Examining the relationship between talent management and employee job‐related outcomes: The case of the Indian manufacturing industry.

This study examined the relationship between talent management (TM) and employee job‐related outcomes in the Indian manufacturing setting. TM practices included talent acquisition, talent development, talent engagement, and talent retention. Employee job‐related outcomes of this study included intent to stay, job engagement, affective commitment, job satisfaction, and employee competency. This study used the social exchange theory and a resource‐based view as the theoretical underpinnings for the proposed TM model. The role of organizational culture as a moderator was also examined in the study. The sample of the study consisted of 992 full‐time employees working in one of the largest textiles and paper manufacturing organizations of India with facilities located in two Indian states. Data were collected online through a questionnaire composed of several existing survey instruments. The response rate for the survey was high (62.98%). The primary method of data analysis was structural equation modeling. The overall relationship between TM and employee job‐related outcome was found to be significant and positive. The findings showed that organizational culture is significantly related to TM and employee job‐related outcomes. In addition, organizational culture does moderate the relationship between TM and employee job‐related outcomes. [ABSTRACT FROM AUTHOR]