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

Obeidat, Bader Yousef; Al-Khateeb, Areej; Abdallah, Abdallah Abu; Masa'deh, Ra’ed

doi:10.25255/jss.2019.8.2.306.326

Cited by 7 publications

(5 citation statements)

References 43 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The environment surrounding the organisation is also taken into account when assessing the organisational strategy. Prior to developing the workforce plan, an evaluation of previous initiatives, an assessment of the workforce profile and talent performance and the behaviours to date, are carried out (Obeidat, Al-Khateeb, Abdallah, & Masa'deh, 2019). The HR professionals were identified as the most important stakeholder in facilitating this integration.…”

Section: Discussionmentioning

confidence: 99%

Critical success factors for integrating talent management strategies with wellness interventions

Nzonzo

Plessis

2020

SA j. hum. resour. manag.

View full text Add to dashboard Cite

Orientation: The current demands in organisations continue to challenge the need for creative, flexible and responsive talent to ensure customers’ needs are met. This demanding environment puts more emphasis on employee wellness management to ensure talent efficiency and effectiveness.Research purpose: The purpose of this study was to determine the critical success factors that influence the adoption and integration of talent management strategies with wellness interventions.Motivation of the study: There is limited research on a holistic and integrated approach of how talent management strategies should be effectively integrated with wellness interventions in organisations.Research approach/design and method: A qualitative enquiry was adopted where 10 in-depth interviews with human resource professionals within South African organisations were conducted. The transcribed interviews were analysed using the thematic analysis process.Main findings: The qualitative results showed that the organisational environment inextricably influenced the adoption and integration of talent management strategies and wellness interventions. In addition, the most critical success factor realised for this study was the establishment of a talent-wellness organisational culture.Practical/managerial implications: Human resource professionals should have an in-depth understanding of the impact of holistic talent management and wellness strategies in their organisations.Contribution/value addition: This study brought to the fore that talent management without aligned wellness interventions will not optimise talent. It also indicated the critical success factors essential for integrating talent management strategies with wellness interventions.

show abstract

Section: Discussionmentioning

confidence: 99%

Critical success factors for integrating talent management strategies with wellness interventions

Nzonzo

Plessis

2020

SA j. hum. resour. manag.

View full text Add to dashboard Cite

show abstract

“…Shifting the lens to talent management, Obeidat, Al-Khateeb, and Abdallah (2019) present a holistic perspective. Their research not only underscores the direct effects of talent management on organizational performance but also brings forth the mediating roles of worklife balance and engagement.…”

Section: Introductionmentioning

confidence: 99%

The Quantitative Relationship Between HRM Practices and Academic Performance in Saudi Public Universities

Saud D

2024

RGSA

View full text Add to dashboard Cite

Objective: This study aims to explore the impact of organizational factors, including employee engagement, selection procedures, training, and work-life balance policies, on academic performance in Saudi Public Universities. It further investigates the mediating role of employee commitment in these relationships. Method: A quantitative methodology was employed, gathering data from 103 academic employees across various Saudi Public Universities through a structured questionnaire. The data was subsequently analyzed using SPSS and Smart PLS software to assess the direct and mediating effects of the organizational factors on academic performance. Research Findings and Discussions: The analysis revealed significant direct effects of employee engagement and training on academic performance. Employee engagement also significantly influenced employee commitment. However, employee commitment did not demonstrate a significant mediating effect in the relationship between organizational practices and academic performance. These findings highlight the critical roles of employee engagement and training in enhancing academic outcomes within the context of Saudi Public Universities. Research Implications: The study underscores the importance of focusing on employee engagement and training as key drivers of academic performance. The lack of significant mediation by employee commitment suggests that the direct effects of organizational practices on academic performance are more pronounced and may not necessarily rely on enhanced commitment levels. These insights are crucial for university administrators aiming to optimize organizational strategies for improved academic results. Originality/Value: This research contributes to the existing literature by delineating the direct influences of specific organizational factors on academic performance, particularly within the unique setting of Saudi Public Universities. It challenges the assumed pivotal mediating role of employee commitment, offering a new perspective on optimizing organizational practices for academic enhancement in this region.

show abstract

“…The complexity in managing talent resources can be attributed to increasing competition, an increase in the availability of talent resources that need to be carefully assessed and identified, and also lack of talent resources in some regions which increases the dependency on expatriates, etc. (Dimitrov, 2018;Obeidat et al, 2019). In addition, TM (Talent Management) definitions and practices are spread across the various aspects, which has increased the complexity of understanding TM practices, and their impact on employees and organizations.…”

Section: Introductionmentioning

confidence: 99%

The impact of talent management practices on employees’ satisfaction and commitment in the Saudi Arabian oil and gas industry

Alanazi¹

2022

Int. j. adv. appl. sci.

View full text Add to dashboard Cite

This study investigates the impact of talent management practices in Saudi Arabian oil and gas organizations and assesses their impact on talent management outcomes including employees' satisfaction and commitment. Although talent management is a new concept for increasing employee on employees' satisfaction and commitment, it is rapidly becoming of great value for academics and managers. The literature review identified the gaps in TM literature; prompting the development of a framework for understanding the relationship between TM, its outcomes. A cross-sectional online-based survey was conducted with employees from major oil and gas organizations, achieving a total sample of 417 participants. Results have indicated various issues such as the need to adopt formal approaches for identifying the talent and lack of opportunities for development that exist in TM practices. Furthermore, the majority of the participants reflected poor satisfaction levels, and a lack of strong commitment was observed among the young employees. Based on the findings, it can be concluded that poor TM practices adopted in Saudi Arabian oil and gas industries in a few instances, especially in relation to talent development and retention by creating a supportive environment through transformational leadership.

show abstract

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

Cited by 7 publications

References 43 publications

Critical success factors for integrating talent management strategies with wellness interventions

Critical success factors for integrating talent management strategies with wellness interventions

The Quantitative Relationship Between HRM Practices and Academic Performance in Saudi Public Universities

The impact of talent management practices on employees’ satisfaction and commitment in the Saudi Arabian oil and gas industry

Contact Info

Product

Resources

About