<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0123-5923</journal-id>
<journal-title><![CDATA[Estudios Gerenciales]]></journal-title>
<abbrev-journal-title><![CDATA[estud.gerenc.]]></abbrev-journal-title>
<issn>0123-5923</issn>
<publisher>
<publisher-name><![CDATA[Universidad Icesi]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0123-59232025000300361</article-id>
<article-id pub-id-type="doi">10.18046/j.estger.2025.176.7121</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Estrategias y prácticas de gestión del talento: vinculación con variables contextuales]]></article-title>
<article-title xml:lang="en"><![CDATA[Talent Management Strategies and Practices: Relationships with Contextual Variables]]></article-title>
<article-title xml:lang="pt"><![CDATA[Estratégias e práticas de gestão de talentos: ligação com variáveis contextuais]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Natacha Golik]]></surname>
<given-names><![CDATA[Mariela]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Blanco]]></surname>
<given-names><![CDATA[María Rita]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Nacional de San Martín Escuela de Economía y Negocios ]]></institution>
<addr-line><![CDATA[Buenos Aires ]]></addr-line>
<country>Argentina</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Rey Juan Carlos Facultad de Ciencias de la Economía y de la Empresa ]]></institution>
<addr-line><![CDATA[Madrid ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>09</month>
<year>2025</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>09</month>
<year>2025</year>
</pub-date>
<volume>41</volume>
<numero>176</numero>
<fpage>361</fpage>
<lpage>373</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0123-59232025000300361&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0123-59232025000300361&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0123-59232025000300361&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El presente estudio empírico tuvo por objetivo explorar las prácticas involucradas en las estrategias de gestión del talento exclusivas, inclusivas e híbridas, a partir de la implementación de prácticas de gestión del talento exclusivas. Asimismo, se examina la vinculación entre estas estrategias y diferentes variables contextuales (tamaño, origen del capital y orientación cultural). A través de un cuestionario basado en prácticas exclusivas de gestión del talento, se analizaron 104 empresas localizadas en Argentina. La muestra fue de conveniencia, pues está compuesta por las firmas que integran los rankings Mercado y MercoTalento. Los resultados revelaron la existencia de tres clústeres asociados con las distintas estrategias de gestión del talento; la híbrida fue la dominante. Las prácticas de segmentación adoptadas diferenciaron las empresas exclusivas de las híbridas. En las empresas inclusivas se observa solo el uso de algunas prácticas exclusivas. Las estrategias de talento adoptadas evidenciaron relaciones positivas con las variables contextuales analizadas.  Clasificación JEL: M1; M12.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This empirical study aimed to explore the practices involved in the exclusive, inclusive, and hybrid talent management strategies, based on the implementation of exclusive talent management practices. It also examines the relationships between these strategies and different contextual variables (size, origin of capital, and cultural orientation). A questionnaire based on exclusive talent management practices was used to examine 104 companies located in Argentina. The study sample is a convenience one comprising the companies featured in the Mercado and MercoTalento rankings. The results revealed the presence of three clusters associated with different talent management strategies, being the hybrid the dominant one. Segmentation practices differentiated exclusive and hybrid companies. At inclusive companies, the use of some exclusive practices was observed. The adopted talent strategies exhibited positive relationships with the contextual variables examined.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo O presente estudo empírico teve como objetivo explorar as práticas envolvidas nas estratégias de gestão de talentos exclusivas, inclusivas e híbridas, a partir da implementação de práticas de gestão de talentos exclusivas. Além disso, examina-se a ligação entre essas estratégias e diferentes variáveis contextuais (tamanho, origem do capital e orientação cultural). Por meio de um questionário baseado em práticas exclusivas de gestão de talentos, foram analisadas 104 empresas localizadas na Argentina. A amostra foi de conveniência, pois é composta pelas empresas que integram os rankings Mercado e Merco Talento. Os resultados revelaram a existência de três clusters associados às diferentes estratégias de gestão de talentos; a híbrida foi a dominante. As práticas de segmentação adotadas diferenciaram as empresas exclusivas das híbridas. Nas empresas inclusivas, observa-se apenas o uso de algumas práticas exclusivas. As estratégias de talento adotadas evidenciaram relações positivas com as variáveis contextuais analisadas.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[estrategias de gestión del talento]]></kwd>
<kwd lng="es"><![CDATA[herramientas de gestión del talento]]></kwd>
<kwd lng="es"><![CDATA[segmentación]]></kwd>
<kwd lng="es"><![CDATA[colectivismo]]></kwd>
<kwd lng="es"><![CDATA[variables contextuales]]></kwd>
<kwd lng="en"><![CDATA[talent management strategies]]></kwd>
<kwd lng="en"><![CDATA[talent management tools]]></kwd>
<kwd lng="en"><![CDATA[workforce differentiation]]></kwd>
<kwd lng="en"><![CDATA[collectivism]]></kwd>
<kwd lng="en"><![CDATA[contextual variables]]></kwd>
<kwd lng="pt"><![CDATA[: estratégias de gestão de talentos]]></kwd>
<kwd lng="pt"><![CDATA[ferramentas de gestão de talentos]]></kwd>
<kwd lng="pt"><![CDATA[segmentação]]></kwd>
<kwd lng="pt"><![CDATA[coletivismo]]></kwd>
<kwd lng="pt"><![CDATA[variáveis contextuais]]></kwd>
</kwd-group>
</article-meta>
</front><back>
<ref-list>
<ref id="B1">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[AlAina]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Tarik]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The impacto fimplementing talent management practices on sustainable organizational performance]]></article-title>
<source><![CDATA[Sustainability]]></source>
<year>2020</year>
<volume>12</volume>
<numero>20</numero>
<issue>20</issue>
<page-range>1-21</page-range></nlm-citation>
</ref>
<ref id="B2">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Adamsen]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
<name>
<surname><![CDATA[Swailes]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<source><![CDATA[Managing talent- Understanding critical perspectives]]></source>
<year>2019</year>
<publisher-name><![CDATA[Palgrave McMillan]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B3">
<nlm-citation citation-type="">
<collab>AFIP</collab>
<source><![CDATA[]]></source>
<year>2021</year>
</nlm-citation>
</ref>
<ref id="B4">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Agarwal]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<source><![CDATA[Fitting Talent Management Strategy into National Culture, Working Paper No. 2016-02-04]]></source>
