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Purpose This study seeks to explore the impact of talent management on work engagement and organizational performance, with a particular focus on the mediating role of emotional intelligence. It aims to examine how emotional intelligence influences the connection between talent management practices, employee engagement and overall organizational outcomes. Design/methodology/approach The data for this study were gathered from 369 Turkish chefs employed in hotels and restaurants in Antalya and Istanbul. Structural Equation Modeling was used to test the hypotheses, with data analysis conducted using SMART PLS 4.0 and SPSS 23.0 software. Findings The findings reveal that talent management has a direct impact on both work engagement and organizational performance, with emotional intelligence acting as a mediator in the relationship between work engagement and the various dimensions of organizational performance. Research limitations/implications The findings may have limited generalizability, as the research was likely conducted within a specific industry, organizational type or cultural context, potentially restricting its relevance to other environments. Practical implications This study provides valuable practical insights for organizations by demonstrating how talent management enhances work engagement and organizational performance through the mediating role of emotional intelligence. Organizations should prioritize structured emotional intelligence training programs and integrate talent management strategies into leadership development initiatives to maximize workforce engagement and overall performance. Originality/value This research extends social exchange theory by integrating talent management, emotional intelligence, work engagement and organizational performance into a unified framework. It highlights the mediating role of emotional intelligence, providing a fresh perspective on how talent management enhances organizational outcomes.
Al‐Romeedy et al. (Fri,) studied this question.