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A Literature Review on Macro Talent Management

Yıl 2023, Cilt: 8 Sayı: 21, 650 - 666, 30.06.2023

Olgun İrmak Çetin

https://doi.org/10.25204/iktisad.1240427

Öz

This study aims to identify the research trends in 155 empirical studies addressing the topic of "Macro Talent Management" between 2010 and 2021. Articles are evaluated in terms of subject, method, analysis techniques, and other trends. The articles were examined using Scopus and Web of Science databases and analyzed with the Nvivo qualitative data analysis program. The findings of the research emerged in the context of human capital mobility, talent development, and the impact of macro talent management on socio-economic processes. Relevant studies show that macro-level talent management processes are related to socio-economic and cultural factors affecting human capital mobility. In addition, it is found that mobility affects the development indicators of countries and regions. Another finding is that the overall impact of talent management on macro-level innovation development has been examined, but the impact on individual countries’ innovation activities has not been considered. For talent development to be successful in a country, collaborative efforts between institutions and government are required. In conclusion, the research results are evaluated in light of the findings obtained, and suggestions are made for future studies.

Anahtar Kelimeler

Human capital mobility macro talent management organizational management

Kaynakça

  • Abalkhail, J. M. ve Allan, B. (2016). “Wasta” and women’s careers in the Arab Gulf states. Gender in Management: An International Journal.
  • Aboites, J. ve Díaz, C. (2018). Inventors’ mobility in Mexico in the context of globalization. Scientometrics, 115(3), 1443-1461.
  • Aiyetan, O. A. ve Das, D. (2018). System dynamics approach to mitigating skilled labour shortages in the construction industry: A South African context. Construction Economics and Building, 18(4), 45-63.
  • Anlesinya, A., Amponsah-Tawiah, K., Adom, P. K., Damoah, O. B. O. ve Dartey-Baah, K. (2020). The macro talent management, decent work and national well-being nexus: a cross-country and panel data analysis. International Journal of Manpower.
  • Azman, N., Sirat, M. ve Pang, V. (2016). Managing and mobilising talent in Malaysia: Issues, challenges and policy implications for Malaysian universities. Journal of Higher Education Policy and Management, 38(3), 316-332.
  • Bacchi, A. (2016). Highly skilled Egyptian migrants in Austria: A case of brain drain or brain gain? Journal of Immigrant & Refugee Studies, 14(2), 198-219.
  • Baruffaldi, S. H. ve Landoni, P. (2012). Return mobility and scientific productivity of researchers working abroad: The role of home country linkages. Research Policy, 41(9), 1655-1665.
  • Beine, M. ve Sekkat, K. (2013). Skilled migration and the transfer of institutional norms. IZA Journal of Migration, 2(1), 1-19.
  • Blachford, D. R. ve Zhang, B. (2014). Rethinking international migration of human capital and brain circulation: The case of Chinese-Canadian academics. Journal of Studies in International Education, 18(3), 202-222.
  • Breunig, C., Cao, X. ve Luedtke, A. (2012). Global migration and political regime type: A democratic disadvantage. British Journal of Political Science, 42(4), 825-854.
  • Bryan, G. ve Morten, M. (2019). The aggregate productivity effects of internal migration: Evidence from Indonesia. Journal of Political Economy, 127(5), 2229-2268.
  • Cameron, R. ve Harrison, J. L. (2013). The use of temporary skilled migration in Australian organisations. International Journal of Organizational Analysis, 21(2), 104-123.
  • Chepurenko, A. (2015). The role of foreign scientific foundations’ role in the cross-border mobility of Russian academics. International Journal of Manpower.
  • Ciriaci, D. (2014). Does university quality influence the interregional mobility of students and graduates? The case of Italy. Regional Studies, 48(10), 1592-1608.
  • Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
  • Cooray, A. ve Schneider, F. (2016). Does corruption promote emigration? An empirical examination. Journal of Population Economics, 29(1), 293-310.
  • Corner, A., Liu, L. A. ve Bird, A. (2021). Intercultural competencies for emerging markets: A contextualized approach. International Business Review, 30(3), 101792.
  • De la Vega Hernández, I. M. ve de Paula, L. B. (2019). The quintuple helix innovation model and brain circulation in central, emerging and peripheral countries. Kybernetes.
  • Deif, A. ve Van Beek, M. (2019). National culture insights on manufacturing competitiveness and talent management relationship. Journal of Manufacturing Technology Management.
  • Ding, S. ve Koslowski, R. (2017). Chinese soft power and immigration reform: Can Beijing’s approach to pursuing global talent and maintaining domestic stability succeed? Journal of Chinese Political Science, 22(1), 97-116.
