Talented Employees Research Articles

Mediating the Organizational Commitment in the Relationship between Employees Treatment and Organizational Citizenship Behavior in Travel and Tourism Industry: A Theoretical Construct”

The well treatment of employees is inevitable and more particularly in travel and tourism which is people business and humanitarian phenomenon that requires humanitarian touch. In the same vein, Sir Richard Branson quotes “Train people well enough so they can leave, treat them well enough so they don’t want to”. When an organization treats its employees well and fairly they will be more productive and loyal employees who will be more able to treat customer well and will have commitment towards the organization that will be reflected in less turnover and absenteeism. When the organization treats its employees well and fairly, they will be more talented employees and will have high degree of organizational commitment and hence high level of organizational citizenship behavior. In other word, they will be more loyal towards the organization and more able to satisfy customers (tourists) and this in itself represents challenge in travel and tourism industry due to the intangibility of tourism services and difficulty of measuring service quality. Good service is that meets the needs and expectations of customers.

Job crafting-job embeddedness linkage of construction professionals: moderating effect of career stages

Purpose Construction managers must focus on effective job design to develop and harness employee talent and achieve organizational goals. Because psychological needs and key motivators vary by career stage, a differentiated employee value proposition is crucial for a firm’s retention strategy. This study aims to examine how job crafting (JC) affects job embeddedness (JE) at different career stages. Design/methodology/approach In this investigation, a quantitative methodology was used. In total, 272 construction industry professionals from 25 construction firms in Abu Dhabi, United Arab Emirates, provided the data. Through the use of structural equation modeling, hypotheses were evaluated. Findings The results show that JC enhances construction professionals’ JE (β = 0.60, p < 0.000). Moreover, the relationship between JC and JE is moderated by career stages. The impact of JC on JE is greater among longer tenured (late-career stages, β = 0.61, p < 0.000) than shorter tenured construction professionals (early-career stages, β = 0.60, p < 0.000 and mid-career stages, β = 0.58, p < 0.000). Originality/value Limited research shows how JC can improve JE. At the time of this research, there was no published work on JC and JE relationship in the construction industry. This research found that JC has a positive impact on JE and JC behavior applies at both individual and team levels. This could imply that construction professionals with longer organizational tenure are more likely to challenge the status quo and identify problems or opportunities for improvement, hence contributes to JE theory.

EXAMINING THE MEDIATING ROLE OF DIGITAL CULTURE ON DIGITAL TALENT IN THE TELECOMMUNICATION SECTOR

The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of information. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR management, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital literacy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership. The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.

HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL PERFORMANCE

Human resource management is one of the most important components to increase organizational performance. This is because human resources are the most valuable assets that can drive the organization to grow and prosper, and to be able to compete in the global market. This paper aimed to study the important components of human resource management and a linkage between human resource management and organizational performance based on the literature review. The results of the study showed that human resource management can help the organization to elicit and extract knowledge, skill, expertise, talent and competency of employees to work for the success and growth of the organization. Without effective human resource management, the organization cannot run its business to reach its goals and objectives. Therefore, each organization focuses on recruiting and selecting knowledgeable, skillful and competent employees and pay them with fair benefits and compensation to create their organizational commitment so that that they work to increase organizational performance. In addition, the organization should train unknowledgeable and unskillful employees to have more knowledge and skills required to work for the organization.

Virus for Women Employees: Exploring the Stereotypical Beliefs of the Leaders about their Female Followers

The never-ending gender discrimination in societies needs multidimensional exploration to understand its causes. Gender stereotyping has remained one of the foremost causes of gender discrimination in the workplace. This study strived to explore the stereotypical thinking and beliefs about women employees in the minds of their office leaders and discusses how these stereotypes play role in management of talent and performance of female employees. With the qualitative approach, this study has used hermeneutic phenomenology as the method of exploration. The data was collected with purposive sampling from managerial leaders, working in private companies whose followers include women employees. Nineteen in-depth interviews were conducted with a question designed from theory, expert and construct validity. The data were analyzed with multi-level coding and thematic analysis. The results revealed that managerial leaders have work-related, family-related and personal stereotypes about their female followers. They generalize that women employees are less ambitious, less professional, over occupied an emotional. They believe that they feel need to micromanage the females as they require more guidance. Those organizations that believe to maintain the diversity in employees should regularly organize training sessions to neutralize the stereotypes in the minds of their managers so that they could not hamper the progression of their female followers.
 
