DIFFERENCES OF TALENT MANAGEMENT, ORGANIZATIONAL CULTURE, EMOTIONALLY INTELLIGENT LEADERSHIP AND PSYCHOLOGICAL CONTRACT ACCORDING TO DEMOGRAPHIC VARIABLES

Abstract

Objective: This research was conducted to determine the knowledge and attitudes of health workers working in hospitals about talent management, organizational culture, emotional intelligence leadership and psychological contract according to demographic variables. Material-Method: The following scales were used as the data collection tools: The scale developed by Denison and Mishra (1995) and adapted to Turkish by Yahyagil (2004) for Organizational Culture; the scale developed by Anne-Marguerite Oehley (2007) and adapted to Turkish by the researcher for Talent Management; the scale developed by Palmer, Stough, Harmer and Gignac (2009) for Emotional Intelligence Leadership; and finally the scale developed by Rousseau (2000) and adapted to Turkish by Topçu (2015) for Psychological Contract. Results: Regarding the findings of the study, it is seen that participants are in 28-35 age range by 43.6%; 38% of the participants have an undergraduate education; 37.6% of the participants are working as a nurse; 49% of the participants are married; 32.2% of the participants have work experience between 1-3 years. Regarding the frequency of the meetings with the supervisor, 46.6% of the participants noted as ‘a few times.’ Conclusions: When we examine the differences of the scale and its sub-dimensions according to demographic variables; There was a significant difference between men and women on the ‘emotional balance’. According to the working groups of the participants; there were statistically significant differences in the responses of the relational dimension of the psychological contract inventory and the talent management scale to the ‘performance and empathy’ dimension