A New Vocational Talent Development Model

Existing models of career counseling are not consistent with the goals of talent development. The limitations of the congruence model of career counseling, a dominant career development paradigm, are identified. The assumptions, goals, assessment focus, and practices of a talent development model of career counseling are described.

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Talent development model for a career in Islamic banking institutions: A SEM approach

Cogent Business & Management ◽

10.1080/23311975.2016.1186259 ◽

2016 ◽

Vol 3 (1) ◽

pp. 1186259 ◽

Cited By ~ 6

Author(s):

Mohd Ikhwan Aziz ◽

Asyraf Afthanorhan ◽

Zainudin Awang ◽

Tahir Nisar

Keyword(s):

Talent Development ◽

Development Model ◽

Islamic Banking ◽

Banking Institutions ◽

Talent Development Model

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The Impact of Inclusive Talent Development Model on Turnover Intention of New Generation Employees: The Mediation of Work Passion

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17176054 ◽

2020 ◽

Vol 17 (17) ◽

pp. 6054

Author(s):

Yang-Chun Fang ◽

Jia-Yan Chen ◽

Xu-Dong Zhang ◽

Xin-Xing Dai ◽

Fu-Sheng Tsai

Keyword(s):

Turnover Intention ◽

Talent Development ◽

Development Model ◽

Harmonious Passion ◽

Obsessive Passion ◽

Mediating Role ◽

New Generation ◽

The Impact ◽

Work Passion ◽

Talent Development Model

The high turnover rate of new generation employees is becoming an increasingly important issue for business and academia. Based on self-determination theory and conservation of resource theory, our study explores the impact of the inclusive talent development model on the turnover intention of new generation employees and the mediating role of work passion. Based on the questionnaire of 290 new generation employees’ data from China, after common method biases and reliability and validity tests, we used SPSS, Mplus and bootstrapping for empirical analysis. The result showed that the inclusive talent development model includes the diversified talent team construction, rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and emphasis on employee’s advantages. The work passion has been divided into harmonious passion and obsessive passion. Among them, rational tolerance of employee’s opinions and failures, emphasis on employee’s training and emphasis on fairness and win–win have a significant positive impact on harmonious passion. Emphasis on fairness and win–win and emphasis on employee’s advantages have negative correlation with obsessive passion. The employee’s harmonious passion is significantly negatively correlated with the turnover intention and the obsessive passion is significantly positively correlated with the turnover intention. In addition, the harmonious passion plays a mediating role between rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and employee’s turnover intention, while the obsessive passion plays a mediating role between emphasis on fairness and win–win and emphasis on employee’s advantages and employee’s turnover intention.

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