Search Results (170)

Objective: As performance progression provides an essential indicator for talent selection and development, this study aimed to compare annual swimming performance progression between different competitive levels and to establish benchmarks for long-term athlete development. Methods: Annual best times of swimmers who competed up to the age of 21 years and achieved over 450 World Aquatics points were extracted from the database of European Aquatics. A total of 13,310 male and 7798 female pool swimmers of all race distances were grouped into three performance levels. Results: The results showed a continuous decline in annual performance progression throughout the years across all race distances (all p < 0.001) and in both sexes. There were differences between performance level across the age groups for all race distances in male swimmers, but only for the 100–400 m races in females (p < 0.05). Absolute performance showed significant main effects for level and age over all race distances for both sexes (all p < 0.001). Conclusions: Annual performance progression of swimmers consistently decreases across the competitive lifetime in both sexes, regardless of race distance and performance level. The event-specific benchmarks should be used as a framework to set realistic goals for both sexes and swimmers of different competitive levels, as well as to guide swimmers throughout their careers. Full article

In today’s rapidly evolving organizations, talent management plays a critical role in driving sustainable growth. Talents, particularly those exhibiting leadership potential, are often seen as essential assets for organizational development. However, the presence of high employee’s leadership potential can also generate adverse emotional reactions from leaders, potentially leading to behaviors such as leader jealousy and leader ostracism. This study investigates the dark side of employee’s leadership potential by examining the mechanisms through which employee’s leadership potential influences leader ostracism, with leader jealousy acting as a mediator. Drawing on social comparison theory, we propose a theoretical model that includes organizational competitive climate and leader’s core self-evaluation as moderating factors. Using a three-wave survey of 672 leaders in the Chinese construction industry, hierarchical regression analysis was employed to test the hypotheses. The results show that employee’s leadership potential significantly increases both leader jealousy and leader ostracism, with leader jealousy serving as a mediator. Moreover, a high organizational competitive climate strengthens the relationship between employee’s leadership potential and leader jealousy, thereby enhancing the entire mediated effect. In contrast, high leader core self-evaluation weakens the relationship between employee’s leadership potential and leader jealousy, reducing the likelihood of leader ostracism and attenuating the mediated effect. This study provides both theoretical contributions and practical insights for organizations seeking to manage high-leadership potential employees while minimizing the risk of negative leadership behaviors. Full article

The Relative Age Effect (RAE) refers to the advantage that relatively older athletes within the same age group may have in sports. While this phenomenon has been widely documented in numerous disciplines, its presence in orienteering remains largely unexplored. This study aimed to analyse the existence of RAE among Spanish orienteers selected for international competitions organised by the International Orienteering Federation (IOF) between 1987 and 2023. A total of 384 participations (225 male, 159 female) were examined across the European Youth Orienteering Championships (EYOC), Junior World Orienteering Championships (JWOC), and the European and World Orienteering Championships (EOC + WOC). The distribution of birth dates by quartiles and semesters was compared using chi-square tests, Cramér’s V, Z-tests, and odds ratios with 95% confidence intervals. The results revealed a significant RAE in male athletes, particularly in JWOC, where those born in the first quartile were up to 3.77 times more likely to be selected than those in the third quartile. In contrast, no significant associations were found in female athletes, which may reflect structural or developmental differences related to sex. These gender-based disparities highlight the importance of integrating sex-specific considerations into selection policies. Overall, the findings suggest a selection bias favouring relatively older males, which may hinder the development of late-born talent. Therefore, it is recommended that selection criteria be reassessed to ensure fairer and more inclusive talent identification and development in youth and elite orienteering. Full article

In an increasingly competitive labour market, talent retention has become a critical challenge for organisations. In this context, the onboarding process assumes a strategic role, as it not only facilitates employee integration but also strengthens ties with peers and direct supervisors, enhances engagement levels, and consequently fosters retention within the organisation. This study involved 280 employees. A quantitative, cross-sectional approach was adopted to validate the proposed hypotheses. Data were collected from a convenience sample of employees through a questionnaire survey. The results revealed that the onboarding process had a significantly positive impact on talent retention. Furthermore, both interpersonal connections and engagement were found to mediate the relationship between the onboarding process and talent retention, confirming a sequential mediation effect. These findings reinforce that an effective onboarding process strengthens interpersonal relationships, boosts engagement, and thereby enhances talent retention. Full article

The Global Talent Competitiveness Index is a system created by the Institut Européen d’Administration des Affaires, based on which we compared China’s talent competitiveness rankings with those of the G20 countries and analyzed the performance of each indicator. Thus, we analyzed the strengths and weaknesses of each country’s talent cultivation policies and then explored the factors affecting them based on their national conditions. The analysis shows that, despite fluctuations, China’s global talent competitiveness ranking is generally on an upward trend compared with other G20 countries. Further analysis of strengths and weaknesses shows that China’s talent competitiveness has advantages in government efficiency, market dynamism, education system, R&D investment, and technological innovation. This study develops an original matrix model to examine the internationalization level of China’s talent competitiveness. However, there are gaps between China and developed countries in terms of labor market policy effects, education matching, vocational education, and key human resources. Drawing from large-scale data, four strategies can be implemented in the future, namely piloting & enterprising, opportunity utilization, threat transformation, and disadvantage adjustment, to improve China’s talent competitiveness. Full article

