The Effect of Talent Management Process on the Research Performance of Faculty Members with the Mediating Role of Organizational Justice

The research performance of faculty members is one of the main criteria for measuring university performance, and universities and higher education centers seek to improve it because of their purpose and the commitment that they feel towards various parts of society. The present research aims at determining the effects of the components of perceived talent management on the research performance of faculty members with the mediating role of perceived organizational justice. The research is a correlational-descriptive study based on structural equations and its statistical population consists of the faculty members at the University of Isfahan, Isfahan University of Medical Sciences and Isfahan University of Technology. For the sample size, using the SPSS Sample Power software, out of 562 individuals, 130 were selected using stratified random sampling proportional to sample size. For data collection, faculty members’ research performance record, a talent management questionnaire and a perceived organizational justice questionnaire were used. Convergent validity for both questionnaires (AVE) was calculated to be more than 0.5 and the reliability of both questionnaires using Cronbach’s alpha coefficient was calculated to be more than 0.75. Data analysis was performed using the Smart PLS 3.2.6 statistical software. Findings indicated that the components of the variables of perceived talent management and perceived organizational justice constitute a total of 61% of the variance of the variable of research performance and the mediating role of the variable of perceived organizational justice was calculated to be insignificant. As a result, it can be said that improvement of talent management process components can lead to increased faculty members’ perceived organizational justice and ultimately improved research performance.