The role of organizational culture on the commitment and commitment of human resources through mediation of talent management (Case study: Education in Tehran)

The present study was conducted to investigate the role of organizational culture on the commitment and commitment of human resources through talent management mediation. The research method was descriptive information collecting method of correlation type and in terms of applied purpose. The statistical population of the study was all 84830 people in Tehran's education staff. The sample size was 384 according to the Morgan table and the number was selected by simple random sampling from the statistical population. The instruments for data collection were four standard questionnaires in the five-value Likert scale with job titles questionnaire (Kanongo, 1982), and the alpha coefficient was 0.82, the job commitment questionnaire (Bella, 1993) contained 40 questions and the alpha coefficient was 0.88, The organizational culture questionnaire (Denison, 2000) has 38 questions, and the alpha coefficient of 0.89 and talent management questionnaire (Phillips and Rapper, 2009) have 23 questions and the alpha coefficient is 0.80. To analyze the data, structural equations based on partial least squares approach were used with Smart-PLS software. The results showed that: 1. Organizational culture has a significant effect on job commitment of human resources and talent management has a mediator role in this effect. 2. Organizational culture has a significant effect on occupational attachment of human resources and talent management has a mediating role in this effect.