography, Melbourne: RMIT university press. Burns, J. M. (1978), Leadership. New York: Harper & Row.# Greenleaf, R.K., Spears, L.C. and Covey, S.R. (2002), Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness, U.S.A.: Paulist Press# Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001), the war for talent, Boston: Harvard Business School Press. Saunders, M. Lewis, Ph. And Thornhill, A. (2009), Research methods for business students—5th edition, England: Pearson education# Silzer, R. F. & Dowell, B. E. (Eds.). (2010), Strategy Driven Talent Management: A Leadership Imperative, San Francisco: Jossey Bass# Smith, K. G. and Hitt, M.A. (2005), Great minds in management, Hambrick, D.C.(1984), Upper Echelons Theory: Origins, Twists and Turns, and Lessons Learned, United States: Oxford University Press, 109- 127
Swanson, R. and Holton, E.F. (2001), Foundations of Human Resource Development. Berrett-Koehler Publishers. Barney, J. B. and Wright, P. M. (1998), on becoming a strategic partner: The role of human resources in gaining competitive advantage. Hum. Resour. Manage, 37, 31–46. Bhatnagar, J. (2007), Talent management strategy of employee engagement in Indian ITES employees: key to retention, Employee Relations, 29(6), 640-663. Birt, M., Wallis, T. and Winternitz, G. (2004), Talent retention in a changing workplace: an investigation of variables considered important to South African talent, South African Journal of Business Management, 35(2), 25-31. Boudreau, J.W and Ramstad, P.M. (2005), talent ship, talent segmentation and sustainability: a new HR decision science paradigm for a new strategy definition, Human Resource Management, summer 2005, 44(2), 129–136. Bowden, J.A., Dall’Alba, G., Laurillard, D., Martin, E., Marton, F., Masters, G., Ramsden, P., Stephanou, A. and Walsh, E. (1992), Displacement, velocity and frames of reference: Phenomenographic studies of students’ understanding and some implications for teaching, American Journal of Physics, 60, 262–9. Bryant, P.C. and Allen, D.C. (2013), Compensation, Benefits and Employee Turnover: HR Strategies for Retaining Top Talent, Compensation & Benefits Review, 45(3), 171-175# Brown, M.E., L.K. Trevino, and D.A. Harrison, (2005), Ethical leadership: A social learning theory perspective for construct development, Organizational Behavior and Human Decision Processes, 97, 117-134# Collings D. G. and Mellahi K. (2009), Strategic talent management: A review and research agenda. Human Resource Management Review, 19, 304–313. Dries, N. and R. Pepermans (2008), “Real” high-potential careers: An empirical study into the perspectives of organisations and high potentials, Personnel Review 37(1), 85-108# Echols, M.E. (2007), Learning’s role in talent management, Chief Learning Officer, 6 (10), 36-403 Ellig, B.R. (2013), Attracting, Motivating and Retaining Executives: Lessons From Years as an HR Executive, Compensation & Benefits Review, 45(2), 75-87. Feild, H.S. and Harris, S.G. (1991), Participants’ frustrations in fast-track development programs, Leadership & Organization Development Journal, 12 (4), 3-8. Fernández-Aráoz, C. (2014), Talent management, 21st- century talent spotting, Harvard business review, June 2014. Fullerten, M. (2013), Returning Talent at Bank of America Merrill Lynch, Strategic HR Review, 12 (4), 185 – 189. Gallo, A. (2015), Setting the record straight on switching jobs. Harvard Business Review. October 2015, 34. George, Ch. (2015), Retaining professional workers: what makes them stay?, Employee Relations, 37(1), 102 - 121. Ghosh,et al., (2013), who stays with you? factors predicting employees' intentions to stay, International journal of organizational analysis, 21(3), 288-312# González-Cruz, T., Martínez-Fuentes, C., & Pardo-del-Val, M. (2009), La gestión del talento en la empresa industrial española, Economía Industrial, 374, 21–35# Hausknecht, J. P., J. Rodda and M. J. Howard (2009), Targeted employee retention: Performance-based and job-related differences in reported reasons for staying, Human Resource Management, 48(2), 269-288. Heinen J.S. and O’Neill C. (2004), Managing Talent to Maximize Performance, Employment Relations Today, 67-82. Lewis R. E. and Heckman R. J. (2006), Talent management: A critical review, Human Resource Management Review, 16, 139–154. Linder C. Marshall