  • Docquier, F., Marfouk, A., Salomone, S. ve Sekkat, K. (2012). Are skilled women more migratory than skilled men? World Development, 40(2), 251-265.
  • Evans, P., Rodriguez-Montemayor, E. ve Lanvin, B. (2021). Talent competitiveness: A framework for macro talent management. In Ibraiz Tarique (Ed.), The Routledge Companion to Talent Management (pp. 109-126), Routledge.
  • Ewers, M. C., Khattab, N., Babar, Z. ve Madeeha, M. (2021). Skilled migration to emerging economies: The global competition for talent beyond the west. Globalizations, 19(2), 268-284.
  • Fackler, T. A., Giesing, Y. ve Laurentsyeva, N. (2020). Knowledge remittances: Does emigration foster innovation? Research Policy, 49(9), 103863.
  • Galiano, A. ve Romero, J. G. (2018). Brain drain and income distribution. Journal of Economics, 124(3), 243-267.
  • Gallardo-Gallardo, E., Thunnissen, M. ve Scullion, H. (2020). Talent management: Context matters. The International Journal of Human Resource Management 31(4), 457-473. https://doi.org/10.1080/09585192.2019.1642645
  • Groutsis, D., O’Leary, J. ve Russell, G. (2018). Capitalizing on the cultural and linguistic diversity of mobile talent: Lessons from an Australian study. The International Journal of Human Resource Management, 29(15), 2231-2252.
  • Hemming, K., Schlimbach, T., Tilmann, F., Nienaber, B., Roman, M. ve Skrobanek, J. (2019). Structural framework conditions and individual motivations for youth-mobility: A macro-micro level approach for different European country-types. Migration Letters, 16(1), 45-59.
  • Kasnauskiene, G. ve Palubinskaite, J. (2020). Impact of high-skilled migration to the UK on the source countries (EU8) economies. Organizations and Markets in Emerging Economies, 11(1), 55-68.
  • Kazemi, A., Baghbanian, A., Maymand, M. M. ve Rahmani, H. (2018). Contributing factors to migration growth among Iranian students: Drivers of migration to Malaysia. Journal of International Migration and Integration, 19(3), 757-770.
  • Khilji, S. E. ve Pierre, R. (2021). Global macro talent management: An interdisciplinary approach. In Ibraiz Tarique (Ed.), The Routledge Companion to Talent Management (pp. 94-108), Routledge.
  • Khilji, S. E. ve Schuler, R. S. (2017). Talent management in the global context. The Oxford Handbook of Talent Management, 399-420.
  • Khilji, S. E., Tarique, I. ve Schuler, R. S. (2015). Incorporating the macro view in global talent management. Human Resource Management Review, 25(3), 236-248.
  • Kim, H. ve Allen, R. M. (2018). Glocalizing cures for China's brain drain ills: The Thousand Talents Plan in Shanghai, Tianjin, and Guangdong. International Journal of Comparative Education and Development.
  • King, K. A. ve Vaiman, V. (2019). Enabling effective talent management through a macro-contingent approach: A framework for research and practice. BRQ Business Research Quarterly, 22(3), 194-206.
  • Kitagawa, F. (2015). Crossing boundaries between science and innovation-career mobility and impacts of graduates of the UK industrial doctorate centres. International Journal of Technology and Globalisation, 8(1), 51-63.
  • Kitagawa, F., Marzocchi, C., Sánchez-Barrioluengo, M. ve Uyarra, E. (2021). Anchoring talent to regions: The role of universities in graduate retention through employment and entrepreneurship. Regional Studies, 56(6), 1001-1014.
  • Lang, F.P. (2021). International migration and brain circulation. Współpraca Europejska, 1(49), 74-80.
  • Latukha, M., Shagalkina, M., Kalinina, E. ve Khasieva, D. (2021). Does gender matter? Gender talent migration and its implication for talent management. Journal of Global Mobility: The Home of Expatriate Management Research.
  • Li, X., McHale, J. ve Zhou, X. (2017). Does brain drain lead to institutional gain? The World Economy, 40(7), 1454-1472.
  • Lin, X., Ren, T., Wu, H. ve Xiao, Y. (2021). Housing price, talent movement, and innovation output: Evidence from Chinese cities. Review of Development Economics, 25(1), 76-103.
  • Liu, Y. ve Shen, J. (2014). Spatial patterns and determinants of skilled internal migration in China, 2000–2005. Papers in Regional Science, 93(4), 749-771.
  • Löfsten, H., Klofsten, M. ve Cadorin, E. (2020). Science parks and talent attraction management: University students as a strategic resource for innovation and entrepreneurship. European Planning Studies, 28(12), 2465-2488.
  • Lumpe, C. (2019). Public beliefs in social mobility and high-skilled migration. Journal of Population Economics, 32(3), 981-1008.
  • Mahadevan, J. ve Kilian-Yasin, K. (2017). Dominant discourse, orientalism and the need for reflexive HRM: Skilled Muslim migrants in the German context. The International Journal of Human Resource Management, 28(8), 1140-1162.
  • McDonnell, A., Collings, D. G., Mellahi, K. ve Schuler, R. (2017). Talent management: A systematic review and future prospects. European Journal of International Management, 11(1), 86-128.
  • Metcalfe, B. D., Makarem, Y. ve Afiouni, F. (2020). Macro talent management theorizing: Transnational perspectives of the political economy of talent formation in the Arab Middle East. The International Journal of Human Resource Management, 32(1), 147-182.
