Abstract:

Talent status classifies employee’s as talent or not talent. Assumption is that the given status to the employees as “not talent” would turned majority employees with negative affective and cognitive behavior, ultimately results into the dissatisfaction, low performance, low motivation, and job quit. The differential treatment among the employees shifts power from not talent to talent in ongoing social exchange relation. The power shift promoted inequalities among the talent and not talent in term of unequitable opportunities and resource distribution. Thus, unfulfilled expectation of “not talent” will cause breach of psychological contract between employee and employer. A critical analysis of how breach of psychological contract inherent in talent status classified as “not talent” in a social exchange relationship. To highlight what may be “possible” in talent status, propose a constructive relationship between talent status and power shift from non-talents to the talent.