The role of talent pool inclusion on organizational commitment, job satisfaction and turnover intentions - A case study on employee reactions to talent management practices
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Journal Title
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Volume Title
School of Business |
Master's thesis
Authors
Date
2021
Department
Major/Subject
Mcode
Degree programme
Management and International Business (MIB)
Language
en
Pages
76+14
Series
Abstract
This paper studied whether being a talent in Company X operating in Energy Sector in Finland has on impact on turnover intentions of employees through the concepts of job satisfaction and organizational commitment as they have been proven to impact turnover intentions. Additionally, different talent management practices that impact job satisfaction, organizational commitment and turnover intentions of employees were studied. The goal for companies is to create positive reactions in talents and employees to increase positive attitudes and behavior in employees. The study compared two employee groups, talents and non-talents and highlighted possible in their reactions to talent management practices. The study used a qualitative approach and was conducted as a single case study in Company X operating in Finnish Energy Sector. First, data retrieved from the company provided background information on talent management activities at the company and it partly addresses the posed research questions. Second, interviews with employees identified as talent and non-talents, collected primary information about employee reactions to talent management practices. The analysis of findings followed thematical analysis. The findings of the study cannot conclude that talents are likely to have fewer turnover intentions compared to non-talents but indicate as talents have a better access to a wider pool of different talent management practices, they are likely to reciprocate more positive reactions. Five central themes were identified from the empirical research. The themes introduce five different upper-level categories, or sets, of talent management practices that emerged as the most important ones in forming organizational commitment and job satisfaction towards the company according to the study and its context among the employee groups of talents and non-talents. The study provided much needed information about the effectiveness of the talent management programs in general and at case company and added knowledge to the existing body of studies on employee reactions to talent management practices with a practical level view.Description
Thesis advisor
Björkman, IngmarKeywords
talent, talent management, employee reactions, talent pool, turnover intentions, job satisfaction, organizational commitment