How to cite this paper
Ibrahim, R & AlOmari, G. (2020). The effect of talent management on innovation: Evidence from Jordanian Banks.Management Science Letters , 10(6), 1295-1306.
References
Abou-Moghli, A. A., Al Abdallah, G. M., & Al Muala, A. (2012). Impact of innovation on realizing competitive ad-vantage in banking sector in Jordan. American Academic & Scholarly Research Journal, 4(5), 1.
Aksoy, H. (2017). How do innovation culture, marketing innovation and product innovation affect the market perfor-mance of small and medium-sized enterprises (SMEs)?. Technology in Society, 51, 133-141.
Barrow, S., & Mosley, R. (2011). The employer brand: bringing the best of brand management to people at work (Re-printed. ed.). Chichester [u.a.]: Wiley.
Baum, M., & Kabst, R. (2014). The effectiveness of recruitment advertisements and recruitment websites: Indirect and interactive effects on applicant attraction. Human Resource Management, 53(3), 353–378.
Beaverstock, J. (2018). New insights in reproducing transnational corporate elites: the labour market intermediation of executive search in the pursuit of global talent in Singapore. Global Networks, 18(3), 500–522.
Benner, M. J., & Tushman, M. L. (2003). Exploitation, exploration, and process management: The productivity dilemma revisited. Academy of Management Review, 28(2), 238–256.
Bos, J., Kolari, J., van Lamoen, R. (2012). Competition and innovation: Evidence from financial services. Journal of Banking and Finance, 37(5), 1590-1601.
Brik, A. Ben, Rettab, B., & Mellahi, K. (2011). Market orientation, corporate social responsibility, and business perfor-mance. Journal of Business Ethics, 99(3), 307–324.
Caner, T., & Tyler, B. B. (2013). Alliance portfolio R&D intensity and new product introduction. American Journal of Business, 28(1), 38–63.
Cappelli, P., & Keller, J. R. (2017). The historical context of talent management. The Oxford handbook of talent man-agement, 23-42.
Central Bank of Jordan. (2018). Banking Sector Directory. Available at http://www.cbj.gov.jo/Pages/viewpage.aspx?pageID=307 (accessed 10 May 2018).
Chandler, G. N., Keller, C., & Lyon, D. W. (2000). Unraveling the determinants and consequences of an innovation-supportive organizational culture. Entrepreneurship Theory and Practice, 25(1), 59-76.
CIPD (2006). Talent Management: Understanding the dimensions. London: CIPD.
Cooke, F. L., Saini, D. S., & Wang, J. (2014). Talent management in China and India: A comparison of management per-ceptions and human resource practices. Journal of World Business, 49(2), 225–235.
Crema, M., & Verbano, C. (2016). Managing Intellectual Capital in Italian Manufacturing SMEs. Creativity and Innova-tion Management, 25(3), 408–421.
Cucculelli, M. (2018). Firm age and the probability of product innovation. Do CEO tenure and product tenure matter? Journal of Evolutionary Economics, 28(1), 153-179.
Da Motta Veiga, S. P., & Turban, D. B. (2018). 18 Who Is Searching for Whom? Integrating Recruitment and Job Search Research. The Oxford Handbook of Job Loss and Job Search, 311.
Dell, D., & Hickey, J. (2002). Sustaining the Talent Quest: Getting and Keeping the Best People in Volatile Times [Re-search Report]. New York: The Conference Board.
Deshpandé, R., Farley, J. U., & Webster Jr, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: A quadrad analysis. The Journal of Marketing, 57(1), 23-37.
Drucker, P. (2001). The next society. The Economist
Eisenberger, R., Cotterell, N., & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psycholo-gy, 53(4), 743.
Elrehail, H., Emeagwali, O. L., Alsaad, A., & Alzghoul, A. (2018). The impact of transformational and authentic leader-ship on innovation in higher education: the contingent role of knowledge sharing. Telematics and Informatics, 35(1), 55-67.
Ewerlin, D. (2013). The influence of global talent management on employer attractiveness: An experimental study. Ger-man Journal of Human Resource Management, 27(3), 279–304.
Fornell, C., & Larcker, D., (1981). Evaluating structural equation models with unobservable and measurement error. Journal of Marketing Research, 18(1), 39–50.
Gergen, K. J. (1969). The psychology of behavior exchange. Oxford, England: Addison-Wesley.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 161–178.
Hair, J.F., Ringle, C.M., & Sarstedt, M. (2013). Partial least squares structural equation modeling: rigorous apps, better results and higher acceptance. Long Range Planning, 46(1/2), 1-12.
Henseler, J., Ringle, C.M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of Academy of Marketing Science, 43(1), 115–135.
