The effect of talent management applications on employee motivation and performance and business performance: Bank and insurance employees application

In this study, it is aimed to reveal the effects of talent management practices on employee motivation and performance and business performance in the banking and insurance sector. The data obtained with the participation of 1,000 people working in the banking and insurance sectors operating in Turkey has been analyzed in this context. As a result of the research, it was determined that recruitment and development of talent, which are sub-dimensions of talent management did not affect intrinsic and extrinsic motivation. It has been determined that talent retention and selection dimensions positively affect both internal and external motivation. It has been challenged that extrinsic motivation has a negative effect on employee performance, while intrinsic motivation has a positive effect on employee performance. It has been observed that employee performance positively affects organizational performance. From the organizational climate dimensions, it has been determined that the assertiveness of the job and the support of the management, autonomy and freedom affect employee performance positively, while role ambiguity does not negatively affects employee performance. It has been determined that the assertiveness of the job and the support of the management, autonomy and freedom affect the organizational performance positively and role ambiguity negatively. While it is observed that the assertiveness of the job and the support of the management, autonomy and freedom partially mediate the relationship between employee performance and organizational performance. It has been found that role ambiguity from the organizational climate dimensions does not affect the relationship between employee performance and organizational performance.