How to cite this paper
Dayeh, K & Farmanesh, P. (2021). The link between talent management, organizational commitment and turnover intention: A moderated mediation model.Management Science Letters , 11(7), 2011-2020.
Refrences
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commit-ment to the organization. Journal of Occupational Psychology. 63(1), 1- 18.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.
Bartlett, C.A., & Ghoshal, S. (2000). Transnational Management: Text, Cases, and Readings, New Delhi: McGraw-Hill.
Barkhuizen, N., Diseko, E., & Schutte, N. (2015, November). The relationship between talent management and turnover intentions of teachers in Botswana. In Proceedings of International Academic Conferences (No. 3105458). Internation-al Institute of Social and Economic Sciences.
Barkhuizen, N., Welby-Cooke, G., Schutte, N., & Stanz, K. (2014a). Talent management and leadership reciprocity: The case of the South African aviation industry. Mediterranean Journal of Social Sciences, 5(9), 11-11.
Barkhuizen, E.N. (2014b). How relevant is Talent management in local government institutions? Mediterranean Journal of Social Sciences, 5(20), 2223-2230.
Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 524-539.
Bjorkman, I., Ehrnrooth, M., Makela, K., Smale, A., & Sumelius, J. (2013). Talent or not? Employee reactions to talent identification. Human Resource Management, 52(2), 195-214.
Bordia, P., & Blau, G. (1998). Pay Referent Comparison and Pay Level Satisfaction in Private Versus Public Sector Or-ganizations in India. The International Journal of Human Resource Management, 9, 155–167.
Borman, W.C., & Motowidlo, S.J. (1997). Task performance and contextual performance: The meaning for personnel se-lection research. Human Performance, 10(2), 99-109.
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: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Manage-ment, 44(2), 129-136.
Bretz, R. D., & Judge, T. A. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfac-tion, tenure, and career success. Journal of Vocational Behavior, 44, 32–54.
Chang, H. T., Chi, N. W., & Chuang, A. (2010). Exploring the moderating roles of perceived person–job fit and person–organisation fit on the relationship between training investment and knowledge workers' turnover intentions. Applied Psychology, 59(4), 566-593.
Chami-Malaeb, R., & Garavan, T. (2013). Talent and leadership development practices as drivers of intention to stay in Lebanese organisations: The mediating role of affective commitment. The International Journal of Human Resource Management, 24(21), 4046-4062.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Dolan, S.L. & Richley, B.A. (2006). Managing by values: a new philosophy for a new economic order. Handbook of Busi-ness Strategy, 7(1), 235-238.
Dries, N. (2013). The psychology of talent management: a review and research agenda. Human Resource Management Re-view, 23(4), 272-285.
Dwivedi, S., Kaushik, S., & Luxmi. (2014). Impact of Organizational Culture on Turnover Intentions in BPO Sector in In-dia. The Indian Journal of Industrial Relations, 48(4).
Emerson, D. (2013). Organizational Culture, Job Satisfaction and Turnover Intentions: The Mediating Role of Perceived Organizational Support. (Doctorate Thesis). Retrieved from http://scholarscompass.vcu.edu/etd/2965
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Al-gebra and statistics.
Gallardo-Gallardo, E., & Thunnissen, M. (2016). Standing on the shoulders of giants? A critical review of empirical talent management research. Employee Relations, 38(1), 31-56.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2013). The role of perceived organisational justice in shaping the outcomes of talent management: a research agenda. Human Resource Management Review, 23(4), 341-353.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2015). Affective commitment of employees designated as talent: sig-nalling perceived organisational suppor. European Journal of International Management, 9(1), 9-27.
Glaister, A. J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and performance—The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), 148-166.
Guthridge, M., Komm, A. B., & Lawson, E. (2008). Making talent a strategic priority. McKinsey Quarterly, 1, 48.
Hakim, A. (2015). Effect of Organizational Culture, Organizational Commitment to Performance: Study in Hospital Of District South Konawe of Southeast Sulawesi. The International Journal of Engineering and Science 4(5), 33-41.
