The Effect of Talent Management Strategy on Organizational Commitment with the Mediating Role of Work Engagement
Subject Areas : New theories and models of human resource training and developmentmohaddeseh babajani baboli 1 , mahbube alijanpour 2
1 -
2 -
Keywords: talent managementorganizational commitmentwork engagementMazandaran University,
Abstract :
Universities and higher education institutions play a key role in advancing a society’s goals as they intend to educate and train skilled and expert forces. These organizations require committed and competent staff in order to accomplish their great mission. For this purpose, talent management strategy is considered one of the strategies which helps any organization increase work engagement and organizational commitment amongst the staff. The present research aimed at examining the effect of talent management strategy on organizational commitment with the mediating role of work engagement amongst the staff in Mazandaran University. The statistical population comprised all staff with high school diploma or higher degrees (n= 540) working in Mazandaran University out of whom 225 participants were randomly selected as the research sample size using Cochran’s formula. This is an applied research in terms of its aim and a descriptive survey with regard to methods used for data collection. The tools for data collection included three questionnaires: Swim’s Talent Management Strategy Questionnaire (2009), Allen & Meyer’s Organizational Commitment Scale (1990), and Work Engagement Scale by Schaufeli et al. (2003). Structural equation modeling technique and partial least squares regression were applied to analyze the data. The results indicated a good fit of conceptual model presented in which work engagement played a mediating role in the effect of talent management strategy on organizational commitment amongst the staff. Moreover, the results from hypotheses testing showed the positive effect of talent management strategy on organizational commitment and work engagement as well as positive effect of work engagement on organizational commitment amongst the staff.
Gelens, J. & [etal]. The role of perceived organizational justice in shaping the outcomes of talent management: A research agenda, Human Resource Management Review.2013; 21, 341-353#
Ingram, T. ; Glod, W. Talent management in healthcare organizations – qualitative research results, Procedia Economics and Finance.2016; 39 ,339 – 346#
Sabuncu, K.U. ; Karacay, K. Exploring Professional Competencies for Talent Management in Hospitality and Food Sector in Turkey, Procedia - Social and Behavioral Sciences .2016; 235 ,443 – 452#
Tajuddin, D.; Rosalan, A. & Kamaruddin, B. H. Developing Talent Management Crisis Model for Quality Life of Bank Employees in Malaysia, Procedia - Social and Behavioral Sciences.2015;201, 80 – 84#
Lou, A.Talent Management: From CEO to Supervisor, 2007 International Conference on Wireless Communications, Networking and Mobile Computing.2007#.
Marchington, M. Human resource management (HRM): Too busy looking up to see where it is going longer term? Human Resource Management Review, 2015.176-187#
#Hughes, Ch. ; Rog, E.Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations, International Journal of Contemporary Hospitality Management.2008; 20 (7),743 – 757.
# Tajeddin,M.;Maalitafti,M.management talent.tadbir.2009;No.191:62-63
Gay,M. ;Sims, D.Building tomorrow's talent : a practitioner's guide to talent mangement and succession planning. Translation: Nasrin jazani, Tehran:saramad.2010#.
#Schiemann, W.From Talen Management to Talent Optimization, Journal of World Busines.2014;, 49, 281-288.
Collings DG; Mellahi K. Strategic Talent Management: a Review and Research Agenda, Human Resource Management Review, 2009;19(4), 304-13#.
# Duttagupta, R. Identifying and Managing your Assets: Talent Management, Pricewaterhouse Coopers, London.2005.
Schweyer, A Talent Management Systems: Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning, New York: Wiley.2004#.
Moghimi,s.M.; GHolipour, A.; Javaherizadeh,E. dentification and Ranking of Key Employees Indicators in the Direction of Organizational Talent Management. journal of Research in Human Resources Management.2014;V.6(3):165-191#
Sweem, S.L. Leveraging Employee Engagement Through a Talent Management Strategy:Optimizing Human Capital Through Human Resources and Organization Development Strategy in a Field Study, Phd dissertation.Benedictine University.2009#
# Soltani,I.Performance management makes the Fundation of human resource development.Tehran:Arkan.2003.
#Soltani,E.The Impact of Human Resource Development Strategies on Efficiencey and Effectiveness Organizational.Tomorrow Management.No.2004;3&4.P.87-92#
Shaemi,Ali; Allameh, Sayyed Mohsen; Askari, Mahboobeh.Talent management strategies and it’s relation with Employees' Emotional Intelligence. Journal of Management Studies in Development & Evolution,2014;V.22(70):47-75#
Armestrong,M. Performance Management: key strategies and practical guideline . translation Bhrouz ghelichlee and Daryoush gholamzadeh.Tehran:Saffar.2013#.
