How to cite this paper
Hamedani, A., Farmanesh, P & Zargar, P. (2011). Mapping the relationship between proactive behavior and talent management practices: The mediating role of organizational commitment.Management Science Letters , 11(3), 773-782.
References
Andreasen, A. R., Kotler, P., & Parker, D. (2008). Strategic marketing for nonprofit organizations.
Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173–179. https://doi.org/10.1016/j.jwb.2013.11.001.
Ashford, S. J., & Tsui, A. S. (1993). Self-regulation for managerial effectiveness: The role of active feedback seeking. Academy of Management Journal, 34, 251–280.
Bagraim, J., & Sader, R. (2007). Family-friendly human resource practices and organizational commitment. Management Dynamics, 16, 4, 2–10.
Bandura, A. (1997). The anatomy of stages of change. American Journal of Health Promotion: AJHP, 12(1), 8-10.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behaviour. Journal of Organizational Behaviour, 14, 103–118.
Belschak, F. D., & Den Hartog, D. N. (2010). Pro‐self, prosocial, and pro‐organizational foci of proactive behaviour: Dif-ferential antecedents and consequences. Journal of Occupational and Organizational Psychology, 83(2), 475-498.
Bolino, M. C., & Turnley, W. H. (2005). The personal costs of citizenship behavior: the relationship between individual initiative and role overload, job stress, and work-family conflict. Journal of Applied Psychology, 90(4), 740.
Cacioppo, J. T., Gardner, W. L., & Berntson, G. G. (1999). The affect system has parallel and integrative processing com-ponents: Form follows function. Journal of Personality and Social Psychology, 76, 839–855.
Cappelli, P. (2008). Talent management for the twenty-first century. Harvard Business Review, 86(3), 74.
Cheng, Y., & Stockdale, M.S. (2003). The validity of the three-component model of organizational commitment in a Chi-nese context. Journal of Vocational Behavior, 62, 465–489.
Collings, D. G., Mellahi, K., & Cascio, W. F. (2019). Global talent management and performance in multinational enter-prises: A multilevel perspective. Journal of Management, 45(2), 540-566.
Connelly, B. L., Certo, S. T., Ireland, R. D., & Reutzel, C. R. (2011). Signaling theory: A review and assessment. Journal of Management, 37(1), 39–67.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462.
Crant, J. M. (2000). Proactive behaviour at work. Journal of Management, 26, 435–462.
De Boeck, G., Meyers, M. C., & Dries, N. (2018). Employee reactions to talent management: Assumptions versus evi-dence. Journal of Organizational Behavior, 39(2), 199–213. https://doi.org/10.1002/job.2254.
Du Plessis, L. (2010). The relationship between perceived talent management practices, perceived organizational support (POS), perceived supervisor support (PSS) and intention to quit amongst Generation Y employees in the recruitment sector (Doctoral dissertation, University of Pretoria).
Dutton, J. E., & Ashford, S. J. (1993). Selling issues to top management. Academy of Management Review, 18(3), 397-428.
Ellemers, N., de Gilder, D., & van den Heuvel, H. (1998). Career-oriented versus team-oriented commitment and behav-iour at work. Journal of Applied Psychology, 83, 717–730.
Farmanesh, P., Khadem, A., & Zargar, P. (2018). Does organizational commitment matter? Linking socially responsible human resource management, turnover intentions and organizational citizenship behaviour. OFFICIAL, 12, 34.
Frese, M., & Fay, D. (2001). 4. Personal initiative: An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133-187.
Frese, M., Krauss, S. I., Keith, N., Escher, S., Grabarkiewicz, R., Luneng, S. T., ... & Friedrich, C. (2007). Business owners' action planning and its relationship to business success in three African countries. Journal of Applied Psychology, 92(6), 1481.
Galagan, P. (2008). Talent management: what is it, who owns it, and why should you care?. T AND D, 62(5), 40.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2015). Affective commitment of employees designated as talent: Signalling perceived organisational support. European Journal of International Management, 9(1), 9-27.
Grant, A. M., & Ashford, S. J. 2008. The dynamics of proactivity at work. In B. M. Staw & A. P. Brief (Eds.), Research in organizational behavior (Vol. 28). New York: Elsevier.
Griffin, M. A., Neal, A., & Parker, S. (2007). Positive behaviour in uncertain and interdependent contexts. Academy of Management Journal, 50, 327–347.
Guthridge, M., Komm, A. B., & Lawson, E. (2006). The people problem in talent management. McKinsey Quarterly, 2(1), 6-9.
