Talent management practices and the influence of their use on employee outcomes via perceived career growth

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Employee Relations Pub Date : 2024-09-18 DOI:10.1108/er-05-2023-0245
Amro Aljbour, Muhammad Ali, Erica French
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Abstract

Purpose

Talent management can provide an organization with a competitive advantage. However, little is known about how human resource practices pertaining to talent management drive positive outcomes. Drawing on social exchange theory, this study investigates the effect of talent management practices usage on employee commitment and intention to leave. Integrating social exchange theory and the theory of met expectations facilitated predicting the mediating role of perceived career growth in the talent management practices usage-employee outcomes relationship.

Design/methodology/approach

Data were collected using a survey from 268 employees from eight organizations from the financial and services industries in Jordan.

Findings

Talent management practices usage has a significant direct positive effect on employee commitment but no direct effect on employees’ intention to leave. Further, there is pioneering evidence that perceived career growth mediates the following relationships: talent management practices usage and commitment and talent management practices usage and intention to leave.

Originality/value

The study provides unprecedented evidence of the effect of TM practices usage on employee outcomes and the role of perceived career growth in the TM practices usage-employee outcomes relationship from an underexplored context of Jordon. Our research results contribute to theory development in TM by supporting, extending and integrating social exchange theory and the theory of met expectations.

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人才管理实践及其使用对员工职业发展成果的影响
目的 人才管理可以为组织带来竞争优势。然而,人们对与人才管理相关的人力资源实践如何推动积极成果知之甚少。本研究以社会交换理论为基础,探讨了人才管理实践的使用对员工承诺和离职意向的影响。将社会交换理论与满足期望理论相结合,有助于预测感知到的职业成长在人才管理实践的使用与员工结果之间的中介作用。研究结果人才管理实践的使用对员工承诺有显著的直接积极影响,但对员工的离职意向没有直接影响。此外,有开创性的证据表明,感知到的职业成长在以下关系中起中介作用:人才管理实践的使用与承诺,人才管理实践的使用与离职意向。原创性/价值这项研究提供了前所未有的证据,证明了人才管理实践的使用对员工成果的影响,以及感知到的职业成长在人才管理实践的使用与员工成果关系中的作用。我们的研究成果通过支持、扩展和整合社会交换理论和满足期望理论,为技术管理理论的发展做出了贡献。
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来源期刊
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
期刊最新文献
Exploring ambidextrous human resource management and employee performance through the lens of managers’ ambidextrous orientation and individual ambidexterity Talent management practices and the influence of their use on employee outcomes via perceived career growth Beyond liberalization: employers’ organizations’ varied responses to employment law Pay information and employees’ perception of organizational support: the mediating role of pay satisfaction E-work self-efficacy and innovative behaviour: a moderated mediation analysis
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