The study aims to investigate employees' overall justice perception and job stress as multiple mediators in the relationship between perceived talent management (TM) practices and turnover intention.
Covering various industries in Bangkok, Thailand, the sample of the study consists of 552 employees, including both talented employees and normal employees as defined by their organization. Online questionnaires were distributed internally by selected organizations, and structural equations modeling was used to analyze the data.
The results indicate that both overall justice perception and job stress mediate the relationship between perceived TM practices and turnover intention.
The study contributes to the lack of empirical evidence in TM literature and aids in the design of better TM strategies to deliver effective organizational investments in its people.
