Investigating employee perceptions: Association between recognized individual talents and social wellbeing

Area of Science:

• Organizational Psychology
• Human Resource Management

Background:

• Inclusive talent management aligns with the Nordic welfare model but its value requires further study.
• This approach, grounded in positive psychology, emphasizes matching individual employee talents with organizational needs for enhanced wellbeing.
• The study specifically examines talent identification and its link to the social dimension of employee wellbeing.

Purpose of the Study:

• To investigate the association between inclusive talent management practices, specifically talent identification, and employee social wellbeing.
• To test the assumption that a fit between individual talents and organizational needs positively influences employee wellbeing.
• To explore the impact of talent identification on supervisor support and social climate within work units.

Main Methods:

• An employee survey was conducted within the Finnish units of four international manufacturing organizations.
• Data from 618 employees were analyzed using logistic regression.
• The study focused on the practice of talent identification and its relationship with social wellbeing indicators.

Main Results:

• Recognition of individual talents for long-term organizational deployment showed a positive association with social wellbeing.
• Employees reported enhanced supervisor support and a better social climate in their work units.
• A significant positive correlation was found between talent recognition and perceived social wellbeing.

Conclusions:

• Inclusive talent management, particularly talent identification, appears to create value by enhancing employee wellbeing.
• The findings tentatively suggest that aligning individual talents with organizational needs contributes to improved social wellbeing.
• This study provides empirical support for the benefits of inclusive talent management in fostering a positive work environment.