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dc.contributor.authorTatli, Ahu
dc.contributor.authorVassilopoulou, Joana
dc.contributor.authorOzbilgin, Mustafa
dc.date.accessioned2013-06-18T07:43:46Z
dc.date.available2013-06-18T07:43:46Z
dc.date.issued2013
dc.identifier.urihttps://basepub.dauphine.fr/handle/123456789/11419
dc.language.isoenen
dc.subjectAsia Pacific regionen
dc.subjectTalent managementen
dc.subjectGender equalityen
dc.subjectTalent shortagesen
dc.subjectGender quotasen
dc.subjectMeriten
dc.subject.ddc658.3en
dc.subject.classificationjelM51en
dc.subject.classificationjelJ16en
dc.subject.classificationjelM12en
dc.titleAn unrequited affinity between talent shortages and untapped female potential: The relevance of gender quotas for talent management in high growth potential economies of the Asia Pacific regionen
dc.typeArticle accepté pour publication ou publié
dc.description.abstractenWe demonstrate that gender quotas have not attracted due interest as a talent management formulation in the Asia Pacific region. Drawing on a literature review, this paper illustrates the utility of gender quotas for talent management in the context of high growth potential economies in the Asia Pacific region, i.e. China, Singapore, Thailand, Hong Kong and Taiwan. These five economies are characterized with talent shortages on the one hand, and untapped female potential on the other. We show the necessity and legitimacy of considering gender quotas as part of talent management strategy in the region in order to leverage untapped female potential for addressing talent shortages.en
dc.relation.isversionofjnlnameInternational Business Review
dc.relation.isversionofjnlvol22en
dc.relation.isversionofjnlissue3en
dc.relation.isversionofjnldate2013
dc.relation.isversionofjnlpages539-553en
dc.relation.isversionofdoihttp://dx.doi.org/10.1016/j.ibusrev.2012.07.005en
dc.relation.isversionofjnlpublisherElsevieren
dc.subject.ddclabelRessources humainesen
dc.relation.forthcomingnonen
dc.relation.forthcomingprintnonen


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