Abstract
The purpose of this paper was to explore the direct and indirect effects of skill enhancement practices on human capital based on a talent management framework. In this research, and according to the psychological contract theory, it was assumed that employees` responses to skill enhancement and talent management practices mediate those effects. Therefore, employees` perceptions of intended qualities and talents as well as related rewards would affect their obligations to develop their skills and consequently, would determine the state of the organizations` human capital. The present study with a descriptive-survey approach examined the aforementioned assumptions and relationships within the branches of a large bank in Tehran. Research questionnaires were distributed randomly within sample branches and necessary data were collected from the bank`s employees. Outputs of regression analysis and structural equation models showed that skill-enhancement practices had a significant and positive effect on human capital. Also, organizational talent inducements mediated the relationship between skill-enhancement practices and human capital. However, the findings did not confirm the mediating role of employees` obligations to develop their skills in the relationship between organizational talent inducements and human capital.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
