Western enterprises have problems that people in essential position get older and population of baby boom will retire, and enterprises in Taiwan have the gap of talents in next generation. ¡§The War of Talent¡¨ is the most servious war that enterprises will face in next decade, and Asian and Pacific companies particularly focus on successor issue. Systematic succession management originates from the Western, which is different from the Eastern enterprises. Therefore, the main purpose of this study is to explore the relationships among organizational cultures, succession planning cognition, organizational performance. Besides, the moderating effect of developmental human resource configuration on organization culture and succession planning cognition. This study adopted confirmatory factor analysis (CFA) and multiple regression analysis to anylyze data based on 181 returned questionnaires of HR managers in various industries The findings are as follows: 1. There were significant differences based on different organizational characteristics in organizational culture, succession planning cognition, and organizational performance. 2. The different organizational culture significantly affected succession planning cognition, and organizational performance, respectively. However, there is no siganificant correlation between succession planning cognition and organizational performance. 3. There was not mediating effect of succession planning cognition on organizational culture and organizational performance. 4. There was the moderating effect of developmental human resource configuration between organizational culture and succession planning cognition. The results could be the references to the relative enterprises to help them understand how to communicate succession planning program with organizational members and improve organizational performance.

Univ., Diss.--Bordeaux, 2005.

Texte remanié de: Ph. D.--Hist.--Princeton University, 2005. / Bibliogr. p. 542-559.

Texte remanié de : Tesi doct. : Hist. : Universitat Autònoma de Barcelone : 1995. / Bibliogr. p. 441-462. Notes bibliogr.

Thesis (doctoral)--Universität, Augsburg, 2009. / Includes bibliographical references (p. [226]-234) and index.

Inaug.-Diss.--Heidelberg. / Vita. Bibliography: p. vii-ixx [i.e. xix].

Part of habilitation - Universität, Regensburg, 2001.

Thesis (Ph. D.)--Oregon State University, 2010. / Printout. Includes bibliographical references (leaves 121-134). Also available on the World Wide Web.

The shift from product-based to knowledge economies has resulted in an excess demand for skilled workers and created a global ‘war’ for talent. In order to retain talents, organizations need to meet their expectations. The new generation to enter the workforce, namely the millennial generation have very explicit demands, for leadership development in particular. These demands create challenges for companies, especially smaller organizations with limited resources. The development of new leadership talents is indeed one of the main impediments to growth today, as current leaders are retiring at accelerating rates. This qualitative study explores how medium-sized organizations (MSOs) in Sweden employ talent management as a succession-planning tool to retain Millennial talents, using an abduc- tive research approach. Through eleven semi-structured interview, the authors have gained an in-depth understanding of how managers in MSOs reason about succession planning and talent management as a mean to retain millennial talents. The authors expand the understanding of academic literature of how medium-sized compa- nies approach succession planning by developing their internal leadership talents. Four nu- ances of succession planning are presented and in addition to existing literature, the authors have identified a dilemma to talent development in MSOs, denoted ‘The Paradox’. This study finally provides starting points for further research as well as practical recommen- dations for medium-sized company managers.

Today many saproxylic species are threatened because of habitat decline in Europe. Hollow trees represent a great part of the habitats that saproxylic species use. Since hollows takes a long time to develop, management actions are needed to prevent the extinction of saproxylic species. The aim of this study was to investigate the succession of saproxylic beetle species in artificial habitats in the form of wooden boxes. Wooden boxes were filled with a potential substrate and placed at different distances (0-1800 m) from oak hollow hot spots. In addition to the start mixture, four different additional substrates were added. In total, 4510 specimens of 114 saproxylic beetle species were sampled in 43 boxes over ten years. The specimens of tree-hollow species, wood rot species and nest species increased with 38% from the fourth to the final year but species richness decline from 47 to 29, respectively. A dead hen had a tendency for attracting more species but the small effect of different added substrates diminished over the years and had no significant effect on species richness after ten years. There was a higher similarity in species richness after ten years between the boxes and real hollow oaks. In conclusion, the artificial habitat developed into a more hollow like environment, with fewer but more abundant wood mould specialists, during ten years. This study clearly shows that the wooden boxes are used as habitats for saproxylic species as the boxes seems to develop into a more hollow-like habitat with time.