The relationship of perceived relationship investment with retention from talent management perspective

The perception formed among employees regarding the extent to which an organization allocates efforts, dedication, and resources to develop and maintain relationships with them is defined as perceived relationship investment. Perceived relationship investment is also a critical factor for retention, as it helps employees feel valued and important. It can be said that the dedication and efforts demonstrated by the organization influence employees' levels of satisfaction and commitment. On the other hand, retention refers to the long-term maintenance of talented and qualified employees within an organization. In this context, this study aims to analyze the relationship between perceived relationship investment and retention in the context of talent management. The research was conducted using the relational survey method, one of the quantitative research methods, and the data were collected from public bank employees through surveys. Data obtained from 375 bank employees were analyzed using the SPSS program through reliability, normal distribution, correlation, t-test, regression, and descriptive statistics. According to the findings obtained after the analysis, in the context of talent management, the perception of perceived relationship investment has a statistically significant and positive impact on employees' intention to stay (retention) in the organization. In this context, it was observed that as employees' perception levels increased positively, retention also improved. According to the results of the t-test analysis, it was determined that only the perception of talent retention differed by gender, while it did not vary according to other socio-demographic variables. Additionally, it was found that the perceived relationship investment perception did not differ based on the socio-demographic characteristics of the participants. Based on the findings of this study, it has been emphasized that retention practices should be prioritized in relation to employees' perceived relationship investment and that its impact on retention is significant. This finding indicates that perceived relationship investment has positive effects on employee retention. It can be suggested that in organizations where the level of perceived relationship investment is high, employees are more likely to have a stronger desire to remain in the organization. In this context, prioritizing perceived relationship investment strategies in human resource management and placing greater emphasis on talent management can play a critical role in employee retention. It has been concluded that organizations that develop strong and positive relationships with their employees within the scope of talent management can gain a significant advantage in enhancing employee commitment.