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Thiele, K. O. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. Journal of the Academy of Marketing Sci-ence, 45(5), 616-632.
Haar, J. M., & Spell, C. S. (2004). Programme knowledge and value of work-family practices and organizational com-mitment. The International Journal of Human Resource Management, 15(6), 1040-1055.
Handfield-Jones, H., Michaels, E., & Axelrod, B. (2001). Talent management: A critical part of every leader's job. Ivey Business Journal, 66(2), 53-74.
Higgins, M. C., & Kram, K. E. (2001). Reconceptualizing mentoring at work: A developmental network perspective. Academy of Management Review, 26(2), 264-288.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003-066X. 44.3.513.
Hobfoll, S. E. (2012). Conservation of resources theory: Its implication for stress, health, and resilience. In S. Folkman (Ed.). The Oxford handbook of stress, health, and coping (pp. 127–147). New York: Oxford University Press.
Hogg, M. A. (2018). Social identity theory. Stanford University Press.
Kontoghiorghes, C. (2016). Linking high performance organizational culture and talent management: satisfac-tion/motivation and organizational commitment as mediators. The International Journal of Human Resource Manage-ment, 27(16), 1833-1853.
Lau, P. Y. Y., Tong, J. L. T., Lien, B. Y. H., Hsu, Y. C., & Chong, C. L. (2017). Ethical work climate, employee commit-ment and proactive customer service performance: Test of the mediating effects of organizational politics. Journal of Retailing and Consumer Services, 35, 20-26.
Mahjoub, M., Atashsokhan, S., Khalilzadeh, M., Aghajanloo, A., & Zohrehvandi, S. (2018). Linking “Project Success” and “Strategic Talent Management”: satisfaction/motivation and organizational commitment as mediators. Procedia com-puter science, 138, 764-774.
Major, D. A., Turner, J. E., & Fletcher, T. D. (2006). Linking proactive personality and the big five to motivation to learn and development activity. Journal of Applied Psychology, 91(4), 927–935.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of or-ganizational commitment. Psychological Bulletin, 108, 171–194.
McKinsey (2018). Winning with your talent-management strategy. Retrieved from https://www.mckinsey.com/business-functions/organization/our-insights/ winning-with-your-talent-management-strategy.
Merriam-Webster Online Dictionary. n.d. Retrieved November 7, 2019, from http://www.merriam-webster.com/
Meyers, M. C. (2019). The neglected role of talent proactivity: Integrating proactive behavior into talent-management theorizing. Human Resource Management Review, 100703.
Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: The importance of the employee's per-spective. Academy of Management Journal, 37(6), 1543-1567.
Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change. Academy of Management Journal, 42(4), 403-419.
Ng, T. W., Feldman, D. C., & Lam, S. S. (2010). Psychological contract breaches, organizational commitment, and inno-vation-related behaviors: a latent growth modeling approach. Journal of applied Psychology, 95(4), 744.
Parker, S. K. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interven-tions. Journal of Applied Psychology, 83, 835–852.
Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3), 633-662.
Raabe, B., Frese, M., & Beehr, T. A. (2007). Action regulation theory and career self-management. Journal of Vocational Behaviour, 70, 297–311.
Rank, J., Carsten, J. M., Unger, J. M., & Spector, P. E. (2007). Proactive customer service performance: Relationships with individual, task, and leadership variables. Human Performance, 20, 363–390.
Riketta, M. (2002). Attitudinal organizational commitment and job performance: A meta-analysis. Journal of Organiza-tional Behavior, 23, 257– 266.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proac-tive personality and career success. Personnel Psychology, 54(4), 845–874.
Sharma, R., & Bhatnagar, J. (2009). Talent management–competency development: key to global leadership. Industrial and Commercial Training, 41(3).
Silzer, R., & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psycholo-gy: Perspectives on Science and Practice, 2(4), 377–412.
Sonnentag, S. (2003). Recovery, work engagement, and proactive behaviour: A new look at the interface between non-work and work. Journal of Applied Psychology, 88, 518–528.
Spector, P. E. (2006). Method variance in organisational research: Truth or urban legend. Organizational Research Meth-ods, 9, 221-232.
Speier, C., & Frese, M. (1997). Generalized self efficacy as a mediator and moderator between control and complexity at work and personal initiative: A longitudinal field study in East Germany. Human performance, 10(2), 171-192.
Spence, M. (1973). Job market signaling. The Quarterly Journal of Economics, 87(3), 355–374. https://doi.org/10.2307/1882010.
Thunnissen, M. (2016). Talent management: For what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), 57-72.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validi-ty. Academy of Management Journal, 41(1), 108-119.
