أثر إدارة المواهب على الثقة التنظيمية دراسة ميدانيَّة في فروع بنك البركة في سوريا

Abstract

This study aimed to measure the impact of talent management practices (identification, development, retention) on the dimensions of organizational trust (trust in colleagues, trust in supervisor, trust in the organization) at the Branches of Al Baraka Bank in Syria. The study adopted a descriptive approach, and primary data were collected through a specially designed electronic questionnaire. The questionnaire was distributed to a random sample of (248) employees, with (182) valid questionnaires returned, representing a response rate of (76%). statistical analysis using (SPSS V25) indicated a generally good level of talent management practices and organizational trust. Furthermore, multiple regression analysis showed that combined talent management practices had a statistically significant effect at the 0.05 level on all dimensions of organizational trust. These practices explained approximately (34%) of the variance in trust in colleagues, (48%) of the variance in trust in supervisors, and (52%) of the variance in trust in the bank. At the conclusion of the study, the researcher presented a set of recommendations, the most notable of which were: consolidating the good level of application of talent management practices and organizational culture through practical measures; strengthening collective talent development programs that engage employees in joint training and cooperative activities designed to link individual development with teamwork and to apply these in collaborative projects across branches and departments; and adopting a comprehensive talent management strategy as the most influential factor in enhancing employees’ trust in the bank under study, by aligning talent management policies with the bank’s vision and values and ensuring their consistency with employees’ expectations and professional needs.