A Research on the Moderating Role of Organizational Commitment on the Relationship between Talent Management and Proactive Work Behavior

İhsan Yiğit; İhsan Oğuz Bakkalbaşı

Makale detayları

A Research on the Moderating Role of Organizational Commitment on the Relationship between Talent Management and Proactive Work Behavior

Yazarlar:

İhsan Yiğit | İhsan Oğuz Bakkalbaşı

Yayıncı:

Selcuk University

Ana Başlıklar:

İnsan Kaynakları Yönetimi

Dergi:

Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi Vol.28 Issue 1, pp.180-199

Belge Tipi:

Makale

Yayın Tarihi:

4/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001347062

pISSN:

2564-7458

Anahtar kelimeler:

Özet:

 The contribution of the managerial practices which focus on the human-beings to the organizational performance is something previously several times confirmed known. Yet, we still strive to open the black box where the managerial practices become behavioral positive differences for the organizational performance. In this framing, it seems worthy to analyze the relationship between proactive work behaviors which are considered to be potential for improving the organizational performance, the talent managementpracticesandtheorganizational commitment which are considered to be potential for contributing the appearance of the proactive work behaviors. Therefore, its aimed here firstly to interrogate whether talent management has an impact on proactive work behaviors and then analyze the role of organizational commitment in this relation if it exists. In accordance with this aim, a survey for a quantitative research was conducted on 452 employees in Turkey with several demographic characteristics, in order to see their perceptional evaluations on the talent management practices, on their organizational commitment and on their proactive work behaviors in their organizations. The gathered data are statistically examined and evaluated. Based on regression analyses, its confirmed that the talent management has a positive impact on proactive work behaviors. But moreover, its also confirmed that the impact can be higher if there is a strong organizational commitment. It means that the proactive work behaviors can be developed by the talent management and particularly if the organizational commitment is strong in meantime.

 The contribution of the managerial practices which focus on the human-beings to the organizational performance is something previously several times confirmed known. Yet, we still strive to open the black box where the managerial practices become behavioral positive differences for the organizational performance. In this framing, it seems worthy to analyze the relationship between proactive work behaviors which are considered to be potential for improving the organizational performance, the talent managementpracticesandtheorganizational commitment which are considered to be potential for contributing the appearance of the proactive work behaviors. Therefore, its aimed here firstly to interrogate whether talent management has an impact on proactive work behaviors and then analyze the role of organizational commitment in this relation if it exists. In accordance with this aim, a survey for a quantitative research was conducted on 452 employees in Turkey with several demographic characteristics, in order to see their perceptional evaluations on the talent management practices, on their organizational commitment and on their proactive work behaviors in their organizations. The gathered data are statistically examined and evaluated. Based on regression analyses, its confirmed that the talent management has a positive impact on proactive work behaviors. But moreover, its also confirmed that the impact can be higher if there is a strong organizational commitment. It means that the proactive work behaviors can be developed by the talent management and particularly if the organizational commitment is strong in meantime.

 The contribution of the managerial practices which focus on the human-beings to the organizational performance is something previously several times confirmed known. Yet, we still strive to open the black box where the managerial practices become behavioral positive differences for the organizational performance. In this framing, it seems worthy to analyze the relationship between proactive work behaviors which are considered to be potential for improving the organizational performance, the talent managementpracticesandtheorganizational commitment which are considered to be potential for contributing the appearance of the proactive work behaviors. Therefore, its aimed here firstly to interrogate whether talent management has an impact on proactive work behaviors and then analyze the role of organizational commitment in this relation if it exists. In accordance with this aim, a survey for a quantitative research was conducted on 452 employees in Turkey with several demographic characteristics, in order to see their perceptional evaluations on the talent management practices, on their organizational commitment and on their proactive work behaviors in their organizations. The gathered data are statistically examined and evaluated. Based on regression analyses, its confirmed that the talent management has a positive impact on proactive work behaviors. But moreover, its also confirmed that the impact can be higher if there is a strong organizational commitment. It means that the proactive work behaviors can be developed by the talent management and particularly if the organizational commitment is strong in meantime.

 Teknoloji ve bilginin oldukça önemli olduğu günümüz yoğun rekabet ortamında insana değer veren uygulamaların örgüt performansına verdiği katkı bilinen ve daha önceden çok defa teyit edilen bir olgu haline gelmiştir. Bununla birlikte bu katkının nasıl oluştuğunu saklayan kapalı kutuda neler yaşandığını anlama gayretlerimiz halen devam etmektedir. Bu çerçevede örgüt performansına olumlu katkı vermesi beklenen proaktif iş davranışları ile bu davranışların oluşumunu ve gelişimini desteklemesi beklenen yetenek yönetimi ve örgütsel bağlılık faktörlerinin aralarındaki ilişkiler incelenmeye değer görülmektedir. Böylece, ülkemizde farklı demografik özelliklere sahip 452 çalışan üzerinde niceliksel bir çalışma yapılmıştır. Söz konusu çalışanların kendilerine uygulanan yetenek yönetimi uygulamaları, sahip oldukları örgütsel bağlılıkları ve iş ortamında gösterdikleri proaktif davranışları hakkında algısal değerlendirmelerine başvurulmuştur. Toplanan veriler istatistiksel anlamda değerlendirilmiş ve yetenek yönetiminin proaktif iş davranışlarına katkıda bulunduğu; aynı zamanda eğer örgütsel bağlılık da mevcut ise bu katkının daha da arttığı yapılan regresyon analizleri sonucunda görülmüştür. Sonuç itibariyle proaktif iş davranışlarının geliştirilmesi için yetenek yönetimi uygulamalarının yürütülmesinin sonuç vereceği, ayrıca söz konusu davranışları sergilemesi beklenen çalışanların örgütsel bağlılıkları da yüksekse bu davranışlarda daha büyük bir gelişim olacağı tespit edilmiştir.

Makale detayları

A Research on the Moderating Role of Organizational Commitment on the Relationship between Talent Management and Proactive Work Behavior

Yazarlar:

İhsan Yiğit | İhsan Oğuz Bakkalbaşı

Yayıncı:

Selcuk University

Ana Başlıklar:

İnsan Kaynakları Yönetimi

Dergi:

Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi Vol.28 Issue 1, pp.180-199

Belge Tipi:

Makale

Yayın Tarihi:

4/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001347062

pISSN:

2564-7458

Human Resource Management

Talent Management

Proaktive Work Behavior

Organizational Commitmentİnsan Kaynakları Yönetimi

Yetenek Yönetimi

Proaktif İş Davranışı

Örgütsel Bağlılık

Sayı

Makale detayları

Yazarlar: İhsan Yiğit | İhsan Oğuz Bakkalbaşı

Yayıncı: Selcuk University

Ana Başlıklar: İnsan Kaynakları Yönetimi

Dergi: Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi Vol.28 Issue 1, pp.180-199

Belge Tipi: Makale

Yayın Tarihi: 4/2025

Belge Dili: Türkçe

Document ID (Org No.): 2001347062

pISSN: 2564-7458

Sayı

Yazarlar:

İhsan Yiğit | İhsan Oğuz Bakkalbaşı

Yayıncı:

Selcuk University

Ana Başlıklar:

İnsan Kaynakları Yönetimi

Dergi:

Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi Vol.28 Issue 1, pp.180-199

Belge Tipi:

Makale

Yayın Tarihi:

4/2025

Belge Dili:

Türkçe

Document ID (Org No.):

2001347062

pISSN:

2564-7458