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The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda

机译：组织公正感在塑造人才管理成果中的作用：研究议程

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摘要

Talent management is in need of a theoretical foundation and empirical research at the level of the individual. To address these gaps, the current paper relies on the literature on workforce differentiation and provides a research agenda by introducing perceived organizational justice as a key mediator between talent management practices and differential employee reactions. We discuss employees' varying reactions to talent management on one hand and their underlying perceptions of organizational justice, on the other hand. In particular, we propose that, amongst others, an employee's high potential status serves as an antecedent for different distributive justice perceptions, while procedural interventions and relationship building can provide organizational latitude in shaping employee reactions to talent management. Research methods, challenges, and practical implications are discussed.
机译：人才管理需要个人层面的理论基础和实证研究。为了解决这些差距，当前的论文依靠有关劳动力差异的文献，并通过引入公认的组织正义作为人才管理实践与差异员工反应之间的关键中介者，提供了研究议程。我们一方面讨论员工对人才管理的不同反应，另一方面讨论他们对组织公正的基本看法。尤其是，我们建议，除其他外，员工的高潜力地位是不同分配正义观念的先决条件，而程序性干预和建立关系可以在塑造员工对人才管理的反应方面提供组织自由。讨论了研究方法，挑战和实际意义。

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