In the context of macroeconomic recovery and accelerating digital transformation in the post-pandemic era, the hotel industry in China is undergoing profound structural changes. This research investigates the core competencies required for hotel managers to navigate these challenges. Data was collected via a quantitative survey involving a structured questionnaire, was conducted among hotel managers in Shanghai, China, resulting in 404 valid responses. Employing exploratory factor analysis using SPSS, this study identifies seven key competency dimensions encompassing 36 ranked items, including interpersonal communication, leadership, operational knowledge, human resource management, financial analysis, technology, and administrative management. The results show that economic recovery has brought new opportunities but also challenges to the hotel industry, and that managers must possess a diverse set of core competencies to adapt to the demanding new market changes. The novelty of this research lies in its empirical grounding and its focus on the intersection of digitalization and economic recovery within China’s hotel industry. It pioneers a dynamic strategic competency framework tailored to the evolving demands of the hotel industry during a period of economic volatility, providing empirical evidence and advice for optimizing the industry’s talent training systems. Simultaneously, it brings a new perspective for dealing with the recovery path for the hotel enterprises in other urban and travel destinations, aiming to promote industry sustainability and competitive advantages. Future research could extend the proposed framework by exploring its applicability across different cultural and economic contexts. Full article

All too often, the Sport for Development (SfD) field minimizes talent development and competition in lieu of youth development. In this article, we deconstruct assumptions about what is important for young people who are marginalized to learn and experience as they grow up, along with the role of talent development and competition in an SfD intervention, by centering their stories. The young people featured in these stories experience marginalization because of their race, ethnicity, and parents’ country of origin (outside the United States), among other factors that play a role in their everyday lives, and yet their stories highlight the symbiotic relationship between talent development and youth development. Full article

Continuous improvement (CI) is vital for Saudi manufacturing firms to remain competitive in the global market. However, cultural factors significantly influence CI adoption. This qualitative study, involving 28 interviews and focus groups with employees from five local manufacturing firms, explored these factors. Seven key cultural themes emerged, including communication, employee wellbeing, talent management, ethics, top management support, organisational learning, and compliance. A conceptual framework was developed to assess a firm’s cultural proximity to an ideal CI state. This framework integrates a diagnostic tool to guide firms in evaluating their cultural landscape and implementing targeted interventions for successful CI adoption. Future research should explore the long-term impacts of cultural shifts on performance and competitiveness. Full article

Applying the resource-based view and dynamic capability theory, this study employs panel data analysis to examine how financial flexibility influences corporate innovation efficiency from an integrated resource-capability perspective. Analyzing data from Chinese A-share listed companies during 2013–2022, we discovered three key results. First, as an organizational liquidity buffer, financial flexibility reduces transaction costs, enhances incentives for technical talent retention, and better aligns executive compensation with innovation objectives. Second, as a manifestation of financial dynamic capabilities, financial flexibility significantly boosts a firm’s overall dynamic capabilities, thereby increasing innovation efficiency. Third, institutional investor engagement positively moderates this relationship through enhanced governance oversight. These investors strengthen governance oversight and reduce information asymmetry. Our findings advance the financial flexibility literature and offer actionable strategies to optimize innovation resource allocation and sustain R&D competitiveness. Companies should strategically build financial reserves to enhance innovation efficiency and achieve sustainable development. Full article

Talent significantly influences urban technological innovation and sustainable economic development. Enhancing urban talent competitiveness (UTC) necessitates a systemic perspective on upgrading and optimizing the combination of both tangible and intangible resources, such as economic vitality, livability, and social harmony, which is a typical configurational issue. This paper utilizes empirical data from 96 Chinese cities and applies an innovative grey quantitative comparative analysis (GQCA) method to investigate the impact and mechanisms of different urban talent ecology (UTE) on talent competitiveness. The findings reveal that there are no bottleneck factors constraining UTC within the sample, interactions, and couplings among six urban talent elements that generated 30 distinct UTEs. By calculating the possibility of each UTE achieving talent competitiveness, it was found that 16 UTEs, characterized by vibrant business-led development, comprehensive development and integrated leadership, regional development leadership, and economy-led international innovation, lead to high UTC. Conversely, 14 UTEs result in low UTC. These findings were further validated through fuzzy set qualitative comparative analysis (fsQCA) for robustness testing. Finally, the study offers policy recommendations for urban talent strategies from both short-term and long-term perspectives. Full article

In the last five years, several scholars have collaborated in an integrated research program focused on students identified with both academic talents and autism spectrum disorder (2eASD) with support from a Javits Gifted and Talented Students Education grant. Several different empirical studies were initiated and completed during this period, investigating the ways in which some of these twice-exceptional students have been able to be successful in secondary school and highly competitive colleges. In this article, we summarize findings from several of these studies, synthesizing implications and recommendations with a goal of offering research-based practices, especially related to healthy social and emotional development and strong academic achievement in students identified as 2eASD. Full article

