scholarly journals Reviewing the mediating role of work/life balance and motivational drivers of employee engagement on the relationship between talent management and organization performance

2019 ◽  
Vol 8 (2) ◽  
pp. 306-326 ◽  
Author(s):  
Bade Obeidat ◽  
◽  
Areej Al-Khateeb ◽  
Abdallah Abu Abdallah ◽  
Ra’ed Masa’deh ◽  
...  
Keyword(s):  
Employee Engagement ◽  
Talent Management ◽  
Work Life ◽  
Work Life Balance ◽  
Organization Performance ◽  
Life Balance ◽  
Mediating Role ◽  
The Relationship

scholarly journals An Exploratory Study on the Impact of Work/Life Balance and Employee Engagement on Talent Management and Organization Performance: A Case of Jordan Telecom and IT Sector

2020 ◽  
Vol 9 (3) ◽  
pp. 617
Author(s):  
Areej Al-Khateeb ◽  
Kholoud Sudqi Al-Louzi
Keyword(s):  
Employee Engagement ◽  
Positive Relationship ◽  
Talent Management ◽  
Work Life ◽  
Three Dimensions ◽  
Work Life Balance ◽  
Organization Performance ◽  
Life Balance ◽  
The Impact ◽  
The Relationship

This study aims to explore the relationship between talent management, work life balance, motivational drivers of employee engagement and organization performance in telecommunication and information technology sector in Jordan. Both work life balance and motivational drivers of employee engagement were examined as mediators between talent management and organization performance. The population of the study consists of the three main telecommunication operators in Jordan; Zain, Orange and Umniah with a total number of employees (3305), a random sample appointed from the population with a total 250 questionnaires filled up. The study found a positive relationship between talent management and its three dimensions, namely talent acquisition, talent development and talent retention with organization performance. Results also found a positive relationship between talent management and its three dimensions with work life balance. A positive relationship also found between talent management and its dimensions with motivational drivers of employee engagement. Finally, work life balance found to partially mediating the relationship between talent management and organization performance and motivational drivers of employee engagement fully mediating this relationship between talent management and organization performance. This study stated many recommendations for future researches.

scholarly journals The Role of Work/Life Balance and Motivational Drivers of Employee Engagement on the Relationship between Talent Management and Organization Performance: A Developing Country Perspective

2018 ◽  
Vol 12 (11) ◽  
pp. 35
Author(s):  
Alaaldin Alrowwad ◽  
Bader Obeidat ◽  
Areej Al-Khateeb ◽  
Ra’ed Masa’deh
Keyword(s):  
Employee Engagement ◽  
Positive Relationship ◽  
Talent Management ◽  
Work Life ◽  
Three Dimensions ◽  
Work Life Balance ◽  
Organization Performance ◽  
Life Balance ◽  
Talent Retention ◽  
The Relationship

The purpose of this paper is to explore the relationship between talent management, work life balance, motivational drivers of employee engagement and organization performance in telecommunication and information technology sector in Jordan. Both work life balance and motivational drivers of employee engagement were examined as mediators between talent management and organization performance. The population of the study consists of the three main telecommunication operators in Jordan; Zain, Orange and Umniah with a total number of employees (3305), a random sample appointed from the population with a total 250 questionnaires filled up. The study found a positive relationship between talent management and its three dimensions, namely talent attraction, talent development and talent retention with organization performance. Results also found a positive relationship between talent management and its three dimensions with work life balance. A positive relationship also found between talent management and its dimensions with motivational drivers of employee engagement. Finally, work life balance found to partially mediating the relationship between talent management and organization performance and motivational drivers of employee engagement fully mediating this relationship between talent management and organization performance. This study stated many recommendations for future researches. 

Perceived work–life balance and organizational talent management: mediating role of employer branding

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kamlesh Kumar Maurya ◽  
Manisha Agarwal ◽  
Dhirendra Kumar Srivastava
Keyword(s):  
Human Resource ◽  
Talent Management ◽  
Work Life ◽  
Work Life Balance ◽  
Employer Branding ◽  
Life Balance ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

PurposeThis paper aims to examine the effect of perceived work–life balance on the perceived level of employer branding attraction valueand organizational talent management. Accordingly, the structural model is developed that delineates the interactions among these and explores the mediating effect of employer branding attraction value between the relationship of work–life balance and organizational talent management.Design/methodology/approachThis study is based on survey results and review of literature in terms of their implications for the proposed framework. Data have been collected by convenience incidental sampling from middle-level executives working in different information and technology (IT) companies. The model and posited hypotheses were tested through structural equation modeling analysis.FindingsPerceived work–life balance was found to be positive and significantly predicted the employer branding attraction value and organizational talent management. The study also showed that there exists a significant and positive correlation between employer branding attraction value and perceived organizational talent management. Further, employer branding attraction value found to be a mediating construct between the relationship of work–life balance and organizational talent management.Research limitations/implicationsThe present study will add insight into the human resource practitioners to design cost-effective and prolonged popular practices in order to meet the employees work and personal expectations under the organizational association. The research investigated issue within focused IT sector employees to understand and solve the issues generated with changing factors in an organizational environment such as increasing women participation, duel earning couple, and maintaining the difference between various categories of employees at the practice level.Social implicationsThe study has value at both the scholarly and practice level. At a scholarly level, the research investigated an important contemporary issue at both level individual as well as organizational level. In practice if organization implements people friendly work-life balance policies, then this will be surely be helpful in organizational productivity in form of talent management and employer branding and further this will improve the personal and professional performance of most elementary component of developing society.Originality/valueWork–life balance much more depends upon employees' perception, but so far the study has neglected the impact of this perception on other organizational attributes maintained under human resource management. Changes in demographic characteristics and interchangeable role of the youth population in organizations and society as well thrive for the newer approach to deal with the personal and professional aspects of the employees.

scholarly journals EMPLOYEE WORK-LIFE BALANCE, SATISFACTION AND BURNOUT IN IRAN AND SPAIN

2020 ◽  
Vol 8 (3) ◽  
pp. 779-791
Author(s):  
Tara Tavassoli ◽  
Albert Sunyer
Keyword(s):  
Life Satisfaction ◽  
Organizational Commitment ◽  
Positive Impact ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Full Time ◽  
Life Balance ◽  
Mediating Role

Purpose of the study: This research explores the effects of Work-Life Balance (WLB) on job and life satisfaction, and burnout in Iran and Spain. Besides, this research investigates the impact of WLB on organizational commitment and the mediating role of this factor on the studied outcomes. Methodology: This study uses confirmatory factor analysis and structural equation modeling in AMOS to analyze a sample of 263 full-time employees. The sample includes employees from various sectors and firms. The same measurement scales, factors, and structural models were used in both studied countries. Main Findings: The results of this study confirm that there are positive relationships between WLB and job and life satisfaction and negative relationships between WLB and burnout in both countries. Furthermore, results confirm the partial mediating role of organizational commitment on WLB and the studied outcomes in a way that WLB has a positive impact on the organizational commitment which is, in turn, positively associated with job satisfaction and negatively related to cynicism in both country samples. Applications of this study: These findings involve that WLB has a positive impact on employees' outcomes. Therefore, organizations should implement and promote WLB policies as a means to increase their employees' satisfaction while reducing job burnout. Employers' attention to WLB should be prominent. Novelty/Originality of this study: This research is one of the first studies to investigate WLB outcomes in Middle-Eastern societies like Iran and compare them with western societies. The results show more similarities than differences between the two studied country samples, although few differences are found.

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