The purpose of this paper is to examine a process through which perceived talent identification affects employee burnout.
Data for the study were collected from 242 employees using a cross-sectional survey design.
The findings supported the mediating role of work effort in the relationship between perceived talent identification and burnout. Furthermore, the results highlighted the moderating role of employee well-being attributions in the relationship between perceived talent identification and employee work effort. The moderated–mediated relationship for burnout was also supported.
Using insights from conservation of resources and attribution theories, this study not only examined the direct relationship between perceived talent identification and feelings of burnout but also provided insights into why perceived talent identification leads to different employee outcomes.
Management should pay attention to the communication processes related to talent identification because employees’ interpretation of the underlying motives of this identification impacts their well-being (i.e. feelings of burnout).
This study examines employees’ attributions in the context of talent management and demonstrates that these interpretations play an important role in shaping their behaviours.
