Impact of Employee Talent Management

This study aimed to analyze the factors that influence employee talent management and their impact on job satisfaction, job performance, and commitment sustainability. The study was conducted on workers in five companies located in Karawang Regency (pallet plastics, automotive, and hospitality industries) and Bogor (garment industry) located in the province of West Java, and South Tangerang (heavy tractor industry). This sample of respondents will answer the questionnaire in the questionnaire.) in Banten province. Data collection was conducted through questionnaire sharing with a sample of 250 employees, as well as interviews and focus group discussions (FGD) with a number of stakeholders. Questionnaires before being applied in field studies were examined using Pearson and Cronbach Alpha approaches in order to identify the level of validity and reliability. The analysis of the research was conducted using Structural Equation Modeling (SEM) approach with the help of the Lisrel 8.70 program. The results show that organizational culture factors, transformational leadership, and job sharing have a positive impact on employee talent management, and talent management itself has an impact on job satisfaction, job performance, and commitment sustainability. It is recommended in the development of this talent-based workforce that the above factors should be considered along with the highest contributing factors to each factor. Received: 22 March 2021 / Accepted: 27 July 2021 / Published: 5 September 2021

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

Sustainability ◽

10.3390/su132313320 ◽

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.

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Understanding the Antecedents and Consequences of Green Human Capital

SAGE Open ◽

10.1177/2158244020988867 ◽

2021 ◽

Vol 11 (1) ◽

pp. 215824402098886

Author(s):

Yin Ma ◽

Shih-Chih Chen ◽

Athapol Ruangkanjanases

Keyword(s):

Job Satisfaction ◽

Human Capital ◽

Big Five ◽

Structural Equation ◽

Positive Impact ◽

Positive Influence ◽

Equation Modeling ◽

Outcome Variable ◽

Big Five Personality ◽

Important Indicator

Green human capital (GHC) is regarded as one of the primary attributes individuals need to develop in the era of environmental degradation. Many existing studies indicate that it is probably an important indicator of employees’ satisfaction in the workplace. Thus, based on trait theory and ability–motivation–opportunity theory, the current study examines the antecedents and outcomes of GHC among 630 employees from the manufacturing and service companies in Guangdong Province. The research employs Big Five personality and green training as the predictors of GHC, and job satisfaction as the outcome variable. Partial least squares structural equation modeling is used to analyze the data. The findings show that, in Big Five personality domains, only agreeableness and openness have a positive as well as significant impact on the individuals’ GHC, and that green training also has a positive influence on the GHC. GHC has a positive impact on the employees’ job satisfaction. The research findings and managerial implications are then discussed in detail.

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Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽

10.1177/21582440211030598 ◽

2021 ◽

Vol 11 (3) ◽

pp. 215824402110305

Author(s):

Majid Ghasemy ◽

Farhah Muhammad ◽

Jamshid Jamali ◽

José Luis Roldán

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Structural Equation ◽

Interpersonal Conflict ◽

Emotional Reactions ◽

Equation Modeling ◽

Affective States ◽

International Faculty ◽

Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

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The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction

Tourism & Management Studies ◽

10.18089/tms.2021.170104 ◽

2021 ◽

Vol 17 (1) ◽

pp. 45-58

Author(s):

Engin Unguren ◽

◽

Serdar Arslan ◽

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Role Conflict ◽

Structural Equation ◽

Role Ambiguity ◽

Mediating Effect ◽

Stress Factors ◽

Equation Modeling ◽

Future Research ◽

Hotel Employees

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

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STRUCTURAL EQUATION MODELING BASED EMPIRICAL ANALYSIS: DIRECT AND INDIRECT EFFECTS OF JOB SATISFACTION ON JOB PERFORMANCE IN JORDANIAN FIVE-STAR HOTELS

Journal of Tourism, Hospitality and Environment Management ◽

10.35631/jthem.5180012 ◽

2020 ◽

Vol 5 (18) ◽

pp. 133-151

Author(s):