  • Milasi, S. (2020). What drives youth’s intention to migrate abroad? Evidence from international survey data. IZA Journal of Development and Migration, 11(1).
  • Mok, K. H. ve Han, X. (2016). From ‘brain drain’ to ‘brain bridging’: Transnational higher education development and graduate employment in China. Journal of Higher Education Policy and Management, 38(3), 369-389.
  • Musumba, M., Jin, Y. H. ve Mjelde, J. W. (2011). Factors influencing career location preferences of international graduate students in the United States. Education Economics, 19(5), 501-517.
  • Niu, X.S. (2014). International scientific collaboration between Australia and China: A mixed-methodology for investigating the social processes and its implications for national innovation systems. Technological Forecasting and Social Change, 85, 58-68.
  • Oishi, N. (2013). Migration and competitiveness in science and engineering in Japan. Migration Letters, 10(2), 228-244.
  • Oseghale, R. O., Malik, A., Nyuur, R. B., Pereira, V. ve Ellis, F. Y. (2018). Drivers of training and talent development: Insights from oil and gas MNCs in Nigeria. Human Resource Development International, 21(5), 509-531.
  • Outila, V., Vaiman, V. ve Holden, N. (2018). Macro talent management in Russia: Addressing entangled challenges in managing talent on the country level. In Vlad Vaiman, Paul Sparrow, Randall Schuler, David Collings (Eds.), Macro Talent Management in Emerging and Emergent Markets (pp. 25-45). Routledge.
  • Panagiotakopoulos, A. (2020). Investigating the factors affecting brain drain in Greece: Looking beyond the obvious. World Journal of Entrepreneurship, Management and Sustainable Development, 16(3), 207-218.
  • Qiwang, Z. ve Xiaorui, W. (2020). Factors influencing employment rate and mobility of science and engineering and economics and management graduates in Northeast China: An examination. SAGE Open, 10(2), 2158244020931935.
  • Qu, Y. ve Cai, F. (2011). Understanding China's workforce competitiveness: A macro analysis. Journal of Chinese Human Resources Management.
  • Radonjić, O. ve Bobić, M. (2021). Brain drain losses–A case study of Serbia. International Migration, 59(1), 5-20.
  • Ruhs, M. (2018). Labor immigration policies in high-income countries: Variations across political regimes and varieties of capitalism. The Journal of Legal Studies, 47(S1), S89-S127.
  • Shin, G.-W. ve Moon, R. J. (2018). From brain drain to brain circulation and linkage. Shorenstein Asia-Pacific Research Center Working Paper. Stanford, CA: Stanford University.
  • Sidani, Y. ve 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.
  • Siekierski, P., Lima, M. C. ve Borini, F. M. (2018). International mobility of academics: Brain drain and brain gain. European Management Review, 15(3), 329-339.
  • Song, M. ve Xie, Q. (2019). How does green talent influence China’s economic growth? International Journal of Manpower, 41(7), 1119-1134.
  • Sparrow, P. (2018). Macro talent management in emerging and emergent markets: Foundations for a developing field.
  • Srinivasan, V. ve Chandwani, R. (2014). HRM innovations in rapid growth contexts: The healthcare sector in India. The International Journal of Human Resource Management, 25(10), 1505-1525.
  • Suseno, Y. ve Pinnington, A. H. (2017). The war for talent: Human capital challenges for professional service firms. Asia Pacific Business Review, 23(2), 205-229.
  • Tarique, I. ve Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133.
  • Tseng, Y.-F. (2021). Becoming global talent? Taiwanese white-collar migrants in Japan. Journal of Ethnic and Migration Studies, 47(10), 2288-2304.
  • Wanniarachchi, H. E., Kumara Jayakody, J. A. S. ve Jayawardana, A. K. L. (2020). An organizational perspective on brain drain: What can organizations do to stop it? The International Journal of Human Resource Management, 33(8), 1489-1525.
  • Whysall, Z., Owtram, M. ve Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development.
  • Wiers-Jenssen, J. (2013). Degree mobility from the Nordic countries: Background and employability. Journal of Studies in International Education, 17(4), 471-491.
  • Wood, G., Dibben, P. ve Meira, J. (2016). Knowledge transfer within strategic partnerships: The case of HRM in the Brazilian motor industry supply chain. The International Journal of Human Resource Management, 27(20), 2398-2414.
  • Yin, M. ve Yeakey, C. C. (2019). The policy implications of the global flow of tertiary students: A social network analysis. Oxford Review of Education, 45(1), 50-69.
  • Yu, E. W. Y. ve Tam, N. I. L. (2016). The puzzle of Macao’s talent development. Asian Education and Development Studies.
  • Zhang, Z., Liu, M. ve Yang, Q. (2021). Examining the external antecedents of innovative work behavior: The role of government support for talent policy. International Journal of Environmental Research and Public Health, 18(3), 1213.
  • Zhao, S., Zhu, D., Peng, X. ve Song, W. (2016). An empirical analysis of the regional competitiveness based on S&T talents flow. Human Systems Management, 35(1), 1-10.

Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması

Yıl 2023, Cilt: 8 Sayı: 21, 650 - 666, 30.06.2023

Olgun İrmak Çetin

https://doi.org/10.25204/iktisad.1240427

Öz

Bu çalışma, 2010-2021 arasında "Makro Yetenek Yönetimi" konusunu ele alan 155 ampirik çalışmanın araştırma eğilimlerini belirlemeyi amaçlamaktadır. Makaleler, konu, yöntem, analiz teknikleri ve diğer eğilimler açısından değerlendirilmiştir. Scopus ve Web of Science veri tabanları kullanılarak makaleler incelenmiş ve Nvivo nitel veri analizi programı ile analizler gerçekleştirilmiştir. Araştırmanın bulguları, insan sermayesi hareketliliği, yetenek gelişimi ve makro yetenek yönetiminin sosyo-ekonomik süreçler üzerindeki etkileri bağlamında ortaya çıkmıştır. İlgili çalışmalar, makro düzeyde yetenek yönetimi süreçlerinin, beşerî sermaye hareketliliği üzerinde etkili olan sosyo-ekonomik ve kültürel faktörlerle ilişkili olduğunu göstermektedir. Ayrıca, hareketliliğin ülke ve bölgelerin gelişmişlik göstergelerini etkilediği tespit edilmiştir. Bir diğer bulgu, yetenek yönetiminin makro düzeyde inovasyon gelişimi üzerindeki etkisinin, genel olarak incelenmiş olup, tek tek ülkelerin inovasyon faaliyetleri üzerindeki etkisi dikkate alınmamıştır. Yetenek gelişiminin ülkede başarılı olabilmesi için, kurumlar ve hükümet arasında iş birliği odaklı çalışmaların yapılması gerekmektedir. Çalışmanın sonucunda, elde edilen bulgular ışığında araştırma sonuçları değerlendirilmiş ve gelecek çalışmalar için öneriler sunulmuştur.