D. (2003), Reflection and phenomenography: towards theoretical and educational development possibilities. Learning and Instruction, 13, 271–284# Lorenz, E. N. (1963), Deterministic non-periodic flow, Journal of the Atmospheric Sciences, 20 (2), 130–141# Luthans, F., Rosenkrantz, S.A. and Hennessey, H.W. (1985), what do successful managers really do? An observation study of managerial activities, The Journal of Applied Behavioral Science, 21(3), 255-70# Marton F. (1986), Phenomenography – a research approach to investigating different understandings of reality. Journal of Thought, 21(3), 28-49# McDonnell A. and et al. (2010), Developing tomorrow’s leaders—Evidence of global talent management in multinational enterprises, Journal of World Business, 45,150–160. Marmenout, K & Lirio, P. (2014), Local female talent retention in the Gulf: Emirati women bending with the wind, The International Journal of Human Resource Management, 25(2), 144-166. Meyers, M. C. and M. van Woerkom (2014), The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda, Journal of World Business, 49(2), 192-203. milman, A. (2003), hourly employee retention in small and medium attractions: the central florida example, hospitality, 22, 17- 35. Milman, A. and D. Dickson (2014), Employment characteristics and retention predictors among hourly employees in large US theme parks and attractions, International Journal of Contemporary Hospitality Management, 26(3), 447-469. Nijs, S., E. Gallardo-Gallardo, N. Dries and L. Sels (2014), A multidisciplinary review into the definition, operationalization, and measurement of talent, Journal of World Business, 49(2), 180-191. Rousseau, D. M. (1989), Psychological and implied contracts in organizations, Employee Responsibilities and Rights Journal, 2, 121-139. Tansley, C. (2011), what do we mean by the term “talent” in talent management? Industrial and Commercial Training, 43(5), 266–274. Thunnissen, M., P. Boselie and B. Fruytier (2013), A review of talent management: infancy or adolescence? The International Journal of Human Resource Management, 24(9), 1744-1761.
1- هسلبين، فرانسيس و همکاران، (1380)، سازمان فردا، (فضل الله اميني)، چاپ دوم، تهران: نشر فرا، 109-105# Bowden, J. and Walsh, E. (2000), Phenomenography, Melbourne: RMIT university press. Burns, J. M. (1978), Leadership. New York: Harper & Row.# Greenleaf, R.K., Spears, L.C. and Covey, S.R. (2002), Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness, U.S.A.: Paulist Press# Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001), the war for talent, Boston: Harvard Business School Press. Saunders, M. Lewis, Ph. And Thornhill, A. (2009), Research methods for business students—5th edition, England: Pearson education# Silzer, R. F. & Dowell, B. E. (Eds.). (2010), Strategy Driven Talent Management: A Leadership Imperative, San Francisco: Jossey Bass# Smith, K. G. and Hitt, M.A. (2005), Great minds in management, Hambrick, D.C.(1984), Upper Echelons Theory: Origins, Twists and Turns, and Lessons Learned, United States: Oxford University Press, 109- 127
Swanson, R. and Holton, E.F. (2001), Foundations of Human Resource Development. Berrett-Koehler Publishers. Barney, J. B. and Wright, P. M. (1998), on becoming a strategic partner: The role of human resources in gaining competitive advantage. Hum. Resour. Manage, 37, 31–46. Bhatnagar, J. (2007), Talent management strategy of employee engagement in Indian ITES employees: key to retention, Employee Relations, 29(6), 640-663. Birt, M., Wallis, T. and Winternitz, G. (2004), Talent retention in a changing workplace: an investigation of variables considered important to South African talent, South African Journal of Business Management, 35(2), 25-31. Boudreau, J.W and Ramstad, P.M. (2005), talent ship, talent segmentation and sustainability: a new HR decision science paradigm for a new strategy definition, Human Resource Management, summer 2005, 44(2), 129–136. Bowden, J.A., Dall’Alba, G., Laurillard, D., Martin, E., Marton, F., Masters, G., Ramsden, P., Stephanou, A. and Walsh, E. (1992), Displacement, velocity and frames of reference: Phenomenographic studies of students’ understanding and some implications for teaching, American Journal of Physics, 60, 262–9. Bryant, P.C. and Allen, D.C. (2013), Compensation, Benefits and Employee Turnover: HR Strategies