<year>2016</year>
</nlm-citation>
</ref>
<ref id="B5">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Aguinis]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Villamor]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
<name>
<surname><![CDATA[Lazzarini]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Vassolo]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Amorós]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Allen]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Conducting management research in Latin America: Why and what&#8217;s in it for you?]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>2020</year>
<volume>46</volume>
<numero>5</numero>
<issue>5</issue>
<page-range>615-36</page-range></nlm-citation>
</ref>
<ref id="B6">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Becker]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
<name>
<surname><![CDATA[Huselid]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Beatty]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<source><![CDATA[The differentiated workforce: Transforming talent into strategic impact]]></source>
<year>2009</year>
<publisher-name><![CDATA[Harvard Business Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B7">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Beer]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Katz]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<source><![CDATA[Do incentives work? the perceptions of senior executives from thirty countries]]></source>
<year>1998</year>
<publisher-name><![CDATA[Harvard Business School]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B8">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Björkman]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
<name>
<surname><![CDATA[Ehrnrooth]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Mäkelä]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Smale]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Sumelius]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent Management in Multinational Corporations]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Mellahi]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Cascio]]></surname>
<given-names><![CDATA[W.]]></given-names>
</name>
</person-group>
<source><![CDATA[The Oxford Handbook of Talent Management]]></source>
<year>2017</year>
<page-range>461-77</page-range><publisher-name><![CDATA[Oxford University Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B9">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bolander]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Werr]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Asplund]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The practice of talent management: A framework and typology]]></article-title>
<source><![CDATA[Personnel Review]]></source>
<year>2017</year>
<volume>46</volume>
<numero>8</numero>
<issue>8</issue>
<page-range>1523-51</page-range></nlm-citation>
</ref>
<ref id="B10">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bonneton]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Schworm]]></surname>
<given-names><![CDATA[S.K.]]></given-names>
</name>
<name>
<surname><![CDATA[Festing]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Muratbekova-Touron]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[&#8220;Do global talent management programs help to retain talent? A career-related framework&#8221;]]></article-title>
<source><![CDATA[International Journal of Human Resource Management]]></source>
<year>2022</year>
<volume>33</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>203-38</page-range></nlm-citation>
</ref>
<ref id="B11">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Boudreau]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Ramstad]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition]]></article-title>
<source><![CDATA[Human Resource Management]]></source>
<year>2005</year>
<volume>44</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>129-36</page-range></nlm-citation>
</ref>
<ref id="B12">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Bos]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Thunnissen]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Pardoen]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The missing link: The role of line managers and leadership in implementing talent management]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Swailes]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<source><![CDATA[Managing Talent: A Critical Appreciation]]></source>
<year>2020</year>
<page-range>87-105</page-range><publisher-name><![CDATA[Emerald Publishing]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B13">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Buckingham]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Vosburgh]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The 21st century human resources function: It&#8217;s the talent, stupid!]]></article-title>
<source><![CDATA[Human Resource Planning]]></source>
<year>2001</year>
<volume>24</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>17-23</page-range></nlm-citation>
</ref>
<ref id="B14">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Caligiuri]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Colakoglu]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Cerdin]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Kim]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Examining cross-cultural and individual differences in predicting employer reputation as a driver of employer attraction]]></article-title>
<source><![CDATA[International Journal of Cross-Cultural Management]]></source>
<year>2010</year>
<volume>10</volume>
<page-range>137-51</page-range></nlm-citation>
</ref>
<ref id="B15">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Caligiuri]]></surname>
<given-names><![CDATA[P. M.]]></given-names>
</name>
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D. G.]]></given-names>
</name>
<name>
<surname><![CDATA[De Cieri]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Lazarova]]></surname>
<given-names><![CDATA[M. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Global Talent Management: A Critical Review and Research Agenda for the New Organizational Reality]]></article-title>
<source><![CDATA[Annual Review of Organizational Psychology and Organizational Behavior]]></source>
<year>2024</year>
<volume>11</volume>
<page-range>393-421</page-range></nlm-citation>
</ref>
<ref id="B16">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Cappelli]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Keller]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent Management: Conceptual approaches and practical challenges]]></article-title>
<source><![CDATA[Annual Review of Organisational Psychology and Organisational Behavior]]></source>
<year>2014</year>
<volume>1</volume>
<page-range>305-31</page-range></nlm-citation>
</ref>
<ref id="B17">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Cerdin]]></surname>
<given-names><![CDATA[J. L.]]></given-names>
</name>
<name>
