A research on the effect of talent management applications on organizational identification and job performance

This study aims to examine the effects of talent management practices on organizational identification and job performance. Within the scope of the study, data were collected through an online survey from a total of 410 employees working in three different companies operating in the ground services sector of civil aviation in Türkiye. Participants were reached using the convenience sampling method. The data were analyzed using the SPSS 25 program. The study reveals results that partially support the significant effect of talent management practices on organizational identification and job performance. Specifically, it was found that the "talent development and rewarding" and "commitment" sub-dimensions of talent management practices had a positive and significant effect on organizational identification and job performance. On the other hand, the "talent attraction and selection" sub-dimension of talent management practices did not show a significant effect on organizational identification and job performance. The study highlights the critical importance of talent management practices in strengthening organizational identification and employee performance. By addressing the relationships between talent management practices, organizational identification, and job performance within a holistic framework, the study is expected to contribute both to the limited body of research that simultaneously examines these variables and to the literature gap concerning ground handling services in the aviation sector.