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Purpose It is crucial for hospitality organisations to develop sustainable leadership by regularly re-evaluating the competencies and skills required by their senior managers and leaders. In the context of this strategic talent management imperative, this paper aims to identify and map competencies required for the pivotal position of a hotel general manager to develop a holistic and relevant leadership competency framework. Design/methodology/approach Through secondary research, this study undertakes a detailed literature review of competency and leadership studies in the context of the hospitality industry to distil the essential competencies and skills required by a general manager. Findings This study proposes a leadership competency model for hospitality organisations in the form of a 43-item competency framework for hotel general managers categorised into four broad dimensions – cognitive competencies (knowledge), functional competencies (skills), social competencies (attitudes and behaviours) and meta competencies (motives and traits). Practical implications The proposed competency model, once empirically tested for robustness, could serve as a blueprint for hospitality organisations to develop their own organisation-specific competency framework for senior leadership that could prove to be a keystone for integrated talent management practices. Further, educationists and trainers could use the findings of this study as inputs in designing curricula and pedagogical interventions to meet the industry’s future needs and expectations with regards to competencies of senior managers. Originality/value By aggregating competencies from earlier studies and synthesising and categorising them in accordance with a contemporary, hospitality industry-relevant typology, a comprehensive competency model specific for hotel general managers has been proposed.

Talent management is of strategic importance for organizations across the globe. Organizations face formidable challenges in managing talent. Although talent management is gaining attention in emerging economies such as India, there is scanty research in integrated talent management practices in the context of developing markets. This study reviews the existing but scattered measurement scales of talent management processes. Using a systematic scale development approach, the authors employ exploratory as well as confirmatory factor analyses with a sample of 506 employees from 17 organizations across three industries to develop an Integrated Talent Management Scale (ITMS). Numerous statistical tests were performed to establish the reliability and validity of the scale. The analysis confirmed the theoretically identified dimensions of talent management, namely, identifying critical positions (ICP), competence training (CT), development (D), and reward management (RM). The study makes an important contribution by constructing and validating an ITMS that would enable researchers and practitioners to measure talent management and its outcomes in a comprehensive manner.

Stress has been regarded as an occupational hazard since mid-1950s. In fact, occupational stress has been cited as a significant health problem among most of the occupational groups. Numerous studies have explored work stress among health care personnel in many countries. This study is an attempt to examine the nature and levels of role stress experienced by doctors in government hospitals across gender, experience, specialization and geographical areas in India. An attempt has also been made to explore the various coping styles adopted by doctors to deal with workplace stress. The sample consists of 334 doctors working at the government hospitals. To attain the objectives of the study, psychometric instrument, Organizational Role Stress Scale (Pareek, 1983), and a semi-projective instrument, Role Pics (Pareek, Devi & Rosenzweig, 1968), were administered to the sample population to obtain data pertaining to role stress and coping styles. The findings of the study revealed that female doctors experience more stress than their male counterparts. On the basis of geographical areas, stress score for doctors in disturbed ambience is significantly higher than the doctors in peaceful ambience. In addition, there exists a difference in the nature and quantum of role stress among doctors belonging to various specializations and different experience groups. The results on the basis of ‘Role Pics’ revealed that the majority of doctors employed defensive mode of coping (avoidance coping), followed by impersistive coping style (approach coping).