The effects of career and talent management and organizational trust on employee performance (A study in the service sector of the Mediterranean Region)

The level of acceptance and adoption of organizational activities, goals, values, vision and mission by employees working in the business is a success of business management. This acceptance contributes to the positive perception of employees about the company. When evaluated in terms of human resources management, it is expected that the performance of employees working in businesses where organizational trust is ensured, talent management is given importance, and career management of employees is implemented will be high. The fact that human resources have become an important component in competition has also guided research in the field of human resources management. The focus of research has been on how career management, talent management and organizational trust variables, which are current concepts in business management literature, affect employee performance together. In this regard, the research results are thought to be important in terms of showing how these components affect the employee performance level in businesses that have successfully implemented talent and career management and placed organizational trust on a healthy basis, and indirectly reflected on business performance. The main purpose of the research is; The aim is to examine whether medium-sized enterprises' lack of career and talent management and organizational trust practices affect employee performance. In the research where the stratified sampling method was applied to achieve this aim; A survey was conducted with 565 employees working in 17 medium-sized enterprises operating in the Mediterranean region, and the test results of exploratory and confirmatory factor analyzes performed on the data of 480 accepted surveys were presented. One-way ANOVA analysis was conducted to measure the effect of income level, one of the demographic variables, on employee performance. In order to determine the level of explanation of the independent variables on the dependent variable, multiple regression analyzes were performed and research hypotheses were tested. The research model was tested with the structural regression model. According to the structural regression model results; It has been determined that career planning, career management, recruitment to the business, training and development, trust in colleagues and trust in the business have a significant and positive effect on Employee Performance. However, it has been determined that the wage has a positive effect on employee performance, as there is a significant difference between the average scores given to employee performance according to the categories of the income variable, one of the demographic factors. It has been observed that selection and placement, retention and trust in the manager do not significantly affect employee performance. It was concluded that the average score of the employee performance variable is higher than the average score of other variables and that this variable affects the labor market more strongly than other variables. When the correlation between the variables was examined, it was seen that the highest correlation was between the dimensions of trust in the manager and trust in the business, and there was a strong positive relationship between these dimensions. Therefore, it is thought that trust in the business can be gained by trusting the manager, and in order to ensure trust in the business, managers must first be competent in gaining trust. The model established in the study shows that employee performance can be improved through career and talent management of human capital and organizational trust. Key Words: Career Management, Talent Management, Organizational Trust, Employee Performance