Boxall, PeterCheung, GordonGeorge, ElizabethSultana, Nigar2025-01-282025-01-282024https://hdl.handle.net/2292/71083Although scholars call for contextualised research on talent management, particularly in emerging economies, few studies have been conducted in these contexts. In response to this call, this thesis examines talent management in Bangladesh, an emerging economy in South Asia. Using mixed methods, including multiple qualitative case studies on six organisations and a quantitative survey of 210 employees from a single organisation, the thesis aims to respond to scholarly calls for multilevel research in the talent management literature. It addresses the question of how talent management is practised in Bangladesh and how employees respond to it. The qualitative study reveals how managers conceptualise and implement talent management, considering broader environmental and organisational factors. It is found that economic (e.g., national economic growth), demographic (e.g., Gen Z trends), and sociocultural (e.g., tadbir, toshamodi (sycophancy) and instrumentalism) factors, along with organisational infrastructure, resources, and the values and philosophies of top management and line managers, significantly impact the adoption and implementation of talent management. The data suggest a flexible approach to talent management and the coexistence of contextualised and international standard practices in these organisations. The case study data are also used to develop items for measuring talent management practices in the subsequent quantitative study. Based on HR attribution and signalling theory, this study finds a significant impact of perceived talent management practices on employee responses in terms of affective commitment and intention to stay and commitment-focused talent management attributions. The study also shows a significant impact of the individual-level sociocultural variable of instrumentalism on the relationship between perceived talent management practices and commitment-focused attributions. Adopting a contextualised approach, this thesis provides valuable insights into the interconnected effects between macro (national), meso (organisational), and micro (individual) level factors and their independent or combined impacts on talent management. By incorporating perspectives from management (including line managers) from the qualitative study, and employees from the quantitative study, a system model of talent management is developed. The thesis has practical implications for managers in Bangladesh and other emerging economies with similar sociocultural, demographic, and economic conditions.https://researchspace.auckland.ac.nz/docs/uoa-docs/rights.htmTalent managementContextMixed-methodsThesisCopyright: The authorAttribution 4.0 Internationalhttp://creativecommons.org/licenses/by/4.0/