 Keywords: Stereotypical Beliefs; Female Followers; Leadership; Organizational Behavior

Retaining talent in knowledge-intensive services: enhancing employee engagement through human resource, knowledge and change management

PurposeThis study aims to explore talent retention in knowledge-intensive industries by investigating the mediating processes between the existence and application of human resource management (HRM) and employee turnover. Toward this end, drawing on the conservation of resources and job demands–resources theories, a three-dimensional model is examined, which includes the relationship between HRM, knowledge management (KM) and change management (CM), as well as their relationship with employee engagement and employee turnover intention.Design/methodology/approachThe proposed research model has been studied with a sample of 168 talented employees in over six European countries, using a quantitative approach, involving the structural equation modeling method. All data were gathered by a multidimensional questionnaire via prolific, an academic crowdsourcing platform.FindingsResults indicated that knowledge-intensive services firms may achieve higher talent retention through the interaction of HRM with KM and CM practices, which may lead to enhanced employee engagement.Research limitations/implicationsPossible limitations of the study include the relatively small sample size, the self-rate questions for the collection of data and the use of cross-sectional data.Practical implicationsTo retain their talented employees, organizations should identify ways to improve their HRM, CM and KM practices. In addition, HR practitioners ought to include their talented employees in all organizational change and KM processes and create mechanisms that successfully support knowledge acquisition, creation, sharing, retention and codification.Originality/valueTo the best of the authors’ knowledge, this is the first study to examine various factors of retaining talented employees in knowledge-intensive services. Furthermore, the study took place in six European countries, i.e. UK, Poland, Italy, Germany, Portugal and Greece, where the research on talent retention is very limited.

Psychological Capital (PSYCAP), Emotional Labour, and Burnout in Malaysia: An Overview

The topic of psychological capital, emotional labour, and burnout in Malaysia is of great importance as it can provide valuable insights for organizations, policymakers, and researchers to develop effective strategies to improve employee well-being and organizational performance. Understanding PsyCap and its impact on employees can help organizations develop strategies to improve productivity and job satisfaction. Similarly, understanding emotional labour and its impact on employees can help organizations manage emotional labour, improve job satisfaction, and reduce the risk of burnout. Lastly, understanding the factors that contribute to burnout and how to prevent it in Malaysia can help organizations create a healthier work environment and retain talented employees. This article employs a methodical strategy to examine the current body of literature concerning PsyCap, emotional labour, and burnout and is presented as a conceptual review. This research's finding highlighted that the the well-being and effectiveness of Malaysian public social welfare workers can be ensured by developing their psychological capital (PsyCap) and reducing the risk of burnout. Effective strategies include enhancing self-efficacy, cultivating optimism and resilience, developing a growth mindset, job crafting, prioritizing self-care, and addressing organizational factors. The study suggests that, in the future, the social welfare sector should focus on developing and maintaining psychological capital among workers by providing training programs that build self-efficacy, hope, optimism, and resilience. Additionally, organizations should provide resources to help social welfare workers manage emotional labour and monitor and address burnout to reduce negative outcomes. By creating a positive and supportive work environment, organizations can improve job satisfaction, reduce turnover, and enhance the quality of care provided to vulnerable populations.

Talent Retention strategies in Banking Sector in India: A Quantitative Study

The banking sector in India has been growing rapidly in recent years, resulting in increased competition for talented employees. As a result, talent retention has become a critical issue for banks seeking to maintain a competitive edge. Research on this will help add on to the existing literature on talent management and retention in the banking sector in India by providing empirical evidence on the most effective talent retention strategies currently in use. This research veers towards examining talent retention strategies in the banking sector in India through a quantitative approach. The following literature review also aims to identify the factors that influence employee retention in the banking sector in India. The findings of this study are expected to provide insights into the most effective talent retention strategies for the banking sector in India and to assist in developing strategies that can help retain talented employees in this industry.

Role of WL Balance in Insurance Industry in India: A Survey Based Analysis of Insurance Advisors

Balance of work and life is a crucial aspect within the life of the employee’s overall well-being and has gained significant attention in recent years. The insurance industry, like other sectors, is recognizing why possessing a healthy WL balance is important in attracting and retaining workers. This research within the following literature review explores the role of balance within work and life in the insurance industry in India, specifically among insurance advisors. The literature review also points towards the fact that this balance has a hefty influence on satisfaction within the workplace among insurance advisors. Advisors who reported having a better WL balance also reported higher job satisfaction, lower levels of stress, and better mental health. The conclusions of this research have important stakes for the insurance industry in India. Employers in the insurance industry should prioritize WL balance and implement policies and practices that support it. This could include flexible work arrangements, reduced work hours, and programs that promote employee well-being. By doing so, employers can attract and retain talented employees, increase job satisfaction, and promote a healthy work culture.

