scholarly journals An Investigation of Organizational Effectiveness of a Private Sector of South Odisha: A Structural Equation Approach

2020 ◽  
Vol 2 (6) ◽  
pp. 31-40
Author(s):  
Maitrayee Rout ◽  
Biswajit Satpathy
Keyword(s):  
Employee Engagement ◽  
Organizational Effectiveness ◽  
Structural Equation ◽  
Management Practices ◽  
Talent Management ◽  
Equation Modeling ◽  
Significant Relationships ◽  
Confirmatory Factor ◽  
Current Scenario ◽  
Study Support

Talent management is a buzzword which is shaping the organizational effectiveness in a broader extends in current scenario. The purpose of this research is to observe the connection between talent management practices and organizational effectiveness in addition to examine the employee engagement act as mediating variable between talent management and organizational effectiveness. the outcomes of this study have significant relationships between talent management practices, employee engagement and organizational effectiveness. Though the modern investigation has been widely focused on different countries, this concept has been less explored in existing HRM scenario obtained in emergent country particularly in India. The responses were gathered from the human resources of private sectors and the hypothetical model was experienced through structural equation modeling (SEM) in AMOS. This measuring model is validated through confirmatory factor (CFA). The results of this study support obtainable literature in this area and have imperative implications for the organization.

Talent management practices on employee performance among academic staff of Malaysian private universities: employee engagement as a mediator

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammed Sani Abdullahi ◽  
Kavitha Raman ◽  
Sakiru Adebola Solarin
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Management Practices ◽  
Employee Performance ◽  
Academic Staff ◽  
Private Universities ◽  
Talent Management ◽  
Equation Modeling ◽  
University Management ◽  
Content Type

PurposeThe aim of this paper is to examine the effect of talent management (TM) practices on employee performance (EP) among academic staff of Malaysian private universities (MPU) through employee engagement (EE).Design/methodology/approachThis paper used both descriptive and quantitative approaches, while the research unit of analysis consists of MPU academic staff. A simple random and stratified sampling approach was utilized in this study while, the research sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the target population, while partial least squares–structural equation modeling was used to evaluate the study hypotheses through a bootstrapping approach.FindingsThis paper results demonstrated that TM practices (succession planning practice, promotion practice and performance appraisal practice) have a significant effect on EP, while EE mediates the relationship between TM practices and EP in MPU.Practical implicationsThis paper encourages university management to adopt and invest in TM practices for effective EE to achieve and sustain EP.Originality/valueThis paper has made a significant contribution to knowledge and to the operationalization of EE, EP and TM practices literature, which could help to develop theory, model, practice and research in areas of work performance.

scholarly journals Unlocking the Relationship Between Talent Management Practices and Performance Sustainability in the Sports Industry

2021 ◽  
Vol 12 (3) ◽  
pp. 366-380
Author(s):  
Abdul Gaffar Khan ◽  
Somiron Banik ◽  
Md. Aftab Uddin ◽  
Syed Moudud-Ul-Huq
Keyword(s):  
Performance Management ◽  
Structural Equation ◽  
Management Practices ◽  
Deductive Reasoning ◽  
Talent Management ◽  
Total Sample ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Sports Industry

The present study investigated the effect of talent management practices on performance sustainability in the sports industry. The study used the deductive reasoning approach to predict new cricketer performance sustainability. The hypotheses were tested using partial least square structural equation modeling (PLS-SEM) techniques. The self-administered structured questionnaires were used to collect data. The total sample size was 270, which were collected from respondents playing in Bangladesh Premier League domestic and international matches. The results revealed that onboarding and engagement, player development, performance management, and strategic teamwork planning positively influence performance sustainability. However, the findings suggested that policymakers and other concerned authorities should implement this result to sustain players' performance continuously. This is the first paper that applies talent management practices to magnify performance sustainability.

scholarly journals Unlocking the Relationship between Talent Management Practices and Performance Sustainability in Sports Industry