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2), 179-201.
Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173–179. https://doi.org/10.1016/j.jwb.2013.11.001.
Ashford, S. J., & Tsui, A. S. (1993). Self-regulation for managerial effectiveness: The role of active feedback seeking. Academy of Management Journal, 34, 251–280.
Bagraim, J., & Sader, R. (2007). Family-friendly human resource practices and organizational commitment. Management Dynamics, 16, 4, 2–10.
Bandura, A. (1997). The anatomy of stages of change. American Journal of Health Promotion: AJHP, 12(1), 8-10.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behaviour. Journal of Organizational Behaviour, 14, 103–118.
Belschak, F. D., & Den Hartog, D. N. (2010). Pro‐self, prosocial, and pro‐organizational foci of proactive behaviour: Dif-ferential antecedents and consequences. Journal of Occupational and Organizational Psychology, 83(2), 475-498.
Bolino, M. C., & Turnley, W. H. (2005). The personal costs of citizenship behavior: the relationship between individual initiative and role overload, job stress, and work-family conflict. Journal of Applied Psychology, 90(4), 740.
Cacioppo, J. T., Gardner, W. L., & Berntson, G. G. (1999). The affect system has parallel and integrative processing com-ponents: Form follows function. Journal of Personality and Social Psychology, 76, 839–855.
Cappelli, P. (2008). Talent management for the twenty-first century. Harvard Business Review, 86(3), 74.
Cheng, Y., & Stockdale, M.S. (2003). The validity of the three-component model of organizational commitment in a Chi-nese context. Journal of Vocational Behavior, 62, 465–489.
Collings, D. G., Mellahi, K., & Cascio, W. F. (2019). Global talent management and performance in multinational enter-prises: A multilevel perspective. Journal of Management, 45(2), 540-566.
Connelly, B. L., Certo, S. T., Ireland, R. D., & Reutzel, C. R. (2011). Signaling theory: A review and assessment. Journal of Management, 37(1), 39–67.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462.
Crant, J. M. (2000). Proactive behaviour at work. Journal of Management, 26, 435–462.
De Boeck, G., Meyers, M. C., & Dries, N. (2018). Employee reactions to talent management: Assumptions versus evi-dence. Journal of Organizational Behavior, 39(2), 199–213. https://doi.org/10.1002/job.2254.
Du Plessis, L. (2010). The relationship between perceived talent management practices, perceived organizational support (POS), perceived supervisor support (PSS) and intention to quit amongst Generation Y employees in the recruitment sector (Doctoral dissertation, University of Pretoria).
Dutton, J. E., & Ashford, S. J. (1993). Selling issues to top management. Academy of Management Review, 18(3), 397-428.
Ellemers, N., de Gilder, D., & van den Heuvel, H. (1998). Career-oriented versus team-oriented commitment and behav-iour at work. Journal of Applied Psychology, 83, 717–730.
Farmanesh, P., Khadem, A., & Zargar, P. (2018). Does organizational commitment matter? Linking socially responsible human resource management, turnover intentions and organizational citizenship behaviour. OFFICIAL, 12, 34.
Frese, M., & Fay, D. (2001). 4. Personal initiative: An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133-187.
Frese, M., Krauss, S. I., Keith, N., Escher, S., Grabarkiewicz, R., Luneng, S. T., ... & Friedrich, C. (2007). Business owners' action planning and its relationship to business success in three African countries. Journal of Applied Psychology, 92(6), 1481.
Galagan, P. (2008). Talent management: what is it, who owns it, and why should you care?. T AND D, 62(5), 40.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2015). Affective commitment of employees designated as talent: Signalling perceived organisational support. European Journal of International Management, 9(1), 9-27.
Grant, A. M., & Ashford, S. J. 2008. The dynamics of proactivity at work. In B. M. Staw & A. P. Brief (Eds.), Research in organizational behavior (Vol. 28). New York: Elsevier.
Griffin, M. A., Neal, A., & Parker, S. (2007). Positive behaviour in uncertain and interdependent contexts. Academy of Management Journal, 50, 327–347.
Guthridge, M., Komm, A. B., & Lawson, E. (2006). The people problem in talent management. McKinsey Quarterly, 2(1), 6-9.
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Thiele, K. O. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. Journal of the Academy of Marketing Sci-ence, 45(5), 616-632.
Haar, J. M., & Spell, C. S. (2004). Programme knowledge and value of work-family practices and organizational com-mitment. The International Journal of Human Resource Management, 15(6), 1040-1055.
