The Impact of organizational culture, Talent Management and Communication on Job Satisfaction Among Non-Managerial Employees: Focusing on the Moderating Effect of Trust Relationships

This study aims to examine the Impact of Organizational Culture on Job Satisfaction and the moderating effect of overall trust relationships within organizations on the causal relationship between talent management policies and internal communication, as perceived by non-managerial employees, and their job satisfaction. Hierarchical regression analysis was conducted, and the results revealed that organizational culture,, talent management policies, communication, and trust relationships had a positive impact on the job satisfaction of non-managerial employees. The moderating effect of trust relationships was also confirmed. The positive effects of talent management policies and organizational communication on job satisfaction increased as trust relationships strengthened, with talent management policies showing a greater moderating effect through trust relationships. These findings suggest that organizations should enhance fairness and transparency based on trust among non-managerial employees and strategically design talent management policies and efficient communication systems to improve job satisfaction. This study provides practical insights for organizations seeking to enhance employee satisfaction and organizational performance.