2021 ◽  
Vol 12 (3) ◽  
pp. 0-0
Keyword(s):  
Performance Management ◽  
Structural Equation ◽  
Management Practices ◽  
Deductive Reasoning ◽  
Talent Management ◽  
Total Sample ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Sports Industry

The present study investigated the effect of talent management practices on performance sustainability in the sports industry. The study used the deductive reasoning approach to predict new cricketer performance sustainability. The hypotheses were tested using partial least square structural equation modeling (PLS-SEM) techniques. The self-administered structured questionnaires were used to collect data. The total sample size was 270, which were collected from respondents playing in Bangladesh Premier League, Domestic and International matches. The results revealed that onboarding and engagement, player development, performance management, and strategic teamwork planning positively influence performance sustainability. However, the findings suggested that policymakers and other concerned authorities should implement this result to sustain players' performance continuously. Meanwhile, this is the first paper that applies talent management practices to magnify performance sustainability.

scholarly journals The Involvement of Sustainable Talent Management Practices on Employee’s Job Satisfaction: Mediating Effect of Organizational Culture

2021 ◽  
Vol 13 (23) ◽  
pp. 13320
Author(s):  
Racha Saleh ◽  
Tarik Atan
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Structural Equation ◽  
Management Practices ◽  
Positive Impact ◽  
Talent Management ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Public And Private

As institutions operate in a competitive market, there are always unexpected changes and difficulties that complicate academic and administrative positions and achieve key organizational goals and objectives. This paper aimed to assess the link of sustainable talent management practices on employee job satisfaction in the higher education sector located in North Lebanon and to reinforce this relationship by taking into account the mediating effect of the organizational culture. A structured questionnaire has been distributed to study a research sample of 200 randomly selected workers from ten public and private Lebanese institutions. Structural equation modeling was used to assess the presented hypotheses. The findings indicated a strong and significant positive relationship between the sustainable talent management practices and employee’s job satisfaction, whereas organizational culture had a mediation effect on the relationships between independent variables, with a statistically significant positive impact, and a statistically significant negative indirect effect relationship between knowledge sharing and employee’s job satisfaction. The study engages a fit model to clarify the relationship between sustainable talent management practices and employee’s job satisfaction. Hence, the study encourages organizations to take advantage of sustainable talent management practices within their institutions to further develop their competitive achievement along with the satisfaction of their employees.

Accommodation preferences of the girlfriend getaway market in Malaysia

2016 ◽  
Vol 28 (12) ◽  
pp. 2748-2770 ◽  
Author(s):  
Catheryn Khoo-Lattimore ◽  
Girish Prayag
Keyword(s):  
Factor Analysis ◽  
Structural Equation ◽  
Negative Relationship ◽  
Equation Modeling ◽  
Content Type ◽  
Significant Relationships ◽  
Self Image ◽  
Significant Negative Relationship ◽  
Confirmatory Factor ◽  
Women Travelers

Purpose This paper aims to examine the relationship between self-image of women travelers, accommodation preferences and the post-consumption behaviors of satisfaction and loyalty. Design/methodology/approach Accommodation preferences were measured using multi-items adapted from the literature and multi-phases of qualitative research. Female guests recruited from a resort’s membership database in Malaysia resulted in 540 useable surveys. Data were analyzed using both exploratory factor analysis and confirmatory factor analysis. Structural equation modeling was used to identify relationships between the various dimensions of accommodation preferences, self-image, satisfaction and loyalty. Findings A significant negative relationship was found between women actual self-image and the dimension of hotel activities. Several significant positive relationships were found between women ideal self-image and various room amenities factors. A significant relationship was also found between overall satisfaction and loyalty of guests. Practical implications The results provide hoteliers with significant insights into women’s accommodation preferences and identify opportunities for the packaging of accommodation attributes as well as promotion of hotel amenities that would appeal to the girlfriend getaway market. Originality/value This study is the first to evaluate significant relationships between self-image and accommodation preferences of women travelers from the girlfriend getaway market in Malaysia.

scholarly journals Does Talent Management Practices Impact Service Quality in Nigeria?

