The concept of talent management has received great attention from scholars and practitioners. Despite this, there are few studies associated with the relationship between innovation and talent management. This study invokes human capital, McGregor's X and Y, social exchange and employee attraction theories to examine the link between talent management, product innovation, process innovation and marketing innovation. A questionnaire is developed to collect the data from the study sample consisted of (120) employees in top and middle management positions. Collated data is analyzed with variance-based structural equation modeling (PLS-SEM). Results from PLS-SEM suggest that talent management had a significant and positive impact on product, process and marketing innovations. Supplemental ANOVA analyses also reveal that organizational tenure was a strong determinant for talent management as well as product, process and marketing innovations.

PurposeWorkplace flourishing and withdrawal behavior are important concepts for human resource practitioners in today’s multicultural and multilingual work atmosphere. Despite the prevalence of linguistic ostracism, only a handful of studies have considered its impact on workplace flourishing and withdrawal behavior. This paper embarks on unveiling the nature of these associations.Design/methodology/approachA sample of n = 395 employee responses was obtained from Jordanian tourism and hospitality organizations. The data were analyzed with the variance-based structural equation modeling (VB-SEM) technique using ADANCO software.FindingsVB-SEM results indicate that linguistic ostracism reduces workplace flourishing and indirectly increases withdrawal behavior through the mediating role of workplace flourishing. Decreased feelings of workplace flourishing resulted in increased withdrawal behavior.Originality/valueThis paper is among the first to empirically examine the association between linguistic ostracism, workplace flourishing and withdrawal behavior and the mediating role of workplace flourishing using ethnolinguistic identity and stressor–emotion theories as a theoretical framework. Implications for practice and theory are discussed alongside future research directions.

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