THE STRUCTURAL RELATIONSHIP MODEL OF TALENT MANAGEMENT EFFECTING ON ORGANIZATIONAL PERFORMANCE
Keywords:
Talent Talent Management, Organizational Citizenship Behavior, Work Engagement, Organizational PerformanceAbstract
The research objective aimed to study the antecedents and their influences effecting on the organizational performance of Energy and Petrochemical companies. The research applied the quantitative methodologies. The sample were 187 pooled talents identified to levels of employees and executive management levels in Energy and Petrochemical groups and were selected as purposive sampling. The research instrument was questionnaires. The quantitative data were statistically analyzed by using descriptive statistics, Pearson’s Correlation Coefficient and the technique Structural Equation Modeling (SEM). The study found that the structural relationship model of talent management effecting on organizational performance according to theoretical framework (default model) fit with the empirical data, by the following fit indices:- Chi-square=82.419 (82 df), P=0.466, CMIN/DF= 82.419, SRMR= 0.36, GFI=0.95, CFI= 1.00, RMSEA= 0.005. The default model fit explained the casual model showing how exogenous variables effecting on endogenous variables and path analysis showed that Talent Management Organizational Citizenship Behavior and Work Engagement had positively directed to Organizational Performance at sig. level 0.01
References
กัลยา วานิชย์บัญชา. (2557). การวิเคราะห์สมการโครงสร้าง (SEM) ด้วย AMOS. กรุงเทพฯ: ห้างหุ้นส่วน จำกัดสามลดา.
กัลยา วานิชย์บัญชา. (2550 ). สถิติสำหรับงานวิจัย (พิมพ์ครั้งที่ 3). กรุงเทพฯ: จุฬาลงกรณ์มหาวิทยาลัย.
สุดารัตน์ โยธาภิบาล. (2557, พฤษภาคม - สิงหาคม). สิงคโปร์กับสงครามการแย่งชิงคนเก่งทั่วโลกสู่ "ศูนย์กลางคนเก่งสิงคโปร์" บทเรียนและความท้าทายสู่แนวทางสร้าง"ศูนย์กลางคนเก่งภาครัฐไทย" ในบริบทอาเซียน. มนุษยศาสตร์ สังคมศาสตร์, 31, 1-28.
Aakanksha, K., Renu, R., & Garg, P. (2013). Organizational effectiveness as a function of employee engagement. South Asian Journal of Management, 20(4), 56-73.
Abd Rahim Romle. (2016). The relationship between organizational citizenship behavior and high performance organization from the perspective of the students in the higher education institution in Malaysia. Journal of Scientific Research and development, 3(5), 37-42.
Anthony, R. N., & Govindarajan, V. (2007). Management control systems. New York: McGraw-Hill.
Asiedu, M., Sarfo, J. O., & Adjei, D. (2014). Organizational commitment and citizenship behavior: tools to improve employee performance; an internal marketing approach European Scientific Journal, 10(4), 288-305.
Bakker, A. B., & Schaufeli, W. (2008). Positive organizational behaviour: Engaged employees in flourishing organizations. Journal of Organizational Behaviour, 29(2), 147-154.
Bakker, A. B.., Schaufeli, W., Leiter, M. P., & Taris, T. W. (2008). Work engagement: an emerging concept in occupational health psychology. Work and Stress, 2 (3), 187-200.
Banks, R. I., & Wheelwright, S. C. (1979, May-June). Operations versus strategy – trading tomorrow for today. Harvard Business Review, 112-120.
Barnard, C. I. (1938). The functions of executive. Cambridge, MA: Harvard University Press.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17, 99-119.
Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce: Transforming talent into strategic impact. Boston, MA: Harvard Business School Press.
Beechler, S., & Woodward, I. C. (2009). The global “war for talent". Journal of International Management, 15, 273-285.
Berger, L., & Berger, D. (2003). Talent management handbook : creating organizational excellence by identifying, developing & promoting your best people. New York: McGraw-Hill.
Bititci, U., Carrie, A., & McDevitt, L. (1997). Integrated performance measurement systems: a development guide. International Journal of Operations & Production Management, 17(5), 522-534.
Boudreau, J. W., & Ramstad, P. M. (2007). Beyond HR: the new science of human capital. MA; Boston: Harvard Business School Press.