<surname><![CDATA[Brewster]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management and expatriation: Bridging two streams of research and practice]]></article-title>
<source><![CDATA[Journal of World Business]]></source>
<year>2014</year>
<volume>49</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>245-52</page-range></nlm-citation>
</ref>
<ref id="B18">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Chu]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Wood Jr.]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Cultura organizacional brasileira pós- globalização: Global ou local?]]></article-title>
<source><![CDATA[Revista de Administracao Pública]]></source>
<year>2008</year>
<volume>42</volume>
<numero>5</numero>
<issue>5</issue>
<page-range>969-91</page-range></nlm-citation>
</ref>
<ref id="B19">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Chung]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[D&#8217;Annunzio-Green]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management practices of small and medium-sized in the hospitality sector: An entrepreneurial owner-manager perspective]]></article-title>
<source><![CDATA[Worldwide Hospitality and Tourism Themes]]></source>
<year>2018</year>
<volume>10</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>101-16</page-range></nlm-citation>
</ref>
<ref id="B20">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Claus]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[HR Disruption-time already to reinvent talent management]]></article-title>
<source><![CDATA[Business Research Quarterly]]></source>
<year>2019</year>
<volume>22</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>207-15</page-range></nlm-citation>
</ref>
<ref id="B21">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Mellahi]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Strategic talent management: A review and research agenda]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2009</year>
<volume>19</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>304-13</page-range></nlm-citation>
</ref>
<ref id="B22">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Workforce differentiation]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Mellahi]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Cascio]]></surname>
<given-names><![CDATA[W. F.]]></given-names>
</name>
</person-group>
<source><![CDATA[The Oxford handbook of talent management]]></source>
<year>2017</year>
<page-range>299-317</page-range><publisher-name><![CDATA[Oxford University Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B23">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Mellahi]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Cascio]]></surname>
<given-names><![CDATA[W.F.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Global Talent management and performance in multinational enterprises: A multilevel perspective]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>2019</year>
<volume>45</volume>
<numero>2</numero>
<issue>2</issue>
</nlm-citation>
</ref>
<ref id="B24">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Cooke]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Saini]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Wang]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management in China and India: A comparison of management perceptions and human resource practices]]></article-title>
<source><![CDATA[Journal of World Business]]></source>
<year>2014</year>
<volume>49</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>225-35</page-range></nlm-citation>
</ref>
<ref id="B25">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Cui]]></surname>
<given-names><![CDATA[W.]]></given-names>
</name>
<name>
<surname><![CDATA[Khan]]></surname>
<given-names><![CDATA[Z.]]></given-names>
</name>
<name>
<surname><![CDATA[Tarba]]></surname>
<given-names><![CDATA[S.Y.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Strategic talent management in service SMEs of China]]></article-title>
<source><![CDATA[Thunderbird International Business Review]]></source>
<year>2018</year>
<volume>60</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>9-20</page-range></nlm-citation>
</ref>
<ref id="B26">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Dalal]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Akdere]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Examining the relationship between talent management and employee job-related outcomes: The case of the Indian manufacturing industry]]></article-title>
<source><![CDATA[Human Resource Development Quarterly]]></source>
<year>2023</year>
<volume>34</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>201-26</page-range></nlm-citation>
</ref>
<ref id="B27">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[D&#8217;Armagnac]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Al Ariss]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[N&#8217;Cho]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management in turbulent times: Selection, negotiation, and exploration strategies for talent management in the aeronautics and space industries]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2022</year>
<volume>33</volume>
<numero>13</numero>
<issue>13</issue>
<page-range>2767-99</page-range></nlm-citation>
</ref>
<ref id="B28">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[DeVos]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Dewettinck]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Buyens]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Tomoveornottomove?]]></article-title>
<source><![CDATA[Employee Relations]]></source>
<year>2008</year>
<volume>30</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>156-75</page-range></nlm-citation>
</ref>
<ref id="B29">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[De Vos]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Applying a talent management lens to career management: The role of human capital composition and continuity]]></article-title>
<source><![CDATA[International Journal of Human Resource Management]]></source>
<year>2013</year>
<volume>24</volume>
<numero>9</numero>
<issue>9</issue>
<page-range>1816-31</page-range></nlm-citation>
</ref>
<ref id="B30">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[What&#8217;s your talent philosophy? Talent as construct versus talent as phenomenon]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Vaiman]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<source><![CDATA[Talent Management: A Decade of Developments]]></source>
<year>2022</year>
<page-range>19-37</page-range><publisher-name><![CDATA[Emerald Publishing Limited]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B31">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
<name>
<surname><![CDATA[De Gieter]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Information asymmetry in high potential programs: A potential risk for psychological contract breach]]></article-title>
<source><![CDATA[Personnel Review]]></source>
<year>2014</year>
<volume>43</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>136-62</page-range></nlm-citation>
</ref>
<ref id="B32">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Dundon]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