for Retaining Top Talent, Compensation & Benefits Review, 45(3), 171-175# Brown, M.E., L.K. Trevino, and D.A. Harrison, (2005), Ethical leadership: A social learning theory perspective for construct development, Organizational Behavior and Human Decision Processes, 97, 117-134# Collings D. G. and Mellahi K. (2009), Strategic talent management: A review and research agenda. Human Resource Management Review, 19, 304–313. Dries, N. and R. Pepermans (2008), “Real” high-potential careers: An empirical study into the perspectives of organisations and high potentials, Personnel Review 37(1), 85-108# Echols, M.E. (2007), Learning’s role in talent management, Chief Learning Officer, 6 (10), 36-403 Ellig, B.R. (2013), Attracting, Motivating and Retaining Executives: Lessons From Years as an HR Executive, Compensation & Benefits Review, 45(2), 75-87. Feild, H.S. and Harris, S.G. (1991), Participants’ frustrations in fast-track development programs, Leadership & Organization Development Journal, 12 (4), 3-8. Fernández-Aráoz, C. (2014), Talent management, 21st- century talent spotting, Harvard business review, June 2014. Fullerten, M. (2013), Returning Talent at Bank of America Merrill Lynch, Strategic HR Review, 12 (4), 185 – 189. Gallo, A. (2015), Setting the record straight on switching jobs. Harvard Business Review. October 2015, 34. George, Ch. (2015), Retaining professional workers: what makes them stay?, Employee Relations, 37(1), 102 - 121. Ghosh,et al., (2013), who stays with you? factors predicting employees' intentions to stay, International journal of organizational analysis, 21(3), 288-312# González-Cruz, T., Martínez-Fuentes, C., & Pardo-del-Val, M. (2009), La gestión del talento en la empresa industrial española, Economía Industrial, 374, 21–35# Hausknecht, J. P., J. Rodda and M. J. Howard (2009), Targeted employee retention: Performance-based and job-related differences in reported reasons for staying, Human Resource Management, 48(2), 269-288. Heinen J.S. and O’Neill C. (2004), Managing Talent to Maximize Performance, Employment Relations Today, 67-82. Lewis R. E. and Heckman R. J. (2006), Talent management: A critical review, Human Resource Management Review, 16, 139–154. Linder C. Marshall D. (2003), Reflection and phenomenography: towards theoretical and educational development possibilities. Learning and Instruction, 13, 271–284# Lorenz, E. N. (1963), Deterministic non-periodic flow, Journal of the Atmospheric Sciences, 20 (2), 130–141# Luthans, F., Rosenkrantz, S.A. and Hennessey, H.W. (1985), what do successful managers really do? An observation study of managerial activities, The Journal of Applied Behavioral Science, 21(3), 255-70# Marton F. (1986), Phenomenography – a research approach to investigating different understandings of reality. Journal of Thought, 21(3), 28-49# McDonnell A. and et al. (2010), Developing tomorrow’s leaders—Evidence of global talent management in multinational enterprises, Journal of World Business, 45,150–160. Marmenout, K & Lirio, P. (2014), Local female talent retention in the Gulf: Emirati women bending with the wind, The International Journal of Human Resource Management, 25(2), 144-166. Meyers, M. C. and M. van Woerkom (2014), The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda, Journal of World Business, 49(2), 192-203. milman, A. (2003), hourly employee retention in small and medium attractions: the central florida example, hospitality, 22, 17- 35. Milman, A. and D. Dickson (2014), Employment characteristics and retention predictors among hourly employees in large US theme parks and attractions, International Journal of Contemporary Hospitality Management, 26(3), 447-469. Nijs, S., E. Gallardo-Gallardo, N. Dries and L. Sels (2014), A multidisciplinary review into the definition, operationalization, and measurement of talent, Journal of World Business, 49(2), 180-191. Rousseau, D. M. (1989), Psychological and implied contracts in organizations, Employee Responsibilities and Rights Journal, 2, 121-139. Tansley, C. (2011), what do we mean by the term “talent” in talent management? Industrial and Commercial Training, 43(5), 266–274. Thunnissen, M., P. Boselie and B. Fruytier (2013), A review of talent management: infancy or adolescence? The International Journal of Human Resource Management, 24(9), 1744-1761.