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See detailTalent management in a context: four empirical essays
Usanova, Ksenia UL

Doctoral thesis (2022)

Recent research has determined that talent management is a highly context-sensitive phenomenon. Indeed, the way talent is defined and managed varies from one context to another. Although talent management ... [more ▼]

Recent research has determined that talent management is a highly context-sensitive phenomenon. Indeed, the way talent is defined and managed varies from one context to another. Although talent management has been studied for the last two decades, the majority of scientific works still focus on the context of large multinational corporations with a prevalence of managerial views. Therefore, this thesis aims to contribute to the literature by challenging the dominant understandings of talent management through examining the phenomenon in the contexts that are less explored. To that end, four empirical studies were conducted constituting this thesis. The first study explores how talent is defined and managed in the not-for-profit sector. Based on the interviews with 34 leaders of 34 mission-driven organizations, it offers a unique definition of a talent and an understanding of how TM is implemented in this sector. The second study analytically contextualizes talent management in micro-, small- and medium-sized enterprises. Based on 31 interviews with TM leaders of 27 aerospace companies, this research proposes three types of TM in this context, namely “strategic”, “entrepreneurial” and “ad hoc”. The third study, in the context of the high technology industry, explores understanding of talent management not only from the perspective of managers but also that of talent. It is based on the discussions with 20 managers and 20 talents from the aerospace industry and identifies three views on TM: talents’, managers’ and shared. Finally, the fourth study explores gender differences in quitting intentions of talent in the knowledge-based field. Drawing on the survey responses from 119 talented individuals, it shows that gender moderates relationships between talent intention to quit and its main antecedents. This thesis provides an important theoretical contribution to the talent management literature and offers useful practical implications for organizational leaders, managers, talented individuals and policy-makers. [less ▲]

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See detailManaging talent in mission-driven organizations: A qualitative exploration
Usanova, Ksenia UL; Geraudel, Mickaël UL; D'Armagnac, Sophie et al

in International Journal of Human Resource Management (2022), 33

Although there is fruitful talent management (TM) literature on large private companies, little of the TM research examines mission-driven organizations (MDOs). This study addresses this gap by presenting ... [more ▼]

Although there is fruitful talent management (TM) literature on large private companies, little of the TM research examines mission-driven organizations (MDOs). This study addresses this gap by presenting TM in the context of the not-for-profit sector in Russia. Using grounded theory, we interviewed 34 top managers to understand how they define talent and how they manage such talent. The research highlights the crucial role of social values in this context. It generates a perspective on the definition of talent that differs from that of the traditional TM literature. The variety of talent definitions creates the following three different paths for TM: community-based, innovation and learning-based, and security and status-based. Then, we derive from these paths three patterns of TM practices (“managerial”, “entrepreneurial” and “amateur”) that describe the TM practices among Russian MDOs. This study contributes to the TM literature by challenging the traditional approach to TM that focuses on large private companies in Western countries. This paper links TM with social and moral values and presents three different TM patterns, which might be helpful for CEOs, executives and TM managers. [less ▲]

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See detailTalent turnover in High-Tech industry: Is there a contagion effect?
Usanova, Ksenia UL; Geraudel, Mickaël UL

Scientific Conference (2022)

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See detailGiving talents a voice: Talent management n the aerospace industry
Usanova, Ksenia UL; Geraudel, Mickaël UL

Scientific Conference (2022)

Although Talent Management (TM) has been studied for the last two decades, the empirical knowledge represents highly managerial view on the phenomenon. Those important studies that investigated TM from ... [more ▼]

Although Talent Management (TM) has been studied for the last two decades, the empirical knowledge represents highly managerial view on the phenomenon. Those important studies that investigated TM from both managers’ and talents’ perspectives are scarce and quite fragmented since they focus only on one or two components of TM. In this work, we try to examine TM holistically by focusing on five main TM components together – talent definition, TM goals, attraction, development and retention of talents – through the perspectives of managers and talented individuals. To that end, we interviewed 40 talents and their managers in the aerospace industry in Luxembourg. We identified shared, exclusively managers’ and exclusively talents’ views of TM and named them “functional”, “pragmatic” and “romanticized” respectively. By combining the shared view and expected views, we propose an ideal TM for talent and an ideal TM for managers. [less ▲]

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See detailCareer journeys of skilled migrants in Luxembourg: a qualitative exploration
Usanova, Ksenia UL

Scientific Conference (2021, October 05)

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See detailDeveloping a talent: An exploratory study of Talent Management in Russia
Usanova, Ksenia UL

Scientific Conference (2021, July 29)

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See detailGender Diversity Practices in Talent Management: An Exploratory Study in the Space Industry in Luxembourg
Usanova, Ksenia UL

Scientific Conference (2021, April 22)

This study contributes to the conceptual and empirical understanding of how gender diversity management (GDM) is integrated into talent management (TM). Following the grounded theory, we interviewed 40 HR ... [more ▼]

This study contributes to the conceptual and empirical understanding of how gender diversity management (GDM) is integrated into talent management (TM). Following the grounded theory, we interviewed 40 HR managers and talents from the space industry in Luxembourg. We provide a nuanced picture of what attitude on the GDM in TM organizations have, what strategies and practices they conduct, and how they differ from each other. Based on these differences, we developed three types of GDM integration to TM and explained the talents’ view on this issue. This study is the first empirical investigation of GDM in TM in the space industry that integrates both: the TM executives’ and TM receivers’ views on gender equality in TM. [less ▲]

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See detailValorization of talents' work: A qualitative study on talent management
Usanova, Ksenia UL

Scientific Conference (2020, October 05)

Detailed reference viewed: 37 (2 UL)
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See detailHow To Attract And Retain Talents In Not-For-Profit Organizations?
Usanova, Ksenia UL; Telitsina, Aleksandra; Geraudel, Mickaël UL

Scientific Conference (2019, September 30)

Detailed reference viewed: 91 (12 UL)
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See detailThree models of flexible talent management
Usanova, Ksenia UL; Geraudel, Mickaël UL; D'Armagnac, Sophie et al

Scientific Conference (2019, September 30)

Detailed reference viewed: 139 (16 UL)
See detailTalent mangement flexibility in a cyclical industry
Usanova, Ksenia UL; Geraudel, Mickaël UL; D'Armagnac, Sophie et al

Presentation (2019, July 02)

Detailed reference viewed: 123 (5 UL)