Empirical Evidence of Sustainable Development Goals (SDGs) on Talent Management Practices and Employee Engagement in Government Linked Companies

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Objective: The study analyzed the relationship between Sustainable Development Goals (SDGs) on talent management practices and employee engagement at Government Linked Companies (GLCs). Method: Questionnaires were distributed and gathered from 164 employees at 47 GLCs and Partial Least Square Structural Equation Modeling (PLS-SEM) technique was used to test the research hypotheses. Results and Discussion: Questionnaires were distributed and gathered from 164 employees at 47 GLCs and Partial Least Square Structural Equation Modeling (PLS-SEM) technique was used to test the research hypotheses. Among all Malaysian GLCs from various sectors available for the study, the researcher had narrowed down the selection to the 47 companies which are listed on Bursa Malaysia stock exchange (PCG, 2015). The findings discovered that four hypotheses are not supported with the finding of this study. There were significant and positive relationships between talent development and employee engagement (vigor, dedication) and talent identification and employee engagement (dedication, absorption). Originality/Value: The results of the study revealed that talent development and talent identification are pivotal in fostering employee engagement. Specifically, talent development positively correlates with vigor and dedication, underscoring the necessity for GLCs to invest in robust developmental programs that enhance employees' energy and commitment to their roles.