+ چکیده مقاله
Providing a causal model between the talent management system of the organization, the staff,s resilience and the staff,s turnover
Abdolbaset Moradzade - MA
Nourmohamad Yaghoubi - Ph.D
Abbas Arab - Ph.D Student
This research was conducted with the aim of providing a causal model between the talent management system of the organization, the staff,s resilience and the staff,s turnover. Research method in terms of purpose was developmental-applied and in terms of data collection methods was a descriptive–correlational research. The study statistical population was consisted of Formal and informal staff total of Kash cement (274 people) in1392. According to Morgan table, the study statistical sample was 160 people that they were selected by ratio-stratified sampling. Datas were collected by talent management questionnaire (Ahmadi & et al., 2012), resilience questionnaire (Connor and Davidson, 2003) and turnover questionnaire (Mobly and Horner, 1978; Lyons, 1971) with Cronbach's alpha reliability 0.93, 0.87 and 0.62 respectively. Datas were analysised by t-value and path analysis in LISREL software and also nonparametric Mann-Whitney U test, median test in SPSS software. The results indicated that, 1) talent management system has a significant positive effect on staff,s resilience. 2) Staff,s resilience has a significant negative effect on students learning difficults. 3) After removal of indirect path of talent management system to turnover, the research final model fit to the data was satisfactory. 4) There is significant difference between staff,s attitude about talent management system in terms of staff,s education certification and their professional experience, but there isn,t significant difference in terms of staff,s gender. Therefore, attention to the Implementation of talent management system processes with approach of Promoting resilience in organizations should be noted morely, particularly in industrial centers.
Keywords: Talent Management System, Resilience, Turnover, Causal Model.
in judging & review in quarterly journal of management sciences of iran