The impact of talent management on job satisfaction of registered nurses in Malawian public hospitals

Orientation: Job satisfaction is the paramount tool to gauge whether employees are willing to stay or leave an organisation. Talent management as a key aspect of human resources management has a fundamental role to play in ensuring that employees are satisfied with their work so that they can stay within the organisation.Research purpose: The purpose of this study was to establish the impact of talent management on job satisfaction of registered nurses in public hospitals of Malawi.Motivation for study: There is a need for scientific knowledge concerning the connection between talent management and job satisfaction of registered nurses in public hospitals of Malawi as limited studies have been conducted in the Malawian context despite the nursing profession witnessing a dire voluntary attrition of nurses leading to severe shortages of nurses.Research approach/design and method: The study uses a quantitative design by way of a cross - sectional survey method to determine the impact of talent management practices on job satisfaction of registered nurses. Data were collected from a sample of 834 registered nurses from the four main public hospitals of Malawi that were purposively selected. An adapted version of Minnesota Job Satisfaction Questionnaire (MSQ) combined with Human Capital Index questionnaire was administered to 834 nurses. Finally, 580 responses were found to be acceptable for analysis.Main findings: The findings of the study demonstrate that talent management practices do not contribute towards job satisfaction of registered nurses in Malawian public hospitals. Regression analysis indicated that amongst nine elements of talent management practices, the predictors that are most effective in predicting the job satisfaction of registered nurses include, staffing, talent development and talent deployment.Practical/managerial implication: The results of this study underscore the problematic nature of implementing talent management practices in public hospitals of Malawi. Management of public hospitals should appreciate these results as poor talent management practices can reduce job satisfaction among employees.Contribution/value add: The findings, therefore, add to the body of knowledge on how talent management practices can contribute to job satisfaction.

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Talent management practices: perception of registered nurses in Malawian public hospitals

African Journal of Economic and Management Studies ◽

10.1108/ajems-11-2020-0570 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

George Lewis Dzimbiri ◽

Alex Molefi Molefakgotla

Keyword(s):

Registered Nurses ◽

Management Practices ◽

Talent Management ◽

Public Hospitals ◽

Social Implications ◽

Research Approach ◽

Cross Sectional Survey ◽

Current Application ◽

Content Type ◽

Nurses Perceptions

PurposeThe purpose of this study is to investigate nurses’ perception towards the current application of talent management practices in Malawian public hospitals. It further explores whether significant differences exist between the registered nurses’ perceptions of the current application of talent management practices based on their demographic factors.Design/methodology/approachThe study employed a quantitative research approach, using a cross-sectional survey strategy. An adapted version of Human Capital Index (HCI) questionnaire with 45-items was administered amongst 947 registered nurses in four public hospitals. Eventually, 580 responses, representing 61.2 per cent were found to be acceptable for analysis. Stata version-16 software programme was used to analyse the data.FindingsFindings of the study demonstrated that talent management practices are currently poorly applied amongst the nurses. Substantial gaps existed between the current applications versus the importance of talent management practices. Significant differences exist between the nurses perceptions of talent management practices based on their marital status.Research limitations/implicationsThe study only focused on a single perspective (registered nurses) and a single area (Malawian public hospitals) – an issue that disregarded different views (e.g. doctors, hospital administrators, hospital directors and other hospital staff). Furthermore, the results of this study cannot be generalised to other public and private hospitals settings because the data were collected from central hospitals only.Practical implicationsPractically, this study highlights the problematic areas of talent management practices hence the need for effective talent management for nurses.Social implicationsThe study has huge social implications in that the results will inform best practices for public hospitals thereby improving welfare of the patients and society at large.Originality/valueThe study contributes to new knowledge on nurses’ perception towards the application of talent management practices within the Malawian health sector and presents a valid and reliable measure to assess their perception.

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Talent Management and its Impact on Innovative Work Behaviour among Registered Nurses in Public Hospitals of Malawi

Africa Journal of Nursing and Midwifery ◽

10.25159/2520-5293/8647 ◽

2021 ◽

Vol 23 (1) ◽

Author(s):

George Lewis Dzimbiri ◽

Alex Molefakgotla

Keyword(s):