<name>
<surname><![CDATA[Wilkinson]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Human resource management in small and medium-sized enterprises]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Wood]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<source><![CDATA[Human resource management: A critical introduction]]></source>
<year>2009</year>
<page-range>130-47</page-range><publisher-name><![CDATA[Routledge]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B33">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ferner]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Country of origin effects and HRM in multinational companies]]></article-title>
<source><![CDATA[Human Resource Management Journal]]></source>
<year>1997</year>
<volume>7</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>19-37</page-range></nlm-citation>
</ref>
<ref id="B34">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Festing]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Schäfer]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management in medium-sized German companies: An explorative study and agenda for future research]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2013</year>
<volume>24</volume>
<numero>9</numero>
<issue>9</issue>
<page-range>1872-93</page-range></nlm-citation>
</ref>
<ref id="B35">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Festing]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Harsch]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Schäfer]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Mellahi]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Cascio]]></surname>
<given-names><![CDATA[W. F.]]></given-names>
</name>
</person-group>
<source><![CDATA[The Oxford Handbook of Talent Management]]></source>
<year>2017</year>
<page-range>442-61</page-range><publisher-name><![CDATA[Oxford University Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B36">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Festing]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Knappert]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
<name>
<surname><![CDATA[Kornau]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Gender-specific preferences in global performance management: An empirical study of male and female managers in a multinational context]]></article-title>
<source><![CDATA[Human Resource Management]]></source>
<year>2015</year>
<volume>65</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>55-79</page-range></nlm-citation>
</ref>
<ref id="B37">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Gallardo-Gallardo]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
<name>
<surname><![CDATA[González-Cruz]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[What is the meaning of talent in the world of work?]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2013</year>
<volume>23</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>290-300</page-range></nlm-citation>
</ref>
<ref id="B38">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Gallardo-Gallardo]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Thunnissen]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management: Context matters]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2020</year>
<volume>31</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>457-73</page-range></nlm-citation>
</ref>
<ref id="B39">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Garrow]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
<name>
<surname><![CDATA[Hirsh]]></surname>
<given-names><![CDATA[W.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management: issues of focus and fit]]></article-title>
<source><![CDATA[Public Personnel Management]]></source>
<year>2008</year>
<volume>37</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>389-402</page-range></nlm-citation>
</ref>
<ref id="B40">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Gelens]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
<name>
<surname><![CDATA[Hofmans]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2013</year>
<volume>23</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>341-53</page-range></nlm-citation>
</ref>
<ref id="B41">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Guerci]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Solari]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management practices in Italy- implications for human resource development]]></article-title>
<source><![CDATA[Human Resource Development International]]></source>
<year>2012</year>
<volume>15</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>25-41</page-range></nlm-citation>
</ref>
<ref id="B42">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Hofstede]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Hofstede]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Minkov]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<source><![CDATA[Cultures and organizations: Software of the mind]]></source>
<year>2010</year>
<edition>3</edition>
<publisher-name><![CDATA[McGraw-Hill]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B43">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[House]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Hanges]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Javidan]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Dorfman]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Gupta]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
</person-group>
<source><![CDATA[Culture, leadership, and organizations: The GLOBE study of 62 societies]]></source>
<year>2004</year>
<publisher-loc><![CDATA[Thousand Oaks, CA ]]></publisher-loc>
<publisher-name><![CDATA[Sage]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B44">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Huselid]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Becker]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Bridging micro and macro domains: Workforce differentiation and strategic human resource management]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>2011</year>
<volume>37</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>421-8</page-range></nlm-citation>
</ref>
<ref id="B45">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Jackson]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The legacy of Geert Hofstede]]></article-title>
<source><![CDATA[International Journal of Cross- Cultural Management]]></source>
<year>2020</year>
<volume>20</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>3-6</page-range></nlm-citation>
</ref>
<ref id="B46">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Jameson]]></surname>
<given-names><![CDATA[S. M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Recruitment and training in small firms]]></article-title>
<source><![CDATA[Journal of European Industrial Training]]></source>
<year>2000</year>
<volume>24</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>43-9</page-range></nlm-citation>
</ref>
