Research Article
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Year 2021, Volume: 2 Issue: 1, 63 - 73, 15.06.2020

Abstract

References

  • Akbaba, S. & Aktaş, A. (2013). İçsel motivasyonun bazı değişkenler açısından incelenmesi (Searching Internal Motivation According To Some Variables). Marmara Üniversitesi Atatürk Eğitim Fakültesi Eğitim Bilimleri Dergisi (Journal of Educational Sciences), 21(21), 19-42.
  • Akgemici, T., Canbolat, M. & Kalfaoğlu, S. (2020). Yalın yönetim anlayışıyla yönetilen mavi yakalıların motivasyon, iş tatmini ve yetenek yönetimi algılarının belirlenmesine yönelik imalat sektöründe bir araştırma (A research on the manufacturing sector in order to determine motivation, job satisfaction and talent management perceptions of blue collar employees managed by lean management approach), Abant Sosyal Bilimler Dergisi (Journal of AbantSocial Sciences, 20(1), 169-187.
  • Akram, T., Lei, S., Haider, M. J., & Hussain, S. T. (2020). The impact of organizational justice on employee innovative work behavior: mediating role of knowledge sharing, Journal of Innovation & Knowledge, 5(2), 117-129.
  • Alayoğlu, N. (2010). İnsan kaynakları yönetiminde yeni dönem: yetenek yönetimi (The new era in human resource management: talent management). Gazi Üniversitesi Ticaret Ve Turizm Eğitim Fakültesi Dergisi (Gazi University Journal of Commerce and Tourism Education Faculty), 1(1), 68-97.
  • Altunoğlu, A., Atay, H. & Terlemez, B. (2015). İnsan kaynakları bakış açısından yetenek yönetimi: bankacılık sektörü uygulama örneği (Talent management from the viewpoint of strategic human resources: an application on the banking sector). İktisadi ve İdari Bilimler Dergisi, (Journal of Economic and Administrative Sciences), 37(1), 47-70.
  • Arslantürk, A. & Şahan, S. (2012). Örgütsel adalet ve örgütsel bağlılık arasındaki ilişkinin Manisa İl Emniyet Müdürlüğü örnekleminde incelenmesi (Analyzing of the relationship between organizational justice and organizational commitment in manisa police department). Polis Bilimleri Dergisi (Journal of Police Sciences), 14(1), 135-159.
  • Bahadinli, H.S. (2013). İşletmelerde yetenek yönetimi uygulamalarının çalışanların iş tatmini ve örgüte bağlılıkları üzerindeki etkisi (ilaç, tekstil ve otomotiv sektörlerinde araştirma) (he effects of talent management applications on employee's job satisfaction and organizational commitment (A reserach in pharma, textile and automotive industry). YayImlanmamış Doktora Tezi. Marmara Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Cropanzano, R. & Molina, A. (2015). Organizational justice, James D. Wright (Ed.). International Encyclopedia Of The Social & Behavioral Sciences. 2nd Edition. Oxford.
  • Çetin, A. (2019). Sporda örgütsel adalet, örgütsel güven ve örgütsel bağlılık ilişkisi (Organizational justice, organizational trust and organizational commitment in sports). Spor yayinevi, ankara.
  • Çolak, M. & Erdost, H. (2004). Örgütsel adalet: literatür incelemesi ve gelecek çalışmalar için bazı öneriler (Organizational justice: a review of the literature and some suggestions for future research). Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi (Hacettepe University Journal of Economics and Administrative Sciences), 22(2), 51-84.
  • Deci, E.L., Koestner, R. & Ryan, R.M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627–668.
  • Fegley, S. (2006). Talent management: Survey Report. Society For Human Resource Management.
  • Gelens, J., Hofmans, J., Dries, N. & Pepermans, R. (2014). “Talent Management and Organisational Justice: Employee Reactions to High Potential Identification”. Human Resource Management Journal, 24(2): 159–175.
  • Güner, M.B. (2016). Çalışanların yetenek yönetimi algısının iş motivasyonuna etkisi (yayımlanmamış yüksek lisans tezi), (The effect of employees' perception of talent management on job motivation), Doğuş Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • İçerli, L. (2010). Örgütsel adalet: kuramsal bir yaklaşım (Organizational justice: a theorical approach). Girişimcilik ve Kalkınma Dergisi (Journal of Entrepreneurship and Development), 5(1), 67-92.
  • Jackson, N. (2019). Organizational justice in mergers and acquisitions antecedents and outcomes. Cham: Palgrave Macmillan.
  • Johnson, R., Chang, C. & Yang, L. (2010). Commitment and motivation at work: the relevance of employee identity and regulatory focus. Academy Of Management Review, 35(2), 226-245.
  • Kontoghiorghes, C. (2015). Linking high performance organizational culture and talent management: satisfaction/motivation and organizational commitment as mediators, The International Journal of Human Resource Management, 27(16), 1833–1853.
  • Latukha, O.M. (2018). Talent development and its role in shaping absoptive capacity in emerging market firms: the case of russia. In Developing Human Resources, 20(4), 444- 459.
  • Niehoff, B.P. & Moorman, R.H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy Of Management Journal, 36(3), 527-556.
  • Novinda D, B. and Eeng An. (2020). talent management and work motivation to improve performance of employees, Dinasti International Journal of Education Management And Social Science, 1(4), 490-498.
  • O’connor, E. P. and Crowley-Henry, M. (2019). Exploring the relationship between exclusive talent management, perceived organizational justice and employee engagement: bridging the literature, Journal of Business Ethics, 156(4), 903-917.
  • Özçınar, M., Demirel, Y. & Özbezek, B. (2015). Çalışanların örgütsel adalet algıları ve örgütsel sessizlik arasındaki ilişkinin incelenmesi (Examining the relationship between organizational justice perception of employees and organizational silence). Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (Mehmet Akif Ersoy University Journal of Social Sciences Institute), 1(13), 150-171.
  • Sevinç, H. (2015). Kamu çalışanlarının motivasyonunda kullanılan araçlar (the tools that are used ın the motivation of public employees), Journal of International Social Research. 8, 944-944.
  • Sessa, V.I. & Bowling, N. A. (2020). Essentials of job attitudes and other workplace psychological constructs. New York, Ny: RouTRLedge.
  • Stuart-Kotze, R. & Chris D. (2008). Who are your best people?: how to find, measure and manage your top talent. Financial Times, Prentice Hall.
  • Şahin, R. & Kavas, E. (2016). Örgütsel adalet ile örgütsel bağlılık arasındaki ilişkinin belirlenmesinde öğretmenlere yönelik bir araştırma: Bayat örneği (A research on the relationship between organizational justice and organizational commitment: Case of the teachers. SDÜ Vizyoner Dergisi (SDU Visionary Journal), 7(14), 119-140.
  • Tunçer, P. (2013). ÖrgüTRLerde performans değerlendirme ve motivasyon (Performance evaluation and motivation in the organization), Sayıştay Dergisi (Journal of Turkish Court of Accounts), 88(1), 87-108.
  • Turner, B.A. & Chelladurai, P. (2005). Organizational and occupational commitment, intention to leave, and perceived performance of intercollegiate coaches. Journal of Sport Management, 19(2), 193-211.
  • Yarnall, J. (2011). Maximising the effectiveness of talent pools: a review of case study literature. Leadership & Organization Development Journal, 32(5), 510–526.