Registered Nurses ◽

Health Personnel ◽

Healthcare Workers ◽

Management Practices ◽

Talent Management ◽

Public Hospitals ◽

Convenience Sample ◽

Innovative Work ◽

Innovative Work Behaviour ◽

The Impact

The Malawi government established and implemented various talent management practices within public hospitals in the country to enhance accessibility, productivity and energy of its health personnel, and to boost the quality of health service delivery. Innovative work behaviours such as the creation, introduction and application of new ideas are key to achieving productivity, accessibility and energy of health personnel. The sure way of achieving innovative work behaviour is through the implementation of talent management. The purpose of this study was to examine the impact of talent management on innovative work behaviour of registered nurses in public hospitals of Malawi. A quantitative research approach was employed, and an adapted Innovative Work Behaviour Questionnaire (IWB) was administered to a convenience sample of 947 (N=947) registered nurses in public hospitals of Malawi. The results of the study showed that talent management practices did not contribute to innovative work behaviour of registered nurses in public hospitals of Malawi. The study, therefore, recommends that management of public hospitals should pay attention to effective talent management practices of healthcare workers, particularly that of nurses in public hospitals. The implication of this study to management in public hospitals is that the results can be used to improve the application of talent management practices at healthcare facilities and help to advance innovative work behaviour of healthcare workers.

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The impact of talent management practices on employees' job satisfaction

International Journal of Business Environment ◽

10.1504/ijbe.2021.10043619 ◽

2021 ◽

Vol 1 (1) ◽

pp. 1

Author(s):

Laith M. Almomani ◽

Bader Yousef Obeidat ◽

Rateb Sweis

Keyword(s):

Job Satisfaction ◽

Management Practices ◽

Talent Management ◽

The Impact

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Leadership, job satisfaction and intention to leave among registered nurses in the North West and Free State provinces of South Africa

Curationis ◽

10.4102/curationis.v39i1.1585 ◽

2016 ◽

Vol 39 (1) ◽

Cited By ~ 9

Author(s):

Jeremia S. Sojane ◽

Hester C. Klopper ◽

Siedine K. Coetzee

Keyword(s):

Job Satisfaction ◽

Registered Nurses ◽

Intention To Leave ◽

Public Hospitals ◽

Free State ◽

Cross Sectional Survey ◽

Cross Sectional ◽

North West ◽

Nurse Leadership ◽

The North

Background: The nurse leadership of a hospital is identified as the single most important aspect of the practice environment that impacts nurse outcomes. When nurses are satisfied with their jobs, they tend to remain with their employers and become more productive in their workplaces.Objectives: This study aimed to investigate the relationship between leadership, job satisfaction and intentions to leave among registered nurses (RNs) working in hospitals in the North West and Free State provinces of South Africa.Methods: A cross-sectional survey design was adopted. The population (N = 680) with the sample (n = 204) included RNs in medical–surgical units in both private and public hospitals in the two provinces. Data were collected using the RN4CAST questionnaire.Results: RNs were satisfied with the items pertaining to leadership except for praise and recognition (55.7%). They also indicated high levels of overall job satisfaction (70.5%) but were dissatisfied with wages (50%), study leave (40.9%) and opportunities for advancement (40.1%). Furthermore, 46.1% of the RNs intended to leave their current hospitals. The results indicated a relationship between leadership and job satisfaction (r = 0.47; p = 0.00) and between intention to leave and job satisfaction (d = 0.50).Conclusion: The nurse managers played a significant role influencing RN’s level of job satisfaction, while job satisfaction was highly correlated with intention to leave. The nurse leadership can improve job satisfaction by giving praise and recognition to the RNs for jobs well done, and RNs should be afforded the opportunity to advance their careers through further studies.Keywords: Leadership, job satisfaction, intention to leave, Nurse

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The Impact of Shariah Governance and Corporate Governance on the Risk Management Practices: Evidence from Local and Foreign Islamic Banks in Malaysia

The Journal of Muamalat and Islamic Finance Research ◽

10.33102/jmifr.v15i2.174 ◽

2018 ◽

Vol 15 (2) ◽

pp. 1-20

Author(s):

Sabri Embi ◽

Zurina Shafii

Keyword(s):

