Regulatory role of talent management in the effect of employee's attributes to digital technology on their perceptions of remote working and other flexible working types

With the effect of globalization, organizations that want to maintain their continuity in the business world should be able to adapt to changes in external conditions and be open to change and development their processes. Changes that have taken place in recent years have increased the importance of the human resources departments in the organizations. Human resources departments carry out activities aimed at the development of organizations, their healthy growth, reaching their strategies, and providing a happy working environment for their employees with basic skills, with sustainable policies, through integrated talent management processes. Management of talents is considered as one of the perspectives that ensure continuity within the organization and increase profit rates. When the digital transformation, which has accelerated especially in recent years, is evaluated in terms of employees, it has encouraged human resources departments to develop new approaches and new methods in order to understand the effects of positive or negative attitudes of employees towards this digital technology and to regulate them when needed. In this study, the moderator role of integrated talent management in the effect of employees' attitudes towards digital technology on their perceptions of the transition to remote working and other flexible working models was examined.