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To date, the effects of two approaches – inclusive and exclusive – to talent management (TM) on employee outcomes are largely unexplored. This paper explores the role of perceived equity and theoretically examines the process through which these TM programs impact employee outcomes.

This paper draws on the job demands-resources model and equity theory and proposes a typology of employee outcomes in the context of different approaches to TM.

Based on the theoretical framework, the paper argues that in the context of both inclusive and exclusive TM, perceived equity is a valuable resource that motivates employees and results in favourable outcomes.

Future empirical studies should test the propositions put forth in this paper. The multilevel research design would allow for an in-depth analysis of organisational contexts, and qualitative studies using in-depth interviews can provide greater insights into employees' experiences and perspectives of TM programs.

The paper presents implications for managers and human resource (HR) and TM professionals regarding how to get the most out of their TM programs. These implications are important since employee equity perceptions can influence the effectiveness of TM programs.

In this paper, the authors add to the literature by examining the role of employee equity perceptions in the context of inclusive and exclusive TM and to highlight how perceived (in)equity could lead to negative consequences, even among high potential (HiPo) employees.

The purpose of this paper is to examine a process through which perceived talent identification affects employee burnout.

Data for the study were collected from 242 employees using a cross-sectional survey design.

The findings supported the mediating role of work effort in the relationship between perceived talent identification and burnout. Furthermore, the results highlighted the moderating role of employee well-being attributions in the relationship between perceived talent identification and employee work effort. The moderated–mediated relationship for burnout was also supported.

Using insights from conservation of resources and attribution theories, this study not only examined the direct relationship between perceived talent identification and feelings of burnout but also provided insights into why perceived talent identification leads to different employee outcomes.

Management should pay attention to the communication processes related to talent identification because employees’ interpretation of the underlying motives of this identification impacts their well-being (i.e. feelings of burnout).

This study examines employees’ attributions in the context of talent management and demonstrates that these interpretations play an important role in shaping their behaviours.

Despite the increase of recent immigrant newcomers (RINs) into the workforce over the past few years, many employers still face the challenge of successfully integrating RINs into the workplace. To this end, the purpose of this paper is to propose customized socialization tactics for RINs and highlight the role of RINs’ adjustment strategies in order to facilitate their workplace adjustment.

Drawing on immigrants, socialization, and diversity literatures, the paper develops a conceptual model of the socialization process for RINs and advances propositions to be empirically tested.

The paper proposes that customized socialization tactics by organizations and adjustment strategies by RINs would facilitate RINs’ socialization process by increasing their social integration and role performance, the factors which would ultimately help in their workplace adjustment.

The proposed customized socialization tactics add to the extant socialization literature by highlighting the crucial role firms can play in RINs’ socialization process. Additionally, the paper highlights an important role of RINs in their own socialization process.

Organizations need to employ new, different socialization tactics to help integrate RINs in the workplace. RINs may find the research outcomes useful in acknowledging their own role for successful workplace integration.

This paper presents a new way of looking at organizational socialization tactics for RINs while highlighting a role of RINs themselves, and concludes by discussing theoretical, practical, and societal implications for organizations employing RINs.

The purpose of this paper is to examine how diversity of cultural minority newcomers and transformational leadership affect the socialization process of cultural minorities in organizations.

A conceptual model is developed based on diversity theory and past research studies.

The authors highlight the roles of transformational leadership and diversity mindsets in facilitating their socialization process.

Using quantitative studies, future research should attempt to test the propositions presented in this paper by conducting employee-level studies.

The focus of diversity training needs to be changed from preventing unfairness and discrimination to viewing diversity as an important informational resource. Leaders of cultural minority newcomers should be trained to lead in a more transformational manner.

Scholars suggest that research on cultural minorities is lacking and their integration in organizations is examined less extensively. In this paper, the authors fill this gap and present a conceptual model examining the socialization process of cultural minorities.

The purpose of this paper is to understand how and under what conditions employees’ participation in high potential (HiPo) programs leads to various employee outcomes (i.e. affective commitment, job satisfaction, organizational citizenship behaviors (OCBs), and turnover intent).

Data were collected by a cross-sectional survey among 242 employees who had HiPo programs in their current organizations.

Findings provided support for the mediating role of commitment-focused HiPo attributions in the relationships between HiPo program participation and employee outcomes (affective commitment, job satisfaction, OCBs, and turnover intent). The results also demonstrated significant interaction effects of HiPo program participation and organizational trust on commitment-focused attributions. Additionally, the results provided support for several mediated-moderated models.

This study opened the “black box” by examining the processes through which talent management (TM) shapes employee attitudes and behaviors, and demonstrated that these relationships are not necessarily direct.

To ensure employees’ career success, organizations need to build trustworthy relationships with their employees, and must consider the processes related to the talent identification, as well as the messages this identification communicates to employees about their contributions.

This study is the first to examine employees’ attributions about their participation in HiPo programs. Further, this study is also the first to empirically investigate the role of employees’ perceptions of organizational trust in the context of TM.

The purpose of this study is to examine the career transition experiences of three immigrants from Pakistan in Canadian organisations using Nicholson’s four-phase transition cycle.

