The role of talent-perception incongruence in effective talent management

By Mariëlle Sonnenberg, Vera van Zijderveld, M. Brinks. 2014

154 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/eb8a6c45a75317178c404aaa68f1635330590a7c

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Maria Christina Meyers
2. G. D. Boeck
3. Mehmet Demirbag
4. Ekrem Tatoğlu
5. Alison J. Glaister
6. Nicky Dries

In Social Psychology

1. Nicky Dries
2. G. D. Boeck
3. Mehmet Demirbag
4. Ekrem Tatoğlu
5. Maria Christina Meyers
6. Marianne van Woerkom

Citations in the corpus

• Employee reactions to talent management: Assumptions versus evidence (2018, background): “Sonnenberg et al., 2014) and the perceived support of the organization and the supervisor (r = 0.47-0.64; Du Plessis et al., 2015).”
• Talent management motives and practices in an emerging market : a comparison between MNEs and local firms (2016, background): “…Jiang, Takeuchi, & Lepak, 2013), a tactical MNE approach will impact psychological contract congruence - employee expectations of TM practices and how they are experienced, and this in turn will impact the performance and reputation of the firm (Martin & Cerdin, 2014; Sonnenberg et al., 2014).”