Abstract
It has been suggested that talent management (TM) has a direct and significant relationship with a number of employee outcomes. This is while the number of studies examining the process of TM leading to these outcomes are limited. Therefore, the main purpose of this study is to present a new model for analyzing processes of TM and its linkage with several employee and organizational outcomes that are organizational commitment and turnover intentions. Additionally, the present paper involves a mediating factor (P-O fit) alongside a moderating variable that is, Organizational Culture. A sample of 510 employees were selected from different banks located in Amman, Jordan. Mediation and moderation models were tested through structural equation modeling (SEM). The findings, being in consensus with previous studies, showed that TM has a linkage with both TI and Organizational Commitment. Mediating effect of P-O fit was shown with both aforementioned variables. In addition, the moderation effect of organizational culture on the relationship between TM and TI was found. The study contributes to the literature of the topic by providing a fit model to explain the linkage of TM and a number of organizational and employee outcomes. Bank managers can benefit by being aware and implying TM practices within their firms to further develop company advancements and attending to their employees based on new HRM trends.
Highlights
Employees and their attitudes and behaviors towards their organization is a highly anticipated factor among both organizations and scholars (Mensah et al, 2016)
Previous studies have examined different measures of talent management (TM) and its correlated variables. These extends to job satisfaction, organizational commitment, motivation, work-related encouragement, retention, organizational citizenship behavior, and person-organizational fit as well as turnover intentions alongside organizational culture (i.e. Collings & Mellahi, 2009; Bethke-Langenegger et al, 2011; Bjorkman et al, 2013; Gelens et al, 2015; Mensah et al, 2016).the current study presents a model that TM is linked to Organizational Commitment and Turnover Intentions through mediating role of Person-Organization fit, and moderating role of Organizational Culture
One of the contributions of the current paper is that the mediating effect of Person-Organization Fit has not been tested against Turnover Intentions in the context of Talent Management
Summary
Employees and their attitudes and behaviors towards their organization is a highly anticipated factor among both organizations and scholars (Mensah et al, 2016). The interest has taken a rapid growth towards talent management as a concept from the 90s (Thunnissen et al, 2013) This is due to the fact that TM is crucial for organizations, especially in the modern highly competitive market and growth of globalization. Previous studies have examined different measures of TM and its correlated variables These extends to job satisfaction, organizational commitment ( affective commitment), motivation, work-related encouragement, retention, organizational citizenship behavior, and person-organizational fit as well as turnover intentions alongside organizational culture (i.e. Collings & Mellahi, 2009; Bethke-Langenegger et al, 2011; Bjorkman et al, 2013; Gelens et al, 2015; Mensah et al, 2016).the current study presents a model that TM is linked to Organizational Commitment and Turnover Intentions through mediating role of Person-Organization fit, and moderating role of Organizational Culture.
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