<ref id="B47">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kaliannan]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Darmalinggam]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Dorasamy]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Mathew]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Inclusive talent development as a key talent management approach: A systematic literature review]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2023</year>
<volume>33</volume>
<numero>1</numero>
<issue>1</issue>
</nlm-citation>
</ref>
<ref id="B48">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[King]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Vaiman]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Enabling effective talent management through a macro-contingent approach: A framework for research and practice]]></article-title>
<source><![CDATA[Business Research Quarterly]]></source>
<year>2019</year>
<volume>22</volume>
<page-range>194-206</page-range></nlm-citation>
</ref>
<ref id="B49">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Knoll]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Sternad]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Identifying global leadership potential]]></article-title>
<source><![CDATA[Journal of Management Development]]></source>
<year>2021</year>
<volume>40</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>253-72</page-range></nlm-citation>
</ref>
<ref id="B50">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kontoghiorghes]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Linking high performance organizational culture and talent management: Satisfaction/motivation and organizational commitment as mediators]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2016</year>
<volume>27</volume>
<numero>16</numero>
<issue>16</issue>
<page-range>1833-53</page-range></nlm-citation>
</ref>
<ref id="B51">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kostova]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
<name>
<surname><![CDATA[Roth]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Dacin]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Institutional theory in the study of multinationalcorporations: A critique and new directions]]></article-title>
<source><![CDATA[The Academy of Management Review]]></source>
<year>2008</year>
<volume>33</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>994-1006</page-range></nlm-citation>
</ref>
<ref id="B52">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Kravariti]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Oruh]]></surname>
<given-names><![CDATA[E.S.]]></given-names>
</name>
<name>
<surname><![CDATA[Dibia]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Tasoulis]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Mamman]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Wea the ringthestorm: talent management in internationally oriented Greek small and medium-sized enterprises]]></article-title>
<source><![CDATA[Journal of Organizational Effectiveness: People and Performance]]></source>
<year>2021</year>
<volume>8</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>444-63</page-range></nlm-citation>
</ref>
<ref id="B53">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Krishnan]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management and dynamic view of talent in small and medium enterprises]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2017</year>
<volume>27</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>431-41</page-range></nlm-citation>
</ref>
<ref id="B54">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Lepak]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Snell]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The human resource architecture: Toward a theory of human capital allocation and development]]></article-title>
<source><![CDATA[The Academy of Management Review]]></source>
<year>1999</year>
<volume>24</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>31-48</page-range></nlm-citation>
</ref>
<ref id="B55">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Li]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Hedayati-Mehdiabadi]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Choi]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Wu]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Bell]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Operationalizing talent management in Asia: A multi-case study of multinational corporations]]></article-title>
<source><![CDATA[European Journal of Training and Development]]></source>
<year>2018</year>
<volume>42</volume>
<numero>7/8</numero>
<issue>7/8</issue>
<page-range>499-516</page-range></nlm-citation>
</ref>
<ref id="B56">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Lucas]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Ardichvili]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Pereira de Castro Casa Nova]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Bittencourt]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Carpenedo]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Challenges of implementing Western talent development models in a collectivist organisational culture]]></article-title>
<source><![CDATA[Advances in Developing Human Resources]]></source>
<year>2018</year>
<volume>20</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>517-32</page-range></nlm-citation>
</ref>
<ref id="B57">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Mäkelä]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Bjorkman]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
<name>
<surname><![CDATA[Ehrnrooth]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[How do MNCs establish their talent pools? Influences on individuals&#8217; likelihood of being labelled as talent]]></article-title>
<source><![CDATA[Journal of World Business]]></source>
<year>2010</year>
<volume>45</volume>
<page-range>134-42</page-range></nlm-citation>
</ref>
<ref id="B58">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Marinakou]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Giousmpasoglou]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management and retention strategies in luxury hotels: Evidence from four countries]]></article-title>
<source><![CDATA[International Journal of Contemporary Hospitality Management]]></source>
<year>2019</year>
<volume>31</volume>
<numero>10</numero>
<issue>10</issue>
<page-range>3855-78</page-range></nlm-citation>
</ref>
<ref id="B59">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[McDonnell]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Collings]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Mellahi]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
<name>
<surname><![CDATA[Schuler]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management: A systematic review and future prospects]]></article-title>
<source><![CDATA[European Journal of International Management]]></source>
<year>2017</year>
<volume>11</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>86-128</page-range></nlm-citation>
</ref>
<ref id="B60">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[McCracken]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Currie]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Harrison]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Understanding graduate recruitment,development and retention for the enhancement of talent management: Sharpening &#8216;the edge&#8217; of graduate talent]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2016</year>
