Fuangfa Panya and Pawinee Petchsawang
The study aims to investigate innovation capability as a mediator in the relationship between talent management (TM) and entrepreneurial firm performance in Micro, Small and…
Abstract
Purpose
The study aims to investigate innovation capability as a mediator in the relationship between talent management (TM) and entrepreneurial firm performance in Micro, Small and Medium Enterprises (MSMEs) in Thailand based on employer perceptions.
Design/methodology/approach
A questionnaire survey was completed by 674 MSMEs in Thailand, both directly and online. Four hypotheses were tested using structural equation modelling (SEM).
Findings
The results demonstrated that TM has a significant and positive influence on innovation capability, but no evidence was found for a positive relationship between TM and entrepreneurial firm performance. However, innovation capability positively influences entrepreneurial firm performance, and it fully mediates the positive relationship between TM and entrepreneurial firm performance. These results suggest that TM can enhance entrepreneurial firm performance if it is implemented with effective innovation capability.
Research limitations/implications
The SEM model was employed with a limited number of enterprises, so the sample cannot represent the full population, as there are more than three million MSMEs in Thailand. More countries and factors should be incorporated into the model.
Practical implications
The owner-managers and HR practitioners of MSMEs can utilise the study results to develop talent strategies and innovative interventions that will enhance their firm’s performance.
Social implications
This study thus aims to strengthen the capacities of MSME entrepreneurs and policymakers to elevate inclusive innovation capability in MSMEs and to also accelerate progress towards the Sustainable Development Goals (SDG); innovation is one of the three important aspects of SDG9.
Originality/value
The study contributes by filling the research gap related to TM in the MSME business and enterprise development literature, and it aids in creating innovation capability to increase effective investments in TM.
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Talent management (TM) is a crucial strategic issue for global organizations, extending beyond multinationals and big companies to encompass small and medium-sized enterprises…
Abstract
Purpose
Talent management (TM) is a crucial strategic issue for global organizations, extending beyond multinationals and big companies to encompass small and medium-sized enterprises (SMEs) and contexts outside the Anglo-Saxon sphere. However, TM in SMEs is still under-researched, with a lack of studies and evidence on TM determinants and TM in practice. This study explores, using the lens of institutional theory, how talent philosophies and a combination of institutional factors shape TM in French SMEs, highlighting the interplay between these elements within the specific context of French SMEs.
Design/methodology/approach
Given the limited knowledge about TM determinants in SMEs and the need to uncover and understand the phenomenon investigated, this study is exploratory in nature and lends itself to a qualitative research approach. In-depth semi-structured interviews with 27 CEOs, managers, TM and HR managers across 15 SMEs in France provided a comprehensive cross-industry perspective.
Findings
The study reveals that talent philosophies in French SMEs are predominantly inclusive and development-oriented, influenced by institutional factors such as the cultural logic of proximity and personalization, state support mechanisms like the Fonds Unique Interministériel (FUI) and legal frameworks that emphasize equal opportunity. Organizational elements like size and proximity foster a community-focused, egalitarian TM approach, while ownership and vulnerability lead to a reactive and informal TM strategy. The study presents a model that links these determinants to the specific TM approaches observed in French SMEs, illustrating how institutional factors like centralized control and egalitarianism shape TM practices.
Research limitations/implications
This paper highlights the need for more empirical studies on talent philosophies, institutional and organizational factors not only in SMEs but also in comparison with multinational enterprises (MNEs), through institutional theory. Particular attention should be paid to the homogenization of SME sizes based on their level of establishment.
Originality/value
This study extends studies on TM determinants in SMEs, from the perspective of talent philosophies, utilizing insights from French institutional theory. It is also among the few and new studies to highlight contextual issues of TM as well as how TM is practiced depending on internal and external factors.
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This article aims to develop a measurement scale for assessing agripreneurial competencies relevant to emerging economies in alignment with the SDG2 of the UN Sustainable…
Abstract
Purpose
This article aims to develop a measurement scale for assessing agripreneurial competencies relevant to emerging economies in alignment with the SDG2 of the UN Sustainable Development Goals 2030.
Design/methodology/approach
The scale development procedure includes item development and refinement, data collection, reliability and validity tests and scale purification with exploratory factor analysis (EFA) and confirmatory factor analysis (CFA).
Findings
The validated scale carries eight dimensions of competencies: Agreeableness (AG), Technological Competency (TC), Competitive Spirit (CS), Innovativeness (IN), Self-Confidence (SC), Social Responsibility (SR), Conscientiousness (CO) and Leadership (LS). The analysis puts forth a good and fit model, and the new scale reports sufficient convergent and discriminant validity.
Research limitations/implications
This study is focused on the agripreneurial competencies of individual agripreneurs; institutional agripreneurs are excluded from the study.
Social implications
Identifying prominent agripreneurs using the scale developed from this study will aid in allocating various government and non-governmental organisations' assistance to agripreneurs. Since developing economies rely heavily on agriculture, any positive contribution can help alleviate poor economic growth, end hunger, and promote sustainable agriculture (SDG 2 of 2030).
Originality/value
Though several scales for measuring entrepreneurial competencies are available, there is no standard scale to measure agripreneurial competencies. This article presents the development and validation of a measurement scale to assess the major competencies of agripreneurs that influence agripreneurship performance.