Dr. Nahed Alqurshi obtained her BS in Management Science and MBA in International Marketing from the University of Kent, Canterbury, UK, before receiving her DBA from Grenoble Ecole de Management in 2017. She is the communication director and human resources deputy manager at ISA International School, Guangzhou, China. Nahed has eight years of experience in business in international schools in China. Her current objective is to focus on research contributing to talent management.
Purpose: The purpose of this research is to empirically examine the impact of Talent Management practices on performance in terms of commitment and intention to stay, as well as, examining the role of commitment as a mediator between Talent Management practices and the employees' intention to stay.
Methodology: Survey questionnaires were used to collect the data from 330 employees working in private Companies in Yemen (Taiz). Multiple linear regression analysis was conducted to test the hypotheses.
Finding: The study found that the more employees perceive that their organizations have been performing on Talent Management practices the more their Commitment to the organization. Retention, Recognition and Talent Development practices contributed the most to employees’ Commitment. Another important finding is that Commitment mediated the relationship between Talent Management practices and employees’ Intention to Stay.
Limitation: This research has certain limitations: first, a convenience sampling was adopted; therefore, the findings of this study cannot be generalized to the whole population. Second, the research did not take into account the political and economic situation in Yemen which interfered with the quality of Talent recruited and their performance in the company.
Future studies: Based on the findings and limitations of this research, a variety of future studies are recommended: first, given that the effects of Talent Management are thought to occur extended periods, further research should be conducted to determine whether the influence changes over time. Second, further research is also recommended to examine the usefulness of Talent Management programs on other important aspects within the programs themselves such as to measure the impact of Talent Management on attracting, hiring and developing employees as well as on retaining employees.
Value: This research is the first to study empirically and quantitatively the impact of TM practices on employees’ performance, namely, Intention to Stay in Yemen. The research outlined the most common implemented Talent Management practices in Yemeni organizations and highlighted the practices that contributed most to Affective Commitment. Keywords: Talent Management practices, affective commitment, intention to stay. human resources management, Yemen
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