<volume>27</volume>
<numero>22</numero>
<issue>22</issue>
<page-range>2727-52</page-range></nlm-citation>
</ref>
<ref id="B61">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Meng]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Wang]]></surname>
<given-names><![CDATA[X.]]></given-names>
</name>
<name>
<surname><![CDATA[Chen]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Zhang]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Yang]]></surname>
<given-names><![CDATA[W.]]></given-names>
</name>
<name>
<surname><![CDATA[Quanquan]]></surname>
<given-names><![CDATA[Z.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The influence of organisational culture on talent management: A case study of a real estate company]]></article-title>
<source><![CDATA[Journal of Chinese Human Resource Management]]></source>
<year>2016</year>
<volume>7</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>129-46</page-range></nlm-citation>
</ref>
<ref id="B62">
<nlm-citation citation-type="">
<collab>Mercado Ranking</collab>
<source><![CDATA[]]></source>
<year>2019</year>
</nlm-citation>
</ref>
<ref id="B63">
<nlm-citation citation-type="">
<collab>Merco Talento Ranking</collab>
<source><![CDATA[]]></source>
<year>2019</year>
</nlm-citation>
</ref>
<ref id="B64">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Meyers]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management. Towards a more inclusive understanding]]></article-title>
<source><![CDATA[Tijdschrift voor HRM]]></source>
<year>2016</year>
<volume>12</volume>
<page-range>1-12</page-range></nlm-citation>
</ref>
<ref id="B65">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Meyers]]></surname>
<given-names><![CDATA[M. C.]]></given-names>
</name>
<name>
<surname><![CDATA[van Woerkom]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent- Innate or acquired? Theoretical considerations and their implications for talent management]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2013</year>
<volume>23</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>305-21</page-range></nlm-citation>
</ref>
<ref id="B66">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Meyers]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Van Woerkom]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda]]></article-title>
<source><![CDATA[Journal of World Business]]></source>
<year>2014</year>
<volume>49</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>192-203</page-range></nlm-citation>
</ref>
<ref id="B67">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Meyers]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[van Woerkom]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Paauwe]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[HR managers&#8217; talent philosophies: prevalence and relationships with perceived talent management practices]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2020</year>
<volume>31</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>562-88</page-range></nlm-citation>
</ref>
<ref id="B68">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Mohamed]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Singh]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Irani]]></surname>
<given-names><![CDATA[Z.]]></given-names>
</name>
<name>
<surname><![CDATA[Darwish]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[An analysis of recruitment, training and retention practices in domestic and multinational enterprises in the country of Brunei Darussalam]]></article-title>
<source><![CDATA[International Journal of Human Resource Management]]></source>
<year>2013</year>
<volume>24</volume>
<numero>10</numero>
<issue>10</issue>
<page-range>2054-81</page-range></nlm-citation>
</ref>
<ref id="B69">
<nlm-citation citation-type="">
<collab>MTEySS</collab>
<source><![CDATA[Ministry of Labour, Employment and Social Welfare]]></source>
<year>2013</year>
</nlm-citation>
</ref>
<ref id="B70">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Muratbekova-Touron]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Kabalina]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
<name>
<surname><![CDATA[Festing]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The phenomenon of young talent management in Russia-a context- embedded analysis]]></article-title>
<source><![CDATA[Human Resource Management]]></source>
<year>2018</year>
<volume>57</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>437-55</page-range></nlm-citation>
</ref>
<ref id="B71">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Mujtaba]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Mubarik]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Soomro]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Measuring talent management: A proposed Construct]]></article-title>
<source><![CDATA[Employee Relations]]></source>
<year>2022</year>
<volume>44</volume>
<numero>5</numero>
<issue>5</issue>
<page-range>1192-215</page-range></nlm-citation>
</ref>
<ref id="B72">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Narayanan]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Rajithakumar]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Menon]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management and employee retention: An integrative research framework]]></article-title>
<source><![CDATA[Human Resource Development Review]]></source>
<year>2019</year>
<volume>18</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>228-47</page-range></nlm-citation>
</ref>
<ref id="B73">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Nijs]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Gallardo-Gallardo]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Dries]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
<name>
<surname><![CDATA[Sels]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A multidisciplinary review into the definition, operationalization, and measurement of talent]]></article-title>
<source><![CDATA[Journal of World Business]]></source>
<year>2014</year>
<volume>49</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>180-91</page-range></nlm-citation>
</ref>
<ref id="B74">
<nlm-citation citation-type="">
<collab>Organisation for Economic Co-operation and Development</collab>
<source><![CDATA[SME Policy Index: Latin America and the Caribbean 2024- Towards an Inclusive, Resilient, and Sustainable Recovery]]></source>
<year>2024</year>
</nlm-citation>
</ref>
<ref id="B75">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[O&#8217;Reilly]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Pfeffer]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Cisco Systems: Acquiring and retaining talent in hypercompetitive markets]]></article-title>
<source><![CDATA[Human Resource Planning]]></source>
<year>2000</year>
<volume>23</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>38-52</page-range></nlm-citation>
</ref>
<ref id="B76">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ortlieb]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
