DC FieldValueLanguage
dc.contributor.authorRizomyliotis, Ioannis-
dc.contributor.authorMagrizos, Solon-
dc.contributor.authorRoumpi, Dorothea-
dc.date.accessioned2024-03-27T09:46:37Z-
dc.date.available2024-03-27T09:46:37Z-
dc.date.issued2023-
dc.identifiergoogle_scholar-ljx6YlAAAAAJ:isC4tDSrTZIC-
dc.identifier.issn0959-6119-
dc.identifier.otherljx6YlAAAAAJ:isC4tDSrTZIC-
dc.identifier.urihttps://uniwacris.uniwa.gr/handle/3000/1618-
dc.description.abstractPurpose: The aim of this study is to shed light on the talent management practices in the unique context of seasonal work in professional kitchens. Acknowledging that in the context of seasonal work in the hospitality industry it is rather difficult to rely on mainstream strategic talent management practices (e.g. training and development), the authors draw on resource orchestration, an extension of the resource-based view and propose a conceptual model of talent management tactics that could potentially increase seasonal employees’ likelihood of returning to the same employer. Design/methodology/approach: Given the uniqueness of the context of this study and the dearth of prior relevant research, this study uses a grounded theory approach. Specifically, this study analyses and draws conclusions from 25 interviews with employees in commercial kitchens. Findings: This study develops a “talent orchestration model”, which places emphasis on management of talented employees across three dimensions: structuring, leveraging and developing talent. Research limitations/implications: Extant literature in human capital management focusses mostly on the development of human capital, but the results place more emphasis on using or leveraging human capital. Originality/value: This study moves beyond the well-researched context of hotels and focusses on talent management behind closed doors as in the case of kitchen chefs and, drawing on resource orchestration, this study further examines talent management practices with shorter time frame targeted on seasonal employees.en_US
dc.language.isoenen_US
dc.relation.ispartofInternational Journal of Contemporary Hospitality Managementen_US
dc.subjectTalent managementen_US
dc.subjectResource orchestrationen_US
dc.subjectRestaurantsen_US
dc.subjectSeasonalityen_US
dc.subjectReturning/Boomerang employeesen_US
dc.subjectChefsen_US
dc.titleTalent orchestration and boomerang talent: seasonally employed chefs’ evaluation of talent management practicesen_US
dc.typeArticleen_US
dc.identifier.doi10.1108/IJCHM-04-2022-0536en_US
dc.relation.deptDepartment of Business Administrationen_US
dc.relation.facultySchool of Administrative, Economics and Social Sciencesen_US
dc.relation.volume35en_US
dc.relation.issue8en_US
dc.identifier.spage2755en_US
dc.identifier.epage2772en_US
dc.collaborationUniversity of West Attica (UNIWA)en_US
dc.subject.fieldSocial Sciencesen_US
dc.journalsSubscriptionen_US
dc.publicationPeer Revieweden_US
dc.countryGreeceen_US
local.metadatastatusverifieden_US
item.fulltextNo Fulltext-
item.grantfulltextnone-
item.openairetypeArticle-
item.languageiso639-1en-
item.cerifentitytypePublications-
item.openairecristypehttp://purl.org/coar/resource_type/c_18cf-
crisitem.author.deptDepartment of Business Administration-
crisitem.author.facultySchool of Administrative, Economics and Social Sciences-
crisitem.author.orcid0000-0002-3516-0050-
crisitem.author.parentorgSchool of Administrative, Economics and Social Sciences-
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