Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Title A name given to the resource Faculty Publications Article Faculty Publications -Articles Dublin Core The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/. Creator An entity primarily responsible for making the resource Martharine, J. Freeda Jelly; Santhosh, K.R. Title A name given to the resource Development and Validation of a Framework to Identify High Potential Employees in Organizations Date A point or period of time associated with an event in the lifecycle of the resource 01-01-2026 Source A related resource from which the described resource is derived International Review of Management and Marketing ;Volume;16;Issue;4;pp.249-260 Identifier An unambiguous reference to the resource within a given context <a href="https://doi.org/10.32479/irmm.22801" target="_blank" rel="noreferrer noopener">https://doi.org/10.32479/irmm.22801</a> <br /><br /><a href="https://www.scopus.com/pages/publications/105038270970?origin=resultslist" target="_blank" rel="noreferrer noopener">https://www.scopus.com/pages/publications/105038270970?origin=resultslist</a> Coverage The spatial or temporal topic of the resource, the spatial applicability of the resource, or the jurisdiction under which the resource is relevant Martharine J.F.J., Department of Psychology, Christ Deemed to Be University, Karnataka, Bengaluru, India; Santhosh K.R., Department of Psychology, Christ Deemed to Be University, Karnataka, Bengaluru, India Description An account of the resource The present study aimed to develop and validate a multidimensional framework for identifying high-potential employees (hi-pots) to support succession planning and leadership development in organizations. A sequential exploratory mixed-methods approach was employed. In the qualitative phase, semi-structured interviews with seven organizational leaders were conducted to identify key traits and behaviors of hi-pots. The subsequent quantitative phase involved 276 managerial employees who responded to a newly developed measurement scale. The data were subjected to statistical validation to reinforce the proposed model. The validated framework comprises three dimensions: Foundation, growth, and career. The foundation dimension includes inherent traits such as optimism and sociability. The growth dimension, encompassing promotability, adaptability, and proactiveness, showed the strongest predictive power for leadership readiness. The career dimension involves performance-based competencies like technical proficiency and time management. Among these, the growth dimension emerged as the most influential for leadership potential. Organizations can utilize this framework for structured talent identification, improving leadership pipelines, and strategic HR planning. 2026 Econjournals. All rights reserved. Subject The topic of the resource Career Development; Employee Engagement; High Potential Employees; Succession Planning; Talent Management Publisher An entity responsible for making the resource available Econjournals Relation A related resource ISSN: 21464405; Language A language of the resource English Type The nature or genre of the resource Article Rights Information about rights held in and over the resource All Open Access; Gold Open Access Format The file format, physical medium, or dimensions of the resource online