Green innovation has emerged as a key catalyst for the sustainable growth of logistics enterprises. Green innovation not only helps logistics enterprises reduce operating costs but also enhances their competitiveness and promotes the entire industry’s transformation towards environmental protection and efficiency. However, logistics enterprises encounter technical bottlenecks, capital shortages, and insufficient talent and infrastructure when implementing green innovation. Collaboration between universities and industries serves as a crucial method for logistics companies to access external resources and plays a significant role in promoting technological progress, knowledge transfer, and innovation capability enhancement of enterprises. This research, grounded in the theories of social capital and dynamic capabilities, explores the mechanism from the perspective of resources and capabilities, and examines how university–industry collaboration affects green innovation. This research employs a hierarchical regression model to evaluate the proposed hypotheses. The research results show that university–industry collaboration has a positive impact on social capital, slack resources, and dynamic capabilities, and social capital, slack resources, and dynamic capabilities positively influence green innovation. The research results have certain reference value for logistics enterprises to promote green innovation. Full article

The aim of this study was to explore new dimensions in the classification of positions in women’s basketball through a comprehensive statistical approach. A total of 386 players from the last three seasons (2021–2024) of the Women’s Euroleague were analyzed based on official performance statistics. Inclusion criteria required players to have participated in all three seasons, with a minimum of 20 min per game across at least five games per season. Using data from the last three seasons of the Women’s Euroleague, analysis of variance, principal component analysis, and k-means clustering were performed to identify specific playing patterns and roles. All performance indicators were normalized per minute to ensure comparability. ANOVA tests revealed significant statistical differences between traditional positions (p < 0.05), validating the relevance of positional analysis. PCA was then used to reduce dimensionality and extract the key performance components, while k-means clustering grouped players according to similar in-game behaviors. The results revealed significant differences between traditional positions (with a significance criterion of p < 0.05) and suggested the need for an updated position classification to better reflect the current dynamics of modern gameplay. According to Euroleague players’ performance, the cluster analysis revealed that three main roles emerged: “perimeter specialists”, “defensive specialists”, and “primary scorers and rebounders”. This reclassification highlights the increasing tactical and statistical complexity of women’s basketball, moving beyond rigid position labels. This new framework can positively influence training and competition strategies. It also provides coaches, analysts, and talent developers with a data-driven tool for roster optimization, role assignment, and game planning in elite-level women’s basketball. Full article

With the advancement of global economic restructuring and China’s economic transformation, structural employment contradictions have intensified amid increasingly competitive labor markets. The frequent occurrences of “degree devaluation” and talent “downskilling” have made perceived overqualification increasingly prevalent in organizations. This study, based on the Cognitive–Affective Personality System theory, investigates the differential mechanisms through which perceived overqualification drives approach and avoidance job crafting via cognitive and affective pathways. Data from a two-wave survey of 556 Chinese employees produced several key findings: (1) Perceived overqualification significantly enhances approach job crafting while suppressing avoidance job crafting by elevating role breadth self-efficacy (cognitive pathway), demonstrating a proactive breakthrough effect. (2) Perceived overqualification inhibits approach job crafting and exacerbates avoidance job crafting through triggering emotional exhaustion (affective pathway), revealing a passive exhaustion trap. (3) Perceived overqualification exerts a positive and significant overall indirect effect on approach job crafting through the combined mechanisms of cognitive gains from role breadth self-efficacy and affective costs from emotional exhaustion, whereas the overall indirect effect on avoidance job crafting is non-significant. (4) Idiosyncratic deals (i-deals) function as a dynamic boundary mechanism that amplifies the positive impact of role breadth self-efficacy and mitigates the negative effects of emotional exhaustion, while moderating the mediating roles of both pathways. This research develops a dual-path integrated model of perceived overqualification and job crafting by classifying job crafting categories, incorporating cognitive–affective pathways, and introducing i-deals as a contextual element. These findings respond to scholarly demands for elucidating the intricate connections between perceived overqualification and job crafting through integrative perspectives; in addition, they offer theoretical and practical insights for organizations to leverage the potential of overqualified individuals appropriately. Full article

The digital economy is a key area for nurturing new productivity and a strategic high ground for innovative development and international competitiveness. This paper innovatively constructs the PCT (Policy–Coordination–Talent) analysis framework to systematically analyze the U.S. digital economy development model from three core dimensions: policy guidance, coordination mechanisms, and talent strategy. Through empirical analysis, the research develops three matrices: a leading policy intensity strategy matrix, a coordination mechanism intensity strategy matrix, and a digital talent cultivation strategy matrix. The findings reveal that the U.S. government has formed a resilient digital economy development paradigm through forward-looking policy guidance, precise coordination mechanisms, and systematic talent strategies. The theoretical contributions include developing a multi-dimensional PCT framework for understanding digital economy development models and constructing three strategy matrices based on real data. The research provides theoretical insights and policy implications for China to improve its digital economy governance system and promote high-quality development. Full article