Anahtar Kelimeler

Beşeri sermaye hareketliliği yetenek yönetimi örgütsel yönetim

Kaynakça

  • Abalkhail, J. M. ve Allan, B. (2016). “Wasta” and women’s careers in the Arab Gulf states. Gender in Management: An International Journal.
  • Aboites, J. ve Díaz, C. (2018). Inventors’ mobility in Mexico in the context of globalization. Scientometrics, 115(3), 1443-1461.
  • Aiyetan, O. A. ve Das, D. (2018). System dynamics approach to mitigating skilled labour shortages in the construction industry: A South African context. Construction Economics and Building, 18(4), 45-63.
  • Anlesinya, A., Amponsah-Tawiah, K., Adom, P. K., Damoah, O. B. O. ve Dartey-Baah, K. (2020). The macro talent management, decent work and national well-being nexus: a cross-country and panel data analysis. International Journal of Manpower.
  • Azman, N., Sirat, M. ve Pang, V. (2016). Managing and mobilising talent in Malaysia: Issues, challenges and policy implications for Malaysian universities. Journal of Higher Education Policy and Management, 38(3), 316-332.
  • Bacchi, A. (2016). Highly skilled Egyptian migrants in Austria: A case of brain drain or brain gain? Journal of Immigrant & Refugee Studies, 14(2), 198-219.
  • Baruffaldi, S. H. ve Landoni, P. (2012). Return mobility and scientific productivity of researchers working abroad: The role of home country linkages. Research Policy, 41(9), 1655-1665.
  • Beine, M. ve Sekkat, K. (2013). Skilled migration and the transfer of institutional norms. IZA Journal of Migration, 2(1), 1-19.
  • Blachford, D. R. ve Zhang, B. (2014). Rethinking international migration of human capital and brain circulation: The case of Chinese-Canadian academics. Journal of Studies in International Education, 18(3), 202-222.
  • Breunig, C., Cao, X. ve Luedtke, A. (2012). Global migration and political regime type: A democratic disadvantage. British Journal of Political Science, 42(4), 825-854.
  • Bryan, G. ve Morten, M. (2019). The aggregate productivity effects of internal migration: Evidence from Indonesia. Journal of Political Economy, 127(5), 2229-2268.
  • Cameron, R. ve Harrison, J. L. (2013). The use of temporary skilled migration in Australian organisations. International Journal of Organizational Analysis, 21(2), 104-123.
  • Chepurenko, A. (2015). The role of foreign scientific foundations’ role in the cross-border mobility of Russian academics. International Journal of Manpower.
  • Ciriaci, D. (2014). Does university quality influence the interregional mobility of students and graduates? The case of Italy. Regional Studies, 48(10), 1592-1608.
  • Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
  • Cooray, A. ve Schneider, F. (2016). Does corruption promote emigration? An empirical examination. Journal of Population Economics, 29(1), 293-310.
  • Corner, A., Liu, L. A. ve Bird, A. (2021). Intercultural competencies for emerging markets: A contextualized approach. International Business Review, 30(3), 101792.
  • De la Vega Hernández, I. M. ve de Paula, L. B. (2019). The quintuple helix innovation model and brain circulation in central, emerging and peripheral countries. Kybernetes.
  • Deif, A. ve Van Beek, M. (2019). National culture insights on manufacturing competitiveness and talent management relationship. Journal of Manufacturing Technology Management.
  • Ding, S. ve Koslowski, R. (2017). Chinese soft power and immigration reform: Can Beijing’s approach to pursuing global talent and maintaining domestic stability succeed? Journal of Chinese Political Science, 22(1), 97-116.
  • Docquier, F., Marfouk, A., Salomone, S. ve Sekkat, K. (2012). Are skilled women more migratory than skilled men? World Development, 40(2), 251-265.
  • Evans, P., Rodriguez-Montemayor, E. ve Lanvin, B. (2021). Talent competitiveness: A framework for macro talent management. In Ibraiz Tarique (Ed.), The Routledge Companion to Talent Management (pp. 109-126), Routledge.
  • Ewers, M. C., Khattab, N., Babar, Z. ve Madeeha, M. (2021). Skilled migration to emerging economies: The global competition for talent beyond the west. Globalizations, 19(2), 268-284.
  • Fackler, T. A., Giesing, Y. ve Laurentsyeva, N. (2020). Knowledge remittances: Does emigration foster innovation? Research Policy, 49(9), 103863.
  • Galiano, A. ve Romero, J. G. (2018). Brain drain and income distribution. Journal of Economics, 124(3), 243-267.
  • Gallardo-Gallardo, E., Thunnissen, M. ve Scullion, H. (2020). Talent management: Context matters. The International Journal of Human Resource Management 31(4), 457-473. https://doi.org/10.1080/09585192.2019.1642645
