QUANTITATIVE ANALYZE OF BOTH RELATION BETWEEN TALENT MANAGEMENT AND INNOVATION PERFORMANCE AND MOTIVATION’S MEDIATION ON THAT RELATION

Year 2025, Volume: 26 Issue: 3, 1 - 30, 28.09.2025

İhsan Oğuz Bakkalbaşı

https://doi.org/10.53443/anadoluibfd.1555314

Abstract

This manuscript aims to test the talent management’s direct impact on the organizational innovation performance, and the mediator role of motivation on the relation between talent management and innovation performance. The talent management that has gained a new meaning particularly with the digital transformation, can be considered as a good candidate of a contributor to organizational competitive advantage. Analyzing the potential impact of talent management on innovation performance and also the potential mediator factors on that relationship, may contribute to the literature as well as business world. In accordance with that theoretical structure, a survey on 437 respondents is carried out. The data gathered from the survey is analyzed with SPSS statistical software program. Results confirm that the talent management positively influences innovation performance. In addition, both intrinsic and extrinsic motivation are positively influenced by talent management. On the other hand, it’s also lightened with Hayes’s process way that the motivation mediates partially the impact of talent management on the innovation performance. Therefore, it’s argued here, in present manuscript, that the talent management positively influences the innovation performance and the motivation (both intrinsic and extrinsic motivations) partially mediates that relationship.

Keywords

Talent Management , Human Resource Management , Intrinsic Motivation , Extrinsic Motivation , Innovation Performance

Project Number

-

Gelişmekte olan bir ülkede yetenek yönetiminin motivasyon ve inovasyon performansı üzerine etkisi: Türkiye örneği

Abstract

Bu çalışma, yetenek yönetiminin inovasyon performansı üzerindeki etkisini ve iş motivasyonunun varsa bu ilişkideki aracı rolünü test etmeyi amaçlamıştır. Özellikle dijital dönüşüm sonrası yepyeni bir anlam kazanan yetenek yönetimi rekabet avantajı kazanma açısından büyük önemi olan inovasyon performansı üzerine önemli etkiler barındırma potansiyeli taşımaktadır. Bunun değerlendirmesi ayrıca varsa bu ilişkide aracı rolü oynayabilecek potansiyel değişkenlerin tespit edilmesi hem literatüre hem de iş dünyasına önemli katkılarda bulunacak gibi gözükmektedir. Bu çerçevede SPPS istatistik programı maharetiyle 437 katılımcıdan toplanan verilerin üzerinde yapılan analizler sonrasında yetenek yönetiminin hem (içsel ve dışsal) motivasyonu olumlu yönde etkilediğini hem de inovasyon performansını olumlu yönde etkilediğini tespit edilmiştir. Çalışmanın diğer amacı olan iş motivasyonun, yetenek yönetiminin inovasyon performansı üzerindeki aracı rolü sorgulaması da Hayes’in “process” yolu aracılığı ile gerçekleştirilmiştir. Bu analizler sonucunda yetenek yönetimin inovasyon performansı üzerinde olumlu etkisi olduğu ayrıca hem içsel hem de dışsal motivasyonun bu ilişkide kısmi aracılık (mediator) rolü olduğu görülmüştür. Yetenek yönetimine ilişkin niceliksel çalışmaların sayıca halen yetersiz olduğu düşünülürse bu çalışmanın literatüre ve iş dünyasına katkı sağlaması beklenebilir.

Keywords

Yetenek Yönetimi , İnsan Kaynakları Yönetimi , İçsel Motivasyon , Dışsal Motivasyon , İnovasyon Performansı