<name>
<surname><![CDATA[Sieben]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[How to safeguard critical resources of professional and managerial staff: Exploration of a taxonomy of resource retention strategies]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2012</year>
<volume>23</volume>
<numero>8</numero>
<issue>8</issue>
<page-range>1688-170</page-range></nlm-citation>
</ref>
<ref id="B77">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Park]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Strategicalagility, rigidity and paradox in talentmanagement: SMEs in South Korea]]></article-title>
<source><![CDATA[Asian Journal of Management Science and Applications]]></source>
<year>2022</year>
<volume>7</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>82-101</page-range></nlm-citation>
</ref>
<ref id="B78">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Park]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Don&#8217;t worry, I know what I&#8217;m doing: talent management practices between South Korean and foreign-owned firms]]></article-title>
<source><![CDATA[Journal of East-West Business]]></source>
<year>2023</year>
<month>a</month>
<volume>29</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>1-25</page-range></nlm-citation>
</ref>
<ref id="B79">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Park]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The context matters to the exclusive talent management: How to measure and pay in South Korea]]></article-title>
<source><![CDATA[Global Business Review]]></source>
<year>2023</year>
<month>b</month>
<volume>0</volume>
<numero>0</numero>
<issue>0</issue>
</nlm-citation>
</ref>
<ref id="B80">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Pantouvakis]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Karakasnaki]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Exploring the links between talent philosophies and talent management in service organizations]]></article-title>
<source><![CDATA[Industrial and Commercial Training]]></source>
<year>2019</year>
<volume>51</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>277-86</page-range></nlm-citation>
</ref>
<ref id="B81">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Raleti&#263;]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Ratkovi&#263;]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Da&#353;i&#263;]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The differences between human resource management in domestic and international environment]]></article-title>
<source><![CDATA[Vojno Delo]]></source>
<year>2015</year>
<page-range>159-75</page-range></nlm-citation>
</ref>
<ref id="B82">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Silzer]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Dowell]]></surname>
<given-names><![CDATA[B. E.]]></given-names>
</name>
</person-group>
<source><![CDATA[Strategy-driven talent management: A leadership imperative]]></source>
<year>2010</year>
<publisher-name><![CDATA[John Wiley &amp; Sons]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B83">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Silzer]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Church]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Identifying and assessing high-potential talent]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Silzer]]></surname>
<given-names><![CDATA[R. F.]]></given-names>
</name>
<name>
<surname><![CDATA[Dowell]]></surname>
<given-names><![CDATA[B. E.]]></given-names>
</name>
</person-group>
<source><![CDATA[Strategy-driven talent management: A leadership imperative]]></source>
<year>2010</year>
<page-range>213-80</page-range><publisher-name><![CDATA[Jossey-Bass]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B84">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Skuza]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[McDonnell]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[An analysis of the talent management challenges in a post-communist country: The case of Poland]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2013</year>
<volume>24</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>453-70</page-range></nlm-citation>
</ref>
<ref id="B85">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Son]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Park]]></surname>
<given-names><![CDATA[O.]]></given-names>
</name>
<name>
<surname><![CDATA[Bae]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Ok]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Double-edged effect of talent management on organizational performance: The moderating role of HRM investments]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2020</year>
<volume>31</volume>
<numero>17</numero>
<issue>17</issue>
<page-range>2188-216</page-range></nlm-citation>
</ref>
<ref id="B86">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Sparrow]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Makram]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[What is the value of talent management? Building value-driven processes within a talent management architecture]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2015</year>
<volume>25</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>249-63</page-range></nlm-citation>
</ref>
<ref id="B87">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Stahl]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Björkman]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
<name>
<surname><![CDATA[Farndale]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Morris]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Paauwe]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Stiles]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Trevor]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Wright]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<source><![CDATA[Global talent management: How leading multinationals build and sustain their talent pipeline]]></source>
<year>2007</year>
</nlm-citation>
</ref>
<ref id="B88">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Sumelius]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Smale]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Yamao]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Mixed signals: employee reactions to talent status communication amidst strategic ambiguity]]></article-title>
<source><![CDATA[International Journal of Human Resource Management]]></source>
<year>2019</year>
<volume>31</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>511-38</page-range></nlm-citation>
</ref>
<ref id="B89">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Swailes]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The ethics of talent management]]></article-title>
<source><![CDATA[Business Ethics: A European Review]]></source>
<year>2013</year>
<volume>22</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>32-46</page-range></nlm-citation>
</ref>
<ref id="B90">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Swailes]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Downs]]></surname>
<given-names><![CDATA[Y.]]></given-names>
</name>
<name>
