This study conducts a meta-analysis of 40 independent studies (N=16 143) from 39 articles to examine the relationships between talent management practices and employee work attitudes/performance, as well as the moderating role of industry type. Results indicate that exclusive talent management practices show significant positive correlations with job satisfaction, work engagement, organizational commitment, and extra-role performance, as well as a significant negative correlation with turnover intention, while their correlation with in-role performance is positive but non-significant. Inclusive talent management practices demonstrate significant positive correlations with job satisfaction, work engagement, organizational commitment, in-role performance, and extra-role performance, coupled with a significant negative correlation with turnover intention. Compared with exclusive talent management practices, inclusive practices exhibit stronger correlations with organizational commitment and turnover intention. Furthermore, industry type significantly moderates the relationship between talent management practices and turnover intention, with the correlation being stronger in knowledge-intensive industries than in labor-intensive industries.