Project Number

-

References

• Altunoğlu, A. E., Atay, H., & Terlemez, B. (2015). İnsan kaynakları bakış açısından yetenek yönetimi: Bankacılık sektörü uygulama örneği. Marmara Üniversitesi İ.İ.B.F. Dergisi, 37(1), 47-70.
• Ambrose, M. L., & Kulik, C. T. (1999). Old friends, new faces: Motivation research in 1990s. Journal of Management, 25(3), 231-292.
• Ashton, C., & Morton, L. (2005). Managing talent for competitive advantage. taking a systematic approach to talent management. Strategic HR Review, 4, 28-31.
• Axelrod, B., Handfield-Jones, H., & Micheals, E. (2002). A new game plan for C players. Harvard Business Review, 80(1), 80-88.
• Bae, J., & Lawler, J., J. (2000). Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy. Academy of Management Journal, 43(3), 502-517.
• Barney, J., B., & Wright, P., M. (1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1), 31-46.
• Baron, R., M., & Kenny, D., A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
• Becker, B., E., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.
• Becker, B., E., & Huselid, M. (2006). Strategic human resources management: Where do we go from here? Journal of Management, 32(6), 898-925.
• Beechler, S., & Woodward, I., C. (2009). The global “war for talent”. Journal of International Management, 15, 273-285.
• Belenzon, S., & Schankerman, M. (2015). Motivation and sorting of human capital in open innovation. Strategic Management Journal, 36, 795-820.
• Birkinshaw, J., Hamel, G., & Mol, M., J. (2008). Management innovation. Academy of Management Review, 33(4), 825-845.
• Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management, 44(2), 129-136.
• Brockbank, W. (1999). If HR were really strategically proactive: Present and future directions in HR’s contribution to competitive advantage. Human Resource Management, 38(4), 337-352.
• Boz, H. (2019). Türkiye’de yetenek yönetimi: 2008-2018 döneminde yayımlanan akademik makaleler bağlamında bir analiz. AVRASYA Uluslararası Araştırmalar Dergisi, 7(20), 289-327.
• Canbul, A., & Çemberci, M. (2023). Innovation capability as key to competitive advantage: relation of product innovation capability, process innovation capability, and firm performance. Journal of International Trade, Logistics and Law, 9(1), 134-142.
• Calo, T., J. (2008). Talent management in the era of the aging workforce: The critical role of knowledge transfer. Public Personnel Management, 37(4), 403-416.
• Cascio, W., F., & Boudreau, J., W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51, 103-114.
• Chambers, E. G., Foulon, M., Handfield-Jones, H., Hankin, S. M., & Micheals, E. G. (1998). The war for talent. The McKinsey Quarterly, 3, 44-57.
• Chen, Y., S., Lin, M., J., & Chang, C., H. (2009). The positive effects of relationship learning and absorptive capacity on innovation performance and competitive advantage in industrial markets. Industrial Marketing Management, 38, 152-158.
• Chiu, H., H. (2018). Employees’ intrinsic and extrinsic motivations in innovation implementation: The moderation role of managers’ persuasive and assertive strategies. Journal of Change Management, 18(3), 218-239.
• Chowhan, J. (2016). Unpacking the black box: understanding the relationship between strategy, HRM practices, innovation and organizational performance. Human Resource Management Journal, 26(2), 112-133.
• Collings, D.G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19, 304-313.
• Cooke, F., L., Saini, D., S., & Wang, J. (2014). Talent management in China and India: A comparison of management perceptions and human resource practices. Journal of World Business, 49, 225-235.
• Çataltepe, O., & Kaya, Y. (2024). Yetenek yönetiminin son on yıldaki gelişimi: 2014-2024 yılları arasında yapılan bilimsel çalışmaların bibliometrik analizi. Süleyman Demirel Üniversitesi İnsan Kaynakları Yönetimi Dergisi, 3(2), 101-118
• De Boeck, G., Meyers, M., C., & Dries, N. (2018). Employee reactions to talent management: Assumptions versus evidence. Journal of Organizational Behavior, 39, 199-213.
• Deci, E., L. (1972). Intrinsic motivation, extrinsic reinforcement, and inequity. Journal of Personality and Social Psychology, 22(1), 113-120.
• Deci, E., L., & Ryan, R., M. (2000). The “what” and “why” of goal pursuit: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Dejoux, C., & Thévenet, M. (2015). La gestion des talents. Dunod.
• De Vreis, K. & Wunsch-Vincent, S. (2022). What is the future of innovation-driven growth: Productivity stagnation or revival. In Global Innovation Index 2022. World Intellectual Property Organization.
• Doğan, E. (2016). The effect of innovation on competitiveness. İstanbul Üniversitesi İktisat Fakültesi Ekonometri ve İstatistik Dergisi, 24, 60-81.
• Dries, N. (2013). The psychology of talent management: A review and research agenda. Human Resource Management Review, 23, 272-285.