Bandar Ersan Alown ◽

Mahadzirah Mohamad ◽

Fazida Karim

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Leadership Style ◽

Structural Equation ◽

Work Life ◽

Quality Of Work Life ◽

Equation Modeling ◽

Quality Of Work ◽

Moderating Role

In order to improve and maintain competitiveness in the hotel sector, the key elements of success must be available, which is headed by an efficient employee, so it is essential that the employees' performance be at its best. This study examined the effect of job satisfaction (JS) on job performance (JP), organisational structure (OS) and leadership style (LS) on (JS), and Quality of work-life (QWL) on (JP) among five-star hotels employees in Jordan. The study also examined the moderating role of quality of work-life on the variable’s relationships. A questionnaire was used as the main instrument for data collection from 430 employees of five-star hotels. Data analysis was conducted with the help of Structural Equation Modelling (SEM) to determine the level of relationships among (JS), (OS), (LS), (JP), and (QWL). According to the obtained findings, there is a positive relationship between JS and QL on JP, and QWL has a partial moderating role in the relationship between JS and JP. The study findings motivate future studies to carry out studies of the same caliber in other sectors of Jordan, and also in other contexts based on different perspectives.

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Are social media bad for your employees? : effects of at-work break activities on recovery experiences, job satisfaction, and life satisfaction

10.32469/10355/70020 ◽

2019 ◽

Author(s):

◽

Yi-Sung Cheng

Keyword(s):

Job Satisfaction ◽

Social Media ◽

Life Satisfaction ◽

Structural Equation ◽

Positive Impact ◽

Job Demands ◽

The United States ◽

Equation Modeling ◽

Recovery Experiences ◽

Antecedents And Consequences

Despite the alleged importance of work breaks, little is known about antecedents and consequences of social media break activities besides non-social media break activities. Since individuals use social media to contact friends and families, find information, and be entertained, this study theorized that engaging in social media break activities while at work can help employees to experience psychological detachment and relaxation during work hours. The purpose of this study was to explore this growingly popular topic of social media use at work by focusing on job demands that may explain why employees perceive social media are vital for them at work. Further, this study seeks to understand when and how employees use social media at work to experience recovery, which, in turn, increases their job satisfaction and life satisfaction. Questionnaires were collected from current hospitality non-managerial and managerial employees in the United States. Structural equation modeling was employed to analyze data. Results of the study confirm that at-work break activities including social and non-social media break activities can be a channel for employees to experience recovery and deal with job demands. Moreover, the results suggest that when employees reported their perceptions of recovery experiences, positive perceptions had a positive impact on job satisfaction and life satisfaction. The findings also indicate that employees who are happy at work have a high life satisfaction. The results fill an empirical gap in the theoretical literature on at-work break activities and recovery. This study offers further insight and empirical evidence about the positive outcomes of both social and non-social media break activities to researchers, practitioners, and human resource professionals.

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PENGARUH EFIKASI DIRI DAN UPAYA TERHADAP NIATAN BERHENTI DENGAN MEDIASI KINERJA, KEPUASAN KERJA DAN SINDROM KELELAHAN

Jurnal Manajemen ◽

10.25170/jm.v15i2.476 ◽

2019 ◽

Vol 15 (2) ◽

pp. 195-221

Author(s):

Desi Purnama Sari ◽

Edi Purwanto

Keyword(s):