A case study approach was used, and data were collected through three in-depth, semi-structured interviews to determine how immigrants experience career transitions in Canadian organisations.

The findings show that all three participants had almost the same level of expectations before coming to Canada; however, there were significant differences in their career transition experiences. These findings demonstrate that immigrants’ career experiences can be understood and examined through the lens of Nicholson’s transition framework; their expectations and experiences at one stage subsequently affected their experiences at later stages.

A longitudinal research design would be an excellent approach to explore immigrants’ career transition over time.

Organisations hiring skilled immigrants need to be more supportive of their efforts in reducing immigrants’ feeling of underemployment and discrimination.

The study contributes to the immigrant literature by presenting a new way of looking at immigrants’ experiences in Canadian organisations. It also contributes to the career literature by extending the application of Nicholson transition cycle to an underrepresented population (i.e. immigrants) in careers research.

This study investigated the effects of reward system (RS) and job conditions (JC) on employee retention (ER). In particular, this study addressed the mediating effect of employee engagement (EE) on the relationship between RS, JC and ER.

This paper employed descriptive survey approach and the unit of analysis consisted of public hospital nursing staff. Data were collected using questionnaires with a sample of 370 nurse respondents. Structural equation modelling with Smart-Partial Least Squares (PLS) 3.3.8 was used in a statistical analysis.

The results revealed that RS and JC significantly related to ER. The study also showed the direct effect of RS and JC on EE. These findings indicate that (EE) has a partial mediating role in the relationship between RS, JC and ER.

The study offers important policy insights for public nursing stakeholders who seek to increase retention of skills among their nursing staff. The findings are also crucial because they may help the health sector improve their ER strategies, especially in dynamic and competitive business situations where organisations are challenged to retain personnel from a limited skilled workforce.

The findings of this study contribute to the literature on retention of nursing employees by enhancing the understanding of the influences of EE, RS and JC on ER among public hospitals.

Sugar consumption in Morocco is high, which is involved in triggering serious health conditions. Hence, assessing the recognition threshold of sweet taste among Moroccans is strongly needed. This study aims to determine the threshold of sweet taste recognition and to evaluate differences by sex, age and body mass index among a sample of Moroccan population.

This single-blind trial was conducted among 199 healthy participants to determine the sweet taste. Age and anthropometric characteristics were registered. Nine sucrose solutions of the following concentrations (0; 0.111; 0.333; 1; 3; 9; 27; 81; 243 mmol/L) were prepared. Sweet taste perception thresholds were determined based on the validated 3-alternative forced choice test method.

The average age of the sample population was 21.5 ± 26.1. And more than half (51.7%) detected the taste at the concentration of 9 mmol/L, while 91.9% recognized it at a concentration of 27 mmol/L. In terms of sex, the recognition of taste was not different between females and males (p > 0.05). The mean values of the threshold among women were significantly lower (20 ± 20.8 mmol/L) compared to men (23.9 ± 33.2 mmol/L). The age group 49–59 years old had the lowest threshold with a mean of 13.4 ± 10.2 mmol/L, and the groups with BMI in the overweight category had mean of 16.9 ± 18.2 mmol/L. However, no statistical difference was observed among either age groups or BMI categories.

The sweet recognition threshold among the studied population is high. Therefore, it is strongly recommended to educate the population about the necessity of a progressive reduction of sugar in food items to combat non-communicable disorders.

The chapter reviews the literature on the relationship between sustainability reporting and firm performance. The first section discusses and investigates the relationship between sustainability reporting and operational performance (ROA). The second section discusses and investigates the relationship between sustainability reporting and financial performance (ROE). The third section discusses and investigates the relationship between sustainability reporting and market performance (TQ). The last three sections explain the possible reasons for positive, negative and neutral relationship between sustainability reporting and firm performance.

This study investigates the relationship between the level of sustainability disclosure and telecommunication and information technology (IT) sectors' performance (operational, financial and market).

Using data culled from 4,458 observations from 60 different countries for 10 years (2008–2017), an independent variable derived from environmental, social and governance (ESG) score are regressed against dependent manufacture performance indicator variables [return on assets (ROA), return on equity (ROE) and Tobin's Q (TQ)]. Two types of control variables complete the regression analysis in this study: firm-specific and macroeconomic.

The findings elicited from the empirical results demonstrate that there is a significant negative relationship between ESG and market performance (TQ). However, there is no significant effect of ESG on both operational (ROA) and financial performance (ROE). Moreover, the findings elicited from the partial least square structural equation modeling the relationship between ESG and ROA is stronger in emerging than in developed economies.

The authors' opinion for policy makers is that it is essential to promote and implement the appropriate legislative framework for sustainability reporting, which should enhance both the sustainability practices as well the profitability of IT firms.

The model in this study presents a valuable analytical framework for exploring sustainability disclosure as a driver of performance in telecommunication and IT sectors' economies. In addition, this study highlights telecommunication and IT sectors' management lacunae manifesting in terms of the weak nexus between each component of ESG and IT sectors' performance.