Intrinsic and Extrinsic Factors Associated with Succession Planning and Management (SP&M) Process: A PRISMA Systematic Review

Abstract

Aims: This review aimed to systematically assess the findings of primary studies to identify the intrinsic and extrinsic factors associated with succession planning and management (SP&M) process according to the PRISMA systematic review. Background: There is evidence of several related factors and gaps that still exist in understanding the differences between intrinsic and extrinsic factors which influence succession planning and management process within contexts. Design: Systematic review with narrative summary. Data Sources: Scopus and Google Scholar databases were used to identify original studies that discussed the factors associated with succession planning and management (SP&M) process between 2010 and 2020. Results: A total of 73 studies were selected for this review. Intrinsic factors dealt with social identity and leadership competency, whereas extrinsic factors dealt with organizational culture and management support. These were the most frequently reported factors associated with SP&M. Conclusion: Both intrinsic and extrinsic factors play an essential role in succession planning and management (SP&M) process. Future research should use more robust research methods and pay more attention to contrasting sectors and industries as the nature of the businesses is different. Impact: This review discussed the factors associated with succession planning and management (SP&M). The findings linked several intrinsic and extrinsic factors to SP&M. Hence, businesses should search for a perfect blend of intrinsic and extrinsic factors based on needs and organizational commitment to improve SP&M process. This is because more organizations are discovering that SP&M has gained much importance while organizations fight to attract and retain talents. Therefore, succession planning has become a vital tool to retain the best hires.