Hackett, R.D., Lapierre, L.M., & Hausdorf, P.A. (2001). Understanding the links between work
commitment constructs. Journal of Vocational Behaviours, 58, 392-413.
Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate Data Analysis: A Global Perspective. 7th ed., Pearson, San Francisco, CA and New York, NY.
Hofstede, G. (2000). Culture’s Consequences (2nd ed.), Thousand Oaks, NJ: Sage Publications.
Hofstede, G. (1984). Cultural dimensions in management and planning. Asia Pacific Journal of Management, 1(2), 81-98.
Kessler, L. L. (2014). The Effect of Organizational Culture on It Employees Turnover Intention in Israel. Retrieved from http://steconomiceuoradea.ro/anale/volume/2014/n1/112.pdf
Kee, N. (2010). The Relationship between Selected Organizational Culture and Employees’ Turnover Intentions. (Bache-lor Thesis). Retrieved from ir.unimas.my/6786/1/
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implica-tions. Personnel Psychology, 49(1), 1-49.
Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342.
Kanungo, R.N. (2001). Ethical Values of Transaction and Transformational Leaders. Canadian Journal of Administrative Sciences, 18, 257–265.
Krumbholz, M., & Maiden, N. (2001). The Implementation of Enterprise Resource Planning Packages in Different Organ-izational and National Cultures. Information Systems, 26, 185–204.
Lee, S.M., Lim, S.B., & Pathak, R.D. (2011). Culture and entrepreneurial orientation: a multi-country study. International Entrepreneurship and Management Journal, 7(1), 1-15.
Linnenluecke, M. K., & Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of World Busi-ness, 45(4), 357-366.
Lok, P., & Crawford, J. (2001). Antecedents of organizational commitment and the mediating role of job satisfaction. Journal of Managerial Psychology, 16(7/8), 594-613.
Luna–Arocas, R., & Morley, M. J. (2015). Talent management, talent mindset competency and job performance: The me-diating role of job satisfaction. European Journal of International Management, 9(1), 28-51.
Magolego, H., Barkhuizen, E. N., & Lesenyeho, D. L. (2013). Talent management and job performance: The mediating role of job satisfaction. In S. M. Lee & G. Roodt (Eds.), 30th Pan Pacific Conference, Johannesburg, South Africa (pp. 132–135). Pan Pacifc Business Associaton, China. ISBN: 1-931649-27-3.
Mensah, J.K. (2015). A ‘coalesced framework’ of talent management and employee performance: for further research and practice. International Journal of Productivity and Performance Management, 64(4), 544-566.
Mensah, J.K., Bawole, J.N., & Wedchayanon, N. (2016). Unlocking the ‘black box’ in the talent management employee performance relationship: evidence from Ghana. Management Research Review, 39(12), 1546-1566.
Mukulu, E., & Sakwa, M. (2014). Job-related factors and their influence on organizational commitment of part-time aca-demic staff in institutions of higher education in Nairobi and Mombasa cities in Kenya. International Journal of Busi-ness and Social Science, 5(8).
Meyer, J. P., & Herscovitc, L. (2001). Commitment in the workplace: toward a general model. Human Resource Manage-ment Review, 11(3), 299-326.
Meyers, M. C., & Van Woerkom, M. (2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), 192-203.
Meng, F., Wang, X., Chen, H., Zhang, J., Yang, W., Wang, J., & Zheng, Q. (2016). The influence of organizational culture on talent management: A case study of a real estate company. Journal of Chinese Human Resource Management, 7(2), 129-146.
Mohamed, L. K., & El-Shaer, A. M. (2013). Professional commitment and perceived organisatonal support among nursing academic staff: A comparative study. The Medical Journal of Cairo University, 81(1), 235–243.
Mpofu, L., & Barkhuizen, E. N. (2013). The impact of talent management practices on employees in a government institu-tion. In S. M. Lee & G. Roodt (Eds.), 30th Pan Pacific Conference, Johannesburg, South Africa (pp. 129–131). PPBA. ISBN: 1-931649-27-3.
Mukulu, E., & Sakwa, M. (2014). Job-related factors and their influence on organizational commitment of part-time aca-demic staff in institutions of higher education in Nairobi and Mombasa cities in Kenya. International Journal of Busi-ness and Social Science, 5(8).
Nijs, S., Gallardo-Gallardo, E., Dries, N., & Sels, L. (2014). A multidisciplinary review into the definition, operationaliza-tion, and measurement of talent. Journal of World Business, 49(2), 180-191.
Oehley, A. M., & Theron, C. C. (2010). The development and evaluation of a partial talent management structural mod-el. Management Dynamics, 19(3), 2.
Poocharoen, O.O., & Lee, C. (2013). Talent management in the public sector: a comparative study of Singapore, Malaysia, and Thailand. Public Management Review, 15(8), 1185-1207.
Saville & Holdsworth (2001). Competencies and performance@ work, SHL Newsline, May, 6.
Saville & Holdsworth (2000). Competency design: Towards an integrated human resource management system. SHL New-sline, March, 7-8.
Schein, E.H. (1983). Organizational Psychology (3rd ed.), New Delhi, India: Prentice Hall of India Private Limited.
Sparrow, P., Hird, M., & Balain, S. (2011). Time To Question The Tablets of Stone?. White paper, 11(01).
Tatoglu, E., Glaister, A. J., & Demirbag, M. (2016). Talent management motives and practices in an emerging market: A comparison between MNEs and local firms. Journal of World Business, 51(2), 278-293.
Thunnissen, M. (2016). Talent management for what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), 57-72.
Trice, H., & Beyer, J.M. (1993). The Cultures of Work Organization. Prentice-Hall, Englewood Cliffs, NJ.
Thunnissen, M. (2016). Talent management for what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), 57-72.
Thunnissen, M., Boselie, P., & Fruytier, B. (2013). A review of talent management: infancy or adolescence?. The Interna-tional Journal of Human Resource Management, 24(9), 1744-1761.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.
Bartlett, C.A., & Ghoshal, S. (2000). Transnational Management: Text, Cases, and Readings, New Delhi: McGraw-Hill.
Barkhuizen, N., Diseko, E., & Schutte, N. (2015, November). The relationship between talent management and turnover intentions of teachers in Botswana. In Proceedings of International Academic Conferences (No. 3105458). Internation-al Institute of Social and Economic Sciences.
Barkhuizen, N., Welby-Cooke, G., Schutte, N., & Stanz, K. (2014a). Talent management and leadership reciprocity: The case of the South African aviation industry. Mediterranean Journal of Social Sciences, 5(9), 11-11.
Barkhuizen, E.N. (2014b). How relevant is Talent management in local government institutions? Mediterranean Journal of Social Sciences, 5(20), 2223-2230.
Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 524-539.
Bjorkman, I., Ehrnrooth, M., Makela, K., Smale, A., & Sumelius, J. (2013). Talent or not? Employee reactions to talent identification. Human Resource Management, 52(2), 195-214.
Bordia, P., & Blau, G. (1998). Pay Referent Comparison and Pay Level Satisfaction in Private Versus Public Sector Or-ganizations in India. The International Journal of Human Resource Management, 9, 155–167.
Borman, W.C., & Motowidlo, S.J. (1997). Task performance and contextual performance: The meaning for personnel se-lection research. Human Performance, 10(2), 99-109.
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: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Manage-ment, 44(2), 129-136.
Bretz, R. D., & Judge, T. A. (1994). Person–organization fit and the theory of work adjustment: Implications for satisfac-tion, tenure, and career success. Journal of Vocational Behavior, 44, 32–54.
Chang, H. T., Chi, N. W., & Chuang, A. (2010). Exploring the moderating roles of perceived person–job fit and person–organisation fit on the relationship between training investment and knowledge workers' turnover intentions. Applied Psychology, 59(4), 566-593.
Chami-Malaeb, R., & Garavan, T. (2013). Talent and leadership development practices as drivers of intention to stay in Lebanese organisations: The mediating role of affective commitment. The International Journal of Human Resource Management, 24(21), 4046-4062.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Dolan, S.L. & Richley, B.A. (2006). Managing by values: a new philosophy for a new economic order. Handbook of Busi-ness Strategy, 7(1), 235-238.
Dries, N. (2013). The psychology of talent management: a review and research agenda. Human Resource Management Re-view, 23(4), 272-285.
Dwivedi, S., Kaushik, S., & Luxmi. (2014). Impact of Organizational Culture on Turnover Intentions in BPO Sector in In-dia. The Indian Journal of Industrial Relations, 48(4).
Emerson, D. (2013). Organizational Culture, Job Satisfaction and Turnover Intentions: The Mediating Role of Perceived Organizational Support. (Doctorate Thesis). Retrieved from http://scholarscompass.vcu.edu/etd/2965
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Al-gebra and statistics.
Gallardo-Gallardo, E., & Thunnissen, M. (2016). Standing on the shoulders of giants? A critical review of empirical talent management research. Employee Relations, 38(1), 31-56.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2013). The role of perceived organisational justice in shaping the outcomes of talent management: a research agenda. Human Resource Management Review, 23(4), 341-353.
Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2015). Affective commitment of employees designated as talent: sig-nalling perceived organisational suppor. European Journal of International Management, 9(1), 9-27.
Glaister, A. J., Karacay, G., Demirbag, M., & Tatoglu, E. (2018). HRM and performance—The role of talent management as a transmission mechanism in an emerging market context. Human Resource Management Journal, 28(1), 148-166.
Guthridge, M., Komm, A. B., & Lawson, E. (2008). Making talent a strategic priority. McKinsey Quarterly, 1, 48.
Hakim, A. (2015). Effect of Organizational Culture, Organizational Commitment to Performance: Study in Hospital Of District South Konawe of Southeast Sulawesi. The International Journal of Engineering and Science 4(5), 33-41.
Hackett, R.D., Lapierre, L.M., & Hausdorf, P.A. (2001). Understanding the links between work
commitment constructs. Journal of Vocational Behaviours, 58, 392-413.
Hair, J.F., Black, W.C., Babin, B.J., & Anderson, R.E. (2010). Multivariate Data Analysis: A Global Perspective. 7th ed., Pearson, San Francisco, CA and New York, NY.
Hofstede, G. (2000). Culture’s Consequences (2nd ed.), Thousand Oaks, NJ: Sage Publications.
Hofstede, G. (1984). Cultural dimensions in management and planning. Asia Pacific Journal of Management, 1(2), 81-98.
Kessler, L. L. (2014). The Effect of Organizational Culture on It Employees Turnover Intention in Israel. Retrieved from http://steconomiceuoradea.ro/anale/volume/2014/n1/112.pdf
Kee, N. (2010). The Relationship between Selected Organizational Culture and Employees’ Turnover Intentions. (Bache-lor Thesis). Retrieved from ir.unimas.my/6786/1/
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implica-tions. Personnel Psychology, 49(1), 1-49.
Kristof-Brown, A.L., Zimmerman, R.D., & Johnson, E.C. (2005). Consequences of individuals' fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58(2), 281–342.
Kanungo, R.N. (2001). Ethical Values of Transaction and Transformational Leaders. Canadian Journal of Administrative Sciences, 18, 257–265.
Krumbholz, M., & Maiden, N. (2001). The Implementation of Enterprise Resource Planning Packages in Different Organ-izational and National Cultures. Information Systems, 26, 185–204.
Lee, S.M., Lim, S.B., & Pathak, R.D. (2011). Culture and entrepreneurial orientation: a multi-country study. International Entrepreneurship and Management Journal, 7(1), 1-15.
Linnenluecke, M. K., & Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of World Busi-ness, 45(4), 357-366.
Lok, P., & Crawford, J. (2001). Antecedents of organizational commitment and the mediating role of job satisfaction. Journal of Managerial Psychology, 16(7/8), 594-613.
Luna–Arocas, R., & Morley, M. J. (2015). Talent management, talent mindset competency and job performance: The me-diating role of job satisfaction. European Journal of International Management, 9(1), 28-51.
Magolego, H., Barkhuizen, E. N., & Lesenyeho, D. L. (2013). Talent management and job performance: The mediating role of job satisfaction. In S. M. Lee & G. Roodt (Eds.), 30th Pan Pacific Conference, Johannesburg, South Africa (pp. 132–135). Pan Pacifc Business Associaton, China. ISBN: 1-931649-27-3.
Mensah, J.K. (2015). A ‘coalesced framework’ of talent management and employee performance: for further research and practice. International Journal of Productivity and Performance Management, 64(4), 544-566.
Mensah, J.K., Bawole, J.N., & Wedchayanon, N. (2016). Unlocking the ‘black box’ in the talent management employee performance relationship: evidence from Ghana. Management Research Review, 39(12), 1546-1566.
Mukulu, E., & Sakwa, M. (2014). Job-related factors and their influence on organizational commitment of part-time aca-demic staff in institutions of higher education in Nairobi and Mombasa cities in Kenya. International Journal of Busi-ness and Social Science, 5(8).
Meyer, J. P., & Herscovitc, L. (2001). Commitment in the workplace: toward a general model. Human Resource Manage-ment Review, 11(3), 299-326.
Meyers, M. C., & Van Woerkom, M. (2014). The influence of underlying philosophies on talent management: Theory, implications for practice, and research agenda. Journal of World Business, 49(2), 192-203.
Meng, F., Wang, X., Chen, H., Zhang, J., Yang, W., Wang, J., & Zheng, Q. (2016). The influence of organizational culture on talent management: A case study of a real estate company. Journal of Chinese Human Resource Management, 7(2), 129-146.
Mohamed, L. K., & El-Shaer, A. M. (2013). Professional commitment and perceived organisatonal support among nursing academic staff: A comparative study. The Medical Journal of Cairo University, 81(1), 235–243.
Mpofu, L., & Barkhuizen, E. N. (2013). The impact of talent management practices on employees in a government institu-tion. In S. M. Lee & G. Roodt (Eds.), 30th Pan Pacific Conference, Johannesburg, South Africa (pp. 129–131). PPBA. ISBN: 1-931649-27-3.
Mukulu, E., & Sakwa, M. (2014). Job-related factors and their influence on organizational commitment of part-time aca-demic staff in institutions of higher education in Nairobi and Mombasa cities in Kenya. International Journal of Busi-ness and Social Science, 5(8).
Nijs, S., Gallardo-Gallardo, E., Dries, N., & Sels, L. (2014). A multidisciplinary review into the definition, operationaliza-tion, and measurement of talent. Journal of World Business, 49(2), 180-191.
Oehley, A. M., & Theron, C. C. (2010). The development and evaluation of a partial talent management structural mod-el. Management Dynamics, 19(3), 2.
Poocharoen, O.O., & Lee, C. (2013). Talent management in the public sector: a comparative study of Singapore, Malaysia, and Thailand. Public Management Review, 15(8), 1185-1207.
Saville & Holdsworth (2001). Competencies and performance@ work, SHL Newsline, May, 6.
Saville & Holdsworth (2000). Competency design: Towards an integrated human resource management system. SHL New-sline, March, 7-8.
Schein, E.H. (1983). Organizational Psychology (3rd ed.), New Delhi, India: Prentice Hall of India Private Limited.
Sparrow, P., Hird, M., & Balain, S. (2011). Time To Question The Tablets of Stone?. White paper, 11(01).
Tatoglu, E., Glaister, A. J., & Demirbag, M. (2016). Talent management motives and practices in an emerging market: A comparison between MNEs and local firms. Journal of World Business, 51(2), 278-293.
Thunnissen, M. (2016). Talent management for what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), 57-72.
Trice, H., & Beyer, J.M. (1993). The Cultures of Work Organization. Prentice-Hall, Englewood Cliffs, NJ.
Thunnissen, M. (2016). Talent management for what, how and how well? An empirical exploration of talent management in practice. Employee Relations, 38(1), 57-72.
Thunnissen, M., Boselie, P., & Fruytier, B. (2013). A review of talent management: infancy or adolescence?. The Interna-tional Journal of Human Resource Management, 24(9), 1744-1761.