Cappelli, P. (2008). Talent management for the twenty first century. Harvard Business Review, 86(3), 74-81.
Cappelli, P., & Singh, H. (1992). Integrating strategic human resources and strategic management. In Lewin, D., Mitchell, O. S., & Sherer, P. D., (Eds.), Research frontiers in industrial relations and human resources. (pp. 165–192). Madison: Industrial Relations Research Association.
Carneiro, J. (2005). Mensuração do desempenho organizacional: questões conceituais e metodológicas. In M. Gutierrez & H. Bertrand (Eds.). Estudos em negócios.Rio de Janeiro: Mauad, 4, 145-175.
Chodorek, M., & Sudolska, A. (2016). The significance of organizational citizenship behaviors for talent management - the example of polish companies. Journal of Economic and Social Development, 3(1), 76-86.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: a review and research agenda. Human Resource Management Review, 19(4), 304-313.
Green. (2011). Learning's role in integrated talent management. TD, 65(5), 58-60.
Lawler, E. E., & Ulrich, D. (2008). Talent: making people your competitive advantage. San Francisco: Jossey-Bass.
Elegbe, J. A. (2010). Talent management in the developing world: adopting a global perspective. United Kingdom: Gower.
Fitzgerald, L., Johnston, R., Brignall, T. J., Silvestro R., & Voss, C. (1991). Performance measurement in service businesses. London: CIMA.
Foster, C., Moore, N., & Stokes, P. (2013). Rethinking talent management in organizations: towards a boundary-less model” in Vrontis, D., & Thrassou, A. (Eds), Innovative Business Practices: Prevailing a Turbulent Era. (pp. 17-41). Newcastle: Cambridge Scholars Publishing.
Freeman, R. E., & Velamuri, S. R. (2006). A new approach to csr: company stakeholder responsibility. in A. Kakabadse & M. Morsing (eds), Corporate social responsibility: reconciling aspiration with application. (pp. 9-23). London, UK: Palgrave Macmillan.
Goldberg, A. J., & Fleming, W. P. (2010). Cost-containment and cost-management strategies. Journal of Healthcare Management, 55(5), 308-311.
Gruman, A. J., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136.
Hadia FakhrElDin. (2013). The effect of talent management on organizational success: a comparative study in the petroleum sector in Egypt. Journal of US-China Public Administration, 10(4), 358-367.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis: a global perspective (7th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Hartman, E., Faisel E., & Schober H. (2010). Talent management of Western MNCs in China; balancing global integration and local responsive. Journal of world business, 45(2), 169-178.
Hayes, R. H., & Garvin, D. A. (1982, May-June). Managing as if tomorrow mattered. Harvard Business Review, 70-79.
Huselid, M. A., Beatty, R. W., & Becker, B. E. (2005, December). A player or a positions: The strategic logic of workforce management. Harvard Business Review, 110-117.
IIes, P., Chuai, X., & Preece, D. G. (2010). Talent management and hrm in multinational companies in Beijing: definitions, differences and drivers. Journal of World Business, 45, 179-189.
Ingham, J. (2006). Closing the talent management gap: harnessing your employee's talent to deliver optimum business performance. Strategic HR Review, 5(3), 20-23.
Kaliannan, M., Abraham, M., & Ponnusamy, V. (2016). Effective talent management in Malaysian SMES: a proposed framework. The Journal of Developing Areas, 50(5), 393-401.
Kanji, G. K. (2002). Performance measurement system. Total Quality Management, 13(5), 15-728.
Kaplan, R. S. (1983). Measuring manufacturing performance: a new challenge for managerial accounting research. Accounting Review, 58(4), 686-703.
Kaplan, R. S., & Norton, D. P. (1992, January-February). The balanced scorecard - measures that drive performance. Harvard Business Review, 71-79.
Kaplan, R. S.., & Norton, D. P. (2004). Measuring the strategic readiness of intangible assets. Harvard Business Review, 82(2), 52-63.
Kehinde, J. S. (2012). Talent management: effect on organizational performance. Journal of Management Research, 4(2), 178-186.
Kline, R. B. (2005). Principles and practice of structural equation modeling (2nd ed.). New York: The Guilford Press.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: a critical review. Human Resource Management Review, 16, 139-154.
