A good governance-driven talent management model: Contextual, strategic, and intervening factors for enhancing organizational efficiency

Talent management is one of the most crucial factors in an organization's success in today's complex and competitive environment. This study aims to design and explain an integrated talent management model based on a good governance approach for Jahad Daneshgahi. This research used the grounded theory method and the Strauss and Corbin approach. Theoretical sampling was employed to select managers and human resource experts from Jahad Daneshgahi, and data collection continued until theoretical saturation was achieved. Research data were collected through semi-structured interviews with 12 human resources experts, organizational managers, and university professors, and analyzed in three stages: open coding, axial coding, and selective coding. From 345 initial codes, categories related to the three aforementioned axes were identified and categorized. Contextual factors, including organizational culture and climate, leadership style, resources and facilities, Knowledge integration, and organizational structure, serve as key infrastructures that provide the basis for effective talent management. Intervening factors, such as Internal organizational challenges, organizational dynamics, and changes, as well as external factors, play a dual role as either facilitator or obstacle, depending on the circumstances. Implementation strategies, such as enhancing the workplace, strengthening organizational communication, promoting employee development and empowerment, and fostering innovation and creativity, can improve organizational efficiency and effectiveness by leveraging contextual capacities and mitigating obstacles. The proposed research model in this study presents an integrated view of the triple nexus of contextual, intervening, and strategic factors within the framework of good governance, thereby enhancing human resource performance, organizational productivity, and effectiveness. • A good governance framework for integrated talent management. • Organizational culture and leadership are key contextual factors. • Internal and external factors can enable or hinder talent processes. • Strategies for empowerment and innovation boost organizational efficiency.