The full text of this item is not available at this time because the student has placed this item under an embargo for a period of time. The Libraries are not authorized to provide a copy of this work during the embargo period, even for Texas A&M users with NetID.
The Lived Experiences of Korean Employees Identified as Talent
MetadataShow full item record
Talented individuals are those who are identified as talent and participate in talent management initiatives provided by their organizations. Despite the apparent popularity of talent management, talented individuals have received little attention in the literature and a small number of talent management studies have placed them as the primary interest of research.. Talented employees’ acceptance of talent management is critical because their perceptions of talent management are likely to have an impact on their attitudes and behaviors that are important for the success of the organization. Therefore, it is important to acquire a solid understanding of the perceptions and experiences of talented employees prior to considering how to effectively execute individual talent management initiatives. This dissertation sought to gain a deep understanding of talented employees’ perspectives on and experiences with talent management in Korean corporations. Within the qualitative inquiry paradigm, this study utilized a phenomenological approach. I adopted the purposive criterion sampling strategy and recruited ten talented employees in South Korea. And I used semi-structured, open-ended questions to interview the participants. For data analysis, I employed Moustakas’ Modification of the Stevick-Colaizzi-Keen Method of Analysis of Phenomenological Data. Analysis of the data resulted in four main themes, which represented how participants perceived and experienced talent management. In this study, talented iii employees’ experiences with talent management could be described in terms of (a) an immediate but temporary effect on attitude, (b) a lack of understanding of the goals, processes, and initiatives of talent management and expected roles as talent, (c) minimal influence on roles, responsibilities, and careers, and (d) concerns about the effectiveness of talent management. This study also revealed the talented employees’ desire for frequent transparent communication and continuing support, which have been seldom explored in the literature. This study concludes by providing implications for practices and suggestions for additional studies for those who are interested in this line of research.
talented employees’ experiences with talent management
Kim, Minjung (2017). The Lived Experiences of Korean Employees Identified as Talent. Doctoral dissertation, Texas A & M University. Available electronically from
Showing items related by title, author, creator and subject.
Rutledge, Lorelei; LeMire, Sarah; Hawks, Melanie; Mowdood, Alfred (Routledge, 2016)This article describes how the University of Utah’s J. Willard Marriott Library implemented a competency-based talent management system across the organization to address organizational, departmental, and individual needs. ...
Esquierdo, Jennifer Joy (Texas A&M University, 2006-08-16)The exponential growth of the Hispanic student population and the controversial educational issue surrounding the assessment of English language learners are the two fundamental topics of this study. Due to the uncertainty ...
Breaking Outside the Walls: Teachers of Gifted and Talented African American Males in a Texas Urban Middle School Henderson, Sowanda Nimmer (2013-08-07)Education and its associated resources continue to be unequally administered and delivered in the United States. All stakeholders in the education of the nation‘s children—parents, teachers, unions, school administrators, ...