Lyria, R. K. (2014). Effect of talent management on organizational performance in companies listed in Nairobi Securities Exchange in Kenya. (Doctor of Philosophy in Human Resource Management in the Jomo Kenyatta, University of Agriculture and Technology, JKUAT, Kenya).
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
McBain, R. (2007, September). The practice of engagement. Strategic HR Review, (6), 16.
Meyers, C. M., Van Woerkom, M., & Dries, N. (2013). Talent-Innate or acquired? theoretical considerations and their implications for talent management. Human Resource Management Review, 23(4), 305-321.
Muhammad, A. K., & Hasan, A. Z. (2010). Correlation between antecedents of organizational citizenship behavior and organizations performance in contemporary Pakistani organizations. Interdisciplinary Journal of Contemporary Research in Business, 1(11), 178-190.
Nafei, W. A. (2015). Talent management and health service quality from the employee perspective: a study on teaching hospitals in Egypt. American International Journal of Social Science, 4(1), 91-110.
Ng Siew Kiang. (2008, November). The global talent war: why singapore get to need serious about branding itself. Ethos, 5.
Organ, D. W. (1988). Organizational citizenship behavior: the good solider syndrome. Lexington, MA: Lexington Books.
Par Alin Huang. (2012). The Effect of human resource practices on firm performance in chinese smes: an empirical study in service sector. (Degree of Philosophy, UNIVERSITE DU QUEBEC).
Podsakoff, P. M., & MacKenzie, S. B. (1994). Organizational citizenship behaviors and sales unit effectiveness. Journal of Marketing Research, 3(1), 351-363.
Saks, A. M. (2008). The Meaning and bleeding of employee engagement: how muddy is the water?. Industrial and Organizational Psychology, 1(1), 40-43.
Santori, P. R., & Anderson, A. D. (1987). Manufacturing performance in the 1990s: measuring for excellence. Journal of Accountancy, 164 (5), 141-147.
Santos, J. B. & Brito, L. A. L. (2012). Toward a subjective measurement model for firm performance. Brazilian Administration Review, 9(6), 95-117.
Schaufeli, W. B. (2013). What is engagement?. in C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds). Employee engagement in theory and practice. (pp.1-37). London: Routledge.
Schaufeli, W. B. & Bakker, A. B. (2010). Defining and measuring work engagement: bringing clarity to the concept. In A. B. Bakker, & M. P. Leiter (Eds). New York: Psychology Press.
Schaufeli, W. B., Maartinez, I., Marques Pinto, A., Salanova, M., & Bakker, A. B. (2002). Burnout and engagement in university students: Across national study. Journal of Cross- Cultural Psychology, 33, 464-481.
Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46, 506-516.
Schumacker, R. E., & Lomax, R. G. (2010). A Beginner’s guide to structural equation modeling. (3rd ed.). New York: Routledge.
Scullion, H., Collings, D. G., & Caligiuri, P. (2010). Global talent management. Journal of World Business, 45(2), 105-108.
Seligman, M. (2011). Flourish: a new understanding of happiness and well-being and how to achieve them. London: Nicolas Brealey Publishing.
Shammot, M. M. (2014). The role of human resources management practices represented by employee’s recruitment and training and motivating in realization competitive dvantage. International Business Research, 7(4).
Shuai Zhang, & Bright, D. (2012). Talent definition and talent management recognition in Chinese private-owned enterprises. Journal of Chinese Enterpreneurship, 4(2), 43-160.
Simons, R. (2000). Performance measurement & control systems for implementing strategy. USA: Prentice Hall.
Sink, D., & Tuttle, T. (1989). Planning and measurement in your organization of the future. Norcross, GA.: IE Press.
Sullivan, J. (2012 ). VUCA: The new normal for talent management and workforce planning. Retrieved from http://www.ere.net/2012/01/16/vuca-the-new-normal-for- talent-management-and-workforce-planning
Sundaray, B. K. (2011). Employee engagement: a driver of organizational effectiveness European. Journal of Business and Management, 3(8), 53-59.
Swailes, S. (2013). The ethics of talent management: business ethics. A European Review, 22, 32-46.
Tansley, C., & Tietze, S. (2013). Rites of passage through talent management progression stages: an identity work perspective. The International Journal of Human Resource Management, 24(9), 1799-1815.
