Özet:

Purpose- Severe changes and transformations are expected in business life after the COVID-19 pandemic. While organizations initiate their restructuring processes by new conditions, their need for talented employees increases day by day. Failure to meet employees’ compensation satisfaction expectations, one of the critical elements of retaining talent, may affect turnover intention. The purpose of this study is to research the impact of talent management practices directly on turnover intention and as an intermediary variable on compensation satisfaction and to reveal how this relationship will be modelled. Methodology – The study sample, conducted with the correlational survey method, consists of 200 employees of a facility management (Outsourcing Service Provider) organization that continues its activities. Findings- As a result of the study on the relationship between talent management, compensation management, and turnover intention, the perception of leaving the job as the dependent variable has a negative and moderate relationship with tangible and intangible talent management. Moreover, there is a very high positive correlation between talent management factors; and compensation satisfaction and compensation satisfaction have a powerful intermediary effect. Originality- Although there are studies in the literature that have examined the relationship between talent management, compensation satisfaction and turnover intention, separately or as bilateral relations, considering that there is no study that deals with the relationship of these three concepts together, with this study, it has been tried to contribute to the literature in this direction.

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