Ho, K. L. P., Nguyen, C. N., Adhikari, R., Miles, M. P., & Bonney, L. (2018). Exploring market orientation, innovation, and financial performance in agricultural value chains in emerging economies. Journal of Innovation & Knowledge, 3(3), 154–163.
Iles, P., Chuai, X., & Preece, D. (2010). Talent Management and HRM in Multinational companies in Beijing: Defini-tions, differences and drivers. Journal of World Business, 45(2), 179–189.
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated Talent Management Scale: Construction and Initial Validation. SAGE Open, 8(3).
Johne, F., & Harborne. P. (1985). How Large Commercial Banks Manage Product Innovation. International Journal of Bank Marketing, 3(1), 54-71.
Kiiyuru, K. D. (2014). Effects of innovation strategies on performance of commercial banks in Kenya. School of Busi-ness, University of Nairobi.
Kline, R.B. (2015). Principles and practice of structural equation modeling (4th ed.). New York: Guilford Publications.
Kucherov, D., & Zavyalova, E. (2012). HRD practices and talent management in the companies with the employer brand. European Journal of Training and Development, 36(1), 86–104.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154.
Lievens, F., & Slaughter, J. E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407–440.
Lloyd, S. (2002). Branding from the Inside Out. Business Review Weekly, 24(10), 64-66.
MacKenzie, S. B., Podsakoff, P. M., & Podsakoff, N. P. (2011). Construct measurement and validation procedures in MIS and behavioral research: Integrating new and existing techniques. MIS Quarterly, 35(2), 293–334.
McDonnell, A., Collings, D. G., Mellahi, K., & Schuler, R. (2017). Talent management: a systematic review and future prospects. European Journal of International Management, 11(1), 86–128.
Morley, M. J., Scullion, H., Collings, D. G., & Schuler, R. S. (2015). Talent management: A capital question. European Journal of International Management, 9(1), 1–8.
Perrewe, P. L., Hochwarter, W. A., Rossi, A. M., Wallace, A., Maignan, I., Castro, S. L., &Van Deusen, C. A. (2002). Are work stress relationships universal? A nine-region examination of role stressors, general self-efficacy, and burnout. Journal of International Management, 8(2), 163-187.
Podsakoff, P., MacKenzie, S., Lee, J., & Podsakoff, N. (2012). Sources of method bias in social science research and rec-ommendations on how to control it. Annual Review of Psychology, 63, 539–69.
Richter, N.F., Cepeda Carrión, G., Roldán, J.L., & Ringle, C.M. (2016). European Management Research Using Partial Least Squares Structural Equation Modeling (PLS-SEM). European Management Journal 34(6), 589-597.
Rotolo, C. T., Church, A. H., Adler, S., Smither, J. W., Colquitt, A. L., Shull, A. C., … Foster, G. (2018). Putting an End to Bad Talent Management: A Call to Action for the Field of Industrial and Organizational Psychology. Industrial and Organizational Psychology, 11(2), 176–219.
Schubert, T., & Andersson, M. (2013). Old is gold? the effects of employee age on innovation and the moderating effects of employment turnover (No. 2013/29). Lund University, CIRCLE-Center for Innovation, Research and Competences in the Learning Economy.
Schuler, Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportu-nities for IHRM. Journal of World Business, 46(4), 506–516.
Scullion, H., & Collings, D. (2011). Global talent management. New York, NY: Routledge.
Sidani, Y., & Al Ariss, A. (2014). Institutional and corporate drivers of global talent management: Evidence from the Arab Gulf region. Journal of World Business, 49(2), 215–224.
Sivertzen, A.-M., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: employer attractiveness and the use of so-cial media. Journal of Product & Brand Management, 22(7), 473–483.
Škerlavaj, M., Song, J.H., Lee, Y. (2010). Organizational learning culture, innovative culture and innovations in South Korean firms. Expert Systems Application, 37 (9), 6390–6403.
Sok, P., O’Cass, A., & Sok, K. M. (2013). Achieving superior SME performance: Overarching role of marketing, innova-tion, and learning capabilities. Australasian Marketing Journal (AMJ), 21(3), 161-167.
Sparrow, P. R., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25(3), 249–263.
Story, J. (2007). Human Resource Management: A Critical Text, 3rd ed.. London: Thomson Learning.
Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and sugges-tions for further research. Journal of World Business, 45(2), 122–133.
Tatoglu, E., Glaister, A. J., & Demirbag, M. (2016). Talent management motives and practices in an emerging market: A comparison between MNEs and local firms. Journal of World Business, 51(2), 278–293.
Tipu, S. A., (2011). Academic publications on innovation management in banks (1998–2008): A research note. Journal of Innovation Organization & Management, 13(2), 236-260.
