Examining the relationship between talent management and employee job-related outcomes: The case of the Indian manufacturing industry

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Human Resource Development Quarterly Pub Date : 2021-11-30 DOI:10.1002/hrdq.21467
Renu Dalal, Mesut Akdere
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Abstract

This study examined the relationship between talent management (TM) and employee job-related outcomes in the Indian manufacturing setting. TM practices included talent acquisition, talent development, talent engagement, and talent retention. Employee job-related outcomes of this study included intent to stay, job engagement, affective commitment, job satisfaction, and employee competency. This study used the social exchange theory and a resource-based view as the theoretical underpinnings for the proposed TM model. The role of organizational culture as a moderator was also examined in the study. The sample of the study consisted of 992 full-time employees working in one of the largest textiles and paper manufacturing organizations of India with facilities located in two Indian states. Data were collected online through a questionnaire composed of several existing survey instruments. The response rate for the survey was high (62.98%). The primary method of data analysis was structural equation modeling. The overall relationship between TM and employee job-related outcome was found to be significant and positive. The findings showed that organizational culture is significantly related to TM and employee job-related outcomes. In addition, organizational culture does moderate the relationship between TM and employee job-related outcomes.

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考察人才管理与员工工作成果之间的关系:以印度制造业为例
本研究考察了印度制造业环境中人才管理(TM)与员工工作相关结果之间的关系。TM实践包括人才获取、人才发展、人才参与和人才保留。这项研究的员工工作相关结果包括离职意愿、工作敬业度、情感承诺、工作满意度和员工能力。本研究使用社会交换理论和基于资源的观点作为所提出的TM模型的理论基础。研究还考察了组织文化作为调节因素的作用。该研究的样本包括992名全职员工,他们在印度最大的纺织和造纸制造组织之一工作,该组织的工厂位于印度的两个邦。数据是通过由几个现有调查工具组成的问卷在网上收集的。调查的回复率很高(62.98%)。数据分析的主要方法是结构方程建模。TM与员工工作相关结果之间的总体关系被发现是显著且积极的。研究结果表明,组织文化与TM和员工工作相关结果显著相关。此外,组织文化确实调节了TM与员工工作相关结果之间的关系。
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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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