Диссертация (1138518), страница 33
Текст из файла (страница 33)
– 2013. – Vol. 18. – N 1. – P. 78–96.31.Allan L., Seward J. Issues in human resource: managing talent in the 21st century// Journal of Management in Engineering. – 1992. – Vol. 8. – N 4. – P. 340–345.32.Alvesson M., Deetz S. Doing critical management research / Alvesson M., DeetzS. – London: SAGE, 2000. – 232 P.33.Ang S., Slaughter S. Turnover of IT professionals. The effect of internal labormarket strategies // The Data Base for Advances in Information Systems. – 2004. – Vol.
35. –N 3. – P. 11–27.34.Armstrong M. Strategic human resource management: a guide to action /Armstrong M. – 4th ed. London and Philadelphia: Kogan Page, 2008. – 248 P.35.ArmstrongM.Armstrong’sHandbookofStrategicHumanResourceManagement/ Armstrong M. – 5th ed. London – Philadelphia – New Delhi: Kogan Page, 2011. –313 P.14436.Ashton С., Morton L. Managing talent for competitive advantage: Taking asystemic approach to talent management // Strategic HR Review. – 2005. – Vol.
4 – N 5. – P.28–31.37.Axelrod B., Handfield-Jones H., Michaels E. A New Game Plan for C Players //Harvard Business Review. – 2002. – Vol. 80. – N 1. – P. 80–81.38.Bansal P., Corley K. The coming of age for qualitative research: Embracing thediversity of qualitative methods // Academy of Management Journal. – 2011. – Vol.
54. – N 2. –P. 233–237.39.Barney J.B. Firm resources and sustained competitive advantage // Journal ofManagement. – 1991. – Vol. 17. – N 1. – P. 99–120.40.Becker B.E., Huselid M.A. Strategic human resources management: where do wego from here? // Journal of Management. – 2006. – Vol. 32. – N 6. – P. 898–925.41.Becker B.E., Huselid M.A. Beatty R.W. The Differentiated Workforce:Transforming Talent into Strategic Impact / Becker B.E., Huselid M.A. Beatty R.W. – Boston,MA: Harvard Business School Press, 2009. – 242 P.42.Beecham S., Baddoo N., Hall T., Robinson H., Sharp H. 2008.
Motivation inSoftware Engineering: A systematic literature review // Information and Software Technology. –2008. – Vol. 50. – P. 860–878.43.Beechler S., Woodward I. C. The global ‘war for talent’// Journal of InternationalManagement. – 2009. – Vol. 15. – N 3. – P. 273–285.44.Bethke-Langenegger P., Mahler P., Staffelbach B.
Effectiveness of talentmanagement strategies // European Journal of International Management. – 2011. – Vol. 5. –N 5. – P. 524–539.45.Björkman I., Ehrnrooth M., Mäkelä K., Smale A., Sumelius J. Talent or not?Employee reactions to talent identification // Human Resource Management. – 2013. – Vol. 52.
–N 2. – P. 195–214.46.Boselie P. Strategic Human Resource Management. A Balanced Approach /Boselie P. - Birkshire: McGraw-Hill Higher Education, 2010. – 317 P.47.Boudreau J.W., Ramstad P.M. 2005. Talentship, talent segmentation, andsustainability: a new HR decision science paradigm for a new strategy definition // HumanResource Management. 2005. – Vol. 44. – N 2. – P. 129–136.48.Boudreau, J.W., Ramstad, P.M., Dowling P.J. Global talentship: toward a decisionscience connecting talent to global strategic success // Advances in Global Leadership. – 2003. –P. 63–99.14549.Boxall P., Macky K.
Research and theory on high-performance work systems:Progressing the high-involvement stream // Human Resource Management Journal. – 2009. –Vol. 19. – N 1. – P. 3–23.50.Brewster C. SHRM: The Value of Different Paradigms // ManagementInternational Review. – 1999. – Vol. 39 – N 3. – P. 45–64.51.Brewster C., Hegewisch A. Lockhart J.T. Researching Human ResourceManagement: Methodology of the Price Waterhouse Cranfield Project on European Trends //Personnel Review. – 1991.
– Vol. 20. – N 6. – P. 36–40.52.Bryman A., Bell E. Business research methods / Bryman A., Bell E. – 3d edn.New York: Oxford University Press, 2011. – 765 P.53.Budhwar P.S., Varma, A. Emerging HR management trends in India and the wayforward // Organizational Dynamics. – 2011. – Vol. 40. – P.
