Investigate the Relationship between Talent Management and Organizational Commitment and the Perception of Organizational Justice in the Center for Early Learning

The purpose of this study was to investigate the relationship between talent management and organizational commitment and perceived organizational justice in upper secondary education center through descriptive correlational method. The statistical population of the study was all the staff of the organization. Due to the military nature of the organization under study, the number of people in the community is limited. According to Morgan table, the sample size of 300 people was selected by simple random sampling method. The information gathering tool was male and female talent management questionnaire (1394) with 27 items, organizational commitment questionnaire by Allen & Meyer (1997) with 24 items and Perceived Organizational Justice Perception Questionnaire (NIAUF & MORMAN, 1993) with 20 items. The formal validity They were confirmed and their reliability was reported using Cronbach's alpha coefficient for talent management questionnaire (0.91), organizational commitment (0.90) and organizational justice (0.88). Data were analyzed using descriptive and inferential statistics and regression test, one-way test and variance analysis. Findings from the analysis of research questions showed that there is a meaningful relationship between talent management and organizational commitment of employees. Based on the coefficient of determination, R2 was 36% of variance in talent management and organizational commitment of collaborative staff. The correlation coefficient between perceptual organizational management status and perceived organizational justice is significant.