The differential value created by talented employees and their contribution to organizations in the hypercompetitive and complex global economy has made talent management a strategic priority for organizations. Talent management has been advocated as an important strategy to retain talented employees, but academic studies exploring their relationship are limited. Building on the Resource-Based View (RBV) theory and Social Exchange Theory (SET), the present article studies the relationship between talent management and employee retention. In addition, a conceptual model explaining the role of talent perception congruence and organizational justice in the relationship between talent management and employee retention is developed by incorporating the Perceived Organizational Justice Theory and Congruence Theory in talent management context. This article may assist in setting the direction for future research in the area of talent management and help managers understand the significant roles of talent perception congruence and organizational justice in determining the talent management outcomes.

中文翻译：

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人才管理和员工留任：综合研究框架

在竞争激烈和复杂的全球经济中，有才华的员工创造的差异性价值及其对组织的贡献使人才管理成为组织的战略重点。提倡人才管理是留住优秀员工的重要策略，但是探索他们之间关系的学术研究是有限的。本文基于资源观（RBV）理论和社会交流理论（SET），研究了人才管理与员工保留之间的关系。此外，通过将感知组织正义理论和同等理论纳入人才管理环境，建立了一个概念模型，该模型解释了人才感知一致性和组织公正在人才管理与员工保留之间的关系。