Cantrell, S ; Benton, J.M. The Fire essential Practices of a Talent multiplier, Business strategy series.2007;8(5), 358-364#.
Gardner, W.L.Can you see the real me? A self based model of Authentic Leader and Follower Development, The Leadership Quartly. 2005;16(3), 343-372#.
Moshabaki,A.;KHalilishojaei,V.The Relationship of Emotional Intelligence of Managers and Organization. Journal of Applied Sociology.V.2010;20(3):51-74#
Manurung, D.; Suhartadi, A.R. & Saefudin, N. The influence of Organizational Commitment of Employee Fraud with Effectiveness of Internal Control and Organizational Justice as a Moderating Variable, Procedia-Social and behavioral Sciences .2015;211,1064-1072#.
Meyer, J. P.; Allen, N. J.A Three-Component Conceptualization of Organizational Commitment, Human Resource Management Review.1991;1(1), 61-89#.
Meyer, P.J. & [etal]. Affective, Continuance and Normative Commitment to the Organization: A Metaanalysis of Antecedents, Correlates and Consequences”, Journal of Vocational Behavior.2002; 61, 20−52#.
Lambert, G.L. & [etal.]. Social support's relationship to correctional staff job stress, job involvement, job satisfaction, and organizational commitment, The social science journal.2016; 53, 22-32#.
Wasti, s. A. Organizational commitment, turnover intensions and the influence of cultural values, Journal of occupational and organizational psychology,2003; 76, 303-321#.
Doustar,M.;Mostaghimi,M.;Esmaeilzadeh,M. Ethical leadership and Exploring the Impacts of its Dimensions on Organizational Commitment.Management Studies in Development and Evolution.V.24.2016;(79):27-45#
Hanaysha, J.Testing the Effects of Employee Engagement, Work Environment, and Organizational Learning on Organizational Commitment, Procedia-Social and Behavioral Sciences.2016; 229, 289 – 297#
Kahn, W. A. Psychological Conditions of Personal Engagement and Disengagement at Work, The Academy of Management Journal, 1990;33(4), 692-724#
Schaufeli, W.B. ; Bakker, A.B.Job demands, job resources and their relationship with burnout and engagement: a multi-sample study,Journal of Organizational Behavior,2004; 25(3), 293-315#.
Gruman , A. M.; Saks. Performance management and employee engagement, Human Resource Management Review .2011; 21, 123–136#.
Bakker, A. B. & Demerouti, E. Towards a model of work engagement ,Career Development International, 2008;13(3), 209-223#.
Saks, A.M. Antecedents and consequences of employee engagement, Journal of Managerial Psychology.2006;21(7), 600-619#.
Eisakhani,A.;Fani,A.;Danaeifard,H. Explaining the Relationship Between Work Engagement and Organizational Commitment. Public management researcehs. 2012;V.5(16): 23-38#
Alias, N.E.;Nor, N.M. & Hassan, R. The Relationships Between Talent Management Practices, Employee Engagement, and Employee Retention in the Information and Technology(IT) Organizations in Selangor, Peyman J. etal. Proceesing of 1st AAGBS International Conference on Business Management. ,Singapore: Springer Science+ Business Media.2014; p. 101-113#.
Vural,Y. ;Vardarlier, P. & Aykir, A .The Effects of Using Talent Management With Performance Evaluation System Over Employee Commitment, Procedia - Social and Behavioral Sciences, 2012;58, 340 – 349#.
Bhatnagar J. Talent Management Strategy of Employee Engagement in Indian ITES Employees: Key to Retention, Employee Relations.2007; 29(6), 640-633#.
Babaian, Ali;Yusefian,h. Effect of Applying Telent Management on Organizational Commitment of Naja Staff, police management studies quarterly,v.2014; 9(2):217-229#
Moghli,A.; Mohammadi, E.; Parsaei, Y. Relationship between Talent Management and Organizational Commitment in Staff Education City of Nourabad mamasani.the 1 nd Conference of Future Studies in the Field of Management and Development. Shiraz.2014#
Hashemi,M. Determine the Effectiveness of Management Talent Strategy on Engagement Staff Municipality of the City of karaj. MS.TEZ.Universuty of Tarbiat Modares.2013#.
Shoko, M. ; Zinyemba, A. Z. Impact of Employee Engagement on Organizational Commitment in National Institution of Higher Learning in Zimbabwe, International Journal of Advanced Research in Management and Social Sciences. 2014;3(9)#