Risk Management ◽

Corporate Governance ◽

Management Practices ◽

Principal Component ◽

T Test ◽

The Body ◽

Primary Data ◽

Islamic Banks ◽

Shariah Governance ◽

The Impact

The purpose of this study is to examine the impact of Shariah governance and corporate governance (CG) on the risk management practices (RMPs) of local Islamic banks and foreign Islamic banks operating in Malaysia. The Shariah governance comprises the Shariah review (SR) and Shariah audit (SA) variables. The study also evaluates the level of RMPs, CG, SR, and SA between these two type of banks. With the aid of SPSS version 20, the items for RMPs, CG, SR, and SA were subjected to principal component analysis (PCA). From the PCA, one component or factor was extracted each for the CG, SR, and RMPs while another two factors were extracted for the SA. Primary data was collected using a self-administered survey questionnaire. The questionnaire covers four aspects ; CG, SR, SA, and RMPs. The data received from the 300 usable questionnaires were subjected to correlation and regression analyses as well as an independent t-test. The result of correlation analysis shows that all the four variables have large positive correlations with each other indicating a strong and significant relationship between them. From the regression analysis undertaken, CG, SR, and SA together explained 52.3 percent of the RMPs and CG emerged as the most influential variable that impacts the RMPs. The independent t-test carried out shows that there were significant differences in the CG and SA between the local and foreign Islamic banks. However, there were no significant differences between the two types of the bank in relation to SR and RMPs. The study has contributed to the body of knowledge and is beneficial to academicians, industry players, regulators, and other stakeholders.

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The impact of talent management practices on employee turnover and retention intentions

Global Business and Organizational Excellence ◽

10.1002/joe.22130 ◽

2021 ◽

Author(s):

Sourabh Kumar

Keyword(s):

Employee Turnover ◽

Management Practices ◽

Talent Management ◽

The Impact

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Tailor-Made Psychosocial Intervention for the Caregivers in Emergency and Trauma Care Center

Journal of Neurosciences in Rural Practice ◽

10.1055/s-0041-1722815 ◽

2021 ◽

Vol 12 (02) ◽

pp. 290-294

Author(s):

T.R. Kanmani ◽

Birudu Raju ◽

Subhas Konar ◽

Dhaval Shukla ◽

Raghavendra Kukkehalli

Keyword(s):

Trauma Care ◽

Psychosocial Intervention ◽

Care Center ◽

Psychosocial Problems ◽

Psychosocial Interventions ◽

Survey Method ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Study Objective ◽

The Impact

Abstract Introduction The caregiver’s psychosocial problems are unnoticed in the emergency and trauma care center. Therefore, the study objective was to understand the impact of psychoeducation and psychosocial intervention on traumatic brain injury (TBI) caregivers during hospitalization. Methodology The study adopted a descriptive research design. Sixty-three (n = 63) consented caregivers were recruited by using a cross-sectional survey method. Two separate checklists were used to collect the psychosocial problems in emergency and trauma care as well as to know the satisfaction levels of caregivers after the intervention. R free 3.0.1 software was used to calculate the frequency and percentage. Results The caregiver’s mean age was 39 years (39.46 ± 16.22). The majority of the caregivers were males (45; 71.4%) working as daily wagers (42; 66.7%). Caregivers experienced psychosocial problems, that is, depression, anxiety, stress, unable to handle crisis, grief, lack of coping skills (57; 90.5%), emotional distress (57; 90.5%), financial constraints (45; 71.1%), and need for referral services (45; 71.1%). Tailor-made psychosocial interventions were provided to the caregivers. Conclusion To conclude, there is a greater need to provide psychosocial intervention and train the caregivers to provide care for TBI survivors during hospitalization. There is a need to develop the uniform standard operating procedure for medical and psychiatric social workers in providing psychosocial care in emergency and trauma care setting.

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The impact of job security, job satisfaction and job embeddedness on employee retention: an empirical investigation of Pakistan’s health-care industry

Journal of Asia Business Studies ◽

10.1108/jabs-12-2020-0480 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Attia Aman-Ullah ◽

Azelin Aziz ◽

Hadziroh Ibrahim ◽

Waqas Mehmood ◽

Yasir Abdullah Abbas

Keyword(s):

Job Satisfaction ◽

Health Care ◽

Employee Retention ◽

Health Care Industry ◽

Job Security ◽

Job Embeddedness ◽

Public Hospitals ◽

Content Type ◽

Care Industry ◽

The Impact

Purpose The purpose of this study is to determine the impact of job security on doctors’ retention, with job satisfaction and job embeddedness as the mediators. In doing so, the authors seek to contribute to the existing literature by providing additional empirical evidence on the links between job security, job satisfaction, job embeddedness and employee retention by using social exchange theory. Design/methodology/approach An empirical study was conducted on doctors working in public hospitals in Pakistan. Data from selected public hospitals were collected using semi-structured questionnaires. The simple random sampling method was applied for participant selection and partial least squares-structural equation modelling was used for data analysis purposes. Findings The findings confirmed the direct and mediation relationships. Thus, all of this study’s hypotheses are supported. The results indicate that job security can improve doctors’ retention. Further, job satisfaction and job embeddedness play crucial roles in mediating the direct relationship. Originality/value This study elaborates job security in health-care sector of Pakistan and also provides empirical evidence of the antecedents and mediators of doctors’ intention to continue working in the health-care industry.

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