Objective: The phenomenon of "talent exhaustion" refers to a situation in which individuals with high potential abilities and capabilities, for various reasons, do not find the opportunity to grow, learn, and fully utilize their abilities in the organization, and as a result, their talents remain in the organization as potential or are reduced. In other words, individuals' talents do not flourish in their work environment and their productivity and creativity are limited. The main objective of the present study is to identify and model the antecedents and consequences of this phenomenon in government organizations; therefore, the focus is on its negative effects on organizational performance.
Method: This research is applied in terms of purpose and survey and exploratory in terms of data collection method. The research approach is a combination of deductive and inductive methods. The statistical population includes 20 senior managers and human resources managers of Bank Melli, who were selected purposefully and using the snowball method. The data collection tools included interviews in the qualitative part and questionnaires in the quantitative part. The validity of the tools was confirmed through content validity and intra-coder reliability (for interviews) and test-retest reliability (for questionnaires). Data analysis was performed using content analysis and coding (in the qualitative part) and fuzzy mapping analysis (FCM) in the quantitative part.
Findings and results: The qualitative results led to the identification of effective factors and perceived consequences of the talent attrition phenomenon in human resources. In the quantitative part, “inefficient human resource management” and “inefficient organizational policies” were identified as the most important antecedents, and “decreased organizational productivity” and “decreased competitiveness and organizational credibility” were identified as the most prominent consequences of this phenomenon