The effect of talent management practices on organizational justice perception and motivations of employees

Year 2021, Volume: 2 Issue: 1, 63 - 73, 15.06.2020

Abstract

The aim of this study is to examine the effects of practices of talent management on the organizational justice and motivation of employees in the textile sector. The study analyses organizational justice frequently discussed in literature, motivation, and talent management. The research question of the study is based on whether the perceptions of talent management of employees in the textile industry are affected by organizational justice and motivation. At the center of the research model are perceptions of tilent management. The predictive effects of talent management perceptions on motivation and organizational justice perceptions form the basis of the research model. The sample of the study consists of 50.0% male (n:137) and 50.20% female (n:137) employees working in the textile sector in Istanbul selected through the convenience sampling method. Organizational justice scale developed by Niehoff and Moorman (1993) was used to examine the organizational justice and its three sub-dimensions as distributional justice, procedural justice, and interactional justice; Perception of Talent Management Practices scale developed by Fegley (2006) to measure talent management practices, and Multidimensional Work Motivation Scale developed by Ertan (2008) to measure motivation, were also used. In the study, correlation and regression analyses were used to measure the relationships between the variables, and Cronbach’s alpha was calculated for the reliability analysis for the scales used in the study. The results of the study show that talent management has a positive and significant effect on both the motivation sub-dimensions (intrinsic and extrinsic) and organizational justice sub-dimensions (distributive, procedural, and interactional). The increase in talent management leads to an increase in the level of intrinsic and extrinsic motivation and perceptions of distributive, procedural, and interactional justice. Consequently, sub-dimensions of talent management have a predictive effect on motivation and organizational justice sub-dimensions.