• Dwivedula, R. (2020). Job Characteristics as a determinant of intrinsic motivation: An empirical study of generation Z. Journal of Strategic Human Resource Management, 9(2 & 3), 29-40.
• Dyer, L., & Reeves, T. (1995). Human resource strategies and firm performance: What do we know and where do we need to go? The International Journal of Human Resource Management 6(3), 656-670.
• Erdil, T., S., Aydoğan, S., Ayar, B., Güvendik, Ö., Diler, S., & Gusinac, K. (2018). İnovasyon performansının rekabet gücü, firma performansı ve ihracat performansı üzerindeki etkisi: Birleşme ve satın alma işlemleri üzerine bir araştırma. Marmara Üniversitesi İktisadi ve İdari Bilimler Dergisi, 40(2), 137-166.
• Festing, M., Schäfer, L., & Scullion, H. (2013). Talent management in medium-sized German companies: An explorative study an agenda for future research. The International Journal of Human Resource Management, 24(9), 1872-1893.
• Field, A. (2009). Discovering Statistics Using SPSS. SAGE.
• Franco, C., & Landini, F. (2022). Organizational drivers of innovation: The role of workforce agility. Research Policy, 51, 1-17.
• Gagné, M., & Deci, E., L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26, 331-362.
• Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven using bibliometric and content analysis. Human Resource Management Review, 25, 264-279.
• Gallardo-Gallardo, E., Thunnissen, M., & Scullion, H. (2020). Talent management: Context matters. The International Journal of Human Resource Management, 31(4), 457-473.
• Glaister, A., J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and performance – The role of talent management as a transmission mechanism in an emergent market context. The Human Resource Management Journal, 28, 148-166.
• Grant, A., M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of Applied Psychology, 93(1), 48-58.
• Guest, E., G., Michie, J., Conway, N., & Sheehan, M. (2003). Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41(2), 291-314.
• Guthridge, M., Komm, A.B., & Lawson, E. (2008) Making talent a strategic priority. McKinsey Quarterly, 1, 48-59.
• Han, J., H., Kang, S., Oh, I-S., Kehoe, R., R., & Lepak, D., P. (2019). The goldilocks effect of strategic human resource management? Optimizing the benefits of a high-performance work system through the dual alignment of vertical and horizontal fit. Academy of Management Journal, 62(5), 1388-1412.
• Handfield-Jones, H., Micheals, E., & Axelrod, B. (2001). Talent management. A critical part of every leader’s job. Ivey Business Journal, 2(66), 53-58.
• Harris, R., G., & Mowery, D., C. (1990). Strategies for innovation: An overview (Special issue). California Management Review, 32(3), 7-16.
• Huselid, M., A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. The Academy of Management Journal, 3(38), 635-672.
• Huselid, M., A., & Becker, B., E. (2011). Bridging micro and macro domains: Workforce differentiation and strategic human resource management. Journal of Management, 37(2), 421-428.
• Kamoche, K. (1996). Strategic human resource management within a resource-capability view of the firm. Journal of Management Studies, 33(2), 213-233.
• Kanfer, R. (2012). Work motivation: Theory, practice, and future directions. In S.W. Kozlowski (Ed.), The Oxford handbook of industrial and organizational psychology (p. 455-495). Oxford.
• Kanter, R., M. (2011). Innovation: The classic traps. Harvard Business Review, 155-186.
• Kaufman, B., E. (2002). The role of economics and industrial relations in the development of the field of personnel/human resource management. Management Decision, 40(10), 962-979.
• Kellner, A., K., Cafferkey, K., & Townsend, K. (2019). Ability, motivation, and opportunity theory: A formula for employee performance? In Introduction to theories of human resources and employment relations (p. 311-323). Edward Elgar Publishing,
• Khilji, S., E., Tarique, I., & Schuler, R., S. (2015). Incorporating the macro view in global talent management. Human Resource Management Review, 25, 236-248.
• Ko, C., H. (2015). Exploring the Motivators Stimulating Hotel Employees’ Innovation. Journal of Human Resource and Sustainability Studies, 3, 156-161.
• Koudelková, P., & Milichovský, F. (2015) Successful innovation by motivation. Verslas: Teorija Ir Praktika/ Business: Theory and Practice, 16(3), 223-230.
• Kuvaas, B., Buch, R., Weibel, A., Dysvik, A., & Nerstad, C. G. L. (2017). Do intrinsic and extrinsic motivation relate differently to employee outcomes? Journal of Economic Psychology, 61, 244-258.
• Lawrence, P., R., & Lorsch, J., W. (1969). Organization and environment. Richard D. Irwin Inc.
• Lehmann, S. (2009). Motivating talents in Thai and Malaysian service firms. Human Resource Development International, 12(2), 155-169.
• Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16, 139-154.
• Li, Y., Wang, M., Van Jaarsveld, D., D., Lee, G., K., & Ma, D.G. (2018). From employee-experienced high involvement work system to innovation: An emergence-based human resource management framework. Academy of Management Journal, 61(5), 2000-2019.