Yen, Y.F. (2013). The impact of bank’s human capital on organizational performance: How innovation influences per-formance. Innovation, 15(1), 112–127.
Aksoy, H. (2017). How do innovation culture, marketing innovation and product innovation affect the market perfor-mance of small and medium-sized enterprises (SMEs)?. Technology in Society, 51, 133-141.
Barrow, S., & Mosley, R. (2011). The employer brand: bringing the best of brand management to people at work (Re-printed. ed.). Chichester [u.a.]: Wiley.
Baum, M., & Kabst, R. (2014). The effectiveness of recruitment advertisements and recruitment websites: Indirect and interactive effects on applicant attraction. Human Resource Management, 53(3), 353–378.
Beaverstock, J. (2018). New insights in reproducing transnational corporate elites: the labour market intermediation of executive search in the pursuit of global talent in Singapore. Global Networks, 18(3), 500–522.
Benner, M. J., & Tushman, M. L. (2003). Exploitation, exploration, and process management: The productivity dilemma revisited. Academy of Management Review, 28(2), 238–256.
Bos, J., Kolari, J., van Lamoen, R. (2012). Competition and innovation: Evidence from financial services. Journal of Banking and Finance, 37(5), 1590-1601.
Brik, A. Ben, Rettab, B., & Mellahi, K. (2011). Market orientation, corporate social responsibility, and business perfor-mance. Journal of Business Ethics, 99(3), 307–324.
Caner, T., & Tyler, B. B. (2013). Alliance portfolio R&D intensity and new product introduction. American Journal of Business, 28(1), 38–63.
Cappelli, P., & Keller, J. R. (2017). The historical context of talent management. The Oxford handbook of talent man-agement, 23-42.
Central Bank of Jordan. (2018). Banking Sector Directory. Available at http://www.cbj.gov.jo/Pages/viewpage.aspx?pageID=307 (accessed 10 May 2018).
Chandler, G. N., Keller, C., & Lyon, D. W. (2000). Unraveling the determinants and consequences of an innovation-supportive organizational culture. Entrepreneurship Theory and Practice, 25(1), 59-76.
CIPD (2006). Talent Management: Understanding the dimensions. London: CIPD.
Cooke, F. L., Saini, D. S., & Wang, J. (2014). Talent management in China and India: A comparison of management per-ceptions and human resource practices. Journal of World Business, 49(2), 225–235.
Crema, M., & Verbano, C. (2016). Managing Intellectual Capital in Italian Manufacturing SMEs. Creativity and Innova-tion Management, 25(3), 408–421.
Cucculelli, M. (2018). Firm age and the probability of product innovation. Do CEO tenure and product tenure matter? Journal of Evolutionary Economics, 28(1), 153-179.
Da Motta Veiga, S. P., & Turban, D. B. (2018). 18 Who Is Searching for Whom? Integrating Recruitment and Job Search Research. The Oxford Handbook of Job Loss and Job Search, 311.
Dell, D., & Hickey, J. (2002). Sustaining the Talent Quest: Getting and Keeping the Best People in Volatile Times [Re-search Report]. New York: The Conference Board.
Deshpandé, R., Farley, J. U., & Webster Jr, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: A quadrad analysis. The Journal of Marketing, 57(1), 23-37.
Drucker, P. (2001). The next society. The Economist
Eisenberger, R., Cotterell, N., & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psycholo-gy, 53(4), 743.
Elrehail, H., Emeagwali, O. L., Alsaad, A., & Alzghoul, A. (2018). The impact of transformational and authentic leader-ship on innovation in higher education: the contingent role of knowledge sharing. Telematics and Informatics, 35(1), 55-67.
Ewerlin, D. (2013). The influence of global talent management on employer attractiveness: An experimental study. Ger-man Journal of Human Resource Management, 27(3), 279–304.
Fornell, C., & Larcker, D., (1981). Evaluating structural equation models with unobservable and measurement error. Journal of Marketing Research, 18(1), 39–50.
Gergen, K. J. (1969). The psychology of behavior exchange. Oxford, England: Addison-Wesley.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 161–178.
Hair, J.F., Ringle, C.M., & Sarstedt, M. (2013). Partial least squares structural equation modeling: rigorous apps, better results and higher acceptance. Long Range Planning, 46(1/2), 1-12.
Henseler, J., Ringle, C.M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of Academy of Marketing Science, 43(1), 115–135.
Ho, K. L. P., Nguyen, C. N., Adhikari, R., Miles, M. P., & Bonney, L. (2018). Exploring market orientation, innovation, and financial performance in agricultural value chains in emerging economies. Journal of Innovation & Knowledge, 3(3), 154–163.