Job Satisfaction ◽

Structural Equation Modeling ◽

Job Performance ◽

Turnover Intention ◽

Self Efficacy ◽

Structural Equation ◽

Equation Modeling ◽

International Airport ◽

Analysis Technique ◽

Airport Terminal

The purpose of this study to examines (1) whether the turnover intention is influenced by job performance, job satisfaction and employee burnout; (2) whether job performance is influenced by self-efficacy and efforts; (3) whether job satisfaction is influenced by self-efficacy and efforts; and (4) whether burnout is influenced by self-efficacy. The study is conducted at PT. XYZ with the respondents are 102 staffs at the Station and Service Hub in Soekarno-Hatta International Airport, Terminal 2 and 3, Cengkareng. The analysis technique of this study uses Structural Equation Modeling (SEM) with SmartPLS 2.0 tools. The results of the study have proven that the turnover intention is influenced by job performance and burnout, but it is not proven that the turnover intention is influenced by job satisfaction. It is also proven that job performance is influenced by self-efficacy and efforts. Job satisfaction is also proven to be influenced by self-efficacy, but job satisfaction is not proven influenced by efforts. Finally it is proven that burnout is influenced by self-efficacy.

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The Effect of Ethical Leadership on Subjective Wellbeing, Given the Moderator Job Satisfaction (A Case Study of Private Hospitals in Mashhad)

10.21203/rs.3.rs-27384/v1 ◽

2020 ◽

Author(s):

Azar Kaffashpoor ◽

samaneh sadeghian

Keyword(s):

Job Satisfaction ◽

Ethical Leadership ◽

Structural Equation ◽

Subjective Wellbeing ◽

Survey Design ◽

Equation Modeling ◽

Outcome Variable ◽

Validity And Reliability ◽

Private Hospitals ◽

Statistical Population

Abstract Background: The emerging ethical leadership, a novel approach in leadership perspective, has provided the ground for building and promoting individual and organizational effectiveness through prioritizing ethics in organization. The purpose of the study is survey of effect of Ethical Leadership on Subjective Wellbeing, Given the Moderator Job Satisfaction in Private Hospitals in Mashhad Methods: This research, employing a descriptive-correlational survey design, was conducted in 2015-2016 to examine the probable effect of ethical leadership on subjective wellbeing and job satisfaction (both as the outcome variable and the mediator) among the nurses of private hospitals in Mashhad, Iran. The statistical population included all nurses of private hospitals in Mashhad city (730 nurses, in total) from among whom following a simple randomized method, 166 nurses were selected as a sample of respondents. The data were collected with the adapted version of the questionnaire designed by Yang (2014) the validity and reliability of which were tested and confirmed. For data analysis, structural equation modeling (SEM) was used. Results: The results indicated a positive significant relationship between ethical leadership and job satisfaction. Ethical leadership only indirectly and through job satisfaction positively and significantly affected the subjective wellbeing of nurses. Conclusions: This suggests that an emphasis on ethics and ethically-oriented leaders in hospitals, aided by job satisfaction, can provide a positive climate which can lead to the subjective wellbeing of nurses.

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The Effect of Ethical Leadership on Subjective Wellbeing, Given the Moderator Job Satisfaction (A Case Study of Private Hospitals in Mashhad)

10.21203/rs.3.rs-27384/v3 ◽

2020 ◽

Author(s):

Azar Kaffashpoor ◽

Samaneh Sadeghian

Keyword(s):

Job Satisfaction ◽

Ethical Leadership ◽

Structural Equation ◽

Subjective Wellbeing ◽

Survey Design ◽

Equation Modeling ◽

Outcome Variable ◽

Validity And Reliability ◽

Private Hospitals ◽

Statistical Population

Abstract Background: The emerging ethical leadership, a novel approach in leadership perspective, has provided the ground for building and promoting individual and organizational effectiveness through prioritizing ethics in organization. The purpose of the study is survey of effect of Ethical Leadership on Subjective Wellbeing, Given the Moderator Job Satisfaction in Private Hospitals in MashhadMethods: This research, employing a descriptive-correlational survey design, was conducted in 2015-2016 to examine the probable effect of ethical leadership on subjective wellbeing and job satisfaction (both as the outcome variable and the mediator) among the nurses of private hospitals in Mashhad, Iran. The statistical population included all nurses of private hospitals in Mashhad city (730 nurses, in total). 166 nurses were eventually selected as a sample of respondents by following a simple randomized method. The data were collected with the adapted version of the questionnaire designed by Yang (2014). The validity and reliability of the survey were tested and confirmed. For data analysis, structural equation modeling (SEM) was used. Results: The results indicated a positive significant relationship between ethical leadership and job satisfaction. Ethical leadership both directly and indirectly affected the subjective wellbeing of nurses through job satisfaction.Conclusions: The finding suggests that an emphasis on ethics and ethically-oriented leaders in hospitals, enhanced by job satisfaction, can provide a positive climate which can lead to the subjective wellbeing of nurses.