2020 ◽  
Vol 55 (5) ◽  
Author(s):  
Jimoh ◽  
Adams Lukman ◽  
Daisy Mui Hung Kee ◽  
Odebunmi ◽  
Abayomi Tunde
Keyword(s):  
Service Quality ◽  
Structural Equation ◽  
Management Practices ◽  
Talent Management ◽  
Equation Modeling ◽  
Quality Improvements ◽  
Talent Retention ◽  
The Government ◽  
Attraction And Retention ◽  
The Relationship

Over the years, the field of talent management has attracted much attention among stakeholders. Therefore, this present study aims to explicitly state whether talent management impacts service quality. The population of the study was 275 employees of the National Institute for Labour Studies. However, the study purposely administered 250 questionnaires because we had to use structural equation modeling analysis to analyzed the collected data. The outcomes of the analysis our result have confirmed the following: (1) talent attraction have an impact on service quality, (2) talent retention affect service quality, (3) reward strategy affects service quality, (4) The relationship between talent attraction and service quality mediated by reward strategy, and (5) The relationship between talent retention and service quality mediated by reward strategy. Based on our findings, it can be inferred that service quality improvements have been influenced by attraction and retention of talent, and a weak relationship between the variables can be strengthened through a reward strategy. This study contributed to a different system of talent management and service quality relationships that should be included in strategic planning. Therefore, the institutes, other organizations, and the government can use employ attraction and retention talent to improve service quality in their realm.

The adverse effect of materialism on employee engagement in China

2016 ◽  
Vol 7 (2) ◽  
pp. 100-114 ◽  
Author(s):  
Tian Xie ◽  
Ya-nan Shi ◽  
Jing Zhou
Keyword(s):  
Employee Engagement ◽  
Structural Equation ◽  
Management Practices ◽  
Pearson Correlation ◽  
National Level ◽  
Need Satisfaction ◽  
Self Report ◽  
Equation Modeling ◽  
Content Type ◽  
Materialistic Values

Purpose The purpose of this study was to explore the influence of materialism on employee engagement in China. Mediating role of employees’ autonomy need satisfaction in workplace was also examined. Design/methodology/approach Data were collected from 217 employees from various companies located across 19 provinces and towns in China. These participants completed three self-report scales, including materialistic values, employee engagement and autonomy need satisfaction at work. Pearson correlation analysis, hierarchical regression analysis and structural equation modeling were used to analyze data. Findings Results revealed that as hypothesized, autonomy need satisfaction at work fully mediated the effects of materialism on employee engagement. Research limitations/implications The study was limited by identifying the measure of materialism that is not robust at an organizational and national level. Similarly, lack of existing literature including use of cross-sectional research design around materialism also added to the limitations of this study. Limitations aside, the current study suggests that increasing materialism within Chinese organizations is likely to exert potentially significant adverse effects on employee engagement and, hence, the overall quality of work. Originality/value The current study has empirically discovered a possible relationship between materialism and employee engagement, which is rarely examined in previous studies. In addition, the study also proposes a psychological mechanism through which materialistic values can influence employee engagement. The findings are practically important to human resource management practices in China and theoretically important for the exploration of antecedents of employee engagement.