  • Groutsis, D., O’Leary, J. ve Russell, G. (2018). Capitalizing on the cultural and linguistic diversity of mobile talent: Lessons from an Australian study. The International Journal of Human Resource Management, 29(15), 2231-2252.
  • Hemming, K., Schlimbach, T., Tilmann, F., Nienaber, B., Roman, M. ve Skrobanek, J. (2019). Structural framework conditions and individual motivations for youth-mobility: A macro-micro level approach for different European country-types. Migration Letters, 16(1), 45-59.
  • Kasnauskiene, G. ve Palubinskaite, J. (2020). Impact of high-skilled migration to the UK on the source countries (EU8) economies. Organizations and Markets in Emerging Economies, 11(1), 55-68.
  • Kazemi, A., Baghbanian, A., Maymand, M. M. ve Rahmani, H. (2018). Contributing factors to migration growth among Iranian students: Drivers of migration to Malaysia. Journal of International Migration and Integration, 19(3), 757-770.
  • Khilji, S. E. ve Pierre, R. (2021). Global macro talent management: An interdisciplinary approach. In Ibraiz Tarique (Ed.), The Routledge Companion to Talent Management (pp. 94-108), Routledge.
  • Khilji, S. E. ve Schuler, R. S. (2017). Talent management in the global context. The Oxford Handbook of Talent Management, 399-420.
  • Khilji, S. E., Tarique, I. ve Schuler, R. S. (2015). Incorporating the macro view in global talent management. Human Resource Management Review, 25(3), 236-248.
  • Kim, H. ve Allen, R. M. (2018). Glocalizing cures for China's brain drain ills: The Thousand Talents Plan in Shanghai, Tianjin, and Guangdong. International Journal of Comparative Education and Development.
  • King, K. A. ve Vaiman, V. (2019). Enabling effective talent management through a macro-contingent approach: A framework for research and practice. BRQ Business Research Quarterly, 22(3), 194-206.
  • Kitagawa, F. (2015). Crossing boundaries between science and innovation-career mobility and impacts of graduates of the UK industrial doctorate centres. International Journal of Technology and Globalisation, 8(1), 51-63.
  • Kitagawa, F., Marzocchi, C., Sánchez-Barrioluengo, M. ve Uyarra, E. (2021). Anchoring talent to regions: The role of universities in graduate retention through employment and entrepreneurship. Regional Studies, 56(6), 1001-1014.
  • Lang, F.P. (2021). International migration and brain circulation. Współpraca Europejska, 1(49), 74-80.
  • Latukha, M., Shagalkina, M., Kalinina, E. ve Khasieva, D. (2021). Does gender matter? Gender talent migration and its implication for talent management. Journal of Global Mobility: The Home of Expatriate Management Research.
  • Li, X., McHale, J. ve Zhou, X. (2017). Does brain drain lead to institutional gain? The World Economy, 40(7), 1454-1472.
  • Lin, X., Ren, T., Wu, H. ve Xiao, Y. (2021). Housing price, talent movement, and innovation output: Evidence from Chinese cities. Review of Development Economics, 25(1), 76-103.
  • Liu, Y. ve Shen, J. (2014). Spatial patterns and determinants of skilled internal migration in China, 2000–2005. Papers in Regional Science, 93(4), 749-771.
  • Löfsten, H., Klofsten, M. ve Cadorin, E. (2020). Science parks and talent attraction management: University students as a strategic resource for innovation and entrepreneurship. European Planning Studies, 28(12), 2465-2488.
  • Lumpe, C. (2019). Public beliefs in social mobility and high-skilled migration. Journal of Population Economics, 32(3), 981-1008.
  • Mahadevan, J. ve Kilian-Yasin, K. (2017). Dominant discourse, orientalism and the need for reflexive HRM: Skilled Muslim migrants in the German context. The International Journal of Human Resource Management, 28(8), 1140-1162.
  • McDonnell, A., Collings, D. G., Mellahi, K. ve Schuler, R. (2017). Talent management: A systematic review and future prospects. European Journal of International Management, 11(1), 86-128.
  • Metcalfe, B. D., Makarem, Y. ve Afiouni, F. (2020). Macro talent management theorizing: Transnational perspectives of the political economy of talent formation in the Arab Middle East. The International Journal of Human Resource Management, 32(1), 147-182.
  • Milasi, S. (2020). What drives youth’s intention to migrate abroad? Evidence from international survey data. IZA Journal of Development and Migration, 11(1).
  • Mok, K. H. ve Han, X. (2016). From ‘brain drain’ to ‘brain bridging’: Transnational higher education development and graduate employment in China. Journal of Higher Education Policy and Management, 38(3), 369-389.
  • Musumba, M., Jin, Y. H. ve Mjelde, J. W. (2011). Factors influencing career location preferences of international graduate students in the United States. Education Economics, 19(5), 501-517.
