Krisztina Dajnoki

This research aims to examine the intention of talented employees to leave an organization and discover how talent management practices could affect employee intention to leave an organization. This paper`s framework intends to outline the relationship between variables to present the idea of talent management practices and employee retention. The hypothesis was tested using a survey data set of 210 questionnaires collected from employees working in 82 ICT companies in Jordan to attain the research objectives. The collected data were analyzed using the SPSS program, and EMOS program, and basic and initial statistical techniques were applied. The results show that talent management practices significantly affect employee intention to leave an organization. Accordingly, whenever firms applied talent management practices, employee intention to leave decreases. The results demonstrated that attracting talented employees has emerged to have the strongest effect on decreasing employee intention to leave; however, developing and rewarding talented employees was revealed to have the lowest effect. Thus, the ICT firms’ managers have to generate specific training programs to reward and develop talented employees.

Acknowledgment
The publication is supported by the EU-funded Hungarian grant EFOP-3.6.3.-VEKOP-16-2017-00007 for the project entitled “From Talent to Young Researchers” – Supporting the Career-developing Activities of Researchers in Higher Education”.

The Covid-19 pandemic has caused changes in the social and economic environments for healthcare. Particularly, to avoid spreading the Coronavirus pandemic, release the stress among healthcare workers, and make them work effectively during the epidemic, high-reliability healthcare organizations give great importance to the improvement of their functions. This study aims to show the importance of high-reliability healthcare organizations comparing their effectiveness during a pandemic by applied qualitative research method with many statistical analyses. In order to achieve the aim of the study, a Likert scale survey technique is used to collect the data by using an online survey. 280 healthcare workers filled the survey from January 17, 2021, to February 22, 2021. Based on the outcomes of the analyses, it has been found that such functions as shared knowledge pattern, provision of self-care, awareness of the coronavirus consequences at the workplace of high-reliability healthcare organizations have a positive and significant relationship at p < 0.01 level with taken appropriate measures against coronavirus variable. Self-awareness of organizational role, organizational resources to provide safety, flexibility of work, environmental safety, and collective mindfulness do not have any relationship with the appropriate measures against Covid-19 variable. This outcome indicates that shared knowledge pattern, provision of self-care, and awareness of the coronavirus consequences at the workplace have a more important role in combating Covid-19 in high-reliability healthcare organizations.

Acknowledgments
We would like to thank all the healthcare workers, who filled the survey of the study. This paper is supported by EFOP-3.6.3-VEKOP-16-2017-00007—“Young researchers for talent”— supporting careers in research activities in higher education program.