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Cited by 27Human Resource and Talent ManagementJob Satisfaction and Organizational BehaviorEmployee Performance and Management

The DOI matches its Crossref record; 29 of the 30 references it cites were found in a registry or an index.

An empirical investigation of predicting employee performance through succession planning: The job demands and resources perspective

Ali, Zulqurnain, Mehreen, Aqsa·2019·Evidence-based HRM: a Global Forum for Empirical Scholarship
DOI 10.1108/ebhrm-11-2018-0069
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Abstract

Purpose Leadership development practices develop future leaders for the organizations which are evidence for the proper utilization of organizational resources. The purpose of this paper is to integrate succession planning into the job demands–resources (JD–R) model to predict individual performance. Design/methodology/approach In total, 239 participants were drawn from commercial banks located in a large city of Pakistan through a structured questionnaire. The proposed model was tested through structural equation modeling. Findings The results from 239 participants suggest that succession planning has a direct and indirect effect on engagement and employee performance through the JD–R model. Furthermore, job resources and engagement mediate the association between succession planning and employee performance. Research limitations/implications The present study employed a cross-sectional approach, and all constructs were answered on a self-report questionnaire. Thus, the findings should be validated through a longitudinal design by employing a more objective construct. Practical implications The banks should adopt proactive succession system to improve individual and organizational performance. Succession planning helps the banks to reduce recruitment cost and promote internal hiring. This study supports the managerial decisions making by mobilizing skilled and talented employees in the sudden resignation of a bank employee. Social implications Succession planning seems an im…

Overview

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Crossref · 10.1108/ebhrm-11-2018-0069

Cites

29 of 29 references verified0 citation errors · 0 not checkable

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Citations

Cites

Show all 30 references

Research works printed but not linked: 11

  1. 2014, Impact of succession planning on employee’s performance: evidence from commercial banks of Pakistan, European Journal of Social Sciences, 44, 213
  2. 2007, Succession Planning Basics
  3. 2017, Exchange and Power in Social Life
  4. 2018, Succession Planning: Promoting Organizational Sustainability
  5. 1981, Work Stress and Social Support
  6. 2018, Succession Planning for Large and Small Organizations: A Practical Review of Professional Business Corporations In Succession Planning, 23
  7. 2014, Where is my leadership bench? 3 things executives can do to develop bench strength, Leadership Excellence Essentials, 31, 33
  8. 2010, Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within
  9. 2012, Multiple identities within a single self, Handbook of Self and Identity, 225
  10. 2012, Employee engagement and leadership: exploring the convergence of two frameworks and implications for leadership development in HRD, Human Resources Management Review, 11, 156
  11. 2013, Success through succession: a review of recent literature

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Metadata

Authors
Ali, Z., & Mehreen, A.
Affiliations
University of Science and Technology of China (CN)
ORCID
Venue
Evidence-based HRM: a Global Forum for Empirical Scholarship
Publisher
Emerald
Published
2019-08-28
Volume
8
Issue
1
Pages
79-91
ISSN
2049-3983 (ISSN-L)
DOI
10.1108/ebhrm-11-2018-0069
OpenAlex
W2972399951
Cited by
19
References
30
Citations by year
2026: 2 · 2025: 3 · 2024: 2 · 2023: 4 · 2022: 2 · 2021: 3 · 2020: 3
FWCI
2.81
Type
journal article
Language
en
Open access
closed
Licence
www.emerald.com/insight/site-policies (tdm)
Locations
Evidence-based HRM a Global Forum for Empirical Scholarship (publishedVersion)
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
Keywords
succession planning, employee performance, job demands-resources model, employee engagement, job resources, leadership development, commercial banks, internal hiring, employee well-being

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Data sources

Bibliographic data: Semantic Scholar, OpenAlex, Crossref.

Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).

Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.