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Article
Publication date: 1 September 1975

M.E. El Dahshan, J. Stringer and D.P. Whittle

1. Introduction The oxidation of cobalt‐chromium alloys has recently been reviewed in some detail by Wright. In the temperature range 950–1350°C (1740–2460°F), alloys containing…

93

Abstract

1. Introduction The oxidation of cobalt‐chromium alloys has recently been reviewed in some detail by Wright. In the temperature range 950–1350°C (1740–2460°F), alloys containing up to 15% Cr oxidize faster than pure cobalt, forming double‐layered scales: the outer layer is virtually pure CoO and the inner one is composed of Co‐Cr spinel particles in a chromium‐doped CoO matrix. For oxidation in air or in oxygen, if the specimens are heated in the gas, a sharp minimum in the rate is observed at about 25 %Cr, with the development of a continuous protective CT2O3 scale. However, if the alloys are rapidly exposed to oxygen at pressures above 100 Torr, then only a shallow minimum in rate is observed at about 25 to 30 %Cr, and the higher‐chromium alloys form a two‐layer scale similar to that found on the dilute alloys. Above 35 %Cr, the scale is always a thin single layer of Cr2O3.

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Anti-Corrosion Methods and Materials, vol. 22 no. 9
Type: Research Article
ISSN: 0003-5599

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Article
Publication date: 10 August 2021

Shila Monazam Ebrahimpour, Fariborz Rahimnia, Alireza Pooya and Morteza Pakdaman

Workforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce, organizations need…

578

Abstract

Purpose

Workforce planning must answer how many workforces, in which positions, and talents, and when each organization is needed. To find the requirements workforce, organizations need to know the organizational position and talents pools. Clarifying the number of workforces required in each pool requires attention to workforce flows, including hiring, promotion, degradation, horizontal movement, and exiting the organization. It is a dynamic issue and must be addressed over several periods over a specific duration, which adds to the complexity. According to the talent management presented in this research, all the above complex questions are answered by applying the optimal control (OC) model according to talent management presented in this research.

Design/methodology/approach

This research presents a dynamic model by using a linear-quadratic optimal control model, which was solved by Pontryagin's maximum principle, to achieve an optimal number of workforce requirements for each of the positions of nursing services manager, supervisor, head nurses and nurses in the health sector according to the required talents in each position.

Findings

The results have shown that the target value of workforce numbers has been achieved in the planning period, and the validation test and sensitivity analysis justified the model by reaching the workforce planning targets.

Originality/value

This study provides a dynamic model for achieving quantitative workforce planning targets; the model presented in this manuscript has included an important qualitative factor, namely workforce talents. According to the authors' review, there is no comprehensive research devoted to workforce planning through optimal control models by attention to workforces skills.

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Kybernetes, vol. 51 no. 11
Type: Research Article
ISSN: 0368-492X

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Article
Publication date: 28 November 2023

Dayana Amala Jothi Antony, Savarimuthu Arulandu and Satyanarayana Parayitam

This study aims to investigate the relationship between talent management, organizational commitment and turnover intention. The moderating role of gender and experience in…

398

Abstract

Purpose

This study aims to investigate the relationship between talent management, organizational commitment and turnover intention. The moderating role of gender and experience in relationships was explored.

Design/methodology/approach

A conceptual model was developed, and relationships were studied by collecting data from 392 faculty members working in higher educational institutions (HEIs) in southern India. After checking the instrument’s psychometric properties using the LISREL package of structural equation modeling, data were analyzed using Hayes’s PROCESS macros.

Findings

The results revealed that talent recruitment strategies positively predict organizational commitment and negatively predict turnover intention; organizational commitment mediates the relationship between talent management and turnover intention. Further, the results documented that experience (first moderator) and gender of faculty members (second moderator) influenced the relationship between talent management and organizational commitment and organizational commitment and turnover intention.

Practical implications

The outcomes of this research are helpful for the administrators of HEIs to strategize to attract and retain talented faculty to maintain sustained competitive advantage. This research also helps to understand gender differences that exist in talent management and retention and organizational commitment in HEIs.

Originality/value

The three-way interactions between talent management, gender and experience in influencing organizational commitment and turnover intentions is a novel idea that contributes to the talent management literature – the relationship between talent recruitment strategies and talent engagement. The implications for talent management theory and practice are discussed.

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The Learning Organization, vol. 31 no. 4
Type: Research Article
ISSN: 0969-6474

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Article
Publication date: 11 May 2015

Jeevan Jyoti, Roomi Rani and Rupali Gandotra

The purpose of this paper is to examine the mediating effect of emotional exhaustion (EE) in between bundled high-performance human resource practices (HPHRPs) and intention to…

2177

Abstract

Purpose

The purpose of this paper is to examine the mediating effect of emotional exhaustion (EE) in between bundled high-performance human resource practices (HPHRPs) and intention to leave (ITL) in the education sector.

Design/methodology/approach

A survey questionnaire method was used to collect data from a sample of 514 teachers working in different professional colleges in Jammu and Kashmir (North India). Data were validated with CFA and SEM was used to test hypothesised relations.

