The Mediating Role Of Talent Management In The Effect Of Human Resources Practices On Career Satisfaction

Human resources (HR) practices have a significant impact on employees' career satisfaction and talent management plays a critical role in enhancing this impact. While effective HR practices increase employees' job satisfaction and motivation, talent management plays a mediating role in this process. Talent management involves the process of recognising and developing the potential of employees. Utilising employees' talents in the right positions and supporting them to reach their career goals increases their commitment and satisfaction to the workplace. Through talent management, employees feel valued and recognise that they are contributing to their personal development. This, in turn, ensures that employees stay longer in the organisation and perform better. As a result, talent management strengthens the link between HR practices and employees' career satisfaction and contributes to the success of organisations. The purpose of this study is to determine the mediating role of talent management in the effect of human resource practices on career satisfaction for 435 HR employees. As a result of correlation analysis, human resource practices were positively and significantly related to career satisfaction by 53.8% (r=0.538, p=0.000), human resource practices were positively and significantly related to talent management by 61.4% (r=0.614, p=0.000) and talent management was positively and significantly related to career satisfaction by 50.1% (r=0.501, p=0.000). As a result of the structural equation model, human resource practices have a significant positive effect on career satisfaction (β =0.553, p<0.01), human resource practices have a significant positive effect on talent management (β =0.632, p<0.01) and talent management has a significant positive effect on career satisfaction (β =0.522, p<0.01). As a result of the Standardised Bootstrap Analysis, it was determined that talent management has a mediating role in the effect of human resource practices on career satisfaction. Thus, hypotheses H1, H2, H3 and H4 are accepted.