In the context of globalization, country‐level actions to manage global talent (e.g., development of immigrant‐friendly policies, policies to attract back skilled diaspora, or investment in the international education of youth) have been underresearched. The aim of this article is to analyze the impact of a country‐level global talent management practice on the careers and career success of its talents in the Republic of Kazakhstan, a developing country in Central Asia. Using qualitative methods, this study introduces new dimensions of career success evaluation for internationally educated talents in developing markets: use of knowledge acquired abroad and international aspect of the job. Based on these dimensions, it develops a model of career types. The career types predict the varying degrees of talents' career success and their involvement in sharing and capitalizing on knowledge, ideas, and international experience, which may have an impact on society. The study contributes to the field of global talent management and career success by providing empirical evidence on an underresearched topic in the underresearched context of developing markets.

Accelerators play an essential role in fostering regional development by offering various resources to entrepreneurs and their new ventures. Their services are critical for entrepreneurs in developing countries. However, the majority of the business incubator studies are concentrated on developed economies, while developing countries represent an under-researched domain. Scholars argue that research on accelerators and business incubators, in general, is not theoretical and mainly descriptive. Using the knowledge-based view and resource-based view theories, this study discusses how an accelerator based in Kazakhstan, a developing country in Central Asia, designs its programs. Then looking through the cognitive evaluation theory lens and comparing 13-month longitudinal data, it analyses how program design impacts talent retention. The study adds a theoretical perspective to the non-theoretical domain of accelerators and business incubators by emphasising the role of motivation in the retention of talent. It also theorises about the four main steps involved in the acceleration program design and discusses the critical factors that shape those steps in the context of emerging markets.

Purpose: This study aims to analyze how Corporate Social Responsibility (CSR) affects employees’ organizational commitment.Design / methodology / approach: Data were collected through a self-administered survey questionnaire. A total of 230 complete questionnaires were obtained from restaurant employees in Kazakhstan. The Cronbach alpha, descriptive statistics, correlation analysis, and regression were employed to examine the association among corporate social responsibility and organizational commitment.Findings: The findings reveal that employees show more commitment to organization if involved in CSR activities. Results reveal a significant positive relationship of all four perspectives of CSR with organizational commitment.Practical and Theoretical Implications: This study sheds light on the reconsideration of CSR initiatives in developing loyal employees. This study also confirms the social identity theory and suggests that employees are social actors who join the organization if it best suits their self-interests, especially in context of CSR.Originality / value: Notwithstanding the significance of CSR awareness, several studies have explored customers’ and firms’ perceptions, whereas only a few studies have explored employees’ CSR perceptions.This study deepens the knowledge and aftermath of CSR from the employees’ perception. It is pivotal to know the employees’ perceptions of CSR activities for restaurant management because employees turn CSR statements into actions. According to our best knowledge, this is the first study that investigates the impact of CSR on the organizational commitment of service sector employees in Kazakhstan.