Findings

The results show that bundled HPHRPs have greater impact on EE and ITL as compared to individual HPHRPs. Further, the study also confirmed that EE partially mediates the bundled HPHRPs and ITL relationship.

Research limitations/implications

Future research need to explore same relationships in different sectors with longitudinal data at the multi-level approach.

Practical implications

Educational administration should focus on the bundled HPHRPs, which will benefit not only the teachers, but the students too. It should adopt relaxation techniques like mindfulness training approach, yoga and meditation. Further, to reduce their career-related confusions management should organise career awareness programmes.

Originality/value

The results from this study explored new and untested mechanism, i.e. EE as mediator between bundled HPHRPs and ITL relationship in the professional degree colleges in India, has not been previously researched.

Details

International Journal of Educational Management, vol. 29 no. 4
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 11 October 2018

Zahra Shahriyari and Khalilollah Gheisari

In this study, corrosion behavior of X53CrMnNiN219 austenitic stainless steel (SS) and X45CrSi93 martensitic SS, as well as the galvanic corrosion produced by coupling of these…

150

Abstract

Purpose

In this study, corrosion behavior of X53CrMnNiN219 austenitic stainless steel (SS) and X45CrSi93 martensitic SS, as well as the galvanic corrosion produced by coupling of these dissimilar alloys, are evaluated in a 3.5 Wt.% NaCl solution at temperature 25°C ± 1°C.

Design/methodology/approach

The corrosion parameters were estimated through a series of electrochemical tests, including Tafel polarization, electrochemical impedance spectroscopy (EIS), and zero-resistance ammeter (ZRA) technique.

Findings

The results of polarization measurements indicate that the value of corrosion current in the galvanic pair is slightly higher than that of both the austenitic and martensitic SS during the initial time of immersion in the chloride solution, which is an indication of compatibility of members in the couple. The galvanic current density measured by ZRA technique shows negative values throughout the test; accordingly, the martensitic SS acts as anode of the pair and corrodes preferentially. Localization index values are limited to the mixed corrosion process, showing relative susceptibility of the martensitic alloy to the uniform and localized corrosion (pitting) due to chloride ions.

Originality/value

The originality is the evaluation of galvanic corrosion susceptibility of X53CrMnNiN219 and X45CrSi93 SSs in chloride solution by the various electrochemical methods consisting of Tafel polarization, EIS, and (ZRA) technique. To our knowledge, no work has been reported on this issue for these chemical compositions under this condition up to now.

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Anti-Corrosion Methods and Materials, vol. 65 no. 6
Type: Research Article
ISSN: 0003-5599

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Article
Publication date: 27 May 2022

Dimitrios Kafetzopoulos, Evangelos Psomas and Nancy Bouranta

The aim of this paper is to determine whether leadership affects strategic flexibility and business performance taking into consideration the mediating role of talent management…

4251

Abstract

Purpose

The aim of this paper is to determine whether leadership affects strategic flexibility and business performance taking into consideration the mediating role of talent management in these relationships.

Design/methodology/approach

The proposed framework is tested by confirmatory factor analysis (CFA) and finally structural equation modeling (SEM), using the survey data from 462 Greek firms. The mediation effect of talent management was tested by the Sobel test.

Findings

The results show that leadership drives firms to strategic flexibility and business performance, but the introduction of talent management fully mediates these relationships. Strategic flexibility also affects business performance positively.

Research limitations/implications

This study explores a formal style of leadership; many leadership styles remain unexplored. The field of talent management is in urgent need of more empirical research to explain its importance and how talent management is handled in the 21st-century.

Practical implications

This study proves that managers should invest more in talent management; outstanding talent can be leveraged to implement the best operational practices while managers' motivation for talent management contributes to a deeper anchoring of strategic flexibility and performance efforts in firms.

Originality/value

The current state of knowledge of both theory and practice for critical organizational factors such as strategic flexibility and talent management will be extended.

Details

Management Decision, vol. 60 no. 9
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 3 May 2022

Dimitrios Kafetzopoulos

The purpose of this study is to build a theory presenting talent development as a driver for innovativeness and strategic flexibility, and how these organizational capabilities…

1828

Abstract

Purpose

The purpose of this study is to build a theory presenting talent development as a driver for innovativeness and strategic flexibility, and how these organizational capabilities affect financial performance.

Design/methodology/approach

As a methodological approach, this study uses a rich combination of literature review and exploratory interviews with managers and academicians. Moreover, a conceptual framework is tested by confirmatory factor analysis and finally structural equation modelling using the survey data from 462 Greek firms.

Findings

The results show the positive effect of talent development on strategic flexibility and innovativeness. Moreover, strategic flexibility is an influential firm capability for innovativeness and financial performance. This study also reveals the significance of innovativeness on financial performance.

Research limitations/implications

This study explores talent development and two certain organizational capabilities, but many other topics that affect business performance remain unexplored. The role of environmental characteristics could also be examined as a moderator in the proposed relationships.