The Effect of Talent Management on Employee Performance with Self-Efficacy as Mediation Variables

In the current era of globalization and economic growth, every organization needs to survive in competition with other organizations. One of the strategies to win this talent war is to implement talent management, which is used to identify, find, develop, manage, and retain talented employees to achieve strategic goals and meet future business needs. The purpose of this study was to determine the effect of talent management on employee performance using self-efficacy as a moderator variable. Talent management is the independent variable (X), self-efficacy is the intervening variable (Z), and employee performance is the dependent variable (Y). The methods used in this research are descriptive and quantitative statistics. The sample for this study was taken from as many as 65 respondents from the total population using the census/total sampling method. The data obtained from the results of the questionnaire were tested statistically through the Warp PLS 7.0 program. The results of the tests conducted show that talent management has a positive and significant effect on employee performance, talent management has a positive and significant effect on self-efficacy, self-efficacy has a positive and significant effect on employee performance, and talent management has a positive and significant effect on employee performance through self-efficacy.

THE ART OF BEING THE HUMAN OF PRINCIPLE: REMEMBRANCE OF OLGA VAVILOVA

The memorial article is in honor to the personality of Olga Ivanivna Vavilova, who was born and grew as a specialist of the highest qualification, the candidate of pedagogical sciences, docent of Pedagogics department, being constantly more than 40 years under the sign of Odesa I .I. Mechnikov National University. And by her devoted working she succeeded and gained authority both in teaching and assisting position and later as the Head of trade union committee of the alma-mater, actively caring of a high ratio of the only one classical university of the South of Ukraine with a 160 years history among countries and foreign higher educational institutions with the administration and rectorate. Being initiative and active person, Olga Vavilova together with the editorial board (M. Podrezova, M. Sherban, N. Jurgelaytys) founded “They are Originally from the University” with the purpose to promote the achievements of Odesa I. I. Mechnikov National University via popularization a wide range of creative interests of its fully talented employees. In an accompanied foreword for the collection (2012–2019) under the title “Ne Hlibom Yedynym...” Olga Vavilova presented the main motto of the edition “There are a lot of employees in the university, whose talent and creative interest is broader than just occupation. Honest word, that gives optimism and spiritual power, will find a grateful feedback in the hearts of all enthusiasts of beauty in our opinion. So that’s this collection have all the chances to become an original, even now modest, contribution to the common heritage of spiritual existence of Ukrainian culture”. And it became true. Unfortunately, the collection withdrew in 2020. Still, the impact of Olga Vavilova in the life of Odesa I. I. Mechnikov National University is modest but remarkable and important.

Innovation Climate and Attraction and Retention of Human Capital Among Small and Medium Enterprises in Kenya: The Moderating Effect of Founder Characteristics

Past studies on the effect of innovation climate on the attraction and retention of human capital produce mixed results. For this reason, this study aimed to investigate the impact of founder characteristics on the correlation between innovation climate and the attraction and retention of human capital. Criterion sampling was used to select the top 100 SMEs in Kenya. Targeted respondents included founders of SMEs. Out of the targeted 100 SMEs, 59 responded, giving a response rate of 59%. The study used a structured questionnaire to collect data and the partial least squares structural equation modelling technique to analyze the collected data. Since previous researchers have found mixed results on the influence of innovation climate on the attraction and retention of human capital, the current study aimed to ascertain this and thus the moderating variable, founder characteristics. It established that the variable had an insignificant effect on the link between innovation climate and human capital attraction and retention (βeta = 0.230, t = 1.855, p = 0.064). Since talented employees usually desire to work in a conducive workplace environment, SMEs need to create a supportive innovation climate that can assist in attracting, maintaining and retaining human capital. Future scholars can investigate the influence of other moderating variables on the link between innovation climate and the attraction and retention of human capital.

Job Satisfaction among Employees of a Higher Educational Institution

A longitudinal study was conducted to determine the level and key determinants of job satisfaction among different categories of employees of a classical university on the example of University of Tyumen. A typology of university employees has been formed depending on the nature of job satisfaction: satisfied with (1) career growth and material component, (2) the meaning of work, fairness and comfort of work, (3) working conditions and equipment of the workplace. The highest overall job satisfaction is characteristic of employees who highly appreciated their satisfaction with the content of the work performed, fairness and comfort of work. 
 Groups of factors that motivate employees to work effectively are identified: reliability and stability, career growth and social capital, managerial potential. The respondents who are most satisfied with their work are those who are motivated by career growth and building up social capital. This group is dominated by representatives of the university management and line managers. It was also found that job satisfaction is higher among those teachers and researchers who expect career changes related to territorial displacement. 
 The results of the study can be useful to managers of university personnel services when developing a set of measures aimed at increasing job satisfaction among representatives of various professional groups, which will increase the prestige of work in the academic sector, retain talented employees and reduce staff turnover.

