The Impact of Talent Management on Organizational Commitment of the Employees of Telecommunication Companies in Jordan: The Mediating Role of Employee Work Engagement

Abstract

The aim of this study is twofold. First, to identify the impact of talent management on organizational commitment. Second, to examine the mediating role played by employee work engagement dimensions in the impact of talent management on organizational commitment. Data were gathered by a questionnaire developed based on the literature, validated using exploratory and confirmatory factor analyses, and distributed to representative sample consisted of 375 managers working in telecommunication companies in Jordan (Zain, Orange, Umniah). IMB SPSS and AMOS were used to analyze 302 questionnaires that returned valid with a response rate of 80.5%. The results revealed that talent management has a significant impact on organizational commitment. Notably, talent management has a significant impact on all dimensions of organizational commitment: affective, continuance and normative commitment. Furthermore, the results indicated that employee work engagement dimensions except dedication engagement significantly mediated the impact of talent management on organizational commitment. A crucial contribution of this study is that it provides evidence in relation to the mediating role of employee work engagement dimensions in this context. Hence, organizations should pay a great attention to vigor engagement, absorption engagement, and employee voicewhen decide to identify, develop and retain their talents and to ensure higher levels of organizational commitment.

Talent management: the way out of poor task performance

“…It can be said that work engagement does not mediate the relationship between talent retention and task performance in the Nigerian banking industry. These findings are not consistent with the findings of Abazeed (2018) and Alias et al (2014), who proposed that employee engagement mediated the relationship between talent retention and task performance. Hence, work engagement does not influence the relationship between talent retention and task performance in the Nigerian banking industry.…”

“…The findings of this research seem to project both talent attraction and talent development as influencing employees' task performance in the Nigerian banking industry. This finding is consistent with the evidence from previous studies such as Cheraisi and Busolo (2020), Humaid (2018), Abazeed (2018), who also found that talent attraction has a positive effect on employee task performance. In addition, the findings on the positive relationship between talent development and task performance are consistent with the findings of Jabbar et al (2020), Haryonoa et al (2020) and Huang et al (2019).…”

The Impact of Human Resource Planning (HRP) in Achieving the Strategic Goal of the Firm With the Moderating Role of Organizational Innovation

“…An integrated model with combination of talent and business strategies ensures consistency in achieving firm objectives (Lyria, 2015). Earlier studies have confirmed that an integrated talent management model instigate employee to achieve individual and corporate goals proactively (Abazeed, 2018;Mangusho, Murei, & Nelima, 2015;Mwanzi et al, 2017;Pasha & Ahmed, 2017). Following above arguments and back up by previous studies conducted by Abazeed (2018); Mangusho et al (2015); Mwanzi et al (2017); Pasha and Ahmed (2017); Sareen and Mishra (2016) talent management is anticipated as: H1: Talent management has positive influence on achieving strategic goal of firm.…”

“…Talent management concept is used to identify employee competencies within organization to survive in dynamic business environment which in turn impact on organizational performance (Chakraborty & Biswas, 2019;Mohammed, 2016;Okoye, 2007;Saviour, Kofi, Yao, & Kafui, 2017). According to Abazeed (2018) postulated that talent management helps to recognize scientific knowledge among employees and augment their skills using acquired knowledge. In organization talent management contributes by coaching and mentoring employee and had revealed positive impact in achieving organization strategic goals (Mohammed, 2016;Mwanzi et al, 2017;Sareen & Mishra, 2016).…”

Örgüt Kültürünün Örgütsel Bağlılık Üzerindeki Etkisinde Yetenek Yönetiminin Aracılık Rolünün İncelenmesi

“…Böylece yetenek yönetiminin örgütsel bağlılık üzerinde pozitif ve anlamlı bir etkiye sahip olduğu anlaşılmaktadır. Bu sonuç alan yazınında yetenek yönetimi ile örgütsel bağlılık arasındaki ilişkiyi inceleyen diğer benzer araştırmalar (Abazeed, 2018;Aytaç, 2015;Baridula vd.,2018;Kheirkhah vd., 2016;Köprülü ve Çetinsöz, 2019;Malkawi, 2017;Tarakçı ve Öneren, 2018;Vural vd., 2012) ile desteklenmekte ve örtüşmektedir.…”