Practical implications

This study offers clear implications for managers, proving that talent development is a major driving force behind strategic flexibility, innovativeness and financial performance in order for managers to allocate resources, and to develop and execute these capabilities as an integral part of business strategy.

Originality/value

This empirical study contributes to the literature by developing a research conceptual framework of three underdeveloped firm capabilities, investigating and explaining both their correlations and dynamic nature and their role in financial performance improvement.

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EuroMed Journal of Business, vol. 18 no. 2
Type: Research Article
ISSN: 1450-2194

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Article
Publication date: 13 December 2022

Dimitrios Kafetzopoulos

The purpose of this paper is to examine whether environmental dynamism can drive firms to adopt sustainability, taking into consideration the mediating role of the innovation…

985

Abstract

Purpose

The purpose of this paper is to examine whether environmental dynamism can drive firms to adopt sustainability, taking into consideration the mediating role of the innovation process, strategic flexibility and human resource development in this relationship.

Design/methodology/approach

The proposed framework is tested by confirmatory factor analysis and finally structural equation modeling (SEM) using the survey data from 513 Greek firms.

Findings

The results show that environmental dynamism drives firms to sustainability, but the introduction of innovation process, strategic flexibility and human resource development fully mediate the effect of this relationship.

Research limitations/implications

This study explores three organizational factors. In future research it would be very interesting to explore other topics that affect sustainability. Moreover, it might be useful for researchers to examine firms' digital capability and ambidextrous sustainability.

Practical implications

This study offers clear implications for managers, proving that innovation process, strategic flexibility and human resource development are critical factors in achieving sustainability.

Originality/value

This empirical study determines the contribution of environmental dynamism to sustainability taking into consideration the role of three critical organizational factors as mediators in this relationship.

Details

Management Decision, vol. 61 no. 6
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 7 June 2022

Dimitrios Kafetzopoulos and Katerina Gotzamani

This study aims to develop a framework that examines how different leadership styles influence talent management (TM) and how these leadership styles and TM influence firms’…

3333

Abstract

Purpose

This study aims to develop a framework that examines how different leadership styles influence talent management (TM) and how these leadership styles and TM influence firms’ sustainable performance considering the moderating role of environmental dynamism.

Design/methodology/approach

To achieve these objectives, an empirical survey was conducted among 480 participant firms in Greece. Hierarchical regression was performed to test the hypotheses.

Findings

This study reveals the significance of authoritative and transformational leadership on TM. The results also show the positive effect of talent development on sustainability. Moreover, entrepreneurial leadership is found to be the most influential style for economic sustainability, whereas transformational and transactional leaderships are the most influential leadership styles for social and environmental sustainability performance.

Research limitations/implications

The data was collected at only one point in time, while sustainability is a continuous process. Moreover, only four leadership styles were addressed.

Practical implications

Proper leadership style should be selected to facilitate different sustainability dimensions. Talent development is a valuable investment toward sustainable performance of firms.

Originality/value

This study contributes to the upper echelon theory, identifying whether and how different leadership styles affect TM and sustainability. The study also advances the human recourse development literature by critically reviewing and identifying the influence of TM on firms’ sustainable performance. Moreover, the role of environmental dynamism is revealed on all the above relationships.

Details

European Business Review, vol. 34 no. 6
Type: Research Article
ISSN: 0955-534X

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Article
Publication date: 23 August 2022

Janet Kyogabiirwe Bagorogoza and Idah Nakasule

This study examines the mediating effect of an effective knowledge management (KM) in the relationship between talent management (TM) and organizational performance. This study…

645

Abstract

Purpose

This study examines the mediating effect of an effective knowledge management (KM) in the relationship between talent management (TM) and organizational performance. This study was operationalized among the small and medium enterprises (SMEs).

Design/methodology/approach

A cross-sectional survey design was used to collect data from a sample of 260 SMEs business. The data collected was analyzed using correlations and hierarchical regression to test the mediating effect of KM on the relationship between TM and firm performance.

Findings

The findings show that KM mediates the relationship between TM and firm performance. They also suggest that TM contribute to enhancing performance through improvements in KM.

Research limitations

The sample used in the research is not representative of all the SMEs operating in Uganda. This limitation presents the challenge of generalising and we therefore suggest caution when interpreting the results. We note the challenge of a skewed sample. For instance, most of the respondents to our study were confined to tailoring and design and metal and fabrication sectors. The skewed sample is a notable limitation of the research. The study was limited to Uganda only hence it did not capture information relating to other geographical settings, which may limit the effectiveness of the findings therein.

Practical implications

Based on the findings of the study, the managers of the SME can use the study results to develop strategies and interventions that can enable their firms to improve on their performance even in the harsh economic environment through adopting positive practices such as KM.

Originality/value

This paper contributes by filling a gap in HR management and SMEs literature, in which empirical studies on the relationship between TM and firm performance have been limited until now. This may create better research opportunities for cross-disciplinary papers that should be done by human resource, small business management and KM scholars.

Details

Journal of Management Development, vol. 41 no. 6
Type: Research Article
ISSN: 0262-1711

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