Consequences of Exclusive Talent Management and the Mediating and Moderating Roles of Distributer Justice and Procedural Justice

Abstract

The study examines the effect of exclusive talent management on turnover intention, employ engagement, and perceived distributive justice. Moreover, the impact of distributive justice on turnover intention and employee engagement was examined. Further, we also assess the mediating and moderating roles of distributive justice and procedural justice. The study has collected the data through a survey questionnaire from employees of private banks in Pakistan. The private bank context is suitable for the study because it is the most emerging services sector. There is a high degree of social interaction among management, peers, and customers in providing financial services. Two hundred eighty respondents provided complete responses, and hypothesis testing was analyzed using structural equation modeling with AMOS 24. We used bootstrapping method for mediation/moderation analysis. The study found that exclusive talent management simulates distributive justice, employee engagement, and turnover intention. Our results also show that distributive justice affects employee engagement and turnover intentions. We also found that distributive justice mediates employee engagement but not the turnover intention. However, we did not find any moderating role of procedural justice. This study was limited to the banking sector of Pakistan, and other studies may explore other sectors. A comparative study between service and manufacturing may also bring further insight into the discussed phenomenon.

Keywords

• organization career management
• succession planning
• organizational justice turnover intention