The moderating role of generational differences in the effect of talent management practices on employees' intrapreneurship behavior: An application in hospitality enterprises

THE MODERATING ROLE OF GENERATIONAL DIFFERENCES IN THE EFFECT OF TALENT MANAGEMENT PRACTICES ON EMPLOYEES' INTRAPRENEURSHIP BEHAVIOR: AN APPLICATION IN HOSPITALITY ENTERPRISES The main purpose of this thesis is to examine the effect of talent management practices of enterprises on the intrapreneurship behavior of employees and the moderator role of generations in this effect. In line with this purpose, a quantitative research was conducted on white-collar employees of a hotel chain operating in Antalya. The analysis of the research was carried out on the questionnaire data collected from 238 talented employees. Regression analyses and the Process Macro program developed by Hayes (2022), which can be used as an SPSS add-on, were used to test the research hypotheses. As a result of the analyses, it has been determined that all talent management practices implemented by the organization have a direct significant effect on the intrapreneurship behavior of white-collar employees. On the other hand, it was found that generations have a moderating role on the effect of selection and placement, commitment and training dimensions of talent management on intrapreneurship behavior. On the other hand, it was found that generations did not have a moderating role on the effect of attraction, retention, rewarding and talent pool dimensions of talent management on intrapreneurship behavior. It can be said that this study is unique in terms of addressing the moderating role of generations in the effect of talent management practices on the intrapreneurship of employees in tourism enterprises. Keywords: Talent management, Intrapreneurship, Generations, Tourism, Quantitative Method