espEconomy: strategy and practiceEconomy: strategy and practice1997-99672663-550XИнститут экономики10.51176/1997-9967-2023-3-84-97esp-1110Research ArticleДЕМОГРАФИЯ, ЧЕЛОВЕЧЕСКИЕ РЕСУРСЫ И РЫНОК ТРУДАDEMOGRAPHY, HUMAN RESOURCES AND THE LABOR MARKETРоль удовлетворенности и вовлеченности сотрудников в управлении талантамиThe Role of Job Satisfaction and Employee Engagement in Talent Managementhttps://orcid.org/0000-0001-6996-1297ЖуламановаД. Б.ZhulamanovaD. B.

PhD докторант

ул. Сатпаева, 16а, A15P4M7, Алматы

Dinara B. Zhulamanovа – PhD candidate

16a Satpayev Str., A15P4M7, Almaty

zhakdinara@mail.ruhttps://orcid.org/0000-0002-2004-0603НиеталинаГ. К.NiyetalinaG. K.

Кандидат экономических наук, профессор

ул. Сатпаева, 16а, A15P4M7, Алматы

Gaukhar K. Niyetalina – Cand. Sci. (Econ.), Professor

16a Satpayev Str., A15P4M7, Almaty

g.niyetalina@turan-edu.kzУниверситет ТуранКазахстанTuran UniversityKazakhstan2023031020231838497Copyright © Жуламанова Д.Б., Ниеталина Г.К., 20232023Жуламанова Д.Б., Ниеталина Г.К.Zhulamanova D.B., Niyetalina G.K.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://esp.ieconom.kz/jour/article/view/1110

Управление талантами важно для организаций, прежде всего, для получения ими конкурентного

преимущества. Высокий спрос на таланты предьявляет к работодателям особые требования на глобальном и государственном уровнях. Выявление факторов, способствующих удержанию и сохранению талантов в рамках управленческого процесса, и тестирование сформированной модели, было обозначено в качестве основной цели статьи. Исследование выявило независимые переменные, такие как удовлетворенность работой и вовлеченность работе, и изучило, как они способствуют зависимой переменной, то есть удержанию и сохранению талантов. Для оценки качества модели и проведения мультирегрессионного анализа использовались программы Smart PLS4 и IBM SPSS для статистической обработки данных. В ходе анализа была поставлена задача учитывать аспект различия и гендерного разнообразия между возрастными поколениями, которые могут влиять на переменные. Для выполнения данной задачи был проведен тест значимости, то есть дисперсионный анализ Anova и Мanova. В результате проведенного онлайн-опроса от 126 респондентов были получены первичные данные. На основании подтверждения и неподтверждения гипотез сделаны ряд выводов. Высокий уровень влияния на удержание необходимых кадров на рабочих местах (70,7%) показали такие факторы, как вовлеченность и удовлетворенность работой. Следовательно, чтобы свести к минимуму текучесть и дефицит рабочей силы на рынке труда, необходимо учитывать другие не менее важные нематериальные потребности сотрудников. Наряду с эксклюзивным подходом также необходимо уделять особое внимание инклюзивному подходу, поскольку он способствует предотвращению оттока талантов.

Talent management is important for organizations, first of all, to gain a competitive advantage. The

high demand for talent imposes special requirements on employers at the global and state levels. The identification of factors contributing to the retention of talents within the management process, and testing of the formed model, was designated as the main purpose of the article. The study identified independent variables, such as job satisfaction and engagement to work, and examined how they contribute to the dependent variable, i.e. talent retention. Smart PLS4 and IBM SPSS programs for statistical data processing were used to assess the quality of the model and conduct multi-regression analysis. During the analysis, the task was set to take into account the aspect of differences and gender diversity between age generations, which can influence variables. To perform this task, a significance test was conducted, that is, Anova and Manova analysis of variance. As a result of an online survey of 126 respondents, primary data were obtained. Based on the confirmation and non-confirmation of hypotheses, a number of conclusions have been made. Factors such as engagement and job satisfaction showed a high level of influence on the retention of the necessary personnel in the workplace (70.7%). In order to minimize the shortage and turnover of labor in the labor market, it is necessary to pay attention to an inclusive approach, as it helps to prevent the outflow of talent.

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The authors declare that there are no conflicts of interest present.