References

  • Akbaba, S. & Aktaş, A. (2013). İçsel motivasyonun bazı değişkenler açısından incelenmesi (Searching Internal Motivation According To Some Variables). Marmara Üniversitesi Atatürk Eğitim Fakültesi Eğitim Bilimleri Dergisi (Journal of Educational Sciences), 21(21), 19-42.
  • Akgemici, T., Canbolat, M. & Kalfaoğlu, S. (2020). Yalın yönetim anlayışıyla yönetilen mavi yakalıların motivasyon, iş tatmini ve yetenek yönetimi algılarının belirlenmesine yönelik imalat sektöründe bir araştırma (A research on the manufacturing sector in order to determine motivation, job satisfaction and talent management perceptions of blue collar employees managed by lean management approach), Abant Sosyal Bilimler Dergisi (Journal of AbantSocial Sciences, 20(1), 169-187.
  • Akram, T., Lei, S., Haider, M. J., & Hussain, S. T. (2020). The impact of organizational justice on employee innovative work behavior: mediating role of knowledge sharing, Journal of Innovation & Knowledge, 5(2), 117-129.
  • Alayoğlu, N. (2010). İnsan kaynakları yönetiminde yeni dönem: yetenek yönetimi (The new era in human resource management: talent management). Gazi Üniversitesi Ticaret Ve Turizm Eğitim Fakültesi Dergisi (Gazi University Journal of Commerce and Tourism Education Faculty), 1(1), 68-97.
  • Altunoğlu, A., Atay, H. & Terlemez, B. (2015). İnsan kaynakları bakış açısından yetenek yönetimi: bankacılık sektörü uygulama örneği (Talent management from the viewpoint of strategic human resources: an application on the banking sector). İktisadi ve İdari Bilimler Dergisi, (Journal of Economic and Administrative Sciences), 37(1), 47-70.
  • Arslantürk, A. & Şahan, S. (2012). Örgütsel adalet ve örgütsel bağlılık arasındaki ilişkinin Manisa İl Emniyet Müdürlüğü örnekleminde incelenmesi (Analyzing of the relationship between organizational justice and organizational commitment in manisa police department). Polis Bilimleri Dergisi (Journal of Police Sciences), 14(1), 135-159.
  • Bahadinli, H.S. (2013). İşletmelerde yetenek yönetimi uygulamalarının çalışanların iş tatmini ve örgüte bağlılıkları üzerindeki etkisi (ilaç, tekstil ve otomotiv sektörlerinde araştirma) (he effects of talent management applications on employee's job satisfaction and organizational commitment (A reserach in pharma, textile and automotive industry). YayImlanmamış Doktora Tezi. Marmara Üniversitesi, Sosyal Bilimler Enstitüsü, İstanbul.
  • Cropanzano, R. & Molina, A. (2015). Organizational justice, James D. Wright (Ed.). International Encyclopedia Of The Social & Behavioral Sciences. 2nd Edition. Oxford.
  • Çetin, A. (2019). Sporda örgütsel adalet, örgütsel güven ve örgütsel bağlılık ilişkisi (Organizational justice, organizational trust and organizational commitment in sports). Spor yayinevi, ankara.
  • Çolak, M. & Erdost, H. (2004). Örgütsel adalet: literatür incelemesi ve gelecek çalışmalar için bazı öneriler (Organizational justice: a review of the literature and some suggestions for future research). Hacettepe Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi (Hacettepe University Journal of Economics and Administrative Sciences), 22(2), 51-84.
  • Deci, E.L., Koestner, R. & Ryan, R.M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627–668.
  • Fegley, S. (2006). Talent management: Survey Report. Society For Human Resource Management.
  • Gelens, J., Hofmans, J., Dries, N. & Pepermans, R. (2014). “Talent Management and Organisational Justice: Employee Reactions to High Potential Identification”. Human Resource Management Journal, 24(2): 159–175.
  • Güner, M.B. (2016). Çalışanların yetenek yönetimi algısının iş motivasyonuna etkisi (yayımlanmamış yüksek lisans tezi), (The effect of employees' perception of talent management on job motivation), Doğuş Üniversitesi Sosyal Bilimler Enstitüsü, İstanbul.
