Ο ρόλος της οργανωσιακής κουλτούρας στη διαχείριση του ταλέντου : εμπειρική διερεύνηση σε ελληνικές εταιρίες
The role of organizational culture in talent management : evidence from Greek companies
KeywordsΤαλέντο ; Διαχείριση ταλέντων ; Οργανωσιακή κουλτούρα ; Talent ; Talent management ; Organizational culture
Talent management relates to the ability of an organization to recognize the strengths of each employee separately, to highlight and use them accordingly, so that they can achieve their best work results. In general, talent whether defined as something innate or as a result of the effort of a person to further develop their abilities and skills, in order to be attracted, recognized and developed within an organizational environment needs a healthy and stable organizational culture, with a clear vision, values, business strategy and goals. The purpose of this study is to record the perceptions of people who work in Greek and foreign private companies around the organizational culture of the company and around the fields related to talent management. In a second stage, we investigate the extent to which the four types of organizational culture, the six talent management areas and the demographic and employment characteristics are linked. For the realization of the first stage of this investigation we record the frequency of responses to the observations set out in the standard questionnaire that was used, while in the investigation of the correlations we use the Spearman’s non-parametric correlation coefficient. The survey is based on a random representative sample of employees of Greek and foreign companies in the greater Athens area, who held various specialties and belonged to various management levels. A total of 75 valid questionnaires were collected. Overall, demographic and labor characteristics were observed to be related to perceptions of organizational culture and talent management. Also, all the studied types of organizational culture were positively related to all of the talent management fields, indicating that workers' talents may be managed effectively within all the organizations studied, and regardless of the type of culture that predominantly characterizes them. The main limitation of this study was the poor response of the most companies approached to participate in this investigation, which contributed to the collection of a relatively small number of valid questionnaires.