Abstract:

In today's economy, in order to ensure sustainable development and, in particular, to maintain their competitive advantage, organizations must ensure that they have highly trained human capital, with an innovative spirit, eager to continuously improve their skills and qualifications. This natural desire of organizations has led to a gap, which tends to permanently widen, between the demand and supply of human capital that possesses the necessary qualifications for companies. In addition, given the organization’s digital transformation, the pool of employees who are able to respond to new challenges is in a continuous shortage. It is also worth mentioning that the globalization of the economy and labour migration tends to cause a huge human capital gap in developing and underdeveloped countries.

We believe that implementing an efficient talent management system should lead to increased employee wellbeing, which would mean that strong links appear in the literature between the two concepts. A previous bibliometric analysis, conducted on articles indexed in both Scopus and Web of Science using VOSviewer, demonstrated only a low level of link strength and a low level of occurrences between talent management and employee wellbeing. This means that the two topics have only appeared together in very few articles and researchers were not interested in analysing their relationship, at least not direct ones. Researchers may have analysed the relationship of each of these two concepts with a range of organizational behaviours such as: job satisfaction, employee (work) engagement, employee commitment, organizational commitment.

This paper aims to identify those "missing links" that determine the relationship between talent management and employee wellbeing.