<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1576-5962</journal-id>
<journal-title><![CDATA[Revista de Psicología del Trabajo y de las Organizaciones]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. psicol. trab. organ.]]></abbrev-journal-title>
<issn>1576-5962</issn>
<publisher>
<publisher-name><![CDATA[Colegio Oficial de la Psicología de Madrid]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1576-59622023000300001</article-id>
<article-id pub-id-type="doi">10.5093/jwop2023a16</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Predictive competences of high-potential talent employees]]></article-title>
<article-title xml:lang="es"><![CDATA[Las competencias predictoras del talento en los empleados de alto potencial]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Haro]]></surname>
<given-names><![CDATA[José M de]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[García-Izquierdo]]></surname>
<given-names><![CDATA[Mariano]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Castaño]]></surname>
<given-names><![CDATA[Ana]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[García-Izquierdo]]></surname>
<given-names><![CDATA[Antonio L]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="A01">
<institution><![CDATA[,Universidad Miguel Hernández  ]]></institution>
<addr-line><![CDATA[Elche Alicante]]></addr-line>
<country>Spain</country>
</aff>
<aff id="A02">
<institution><![CDATA[,Universidad de Murcia  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<aff id="A03">
<institution><![CDATA[,Universidad de Oviedo  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2023</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2023</year>
</pub-date>
<volume>39</volume>
<numero>3</numero>
<fpage>121</fpage>
<lpage>130</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S1576-59622023000300001&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S1576-59622023000300001&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S1576-59622023000300001&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT In talent management, predicting high potential (HP) is one of the most important questions human resources professionals face. The main goal of this study was to analyze which competences predict employees&#8217; HP and whether these competences differ by gender. The study analyzed 806 employees in the Spanish branch of a multinational service firm that employs over 6,000 employees. Participants, were classified as HP using a questionnaire about eight competences identified as key to the firm&#8217;s talent management (TM) and divided into two categories: cognitive-intrapersonal and emotional-interpersonal, and assessment interviews of supervisors. Results indicate that the competences in the cognitive-intrapersonal category contribute greater weight in predicting HP. More specifically, competences of Initiative, Appetite for learning, and Thinking beyond boundaries were significantly related to the HP criterion. The competences that were significant by gender were also analyzed. Application of these results, as well as the study&#8217;s limitations and recommendations for future research, are discussed.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN En la gestión del talento, predecir un alto potencial (AP) es una de las cuestiones más importantes a las que se enfrentan los profesionales de recursos humanos. El objetivo principal de este estudio ha sido analizar qué competencias predicen el AP de los empleados y si estas competencias difieren en función del género. El estudio analiza a 806 empleados de la sucursal española de una empresa multinacional de servicios que emplea a más de 6,000 trabajadores. Los participantes fueron clasificados como AP mediante un cuestionario sobre ocho competencias identificadas como clave para la gestión del talento de la empresa y entrevistas de evaluación a supervisores, y divididas en dos categorías: cognitivo-intrapersonal y emocional-interpersonal. Los resultados indican que las competencias de la categoría cognitivo-intrapersonal aportan un mayor peso en la predicción del AP. Más concretamente, las competencias de iniciativa, hambre de aprender y pensar más allá de los límites se relacionaban significativamente con el criterio de AP. También se analizaron las competencias que resultaron significativas en función del género. Se discute la aplicación de estos resultados, así como las limitaciones del estudio y las recomendaciones para futuras investigaciones.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Talent]]></kwd>
<kwd lng="en"><![CDATA[Talent management]]></kwd>
<kwd lng="en"><![CDATA[High potential]]></kwd>
<kwd lng="en"><![CDATA[Competences]]></kwd>
<kwd lng="en"><![CDATA[Human resources]]></kwd>
<kwd lng="es"><![CDATA[Talento]]></kwd>
<kwd lng="es"><![CDATA[Gestión del talento]]></kwd>
<kwd lng="es"><![CDATA[Alto potencial]]></kwd>
<kwd lng="es"><![CDATA[Competencias]]></kwd>
<kwd lng="es"><![CDATA[Recursos humanos]]></kwd>
</kwd-group>
</article-meta>
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