Relationships between Talent Management and Organizational Performance: The Role of Climate for Creativity

Abstract

Objective: The objective of this paper is to explore the role of climate for creativity in mediating relationships between talent management and organizational performance.

Research, Design & Methods: A model relating talent management, organizational performance and climate for creativity was tested using structural equation modelling Based and data from 326 large organizations in Poland. It allowed the verification of two formulated hypotheses.

Findings: Research results reveal that talent management is a three-dimensional construct (dimensions are: strategic, structural and ideological) while climate for creativity and organizational performance are both unidimensional constructs. Results indicate that climate for creativity mediates the relationships between the dimensions of talent management and organizational performance.

Implications & Recommendations: Research findings suggest that in order to enable organizations to achieve high performance through talent management it should focus on creating an appropriate climate supporting individual creativity of its employees.

Contribution & Value Added: The originality of this work lies in studying unexplored relationships between talent management policies and organizational performance with the mediating role of climate for creativity. It is the first attempt to assess these relationships on the basis of empirical data in Poland.

Keywords

talent management, organizational performance, climate for creativi-ty, empirical research, structural equation modelling

Author Biography

Tomasz Ingram

Katedra Przedsiębiorczości i Zarządzania Innowacyjnego

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