Iles, P., Chuai, X., & Preece, D. (2010). Talent Management and HRM in Multinational companies in Beijing: Defini-tions, differences and drivers. Journal of World Business, 45(2), 179–189.
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated Talent Management Scale: Construction and Initial Validation. SAGE Open, 8(3).
Johne, F., & Harborne. P. (1985). How Large Commercial Banks Manage Product Innovation. International Journal of Bank Marketing, 3(1), 54-71.
Kiiyuru, K. D. (2014). Effects of innovation strategies on performance of commercial banks in Kenya. School of Busi-ness, University of Nairobi.
Kline, R.B. (2015). Principles and practice of structural equation modeling (4th ed.). New York: Guilford Publications.
Kucherov, D., & Zavyalova, E. (2012). HRD practices and talent management in the companies with the employer brand. European Journal of Training and Development, 36(1), 86–104.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139–154.
Lievens, F., & Slaughter, J. E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407–440.
Lloyd, S. (2002). Branding from the Inside Out. Business Review Weekly, 24(10), 64-66.
MacKenzie, S. B., Podsakoff, P. M., & Podsakoff, N. P. (2011). Construct measurement and validation procedures in MIS and behavioral research: Integrating new and existing techniques. MIS Quarterly, 35(2), 293–334.
McDonnell, A., Collings, D. G., Mellahi, K., & Schuler, R. (2017). Talent management: a systematic review and future prospects. European Journal of International Management, 11(1), 86–128.
Morley, M. J., Scullion, H., Collings, D. G., & Schuler, R. S. (2015). Talent management: A capital question. European Journal of International Management, 9(1), 1–8.
Perrewe, P. L., Hochwarter, W. A., Rossi, A. M., Wallace, A., Maignan, I., Castro, S. L., &Van Deusen, C. A. (2002). Are work stress relationships universal? A nine-region examination of role stressors, general self-efficacy, and burnout. Journal of International Management, 8(2), 163-187.
Podsakoff, P., MacKenzie, S., Lee, J., & Podsakoff, N. (2012). Sources of method bias in social science research and rec-ommendations on how to control it. Annual Review of Psychology, 63, 539–69.
Richter, N.F., Cepeda Carrión, G., Roldán, J.L., & Ringle, C.M. (2016). European Management Research Using Partial Least Squares Structural Equation Modeling (PLS-SEM). European Management Journal 34(6), 589-597.
Rotolo, C. T., Church, A. H., Adler, S., Smither, J. W., Colquitt, A. L., Shull, A. C., … Foster, G. (2018). Putting an End to Bad Talent Management: A Call to Action for the Field of Industrial and Organizational Psychology. Industrial and Organizational Psychology, 11(2), 176–219.
Schubert, T., & Andersson, M. (2013). Old is gold? the effects of employee age on innovation and the moderating effects of employment turnover (No. 2013/29). Lund University, CIRCLE-Center for Innovation, Research and Competences in the Learning Economy.
Schuler, Jackson, S. E., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportu-nities for IHRM. Journal of World Business, 46(4), 506–516.
Scullion, H., & Collings, D. (2011). Global talent management. New York, NY: Routledge.
Sidani, Y., & Al Ariss, A. (2014). Institutional and corporate drivers of global talent management: Evidence from the Arab Gulf region. Journal of World Business, 49(2), 215–224.
Sivertzen, A.-M., Nilsen, E. R., & Olafsen, A. H. (2013). Employer branding: employer attractiveness and the use of so-cial media. Journal of Product & Brand Management, 22(7), 473–483.
Škerlavaj, M., Song, J.H., Lee, Y. (2010). Organizational learning culture, innovative culture and innovations in South Korean firms. Expert Systems Application, 37 (9), 6390–6403.
Sok, P., O’Cass, A., & Sok, K. M. (2013). Achieving superior SME performance: Overarching role of marketing, innova-tion, and learning capabilities. Australasian Marketing Journal (AMJ), 21(3), 161-167.
Sparrow, P. R., & Makram, H. (2015). What is the value of talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25(3), 249–263.
Story, J. (2007). Human Resource Management: A Critical Text, 3rd ed.. London: Thomson Learning.
Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and sugges-tions for further research. Journal of World Business, 45(2), 122–133.
Tatoglu, E., Glaister, A. J., & Demirbag, M. (2016). Talent management motives and practices in an emerging market: A comparison between MNEs and local firms. Journal of World Business, 51(2), 278–293.
Tipu, S. A., (2011). Academic publications on innovation management in banks (1998–2008): A research note. Journal of Innovation Organization & Management, 13(2), 236-260.
Yen, Y.F. (2013). The impact of bank’s human capital on organizational performance: How innovation influences per-formance. Innovation, 15(1), 112–127.