Tarique, I., & Schuler, R. S. (2010). Global talent management: literature review, integrative framework and suggestions for further research. Journal of World Business, 45, 122-133.
Vanka Sita, A. P. (2013, March). Competency management as a tool of talent management: a study in indian it organizations. Journal of Economic Development, Management, IT, Finance and Marketing, 5(1), 44-56.
กัลยา วานิชย์บัญชา. (2550 ). สถิติสำหรับงานวิจัย (พิมพ์ครั้งที่ 3). กรุงเทพฯ: จุฬาลงกรณ์มหาวิทยาลัย.
สุดารัตน์ โยธาภิบาล. (2557, พฤษภาคม - สิงหาคม). สิงคโปร์กับสงครามการแย่งชิงคนเก่งทั่วโลกสู่ "ศูนย์กลางคนเก่งสิงคโปร์" บทเรียนและความท้าทายสู่แนวทางสร้าง"ศูนย์กลางคนเก่งภาครัฐไทย" ในบริบทอาเซียน. มนุษยศาสตร์ สังคมศาสตร์, 31, 1-28.
Aakanksha, K., Renu, R., & Garg, P. (2013). Organizational effectiveness as a function of employee engagement. South Asian Journal of Management, 20(4), 56-73.
Abd Rahim Romle. (2016). The relationship between organizational citizenship behavior and high performance organization from the perspective of the students in the higher education institution in Malaysia. Journal of Scientific Research and development, 3(5), 37-42.
Anthony, R. N., & Govindarajan, V. (2007). Management control systems. New York: McGraw-Hill.
Asiedu, M., Sarfo, J. O., & Adjei, D. (2014). Organizational commitment and citizenship behavior: tools to improve employee performance; an internal marketing approach European Scientific Journal, 10(4), 288-305.
Bakker, A. B., & Schaufeli, W. (2008). Positive organizational behaviour: Engaged employees in flourishing organizations. Journal of Organizational Behaviour, 29(2), 147-154.
Bakker, A. B.., Schaufeli, W., Leiter, M. P., & Taris, T. W. (2008). Work engagement: an emerging concept in occupational health psychology. Work and Stress, 2 (3), 187-200.
Banks, R. I., & Wheelwright, S. C. (1979, May-June). Operations versus strategy – trading tomorrow for today. Harvard Business Review, 112-120.
Barnard, C. I. (1938). The functions of executive. Cambridge, MA: Harvard University Press.
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17, 99-119.
Becker, B. E., Huselid, M. A., & Beatty, R. W. (2009). The differentiated workforce: Transforming talent into strategic impact. Boston, MA: Harvard Business School Press.
Beechler, S., & Woodward, I. C. (2009). The global “war for talent". Journal of International Management, 15, 273-285.
Berger, L., & Berger, D. (2003). Talent management handbook : creating organizational excellence by identifying, developing & promoting your best people. New York: McGraw-Hill.
Bititci, U., Carrie, A., & McDevitt, L. (1997). Integrated performance measurement systems: a development guide. International Journal of Operations & Production Management, 17(5), 522-534.
Boudreau, J. W., & Ramstad, P. M. (2007). Beyond HR: the new science of human capital. MA; Boston: Harvard Business School Press.
Cappelli, P. (2008). Talent management for the twenty first century. Harvard Business Review, 86(3), 74-81.
Cappelli, P., & Singh, H. (1992). Integrating strategic human resources and strategic management. In Lewin, D., Mitchell, O. S., & Sherer, P. D., (Eds.), Research frontiers in industrial relations and human resources. (pp. 165–192). Madison: Industrial Relations Research Association.
Carneiro, J. (2005). Mensuração do desempenho organizacional: questões conceituais e metodológicas. In M. Gutierrez & H. Bertrand (Eds.). Estudos em negócios.Rio de Janeiro: Mauad, 4, 145-175.
Chodorek, M., & Sudolska, A. (2016). The significance of organizational citizenship behaviors for talent management - the example of polish companies. Journal of Economic and Social Development, 3(1), 76-86.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: a review and research agenda. Human Resource Management Review, 19(4), 304-313.
Green. (2011). Learning's role in integrated talent management. TD, 65(5), 58-60.
Lawler, E. E., & Ulrich, D. (2008). Talent: making people your competitive advantage. San Francisco: Jossey-Bass.
