How Talent Identification Influences Perceptions of Organizational Justice and Basic Psychological Needs: A Self-Determination Theory Approach

Dominique; Marc-Antoine; Florence; Jacques

doi:10.53379/cjcd.2025.427

Auteurs-es

Dominique Université du Québec à Montréal
Marc-Antoine Université de Montréal
Florence Université du Québec à Montréal
Jacques ESG, Université du Québec à Montréal

DOI :

https://doi.org/10.53379/cjcd.2025.427

Mots-clés :

Gestion des talents, Philosophies du talent, Identification des talents, Justice organisationnelle, Théorie de l'autodétermination

Résumé

Cette étude vise à explorer l'impact des pratiques d'identification des talents sur les besoins psychologiques des employés et à examiner le rôle médiateur de la justice/injustice distributive entre l'identification des talents et les besoins psychologiques. De plus, elle étudie la justice/injustice procédurale comme variable modératrice dans cette médiation. Un échantillon transversal (n=124) avec des vignettes cliniques a été utilisé pour tester les hypothèses à travers une analyse de médiation modérée. Les résultats révèlent trois points clés. Premièrement, l'identification des talents est significativement corrélée aux besoins psychologiques. Les individus à haut potentiel ont rapporté une plus grande satisfaction de leurs besoins d'autonomie, de compétence et d'appartenance par rapport aux employés réguliers, qui ont rapporté des niveaux de frustration plus élevés. Deuxièmement, les hauts potentiels ont perçu une plus grande justice distributive, corrélée à une satisfaction accrue des besoins psychologiques. À l'inverse, les employés réguliers ont perçu une plus grande injustice distributive, conduisant à une plus grande frustration des besoins psychologiques. Troisièmement, la justice/injustice procédurale n'a pas modéré significativement la médiation. Cependant, la justice/injustice procédurale était significativement liée aux besoins psychologiques, indépendamment de la justice/injustice distributive. Notre recherche apporte une contribution essentielle au domaine de la gestion des ressources humaines (GRH) en fournissant une analyse empirique quantitative de l'identification des talents, là où les travaux antérieurs étaient largement conceptuels ou qualitatifs. Étant donné le déséquilibre actuel entre l'offre et la demande sur le marché du travail, comprendre ces dynamiques est de plus en plus crucial.

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