The effect of talent management and organizational culture on employee performance with job satisfaction as a mediating variable

Putri, Syintia Mega; Rivai, Harif Amali; Syahrul, Laura

doi:10.35335/enrichment.v13i1.1278

Cited by 5 publications

(1 citation statement)

References 15 publications

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“…The originality of own research focused on LTM, mediating role of HRM outcomes in HQs and foreign entities of MNCs are difficult to compare with similar studies, but there are some research works describing the relationship between transformational leadership and organizational and individual innovative behavior, with mediating role of HRM (Awan, Jehanzeb, 2022), talent management and companies' performance with mediating role of human capital (AlQershi et al, 2022), job satisfaction (Putri et al, 2023) or employee engagement (Abdullahi et al, 2022). In other studies can be seen the mediating role of talent management between leadership and business performance and between HRM practices and innovative behavior (Datta et al, 2023).…”

Section: Discussionmentioning

confidence: 99%

Untitled

2024

SPSUTOM

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The objective of the argument in this paper is to attempt at answering the question whether learning and knowledge exchange are the key factors determining online work preferences for Generation Z employees. Design/methodology/approach: The essence of knowledge management is that all knowledge, both explicit and tacit, accumulated by an organization becomes easily accessible to each of its members. This is important for decision-making processes and allows the organization to become more agile. Knowledge management is most often associated with modern information technologies. Thanks to them, streams of various data can be processed and analyzed in many different ways. However, in the literature there is an increasingly common attitude that more attention should be paid not only to the technological but also to the human aspect of knowledge management. The processes of knowledge exchange among employees have been subject to extensive research and studies, yet the recent years have added another thread to the discussion about the matter, i.e. a significant proportion of employees switching to the online work model. Based on the findings of the studies conducted on a group of employees representing Generation Z, the Principal Component Analysis (PCA) technique was applied to organize the factors with the highest relevance for the respondents in online work. Findings: PCA demonstrated that the components recognized as most important were those relating to knowledge transfer and their impact on employee efficiency, and on the other hand employee relations as a factor that supports the learning processes. Research limitations/implications: In order to dwell upon the underlying causes of this situation, it should be recommended to proceed with further in-depth qualitative research. Practical implications: What the research communicates to the organization is that although Generation Z members are aware of the significance of the knowledge transfer and learning processes and they understand the role of peer relations in these processes, they are unable to overcome the social barriers created by the online working system due to lack of appropriate skills. Originality/value: The paper reveals new aspects that play crucial role in shaping Generation Z attitude to online work from one side. On the other hand it also helps to design synthetic tool researching this area in the future.

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Section: Discussionmentioning

confidence: 99%

Untitled

2024

SPSUTOM

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The influence of talent management, knowledge management, entrepreneurial orientation on performance through behavioral commitment as a mediation variable

Tobing,

Apriono,

Sudarsih

et al. 2024

AIP Conference Proceedings

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Exploring the relationship between talent management, work-life balance, and job satisfaction in state-owned banking: a mediation analysis

Sabrina,

Kurniawati

2024

IJRBS

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The objective of this study is to examine how job satisfaction mediates the relationship between talent management and work-life balance, and employee performance in state-owned banks. The analysis employed quantitative analysis and data collection approaches, namely a questionnaire issued to 127 employees using Google Forms. Performing data analysis utilising the structural partial least squares (SEM-PLS) equation model. The findings indicated that both talent management and work-life balance have a direct and substantial favourable impact on employee performance. This study also discovered that job satisfaction had a role in partially mediating the impact of talent management on employee performance. Job satisfaction somewhat mediates the impact of talent management and work-life balance on employee performance. These findings indicate the importance of consistently focusing on and enhancing talent management methods and work-life balance in order to enhance employee performance.

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The effect of talent management and organizational culture on employee performance with job satisfaction as a mediating variable

Cited by 5 publications

References 15 publications

Untitled

Untitled

The influence of talent management, knowledge management, entrepreneurial orientation on performance through behavioral commitment as a mediation variable

Exploring the relationship between talent management, work-life balance, and job satisfaction in state-owned banking: a mediation analysis

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