Elegbe, J. A. (2010). Talent management in the developing world: adopting a global perspective. United Kingdom: Gower.
Fitzgerald, L., Johnston, R., Brignall, T. J., Silvestro R., & Voss, C. (1991). Performance measurement in service businesses. London: CIMA.
Foster, C., Moore, N., & Stokes, P. (2013). Rethinking talent management in organizations: towards a boundary-less model” in Vrontis, D., & Thrassou, A. (Eds), Innovative Business Practices: Prevailing a Turbulent Era. (pp. 17-41). Newcastle: Cambridge Scholars Publishing.
Freeman, R. E., & Velamuri, S. R. (2006). A new approach to csr: company stakeholder responsibility. in A. Kakabadse & M. Morsing (eds), Corporate social responsibility: reconciling aspiration with application. (pp. 9-23). London, UK: Palgrave Macmillan.
Goldberg, A. J., & Fleming, W. P. (2010). Cost-containment and cost-management strategies. Journal of Healthcare Management, 55(5), 308-311.
Gruman, A. J., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21, 123-136.
Hadia FakhrElDin. (2013). The effect of talent management on organizational success: a comparative study in the petroleum sector in Egypt. Journal of US-China Public Administration, 10(4), 358-367.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis: a global perspective (7th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Hartman, E., Faisel E., & Schober H. (2010). Talent management of Western MNCs in China; balancing global integration and local responsive. Journal of world business, 45(2), 169-178.
Hayes, R. H., & Garvin, D. A. (1982, May-June). Managing as if tomorrow mattered. Harvard Business Review, 70-79.
Huselid, M. A., Beatty, R. W., & Becker, B. E. (2005, December). A player or a positions: The strategic logic of workforce management. Harvard Business Review, 110-117.
IIes, P., Chuai, X., & Preece, D. G. (2010). Talent management and hrm in multinational companies in Beijing: definitions, differences and drivers. Journal of World Business, 45, 179-189.
Ingham, J. (2006). Closing the talent management gap: harnessing your employee's talent to deliver optimum business performance. Strategic HR Review, 5(3), 20-23.
Kaliannan, M., Abraham, M., & Ponnusamy, V. (2016). Effective talent management in Malaysian SMES: a proposed framework. The Journal of Developing Areas, 50(5), 393-401.
Kanji, G. K. (2002). Performance measurement system. Total Quality Management, 13(5), 15-728.
Kaplan, R. S. (1983). Measuring manufacturing performance: a new challenge for managerial accounting research. Accounting Review, 58(4), 686-703.
Kaplan, R. S., & Norton, D. P. (1992, January-February). The balanced scorecard - measures that drive performance. Harvard Business Review, 71-79.
Kaplan, R. S.., & Norton, D. P. (2004). Measuring the strategic readiness of intangible assets. Harvard Business Review, 82(2), 52-63.
Kehinde, J. S. (2012). Talent management: effect on organizational performance. Journal of Management Research, 4(2), 178-186.
Kline, R. B. (2005). Principles and practice of structural equation modeling (2nd ed.). New York: The Guilford Press.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: a critical review. Human Resource Management Review, 16, 139-154.
Lyria, R. K. (2014). Effect of talent management on organizational performance in companies listed in Nairobi Securities Exchange in Kenya. (Doctor of Philosophy in Human Resource Management in the Jomo Kenyatta, University of Agriculture and Technology, JKUAT, Kenya).
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology, 1, 3-30.
McBain, R. (2007, September). The practice of engagement. Strategic HR Review, (6), 16.
Meyers, C. M., Van Woerkom, M., & Dries, N. (2013). Talent-Innate or acquired? theoretical considerations and their implications for talent management. Human Resource Management Review, 23(4), 305-321.
Muhammad, A. K., & Hasan, A. Z. (2010). Correlation between antecedents of organizational citizenship behavior and organizations performance in contemporary Pakistani organizations. Interdisciplinary Journal of Contemporary Research in Business, 1(11), 178-190.
Nafei, W. A. (2015). Talent management and health service quality from the employee perspective: a study on teaching hospitals in Egypt. American International Journal of Social Science, 4(1), 91-110.
Ng Siew Kiang. (2008, November). The global talent war: why singapore get to need serious about branding itself. Ethos, 5.
