Purpose
The purpose of this paper is to develop and present a research model on various emotional intelligence (EI) constructs which have been found to influence job performance in the prior literature.
Design/methodology/approach
In addition to leadership and EI, the constructs are clustered under different categories: self-awareness includes self-confidence, emotional self-awareness and accurate self-assessment; self-management includes self-control, adaptability, conscientiousness, trustworthiness and optimism; social awareness includes empathy, organizational awareness and service orientation; and social skills groups’ communication, change catalyst, developing others and self-monitoring.
Findings
The paper proposes 17 hypotheses concerning significant relationships between these constructs and job performance.
Originality/value
The paper proposes a new approach toward studying the impact of various constructs of EI on job performance in Saudi banking sector.
While a number of studies have reviewed empirical research on individuals’ entrepreneurial intentions (EIs), very little is known about the cumulative performance of frequently used constructs and their direct and indirect relationships with EI. This research has exposed 123 usable empirical studies of EI to weight- and meta-analyses to determine the cumulative performance of various frequently explored relationships. A generic research model of the antecedents of EI is proposed on that basis. The outcomes of this research and its limitations have practical and theoretical implications for future entrepreneurship research.
Purpose
The purpose of this paper is to propose an appropriate conceptual model for examining talent’s intention to quit, job satisfaction, job performance and organisational performance.
Design/methodology/approach
The proposed model is developed on the basis of the theoretical and logical arguments of constructs picked out from the prior literature. Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management.
Findings
The paper makes 16 propositions concerning significant relationships of these constructs with job satisfaction, job performance, organisational performance and turnover intention.
Research limitations/implications
It concludes with an acknowledgement of the limitations, suggestions for future research and theoretical contributions.
Originality/value
Its framework is that of Bagozzi (1992), where factors such as job satisfaction, affective organisational commitment and turnover intention are seen as major concerns in the literature on talent management.
Purpose
The purpose of this paper is to understand the direct impact of some of the salient factors from the talent management (TM) literature (role conflict, extrinsic rewards, and job satisfaction) and the indirect impact of other factors (organisational commitment, talent retention, and talent engagement) on talent turnover intention.
Design/methodology/approach
A survey questionnaire collected 521 valid responses from employees holding managerial and non-managerial positions at various levels in 54 five-star hotels in 6 cities in Saudi Arabia.
Findings
Significant support was found for all nine hypotheses formulated to test the relationships among the seven constructs above. The model was found to explain 68 per cent of variance in talent turnover intention.
Research limitations/implications
The study contributes to human resource management literature in general and TM in particular by examining the different constructs used in the TM models and by conceptualising a research model, which was empirically validated within the service sector in the context of Saudi Arabia.
Practical implications
The research has several implications for practitioners in the tourism/service sector in the Middle East, pertaining to the management of talented employees. Specifically, it recommends that managers should promote training and development scenarios and provide a better work environment to strengthen individuals’ commitment to their jobs.
Originality/value
This is one of the first studies to examine a comprehensive model of TM in the Arab world in general and in Saudi Arabia in particular, using data gathered from employees in the tourism sector.
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