Leadership and Talent Management Global Research

The Impact of Transformational Leadership on Talent Retention in Multinational Organizations: A Global Perspective

2025-07-30T00:08:39+00:00

This research aims to explore the influence of transformational leadership on talent retention in multinational organizations with a global approach. Given the challenges faced by multinational companies in retaining the best employees, this study emphasizes the importance of leadership that can inspire, empower, and pay attention to the individual needs of employees. The method used in this study is quantitative with a correlational descriptive research design. The research sample consisted of employees working in multinational organizations in different countries. Data was collected through an online survey with questionnaires that measured the dimensions of transformational leadership and talent retention. The data analysis technique used was multiple linear regression to identify the relationship between transformational leadership and talent retention. The results show that transformational leadership, particularly the dimensions of employee empowerment, inspiration, and attention to individual needs, has a significant positive influence on talent retention. In addition, the influence of transformational leadership was found to be stronger in countries with collectivist cultures compared to countries with more individualistic cultures. These findings suggest that transformational leadership can strengthen employee commitment and lower employee turnover rates, especially when combined with a culturally sensitive approach. The practical implications of this study are the importance of leaders in multinational organizations to develop a more adaptive and inclusive leadership style, which can improve talent retention in a variety of cultural contexts.

Developing Global Leadership Competencies: Strategies for Effective Talent Management Across Cultures

2025-07-30T00:09:30+00:00

This research aims to develop an understanding of global leadership competency development strategies in the context of cross-cultural talent management in multinational companies. The main focus of this study is to identify effective approaches in improving global leadership skills, including cross-cultural training and international position rotation. The research method used is qualitative descriptive with in-depth interview techniques with human resource managers and global team leaders in various multinational companies. The results show that cross-cultural training and international position rotation are the most effective strategies in preparing leaders to face challenges in culturally diverse teams. In addition, the biggest challenge faced is the difference in communication styles and different expectations between team members from different cultures. These findings underscore the importance of international experience in the development of leadership competencies and the need for a more inclusive approach to managing cultural dynamics in the global workplace. The study suggests that companies strengthen cross-cultural training programs and provide more international rotational opportunities for the development of more adaptive and effective global leaders.

Talent Management in the Era of Globalization: Challenges and Best Practices for Leaders

2025-07-30T00:11:16+00:00

This research aims to identify challenges and best practices in strategic talent management in the era of globalization, as well as to provide insights into how organizational leaders can effectively manage talent in an increasingly connected and complex environment. Through a qualitative approach, data is collected through in-depth interviews with organizational leaders from various multinational companies operating in the global market. The main findings of this study show that one of the biggest challenges in talent management is the difficulty in aligning company values with the cultural diversity of different countries. In addition, the use of technology, particularly data analytics, plays an important role in supporting decision-making related to recruitment and performance management, although there are concerns about the decline of the personal element in the process. Best practices identified in this study include the development of cross-cultural training and the implementation of managerial policies that are adaptive to local regulations and local cultures. The study also found that an inclusive and adaptive organizational culture plays a key role in retaining global talent. The practical implications of these findings are the need for companies to integrate policies that take into account cultural diversity, leverage technology for efficiency, and ensure that personal relationships are maintained in talent management. This research makes an important contribution for organizational leaders in formulating better talent management strategies

The Influence of Cross-Cultural Leadership on Talent Acquisition and Development in Emerging Markets

2025-07-30T00:11:56+00:00

This study aims to analyze the influence of cross-cultural leadership on the recruitment and talent development process in emerging markets. In the era of globalization, organizations operating in emerging markets face the great challenge of managing talent from diverse cultural backgrounds. Cross-cultural leadership, which includes understanding and adapting to different cultural values, plays a crucial role in shaping talent recruitment and development strategies. This study uses a qualitative approach with in-depth interviews with HR leaders and managers in multinational companies operating in emerging markets. The results show that leaders who have high cultural intelligence can create an inclusive work environment, improve the quality of hiring, and support talent development through cross-cultural training. However, communication challenges and tensions between local cultural values and global corporate policies remain significant obstacles. The practical implications of this study suggest the importance of cross-cultural leadership training and more culturally sensitive hiring policies to improve the effectiveness of talent management in emerging markets.

Factors Affecting Employees’ Turnover Intention in Case of Alert Hospital

2025-07-30T00:12:34+00:00

The study conducted at Alert Hospital examined the factors influencing employee turnover intention using a quantitative research approach. The data were collected through a questionnaire using a five-point Likert scale, with 281 respondents selected through judgmental sampling. The research design was both descriptive and explanatory, and regression and Pearson correlation analyses were conducted. The findings of the study indicate a negative relationship between employee turnover intention and job satisfaction, working conditions, and career management. On the other hand, a positive relationship was found between work-life balance and employee turnover intention. Based on these findings, the researcher suggested that addressing job satisfaction, improving working conditions, considering work-life balance complexities, and investing in effective career management practices can create a more positive and supportive work environment, ultimately leading to reduced turnover rates.