• Lin, C., Sanders, K., Sun, J., Shipton, H., & Mool, E., A. (2020). HRM and innovation: the mediating role of market-sensing capability and moderating role of national power distance. International Journal of Human Resource Management, 31(22), 2840-2865.
• Loretto, W., & White, P. (2006). Employers’ attitudes, practices and policies towards older workers. Human Resource Management Journal, 16(3), 313-330.
• Marjorie, A-S., & Ursel, N. D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers, Journal of Occupational and Organizational Psychology, 82, 201-220.
• Mayo, A. (2019). The individualism of motivation. Strategic HR Review, 18(3), 96-103.
• McKinlay, A., & Starkey, K. (1992). Strategy and human resource management. The International Journal of Human Resource Management, 3(3), 435-450.
• Mottaz, C., J. (1985). The relative importance of intrinsic and extrinsic rewards as determinants of work satisfaction. The Sociological Quarterly, 26(3), 365-385.
• Mumcu, Ö., & Salepçioğlu, M., A. (2020). -E-ticaret sektöründe yetenek yönetimi uygulamalarının örgütsel bağlılık ve çalışan performansına etkisi. ABMYO Dergisi, 57, 35-56.
• Orçan, F. (2018). Exploratory and confirmatory factor analysis: which one to use first? Journal of Measurement and Evaluation in Education and Psychology, 9(4), 413-421.
• Pereira, V., Collings, D., G., Wood, G., & Mellahi, K. (2022). Evaluating talent management in emerging market economies: societal, firm and individual perspectives. The International Journal of Human Resource Management, 33(11), 2171-2191.
• Peters, T., & Waterman, R. (1995). Yönetme ve yükseltme sanatı – Mükemmeli arayış, (Org. In search of excellence, in 1982). Altın Kitaplar.
• Ryan, R., M., & Deci, E., L. (2000). Self-Determination Theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.
• Rogers, E., M. (2003). Diffusion of Innovations (5th ed.). New York, NY: Free Press.
• Rowley, J., Baregheh, A., & Sambrook, S. (2011). Towards an innovation-type mapping tool. Management Decision, 49(1), 73-86.
• Saracel, N., Taşseven, Ö, & Kaynak, E. (2016). Türkiye’de çalışan Y kuşağında iş tatmini-motivasyon ilişkisi. Social Sciences Research Journal, 5(1), 50-79.
• Sarraille, M., & Randle, G. (2020). The talent war. Lioncrest.
• Saruhan, Ş., C., & Özdemirci, A. (2011). Bilim, felsefe ve metodoloji. Beta Yayınları.
• Sauermann, H. & Cohen, W., M. (2010). What makes them tick? Employee motives and firm innovation. Management Science, 56(12), 2134-2153.
• Seeck, H., & Diehl, R. (2017). A literature review on HRM and innovation – taking stock and future directions. The International Journal of Human Resource Management, 28(6), 913-944.
• Shipton, H., Sparrow, P., Budhwar, P., & Brown, A. (2017). HRM and innovation: looking across levels. Human Resource Management Journal, 22(2), 246-263.
• Sparrow, P. R., & Makram, H. (2015). What is the value of the talent management? Building value-driven processes within a talent management architecture. Human Resource Management Review, 25, 249-263.
• Sun, L., Aryee, S., & Law, K. (2007). High performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.
• Tarique, I., & Schuler, R., S. (2010). Global talent management: Literature review, integrative framework, and suggestion for further research. Journal of World Business, 45(2), 122-133.
• Tatoglu, E., Glaister, A., J., & Demirbag, M. (2016). Talent management motives and practices in emergent market: A comparison between MNEs and local firms. Journal of World Business, 51, 278-293.
• Thunnissen, M., Boselie, P., & Fruytier B. (2013). A review of talent management: “infancy or adolescence?” The International Journal of Human Resource Management, 24(9), 1744-1761.
• Tung, R., L., & Lazarova, M. (2006). Brain drain versus brain gain: An exploratory study of ex-host country nationals in Central and East Europe. International Journal of Human Resource Management, 17(11), 1853-1872.
• Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. (2012). HR talent and the new HR competencies. Strategic HR Review, 11(4), 217-222.
• Van Yperen, N., W., & Hagedoorn, M. (2003). Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support. Academy of Management Journal, 46(3), 339-348.
• Vardi, S., & Collings, D., G. (2023). What’s in a name? talent: A review and research agenda. Human Resource Management Journal, 1-23.
• Weiner, B. (1985). Human motivation. Springer.
• Yuan, F., & Woodman, R., W. (2010). Innovative behavior in the work place: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342.
• Zhao, B.L., & Pan, Y. (2017) Cross-cultural employee motivation in international companies. Journal of Human Resource and Sustainability Studies, 5, 215-222.
• Zuboff, S. (1988). In the age of smart machine – The future of work and power. Basic Books, Inc. Publishers.