  • Niu, X.S. (2014). International scientific collaboration between Australia and China: A mixed-methodology for investigating the social processes and its implications for national innovation systems. Technological Forecasting and Social Change, 85, 58-68.
  • Oishi, N. (2013). Migration and competitiveness in science and engineering in Japan. Migration Letters, 10(2), 228-244.
  • Oseghale, R. O., Malik, A., Nyuur, R. B., Pereira, V. ve Ellis, F. Y. (2018). Drivers of training and talent development: Insights from oil and gas MNCs in Nigeria. Human Resource Development International, 21(5), 509-531.
  • Outila, V., Vaiman, V. ve Holden, N. (2018). Macro talent management in Russia: Addressing entangled challenges in managing talent on the country level. In Vlad Vaiman, Paul Sparrow, Randall Schuler, David Collings (Eds.), Macro Talent Management in Emerging and Emergent Markets (pp. 25-45). Routledge.
  • Panagiotakopoulos, A. (2020). Investigating the factors affecting brain drain in Greece: Looking beyond the obvious. World Journal of Entrepreneurship, Management and Sustainable Development, 16(3), 207-218.
  • Qiwang, Z. ve Xiaorui, W. (2020). Factors influencing employment rate and mobility of science and engineering and economics and management graduates in Northeast China: An examination. SAGE Open, 10(2), 2158244020931935.
  • Qu, Y. ve Cai, F. (2011). Understanding China's workforce competitiveness: A macro analysis. Journal of Chinese Human Resources Management.
  • Radonjić, O. ve Bobić, M. (2021). Brain drain losses–A case study of Serbia. International Migration, 59(1), 5-20.
  • Ruhs, M. (2018). Labor immigration policies in high-income countries: Variations across political regimes and varieties of capitalism. The Journal of Legal Studies, 47(S1), S89-S127.
  • Shin, G.-W. ve Moon, R. J. (2018). From brain drain to brain circulation and linkage. Shorenstein Asia-Pacific Research Center Working Paper. Stanford, CA: Stanford University.
  • Sidani, Y. ve 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.
  • Siekierski, P., Lima, M. C. ve Borini, F. M. (2018). International mobility of academics: Brain drain and brain gain. European Management Review, 15(3), 329-339.
  • Song, M. ve Xie, Q. (2019). How does green talent influence China’s economic growth? International Journal of Manpower, 41(7), 1119-1134.
  • Sparrow, P. (2018). Macro talent management in emerging and emergent markets: Foundations for a developing field.
  • Srinivasan, V. ve Chandwani, R. (2014). HRM innovations in rapid growth contexts: The healthcare sector in India. The International Journal of Human Resource Management, 25(10), 1505-1525.
  • Suseno, Y. ve Pinnington, A. H. (2017). The war for talent: Human capital challenges for professional service firms. Asia Pacific Business Review, 23(2), 205-229.
  • Tarique, I. ve Schuler, R. S. (2010). Global talent management: Literature review, integrative framework, and suggestions for further research. Journal of World Business, 45(2), 122-133.
  • Tseng, Y.-F. (2021). Becoming global talent? Taiwanese white-collar migrants in Japan. Journal of Ethnic and Migration Studies, 47(10), 2288-2304.
  • Wanniarachchi, H. E., Kumara Jayakody, J. A. S. ve Jayawardana, A. K. L. (2020). An organizational perspective on brain drain: What can organizations do to stop it? The International Journal of Human Resource Management, 33(8), 1489-1525.
  • Whysall, Z., Owtram, M. ve Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development.
  • Wiers-Jenssen, J. (2013). Degree mobility from the Nordic countries: Background and employability. Journal of Studies in International Education, 17(4), 471-491.
  • Wood, G., Dibben, P. ve Meira, J. (2016). Knowledge transfer within strategic partnerships: The case of HRM in the Brazilian motor industry supply chain. The International Journal of Human Resource Management, 27(20), 2398-2414.
  • Yin, M. ve Yeakey, C. C. (2019). The policy implications of the global flow of tertiary students: A social network analysis. Oxford Review of Education, 45(1), 50-69.
  • Yu, E. W. Y. ve Tam, N. I. L. (2016). The puzzle of Macao’s talent development. Asian Education and Development Studies.
  • Zhang, Z., Liu, M. ve Yang, Q. (2021). Examining the external antecedents of innovative work behavior: The role of government support for talent policy. International Journal of Environmental Research and Public Health, 18(3), 1213.
  • Zhao, S., Zhu, D., Peng, X. ve Song, W. (2016). An empirical analysis of the regional competitiveness based on S&T talents flow. Human Systems Management, 35(1), 1-10.
Toplam 76 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Derleme Makaleler
Yazarlar

