Talent Management Strategy and Organizational Diversity


Diversity, Job satisfaction, Organization, Talent management


We investigated how high-potential individuals' perceptions of distributive and procedural fairness are related to their levels of job satisfaction and the amount of effort they put in at work based on their Talent. These people were chosen based on previous data. A questionnaire was sent to 203 individuals working for a single major organisation. These individuals ranged from high potential to mediocre performance. It was shown that workers with high potential and Talent management had much more positive sentiments towards distributive justice. The worker's perception of the fairness of the workplace served as a crucial intermediary in the link between their sense of identity and the degree to which they enjoyed their employment. The findings also showed that people's opinions about the fairness of the procedures utilised to make judgements regarding their employment had a role in determining how hard they were willing to work. The consequences of these discoveries, in both a theoretical and practical sense, are investigated.