Across six different streams of the literature (i.e., HRM; I/O psychology; educational psychology; vocational psychology; positive psychology; social psychology) we identify a number of discrepancies (i.e., between practitioner and academic interest; between talentmanagement discourse and practice), theoretical perspectives (i.e., talent as capital; talent asindividual difference; talent as giftedness; talent as identity; talent as strength; and talent as the perception of talent), tensions (i.e., object-subject; inclusive-exclusive; innate-acquired; input-output; transferable-context-dependent), and assumptions (i.e., about intuition versus data; about the effects of being labeled ‘talented’; about the effects of differential treatment) which we argue can serve as a basis for theory building, methodological advances, and new empirical work. With this review, we hope to join a growing group of talent management scholars pushing to make the transition from a growing into a mature field of study, characterized by widely accepted theoretical frameworks and research designs, and supportedby the scholarly community.
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机译：在六种不同的文献流中（例如，HRM； I / O心理学；教育心理学；职业心理学；积极心理学；社会心理学），我们发现了许多差异（即，在从业者与学术兴趣之间；在人才管理的话语与实践之间） ，理论观点（即才能作为资本；才能作为个体差异；才能作为天赋；才能作为身份；才能作为力量；才能作为对人才的感知），张力（即对象－主体；包容－专有；先天获得） ；输入输出；与上下文相关的可转移性）和假设（例如，关于直觉与数据；关于被标记为“有才能”的影响；关于差别待遇的影响）的假设可以用作理论构建的基础，方法论的进步和新的经验工作。通过这次审查，我们希望加入一个不断壮大的人才管理学者团体，以推动从成长型到成熟的研究领域的转变为特征，其特点是被广泛接受的理论框架和研究设计，并得到了学术界的支持。
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