<surname><![CDATA[Orr]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Conceptualising inclusive talent management: Potential, possibilities, and practicalities]]></article-title>
<source><![CDATA[Human Resource Development International]]></source>
<year>2014</year>
<volume>17</volume>
<numero>5</numero>
<issue>5</issue>
<page-range>529-44</page-range></nlm-citation>
</ref>
<ref id="B91">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Tarique]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
<name>
<surname><![CDATA[Schuler]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Review of a typology of talent management strategies]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Sparrow]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Tarique]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
</person-group>
<source><![CDATA[Strategic Talent Management: Contemporary issues in international context]]></source>
<year>2015</year>
<page-range>177-94</page-range><publisher-name><![CDATA[Cambridge University Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B92">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Tatoglu]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Glaister]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Demirbag]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management motives and practices in an emerging market: A comparison between MNEs and local firms]]></article-title>
<source><![CDATA[Journal of World Business]]></source>
<year>2016</year>
<volume>51</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>278-93</page-range></nlm-citation>
</ref>
<ref id="B93">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Thunnissen]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Buttiens]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management in public sector organisations: A study on the impact of contextual factors on the TM approachin Flemish and Dutch public sector organisations]]></article-title>
<source><![CDATA[Public Personnel Management]]></source>
<year>2017</year>
<volume>46</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>391-418</page-range></nlm-citation>
</ref>
<ref id="B94">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Thunnissen]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Boselie]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Fruytier]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management and the relevance of context: Towards a pluralistic approach]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2013</year>
<volume>23</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>326-36</page-range></nlm-citation>
</ref>
<ref id="B95">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Thunnissen]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Van Arensbergen]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A multi-dimensional approach to talent: An empirical analysis of the definition of talent in Dutch academia]]></article-title>
<source><![CDATA[Personnel Review]]></source>
<year>2015</year>
<volume>44</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>182-99</page-range></nlm-citation>
</ref>
<ref id="B96">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Triandis]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Collectivism and individualism as cultural syndromes]]></article-title>
<source><![CDATA[Cross-Cultural Research: The Journal of Comparative Social Science]]></source>
<year>1993</year>
<volume>27</volume>
<numero>3-4</numero>
<issue>3-4</issue>
<page-range>155-80</page-range></nlm-citation>
</ref>
<ref id="B97">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Tyskbo]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Conceptualizing talent in public sector municipalities]]></article-title>
<source><![CDATA[Sweden International Review of Administrative Sciences]]></source>
<year>2021</year>
<volume>89</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>1-17</page-range></nlm-citation>
</ref>
<ref id="B98">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ulrich]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Smallwood]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[What is leadership?]]></article-title>
<person-group person-group-type="editor">
<name>
<surname><![CDATA[Mobley]]></surname>
<given-names><![CDATA[W.]]></given-names>
</name>
<name>
<surname><![CDATA[Wang]]></surname>
<given-names><![CDATA[Y.]]></given-names>
</name>
<name>
<surname><![CDATA[Li]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<source><![CDATA[Advances in global leadership]]></source>
<year>2012</year>
<volume>7</volume>
<page-range>9-36</page-range><publisher-name><![CDATA[Emerald Group Publishing Limited]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B99">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Valverde]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Scullion]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
<name>
<surname><![CDATA[Ryan]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Talent management in Spanish medium-sized organisations]]></article-title>
<source><![CDATA[The International Journal of Human Resource Management]]></source>
<year>2013</year>
<volume>24</volume>
<numero>9</numero>
<issue>9</issue>
<page-range>1832-52</page-range></nlm-citation>
</ref>
<ref id="B100">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Van Vianen]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Rosenauer]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Homan]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Horstmeier]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Voelpel]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate]]></article-title>
<source><![CDATA[Human Resource Management]]></source>
<year>2018</year>
<volume>57</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>583-99</page-range></nlm-citation>
</ref>
<ref id="B101">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ward]]></surname>
<given-names><![CDATA[J. H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Hierarchical Grouping to optimize an objective function]]></article-title>
<source><![CDATA[Journal of the American Statistical Association]]></source>
<year>1963</year>
<volume>58</volume>
<numero>301</numero>
<issue>301</issue>
<page-range>236-44</page-range></nlm-citation>
</ref>
<ref id="B102">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Wooldridge]]></surname>
<given-names><![CDATA[J. M.]]></given-names>
</name>
</person-group>
<source><![CDATA[Introductory econometrics: A modern approach]]></source>
<year>2019</year>
<edition>7</edition>
<publisher-name><![CDATA[Cengage Learning]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B103">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Yim]]></surname>
<given-names><![CDATA[O.]]></given-names>
</name>
<name>
<surname><![CDATA[Ramdeen]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Hierarchical cluster analysis: Comparison of three linkage measures and application to psychological data]]></article-title>
<source><![CDATA[The Quantitative Methods for Psychology]]></source>
<year>2015</year>
<volume>11</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>8-21</page-range></nlm-citation>
</ref>
</ref-list>
</back>
</article>