Employee voice, engagement and organizational effectiveness: a mediated model

2019 ◽  
Vol 43 (7/8) ◽  
pp. 699-718 ◽  
Author(s):  
Nivedita Jha ◽  
Rama Krishna Gupta Potnuru ◽  
Puja Sareen ◽  
Sharon Shaju
Keyword(s):  
Employee Engagement ◽  
Organizational Effectiveness ◽  
Structural Equation ◽  
Close Association ◽  
Common Method ◽  
Employee Voice ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose This study is based on social exchange theory and aims at understanding the role of employee engagement as a mediator between employee voice and organizational effectiveness. Design/methodology/approach Data was collected to test the mediating role of employee engagement between employee voice and organizational effectiveness. The respondents were employees in different IT companies located in major cities in India. The model was tested for full and partial mediation of employee engagement using structural equation modeling. Findings Considering the self-reported survey from 232 employees from companies in the IT sector, the findings reveal that there exists a significant association between employee voice and organizational effectiveness. The results reflect a close association between employee engagement and organizational effectiveness too. However, no significant association was found between employee voice and organizational effectiveness. Employee engagement is found to mediate the relationship between employee voice and organizational effectiveness. Research limitations/implications The foremost limitation of the study is the sample group that is limited to employees working in IT companies in Bangalore city. The results cannot be generalized to the entire IT industry in India. Although attempts are made to eliminate common method bias, there are chances of an overstated relationship by common method variance that cannot be neglected completely. Practical implications The paper will provide a deep insight to the practitioners about the role of employee voice in the engagement of employees. It will also indicate to the managers how the effectiveness of an organization can be heightened by creating opportunities for employees to voice their opinion in the organization. Originality/value The present study indicated that though there is an association between the independent variable, employee voice, and the dependent variable, organizational effectiveness, the relationship becomes more significant in the presence of employee engagement between them.

A Psychometric Study of the Quality Perception Questionnaire

2012 ◽  
Vol 71 (2) ◽  
pp. 101-106 ◽  
Author(s):  
Raffaele Cioffi† ◽  
Anna Coluccia ◽  
Fabio Ferretti ◽  
Francesca Lorini ◽  
Aristide Saggino ◽  
...  
Keyword(s):  
Structural Equation ◽  
Factor Model ◽  
Equation Modeling ◽  
Fit Indices ◽  
Quality Perception ◽  
Italian Survey ◽  
Confirmatory Factor ◽  
Instrument Measuring ◽  
Hospital Structures

The present paper reexamines the psychometric properties of the Quality Perception Questionnaire (QPQ), an Italian survey instrument measuring patients’ perceptions of the quality of a recent hospital admission experience, in a sample of 4400 patients (Mage = 56.42 years; SD = 19.71 years, 48.8% females). The 14-item survey measures four factors: satisfaction with medical doctors, nursing staff, auxiliary staff, and hospital structures. First, we tested two models using a confirmatory factor analysis (structural equation modeling): a four orthogonal factor and a four oblique factor model. The SEM fit indices and the χ² difference suggested the acceptance of the second model. We then did a simulation using a bootstrap with 1000 replications. Results confirmed the four oblique factor solution. Third, we tested whether there were significant differences with respect to age or sex. The multivariate general linear model showed no significant differences in the factors with respect to sex or age.

Working Memory, Mental Prospection, Time Orientation, and Cognitive Insight

2013 ◽  
Vol 34 (3) ◽  
pp. 159-169 ◽  
Author(s):  
Sevtap Cinan ◽  
Aslı Doğan
Keyword(s):  
Working Memory ◽  
Structural Equation ◽  
Factor Model ◽  
Time Orientation ◽  
Equation Modeling ◽  
Cognitive Insight ◽  
Confirmatory Factor ◽  
Negative Effect ◽  
Positive Effect ◽  
Three Factor

This research is new in its attempt to take future time orientation, morningness orientation, and prospective memory as measures of mental prospection, and to examine a three-factor model that assumes working memory, mental prospection, and cognitive insight are independent but related higher-order cognitive constructs by using confirmatory factor analysis (CFA). The three-factor model produced a good fit to the data. An alternative one-factor model was tested and rejected. The results suggest that working memory and cognitive insight are distinguishable, related constructs, and that both are distinct from, but negatively associated with, mental prospection. In addition, structural equation modeling (SEM) showed that working memory had a strong positive effect on cognitive insight and a moderate negative effect on mental prospection.

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