Linking talent management to thriving at work and employees’ voice behavior: The moderating role of person–organization fit

Abstract

AbstractThis study aims to ascertain how talent management promotes employee thriving at work and voice behavior. Drawing an integrated self-determination theory and socially embedded model of thriving, person-organizational fit (P-O fit) is also explored as a moderator of these relationships. A moderated mediation procedure was applied to test the model based on a two-wave data collectiong of 406 employees from various sectors in Indonesia using Macro Process 4.0. The results reveal that talent management positively correlates with thriving at work and employee voice. Thriving at work is positively associated with employee voice and is an intermediate role between talent management and voice relationship. Finally, P-O fit plays a dual role: as an antecedent of thriving at work and employee voice and also moderates the link talent management to thriving at work and employee voice. The originality study was established by investigating talent management as an antecedent of employee voice and uncovering the nature of the relationship between the two through the mediating and moderating effect of thriving at work and person-organizational fit. Human resource management practitioners could use the study results to develop talent management to build employee thriving at work and proactive behavior in a constructive voice.

Keywords

• talent management
• thriving at work
• employee voice
• person-organization fit