  • İçerli, L. (2010). Örgütsel adalet: kuramsal bir yaklaşım (Organizational justice: a theorical approach). Girişimcilik ve Kalkınma Dergisi (Journal of Entrepreneurship and Development), 5(1), 67-92.
  • Jackson, N. (2019). Organizational justice in mergers and acquisitions antecedents and outcomes. Cham: Palgrave Macmillan.
  • Johnson, R., Chang, C. & Yang, L. (2010). Commitment and motivation at work: the relevance of employee identity and regulatory focus. Academy Of Management Review, 35(2), 226-245.
  • Kontoghiorghes, C. (2015). Linking high performance organizational culture and talent management: satisfaction/motivation and organizational commitment as mediators, The International Journal of Human Resource Management, 27(16), 1833–1853.
  • Latukha, O.M. (2018). Talent development and its role in shaping absoptive capacity in emerging market firms: the case of russia. In Developing Human Resources, 20(4), 444- 459.
  • Niehoff, B.P. & Moorman, R.H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy Of Management Journal, 36(3), 527-556.
  • Novinda D, B. and Eeng An. (2020). talent management and work motivation to improve performance of employees, Dinasti International Journal of Education Management And Social Science, 1(4), 490-498.
  • O’connor, E. P. and Crowley-Henry, M. (2019). Exploring the relationship between exclusive talent management, perceived organizational justice and employee engagement: bridging the literature, Journal of Business Ethics, 156(4), 903-917.
  • Özçınar, M., Demirel, Y. & Özbezek, B. (2015). Çalışanların örgütsel adalet algıları ve örgütsel sessizlik arasındaki ilişkinin incelenmesi (Examining the relationship between organizational justice perception of employees and organizational silence). Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (Mehmet Akif Ersoy University Journal of Social Sciences Institute), 1(13), 150-171.
  • Sevinç, H. (2015). Kamu çalışanlarının motivasyonunda kullanılan araçlar (the tools that are used ın the motivation of public employees), Journal of International Social Research. 8, 944-944.
  • Sessa, V.I. & Bowling, N. A. (2020). Essentials of job attitudes and other workplace psychological constructs. New York, Ny: RouTRLedge.
  • Stuart-Kotze, R. & Chris D. (2008). Who are your best people?: how to find, measure and manage your top talent. Financial Times, Prentice Hall.
  • Şahin, R. & Kavas, E. (2016). Örgütsel adalet ile örgütsel bağlılık arasındaki ilişkinin belirlenmesinde öğretmenlere yönelik bir araştırma: Bayat örneği (A research on the relationship between organizational justice and organizational commitment: Case of the teachers. SDÜ Vizyoner Dergisi (SDU Visionary Journal), 7(14), 119-140.
  • Tunçer, P. (2013). ÖrgüTRLerde performans değerlendirme ve motivasyon (Performance evaluation and motivation in the organization), Sayıştay Dergisi (Journal of Turkish Court of Accounts), 88(1), 87-108.
  • Turner, B.A. & Chelladurai, P. (2005). Organizational and occupational commitment, intention to leave, and perceived performance of intercollegiate coaches. Journal of Sport Management, 19(2), 193-211.
  • Yarnall, J. (2011). Maximising the effectiveness of talent pools: a review of case study literature. Leadership & Organization Development Journal, 32(5), 510–526.
There are 30 citations in total.

Details

Primary Language English
Subjects Social Psychology
Journal Section Social Psychology
Authors

Simge Değerli Çetin 0000-0002-0934-1675

Elif Özge Erbay 0000-0001-7927-0596

Publication Date June 15, 2020
Published in Issue Year 2021 Volume: 2 Issue: 1

Cite

APA Değerli Çetin, S., & Erbay, E. Ö. (2020). The effect of talent management practices on organizational justice perception and motivations of employees. Psychology Research on Education and Social Sciences, 2(1), 63-73.