scholarly journals Managing Organizational Effectiveness through Talent Management and Career Development: The Mediating Role of Employee Engagement

2019 ◽  
Vol 6 (1) ◽  
pp. 62-78
Author(s):  
Zulqurnain Ali ◽  
Madeeha Bashir ◽  
Aqsa Mehreen
Keyword(s):  
Career Development ◽  
Employee Engagement ◽  
Organizational Effectiveness ◽  
Talent Management ◽  
Mediating Role

scholarly journals Talent management and organizational performance: The mediating role of employee engagement

2021 ◽  
Vol 11 (9) ◽  
pp. 2341-2346 ◽  
Author(s):  
Eny Yuniati ◽  
Budi Eko Soetjipto ◽  
Tjipto Wardoyo ◽  
Sudarmiatin Sudarmiatin ◽  
Farika Nikmah
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Talent Management ◽  
Mediating Role ◽  
Mothers And Children ◽  
Management Literature ◽  
The Impact ◽  
The Relationship

Talent management and Employee Engagement have been studied extensively in management literature in the last ten years, both concepts have become a field of interest. Therefore, this study explores the impact of employee engagement as a mediator on the relationship between talent management and organizational performance. The reason for doing this research is that most of the studies have studied the relationship between talent management directly on organizational performance and have not included employee engagement as a mediator. Midwives were selected as samples since their talents can further enhance the professional ability of midwives in carrying out their duties: to save mothers and children during childbirth.

Organic Leadership Style and Employee Engagement: The Mediating Effect of Social Relevance of Work in Context of Faculty Members in Higher Education

2017 ◽  
Vol 10 (1) ◽  
Author(s):  
G.P. Dang ◽  
Puneet Basur
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Leadership Style ◽  
Faculty Members ◽  
Mediating Effect ◽  
Social Relevance ◽  
Mediating Role ◽  
Group Members ◽  
Operational Excellence

Leadership Style has been since long acknowledged by management scholars as being an important subject in relation to organizational executions and outcome. An effective leadership would not only be able to prevent job stress and burnout among group members, but would also be successful in enhancing the motivation and engagement of the employees. It has been widely accepted that operational excellence in an organization can only be maintained through engaged employees. In this study the researchers have strived to enhance the understanding of the complex relationship between the organic leadership style and the engagement level of the employees and to further comprehend the mediating role of social relevance of work in association of the two constructs i.e. leadership style and employee engagement, in context of faculty members in higher education sector.

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

scholarly journals IMPACT OF TALENT MANAGEMENT STRATEGIES ON EMPLOYEE PERFORMANCE BEHAVIOUR WITH THE MEDIATING ROLE OF TALENT MANAGEMENT OUTPUTS

2019 ◽  
Vol 7 (3) ◽  
Author(s):  
Syed Hussain al-Hussaini . ◽  
Jamshid Ali Turi . ◽  
Abbod Naseb Abbod Altamimi . ◽  
Dr.Muhammad Asif Khan . ◽  
Mushtaq Ahmad .
Keyword(s):  
Employee Performance ◽  
Management Strategies ◽  
Talent Management ◽  
Mediating Role

Whitney Johnson: applying the principles of disruptive entrepreneurship to talent management

2018 ◽  
Vol 46 (5) ◽  
pp. 2-9
Author(s):  
Brian Leavy
Keyword(s):  
Career Development ◽  
Learning Curve ◽  
Employee Engagement ◽  
Management Strategy ◽  
Talent Management ◽  
Disruptive Innovation ◽  
Harvard Business Review ◽  
Content Type ◽  
Entrepreneurial Management ◽  
S Curve

Purpose Whitney Johnson is interviewed about her latest book, Build an A Team: Play to Their Strengths and Lead Them Up the Learning Curve (Harvard Business Review Press, 2018), which extends her disruptive innovation perspective on career development into a talent management strategy for corporate leaders and their organizations. 10; 10; Design/methodology/approach In today’s exciting and volatile competitive context, leaders need to see that the skillful and entrepreneurial management of their talent will be at least as important to their organization’s future success as the skillful and entrepreneurial management of their financial resources. Findings Eager, capable employees, tackling new challenges are drivers of innovation within organizations, and the primary benefit of an S Curve talent management strategy is elevated employee engagement. Practical implications In terms of personal disruption, choosing market risk means being more entrepreneurial with your own career development and seeking out a distinctive learning curve. Originality/value Leaders will need to foster work environments that provide learning opportunities, stretch assignments, new challenging roles internally—not necessarily promotions, but also well-conceived lateral moves that can help to give employees the enhanced skillset to ultimately move ahead.

scholarly journals Corporate Entrepreneurship and Business Performance: The Mediating Role of Employee Engagement

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096277 ◽  
Author(s):  
Umair Ahmed ◽  
Waheed Ali Umrani ◽  
Umer Zaman ◽  
Sheraz Mustafa Rajput ◽  
Tariq Aziz
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Business Performance ◽  
Corporate Entrepreneurship ◽  
Equation Modeling ◽  
Future Research ◽  
Critical Gap ◽  
Mediating Role ◽  
Future Research Directions

The present study examined corporate entrepreneurship (CE) influence upon business performance following the mediation of employee engagement. In all, 201 middle managers from big 5 banks in Pakistan were sampled for the present study. Through applying structural equation modeling to test statistical relationship, the results revealed significant positive relationship between CE and business performance. Accordingly, the results also indicated mediation of employee engagement in this relationship thus, supporting both the hypothesized relationships. The study is first of its kind, addressing critical gap concerning employee engagement in the domain of CE and business performance. The study presents critical explanations and potential implications through which CE prospects could help employees to feel obliged to respond back with higher engagement and business performance. Toward the end, the chapter also discusses future research directions and scope for further study.

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