Conceptualization and application of the silent cries of internal talents in the glass impasse of promotion

Hossein Azimi ¹ ( PhD Candidate of Organizational behavior Management, Faculty of Economics and Management, Lorestan University, Khorramabad, Iran. )
Hojjat Vahdati ² ( Associate Professor Department of Management Faculty of Economics and Management, Lorestan University, Khorramabad, Iran )
Amir hooshang Nazarpouri ³ ( . Associate Professor Department of Management Faculty of Economics and Management, Lorestan University, Khorramabad, Iran )
Mohammad Hakkak ⁴ ( Associate Professor, Department of Business Management, Faculty of Economics and Management Sciences, Lorestan University, Kharabad, Iran )

Submited date : 2024-01-18 Accepted date : 2024-06-02

Keywords: Internal talents, Thematic analysis, Structural Equation Model,

Abstract :

The purpose of the present research is to conceptualize and apply the silent cries of talents within the organization in the glass impasse of promotion research, in terms of the fundamental applicative goal and from the perspective of parasitology of the type of pragmatism. in the exploration stage of the model The interpretive type is positivist in the test phase this study includes the combination and use of a thematic analysis strategy to analyze the qualitative data, Clark's method and Maxqda software were used. In the qualitative part of this research, targeted sampling was conducted with the cooperation of senior managers of government organizations and interviews with fifteen senior managers, and the quantitative statistical population included managers and experts of the Ministry of Interior. In the qualitative stage, the main items and components were identified using SPSS software and exploratory factor analysis. In the quantitative part, simple random sampling was carried out and the sample size was determined using GPower software at a significance level of 0.05 and a test power of 0.95 for a final sample of 140 people. The content validity was confirmed by experts and the validity of the measurement model structure was performed through average variance extraction, Fornell and Larcker tests, and multiattribute and multiindex matrices, and the reliability of the model was checked, and confirmed using Cronbach's alpha coefficient. The path analysis test of the discovered model was checked using SPSS software and SmartPLS. According to the research results, 20 indicators or items, 6 subcategories, and 3 main categories were identified and validated.

 

Keywords: Internal talents، Thematic analysis, Structural Equation Model

 

1.Introduction

     Many changes and transformations accompany life in the present era. Organizations, as part of this flow, must also keep pace with these changes, otherwise they will fall behind in global competition. Preparing organizations is not limited to equipment and technology; Rather, they must carefully and prudently retain their employees, who are their most valuable assets. Modern organizations, playing an active role in driving change, strive to direct the talents of their employees toward success. In this situation, talent management is of particular importance to senior managers; Because using skilled and motivated labor is the key to achieving a competitive advantage. This topic, despite its great importance, has not been adequately studied in theoretical and practical fields. Talented human resources are the pride of any organization and are considered the driving force of efficiency and creativity. But are the voices of these talents always heard? Is there a way for them to grow and flourish in the organization? Many of these talents are trapped within the glass walls of organizational dead ends. Despite all their abilities and potential, there is no way for them to grow and flourish. Their silent voices are not heard by anyone. It is as if they are screaming in a vacuum and their voices are not heard.

2.Literature Review

      A review of the research literature reveals that most studies have focused on human resources as organizational talents and their management. Many researchers have examined the effects of talent management and the observance of the meritocracy principle and have made them the basis of their work. However, no research has been conducted on the silent cry of talents and how to promote them in the organization. Related researches include: Kaliannan et al. (2023), in a study titled "Inclusive Talent Development: A Systematic Literature Review," examine the research gaps in talent management and show that organizations must pay attention to the proper management and promotion of talents to grow and gain a sustainable competitive advantage. Aljbou & French (2022), in their article "A Multi-Level Talent Management Framework: A Systematic Review," examine different perspectives and approaches to talent management, and the findings show that a combination of these perspectives leads to improved organizational performance. Choo Angas et al. (2022), in "A Review of Meritocracy in the Chinese Political System," analyze the strengths and weaknesses of the meritocratic system compared to dictatorship and attribute the progress of societies to the attention to meritocracy and the right choice of managers. Jonah Kast (2021), in his doctoral dissertation "Organizational Structure and the Logic of Merit," states that holding sensitive positions requires experience and expertise. He criticizes that appointing manager based on political relations leads to organizational problems.

3. Methodology

    The current research employed a pragmatic philosophical stance and an inductive-deductive approach. The inductive method was initially utilized in the exploratory phase, followed by the deductive method in the validation phase. This combination of research strategies provides a qualitative-quantitative integration with an exploratory and sequential approach to the topic. The primary objective of this research was to conceptualize and identify the dimensions and indicators of the silent cry of organizational talents trapped in the glass ceiling of advancement.

 

 

Qualitative Phase: In the qualitative phase of the research, thematic analysis was employed to identify the main and sub-themes. Clark's method and MAXQDA 2023 software were utilized for the analysis of qualitative data. Purposive sampling was conducted in collaboration with senior managers of public sector organizations, and interviews were conducted with fifteen senior managers. In the qualitative phase, the main statements and components were identified using exploratory factor analysis with SPSS software.

Quantitative Phase: In the quantitative phase, structural equation modeling was performed using the partial least squares (PLS) approach. Random sampling was employed for the quantitative phase, and the sample size was determined using G*Power software at a significance level of 0.05 and a test power of 0.95, resulting in a final sample of 140 participants. Content validity was confirmed by experts, and the construct validity of the measurement model (divergent validity and convergent validity) was assessed using the average variance extracted (AVE), Fornell-Larcker, and multitrait-multimethod matrices. The reliability of the model was examined and confirmed using Cronbach's alpha coefficient

4. Result

     Given the mixed-methods nature of this research, SPSS software and exploratory factor analysis were employed in the qualitative phase to identify the primary and secondary categories and components (as an innovation in this study). 20 initial indicators or codes were extracted and conceptualized into six sub-dimensions using exploratory factor analysis and MAXQDA software. These six factors or sub-dimensions were categorized into three main components or factors: "Deviation from organizational ideals due to complex relationships in manager selection"; "Erosion of the foundation of commitment and expertise under the shadow of informal political relationships"; and "Manager selection based on illogical criteria: stagnation, inactivity with despair". Additionally, the research findings in the quantitative phase indicate that the significance coefficients of the model's relationship components are less than 0.05; therefore, with 95% confidence, the research model can be confirmed.

5. Discussion

    Past research has focused on various aspects of human resources and employee motivation techniques. By emphasizing the importance of transparency, commitment, and meritocracy in the manager selection process, this study offers a fresh perspective on talent management and highlights the crucial role of managers in leveraging internal organizational talent. It is proposed that two fundamental factors be considered when selecting and appointing managers, particularly those who have a significant impact on organizational decisions. These two factors are:

1- Religious commitment to the principles of the Islamic Republic of Iran and belief in the principle of absolute guardianship of the Islamic jurist (Velayate Faqih)

2-Technical and scientific expertise, adhering to the principle of meritocracy

These two conditions, as essential and complementary elements in the selection of managers, especially those who have a significant impact on important organizational decisions, must be taken into account. The absence of either of these conditions in managers can lead to demotivation among talented individuals and create obstacles to advancement, with negative consequences for both the organization and society

 

 

 

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