Organ, D. W. (1988). Organizational citizenship behavior: the good solider syndrome. Lexington, MA: Lexington Books.
Par Alin Huang. (2012). The Effect of human resource practices on firm performance in chinese smes: an empirical study in service sector. (Degree of Philosophy, UNIVERSITE DU QUEBEC).
Podsakoff, P. M., & MacKenzie, S. B. (1994). Organizational citizenship behaviors and sales unit effectiveness. Journal of Marketing Research, 3(1), 351-363.
Saks, A. M. (2008). The Meaning and bleeding of employee engagement: how muddy is the water?. Industrial and Organizational Psychology, 1(1), 40-43.
Santori, P. R., & Anderson, A. D. (1987). Manufacturing performance in the 1990s: measuring for excellence. Journal of Accountancy, 164 (5), 141-147.
Santos, J. B. & Brito, L. A. L. (2012). Toward a subjective measurement model for firm performance. Brazilian Administration Review, 9(6), 95-117.
Schaufeli, W. B. (2013). What is engagement?. in C. Truss, K. Alfes, R. Delbridge, A. Shantz, & E. Soane (Eds). Employee engagement in theory and practice. (pp.1-37). London: Routledge.
Schaufeli, W. B. & Bakker, A. B. (2010). Defining and measuring work engagement: bringing clarity to the concept. In A. B. Bakker, & M. P. Leiter (Eds). New York: Psychology Press.
Schaufeli, W. B., Maartinez, I., Marques Pinto, A., Salanova, M., & Bakker, A. B. (2002). Burnout and engagement in university students: Across national study. Journal of Cross- Cultural Psychology, 33, 464-481.
Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46, 506-516.
Schumacker, R. E., & Lomax, R. G. (2010). A Beginner’s guide to structural equation modeling. (3rd ed.). New York: Routledge.
Scullion, H., Collings, D. G., & Caligiuri, P. (2010). Global talent management. Journal of World Business, 45(2), 105-108.
Seligman, M. (2011). Flourish: a new understanding of happiness and well-being and how to achieve them. London: Nicolas Brealey Publishing.
Shammot, M. M. (2014). The role of human resources management practices represented by employee’s recruitment and training and motivating in realization competitive dvantage. International Business Research, 7(4).
Shuai Zhang, & Bright, D. (2012). Talent definition and talent management recognition in Chinese private-owned enterprises. Journal of Chinese Enterpreneurship, 4(2), 43-160.
Simons, R. (2000). Performance measurement & control systems for implementing strategy. USA: Prentice Hall.
Sink, D., & Tuttle, T. (1989). Planning and measurement in your organization of the future. Norcross, GA.: IE Press.
Sullivan, J. (2012 ). VUCA: The new normal for talent management and workforce planning. Retrieved from http://www.ere.net/2012/01/16/vuca-the-new-normal-for- talent-management-and-workforce-planning
Sundaray, B. K. (2011). Employee engagement: a driver of organizational effectiveness European. Journal of Business and Management, 3(8), 53-59.
Swailes, S. (2013). The ethics of talent management: business ethics. A European Review, 22, 32-46.
Tansley, C., & Tietze, S. (2013). Rites of passage through talent management progression stages: an identity work perspective. The International Journal of Human Resource Management, 24(9), 1799-1815.
Tarique, I., & Schuler, R. S. (2010). Global talent management: literature review, integrative framework and suggestions for further research. Journal of World Business, 45, 122-133.
Vanka Sita, A. P. (2013, March). Competency management as a tool of talent management: a study in indian it organizations. Journal of Economic Development, Management, IT, Finance and Marketing, 5(1), 44-56.
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30.06.2017
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ทรัพยรัตน์ ช.; อู่อ้น ว. THE STRUCTURAL RELATIONSHIP MODEL OF TALENT MANAGEMENT EFFECTING ON ORGANIZATIONAL PERFORMANCE. RMUTT Global Business and Economics Review, Pathum Thani, Thailand, v. 12, n. 1, p. 113–130, 2017. Disponível em: https://so03.tci-thaijo.org/index.php/RMUTT-Gber/article/view/241940. Acesso em: 6 may. 2024.
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ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิชาการเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยเทคโนโลยีราชมงคลธัญบุรี และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใดๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว
