The role of affective commitment in the relationship between perceived talent management and turnover intention: A study in the healtcare field

Today, due to the increasing competition and the scarcity of talented employees, finding talented people and retaining them in the organization by increasing their commitment has become a top priority of organizations. This is important because sustainable competitive advantage may be gained through the talented employees having high levels of organizational commitment and low levels of turnover intention. Yet, a review of the literature reveals a limited number of studies conducted on talent management. Furthermore, the existing research focuses on different aspects of this topic. Therefore, based on the social exchange theory and organizational support theory, this thesis sought to determine the role of affective commitment in the relationship between perceived talent management and turnover intention. In testing the study hypotheses, the data was collected through survey method from 281 doctors who works in a private health group applying talent management. The results demonstrated that perceived talent management negatively influenced turnover intention. The findings also showed that the negative relationship between the two contructs was mediated by affective commitment.