The mediating role of work engagement between perception of talent management practices and organizational commitment: A research in the banking sector

Today's business world has undergone significant changes in the context of both employees and employers. Due to globalization, technology development and accessibility of information, the business world has to keep up with these changes. In terms of employees, they can use their skills and develop themselves, things that are meaningful to them are at the forefront. In terms of employers, finding and retaining talented employees has become the most important factor to achieve sustainable competitive advantage. Talent management is a management process based on a resource-based approach from strategic human resources approaches and is now an important subject of human resources management. Together with talent management, employee commitment and work engagement are also increasing. Having employees who are talented, committed with their organizations and attracted to their jobs has a significant impact on the success of companies. It also creates a competitive advantage for our hyper competition environment. Efficient implementation of talent management provides more committed employees to their organizations. Again, this effect is seen in the level of work engagement. In this context, the effect of work engagement on the relationship between perception of talent management practices and organizational commitment was examined. Thesis research was conducted in the banking sector and the results of the analyzes were presented. Keywords: Strategic Human Resource Management, Talent Management, Organizational Commitment, Work Engagement.