Olgun İrmak Çetin 0000-0002-2534-944X

Erken Görünüm Tarihi 24 Haziran 2023
Yayımlanma Tarihi 30 Haziran 2023
Gönderilme Tarihi 22 Ocak 2023
Yayımlandığı Sayı Yıl 2023 Cilt: 8 Sayı: 21

Kaynak Göster

APA Çetin, O. İ. (2023). Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması. İktisadi İdari Ve Siyasal Araştırmalar Dergisi, 8(21), 650-666. https://doi.org/10.25204/iktisad.1240427
AMA Çetin Oİ. Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması. İKTİSAD. Haziran 2023;8(21):650-666. doi:10.25204/iktisad.1240427
Chicago Çetin, Olgun İrmak. “Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması”. İktisadi İdari Ve Siyasal Araştırmalar Dergisi 8, sy. 21 (Haziran 2023): 650-66. https://doi.org/10.25204/iktisad.1240427.
EndNote Çetin Oİ (01 Haziran 2023) Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması. İktisadi İdari ve Siyasal Araştırmalar Dergisi 8 21 650–666.
IEEE O. İ. Çetin, “Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması”, İKTİSAD, c. 8, sy. 21, ss. 650–666, 2023, doi: 10.25204/iktisad.1240427.
ISNAD Çetin, Olgun İrmak. “Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması”. İktisadi İdari ve Siyasal Araştırmalar Dergisi 8/21 (Haziran 2023), 650-666. https://doi.org/10.25204/iktisad.1240427.
JAMA Çetin Oİ. Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması. İKTİSAD. 2023;8:650–666.
MLA Çetin, Olgun İrmak. “Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması”. İktisadi İdari Ve Siyasal Araştırmalar Dergisi, c. 8, sy. 21, 2023, ss. 650-66, doi:10.25204/iktisad.1240427.
Vancouver Çetin Oİ. Makro Yetenek Yönetimi Üzerine Bir Literatür Taraması. İKTİSAD. 2023;8(21):650-66.
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