317–325.54.Cappelli P. Talent on Demand: Managing Talent in an Age of Uncertainty /Cappelli P. – Boston, MA: Harvard Business School Press, 2008. – 280 P.55.Cappelli P., Keller JR. Talent management: conceptual approaches and practicalchallenges // Annual review of organizational psychology and organizational behavior. – 2014. –Vol. 1. – P. 305–331.56.Cascio W.F., Boudreau J. W. The search for global competence: Frominternational HR to talent management // Journal of World Business.
– 2015. – Vol. 51. – N 1. –P. 103–114.57.Casse P. People are not resources // Journal of European Industrial Training. –1994. – Vol. 18. – N 5. – P. 23–26.58.Chabault D., Hulin A., Soparnot R. Talent management in clusters //Organizational Dynamics. – 2012. – Vol. 41. – P. 327–335.59.Chou Y.-C., Shao B.B.M. Total factor productivity growth in informationtechnology services industries: A multi-theoretical perspective // Decision Support Systems.2014. – Vol. 62. – P. 106–118.60.Collings D. G., Scullion H., Vaiman V.
European perspectives on talentmanagement // European Journal of International Management. – 2011. – Vol. 5. – N 5. – P.453–462.61.Collings D.G. Toward Mature Talent Management: Beyond Shareholder Value //Human Resource Development Quarterly. – 2014. – Vol. 25. – N 3. – P. 301–319.62.Collings D.G., Mellahi K. Strategic talent management: A review and researchagenda // Human Resource Management Review.
– 2009. – Vol. 19. – N 4. – P. 304–313.14663.Cooke F. L., Saini D. S., Wang J. Talent management in China and India: Acomparison of management perceptions and human resource practices // Journal of WorldBusiness. – 2014. – Vol. 49. – N 2. – P. 225–235.64.Delery J., Roumpi D.
Strategic human resource management, human capital andcompetitive advantage: is the field going in circles? // Human Resource Management Journal. –2017. – Vol. 27. – N 1. – P. 1–21.65.Dries N. Talent management: from phenomenon to theory. Human ResourceManagement Review. – 2013a. – Vol. 23. – N 4. – P. 267–271.66.Dries N. The psychology of talent management: a review and research agenda //Human Resource Management Review. – 2013б. – Vol.
23. – N 4. – P. 272–285.67.Eckhardt A., Laumer S., Maier C., Weitzel W. The effect of personality on ITpersonnel’s job-related attitudes: establishing a dispositional model of turnover intention acrossIT job types // Journal of Information Technology. – 2016. – Vol. 31. – N 1. – P. 48–66.68.Ehrnrooth, M., Björkman, I., Mäkelä, K., Smale, A., Sumelius, J., Taimitarha, S.Talent responses to talent status awareness – Not a question of simple reciprocation // HumanResource Management Journal. – 2018. – Vol. 28. – P. 443–461.69.Eom M.T. How can organization retain IT personnel? Impact of IT manager’sleadership on IT personnel’s intention to stay // Information Systems Management.
– 2015. –Vol. 32. – N 4. – P. 316–330.70.Ertürk A., Vurgun L. Retention of IT professionals: Examining the influence ofempowerment, social exchange, and trust // Journal of Business Research. – 2015. – Vol. 68. –N 1. – P. 34–46.71.Ewerlin D., Süß, S. Dissemination of talent management in Germany: myth,facade or economic necessity? // Personnel Review. – 2016. – Vol. 45. – N 1. – P. 142–160.72.Farley C. HR’s role in talent management and driving business results //Employment Relations Today. – 2005. – Vol.
32. – N 1. – P. 55–61.73.Farndale E., Scullion H., Sparrow P. The role of the corporate human resourcefunction in global talent management // Journal of World Business. – 2010. – Vol. 45. – N 2. – P.161–168.74.Festing M., Schäfer L. Generational challenges to talent management: aframework for talent retention based on the psychological-contract perspective // Journal ofWorld Business. – 2014. – Vol. 49. – N 2.
– P. 262–271.75.Festing M., Schäfer L., Scullion H. Talent management in medium-sized Germancompanies: an explorative study and agenda for future research // International Journal of HumanResource Management. – 2013. – Vol. 24. – N 9.
– P. 1872–1893.14776.Gagné F. Transforming gifts into talents: The DMGT as a developmental theory //High Ability Studies. – 2004. – Vol. 15. – N 2. – P. 119–147.77.Gallardo-Gallardo E, Nijs S., Dries N., and Gallo P. Towards an understanding oftalent management as a phenomenon-driven field using bibliometric and content analysis //Human Resource Management Review. – 2015. – Vol. 25. – N 3. – P. 264–279.78.Gallardo-Gallardo E., Dries N., González-Cruz T.F. What is the meaning of‘talent’ in the world of work? // Human Resource Management Review.