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FAKTOR YANG MEMENGARUHI JOB PERFORMANCE PEGAWAI GENERASI MILENIAL

JURNAL PERSPEKTIF BEA DAN CUKAI ◽

10.31092/jpbc.v5i2.1292 ◽

2021 ◽

Vol 5 (2) ◽

pp. 165-186

Author(s):

Novryansyah Novryansyah ◽

Dita Oki Berliyanti ◽

Ida Ariyani

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Leadership Style ◽

Ethical Leadership ◽

Millennial Generation ◽

Structural Equation ◽

Authentic Leadership ◽

Equation Modeling ◽

Cross Sectional ◽

Purposive Sampling

Job performance of employees from the millennial generation is starting to be studied a lot because the proportion is starting to increase. Leadership style and job satisfaction are factors that are suspected to affect job performance. This study aims to examine the effect of ethical leadership, authentic leadership on job performance mediated by job satisfaction. This study was a cross-sectional design involving 350 millennial generation employees at the Tanjung Priok Customs and Excise Main Service Office, which were selected by purposive sampling. Data were analyzed using Structural Equation Modeling (SEM) with AMOS 26 software. The results of this study indicate that ethical leadership has a positive effect on job satisfaction and negative effect on job performance, but not significant. Meanwhile, authentic leadership has a positive and significant effect on job satisfaction, but not significantly on job performance. In addition, this study also finds that job satisfaction has a positive and significant effect on job performance and acts as a mediator in the influence of authentic leadership and ethical leadership on job performance. These results build and enrich models of the influence of ethical leadership, authentic leadership, job satisfaction on job performance in existing. In addition, this study recommends that superiors have a personality that is liked by their subordinates, so that it has an impact Keywords: ethical leadership, authentic leadership, job satisfaction, job performance, millennial generation employees. Job performance pegawai dari generasi milenial menjadi hal yang mulai banyak diteliti karena proporsinya mulai meningkat. Gaya kepemimpinan dan kepuasan kerja merupakan faktor yang ditengarai memengaruhi job performance. Penelitian ini bertujuan menguji pengaruh ethical leadership, authentic leadership terhadap job performance yang dimediasi job satisfaction. Penelitian ini berdesain crosssectional yang melibatkan 350 pegawai generasi milenial Kantor Pelayanan Utama Tipe A Bea dan Cukai Tanjung Priok yang dipilih secara purposive sampling. Data dianalisis menggunakan Structural Equation Modelling (SEM) dengan perangkat lunak AMOS 26. Hasil penelitian ini menunjukkan bahwa ethical leadership berpengaruh positif terhadap job satisfaction dan negatif terhadap job performance, tetapi tidak signifikan. Sementara itu, authentic leadership berpengaruh positif dan signifikan terhadap job satisfaction, tetapi tidak signifikan terhadap job performance Selain itu, penelitian ini juga mendapatkan bahwa job satisfaction berpengaruh positif dan signifikan terhadap job performance dan berperan sebagai mediator dalam pengaruh authentic leadership dan ethical leadership terhadap job performance. Hasil ini membangun dan memperkaya model pengaruh ethical leadership, authentic leadership, job satisfaction terhadap job performance yang sudah ada. Selain itu, penelitian ini merekomendasikan agar atasan memiliki kepribadian yang disenangi bawahan, sehingga berdampak pada job satisfaction dan job performance bawahan. Kata Kunci: ethical leadership, authentic leadership, job satisfaction, job performance, pegawai generasi milenial.

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