Handfield-Jones, H., Michaels, E., & Axelrod, B. (2001). Talent management: A critical part of every leader's job. Ivey Business Journal, 66(2), 53-74.
Higgins, M. C., & Kram, K. E. (2001). Reconceptualizing mentoring at work: A developmental network perspective. Academy of Management Review, 26(2), 264-288.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524. https://doi.org/10.1037/0003-066X. 44.3.513.
Hobfoll, S. E. (2012). Conservation of resources theory: Its implication for stress, health, and resilience. In S. Folkman (Ed.). The Oxford handbook of stress, health, and coping (pp. 127–147). New York: Oxford University Press.
Hogg, M. A. (2018). Social identity theory. Stanford University Press.
Kontoghiorghes, C. (2016). Linking high performance organizational culture and talent management: satisfac-tion/motivation and organizational commitment as mediators. The International Journal of Human Resource Manage-ment, 27(16), 1833-1853.
Lau, P. Y. Y., Tong, J. L. T., Lien, B. Y. H., Hsu, Y. C., & Chong, C. L. (2017). Ethical work climate, employee commit-ment and proactive customer service performance: Test of the mediating effects of organizational politics. Journal of Retailing and Consumer Services, 35, 20-26.
Mahjoub, M., Atashsokhan, S., Khalilzadeh, M., Aghajanloo, A., & Zohrehvandi, S. (2018). Linking “Project Success” and “Strategic Talent Management”: satisfaction/motivation and organizational commitment as mediators. Procedia com-puter science, 138, 764-774.
Major, D. A., Turner, J. E., & Fletcher, T. D. (2006). Linking proactive personality and the big five to motivation to learn and development activity. Journal of Applied Psychology, 91(4), 927–935.
Mathieu, J. E., & Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of or-ganizational commitment. Psychological Bulletin, 108, 171–194.
McKinsey (2018). Winning with your talent-management strategy. Retrieved from https://www.mckinsey.com/business-functions/organization/our-insights/ winning-with-your-talent-management-strategy.
Merriam-Webster Online Dictionary. n.d. Retrieved November 7, 2019, from http://www.merriam-webster.com/
Meyers, M. C. (2019). The neglected role of talent proactivity: Integrating proactive behavior into talent-management theorizing. Human Resource Management Review, 100703.
Morrison, E. W. (1994). Role definitions and organizational citizenship behavior: The importance of the employee's per-spective. Academy of Management Journal, 37(6), 1543-1567.
Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change. Academy of Management Journal, 42(4), 403-419.
Ng, T. W., Feldman, D. C., & Lam, S. S. (2010). Psychological contract breaches, organizational commitment, and inno-vation-related behaviors: a latent growth modeling approach. Journal of applied Psychology, 95(4), 744.
Parker, S. K. (1998). Enhancing role breadth self-efficacy: The roles of job enrichment and other organizational interven-tions. Journal of Applied Psychology, 83, 835–852.
Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3), 633-662.
Raabe, B., Frese, M., & Beehr, T. A. (2007). Action regulation theory and career self-management. Journal of Vocational Behaviour, 70, 297–311.
Rank, J., Carsten, J. M., Unger, J. M., & Spector, P. E. (2007). Proactive customer service performance: Relationships with individual, task, and leadership variables. Human Performance, 20, 363–390.
Riketta, M. (2002). Attitudinal organizational commitment and job performance: A meta-analysis. Journal of Organiza-tional Behavior, 23, 257– 266.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proac-tive personality and career success. Personnel Psychology, 54(4), 845–874.
Sharma, R., & Bhatnagar, J. (2009). Talent management–competency development: key to global leadership. Industrial and Commercial Training, 41(3).
Silzer, R., & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psycholo-gy: Perspectives on Science and Practice, 2(4), 377–412.
Sonnentag, S. (2003). Recovery, work engagement, and proactive behaviour: A new look at the interface between non-work and work. Journal of Applied Psychology, 88, 518–528.
Spector, P. E. (2006). Method variance in organisational research: Truth or urban legend. Organizational Research Meth-ods, 9, 221-232.
Speier, C., & Frese, M. (1997). Generalized self efficacy as a mediator and moderator between control and complexity at work and personal initiative: A longitudinal field study in East Germany. Human performance, 10(2), 171-192.
Spence, M. (1973). Job market signaling. The Quarterly Journal of Economics, 87(3), 355–374. https://doi.org/10.2307/1882010.
Thunnissen, M. (2016). Talent management: For what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), 57-72.
Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validi-ty. Academy of Management Journal, 41(1), 108-119.
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2), 179-201.