ABSTRACT

This study uses a quantitative analysis to investigate the connection between the talent management (TM) mechanism and work engagement with a perceived moderating effect of the self-perceived talent status on work engagement. Using responses from 471 respondents in six Japanese firms, I propose and test hypotheses regarding the TM mechanism, work engagement and the moderating role of the self-perceived talent status between the TM mechanism and work engagement. The results demonstrate that the TM mechanism and the self-perceived talent status have mutually exclusive and positive effects on work engagement. This finding corroborates the previous studies that employed exclusive and inclusive approaches. However, this study failed to find any concrete evidence that supports the moderating role of the self-perceived talent status.

摘要

本研究使用定量分析来调查人才管理（TM）机制与工作投入之间的联系，并通过自我感知的人才状态对工作投入的感知调节作用来调查。使用来自 6 家日本公司的 471 名受访者的回答，我提出并检验了关于 TM 机制、工作投入以及自我感知人才状况在 TM 机制和工作投入之间的调节作用的假设。结果表明，TM机制和自我感知的人才状态对工作投入具有相互排斥的正向影响。这一发现证实了先前采用排他性和包容性方法的研究。然而，这项研究未能找到任何具体证据支持自我感知人才地位的调节作用。