A Holistic Study on Work-Family Enrichment of Women Employees in the Indian Electronics Manufacturing Industry

Purpose: The aim of this paper is to investigate the status of Work-Life Balance practices and Work-Life expectations and add value by identifying the gaps between the availability and expectations of the WLB. Theoretical framework: The study identifies the need for designing customized WLBPs according to the requirement of individual employees and their respective industry would be beneficial. The one-size-fits-all policy may not work in the case of work-life problems. Design/methodology/approach: This study was conducted to assess Authentic Leadership, Coworker support, and Family support as independent variables and Work Satisfaction as well as Family Satisfaction as a Dependent variable in the estimation model. The information gathers from the organization which is a four-factory building. The 5-point Likert scale is used to prepare the questionnaire which was circulated to 800 participants working in the 4 factory buildings at Sal comp Chennai. Overall, 150 respondents completed the survey. Finding: Overall work-life balance is bonded with family support which reflects in the work that contributes to work satisfaction that will be effective in productivity. An estimation model and way model examination show an unmistakable association with both dependent and independent variables. A measurement model and path model analysis show a strong connection between the variables independent and dependent. Research, Practical & Social Implication: It contributes to a better consideration of the topic. As a result of a good Work-Life balance, a company's productivity increases, it retains its most talented employees for a long time, it cultivates a conducive work environment, and it is able to meet its goals and objectives to remain competitive. Originality/value: This study identifies the gap that there is not enough study and literature available especially connected to the Work-Life Balance of Women in the Electronics Industry in India as well as Globally. There is no clear evidence that there exists a distinctive gap between work-life balance issues between different sectors or industries.

Constraining and contributing factors of an expatriate assignment life cycle

Orientation: Globalisation necessitated the physical movement of talented employees, leading to expatriate assignments to foreign countries. Investigative studies and strategy development were needed to moderate the high failure rate of such assignments.Research purpose: To explore the constraining and contributing factors of an expatriate assignment lifecycle.Motivation for the study: With only 40% of assignments being successful, there is an urgent need to find and rectify the reasons for the failure in order to mitigate the associated financial losses and threatened sustainability of businesses.Research approach, design and method: A qualitative research methodology within an exploratory research design was used. The opinions of the expatriates were compared using subjective, interpretivist and phenomenological dimensions.Main findings: Based on the lived experience of the expatriates, the constraining factors were a lack of training and mentoring, inadequate cultural acclimatisation, ambiguous policies, unsupportive host organisation, low-quality logistics support and ineffective re-induction of the expatriates into the home country. The expatriates strongly consider career path planning, effective ongoing training and mentoring, a caring organisational culture, clear assignment policies and social relations to be decisive contributing factors.Practical and managerial implications: The international human resource management process can use the findings to reduce the global assignment failure rates. It provides clear directions for driving relevant strategies and processes for successful expatriation operations.Contribution: The study contributes to the existing body of knowledge on the constraining and contributing factors of the expatriate assignment. It sets a course to initiate further studies to evolve a sustainable framework for an efficient global mobility programme.

DIGITALIZATION OF THE WORKPLACE AS A MEANS OF HR-BRANDING

The article indicates the relevance of the digitalization of the workplace as a means of HR-branding of the company. Researches of modern approaches to the interpretation of the term HR-branding have been carried out. It has been established that the latter should be understood as modern tools for the formation of a positive idea of the employer in the labor market. Taking into account the state of development of the scientific and technological process, namely, continuous digitalization, it is proposed to define the digitalization of the workplace as an HR-branding tool. It is proposed to understand the digitalization of the workplace as the process of introducing digital technologies and tools in the workplace to increase work efficiency, improve communications, automate routine tasks and improve the experience of employees. Workplace digitalization plays an important role in HR-branding as it helps companies attract and retain talented employees. Digital technologies make the workplace more attractive to potential candidates, providing a convenient and modern work experience. In addition, digital tools in HR-branding can be used to create branded content, training, employee motivation, online events, and more. All this helps companies to stand out in the labor market and attract the best specialists. The introduction of digitalization of the workplace will allow: to increase productivity and labor efficiency; improve communication and collaboration between colleagues and departments; optimization of business processes and automation of routine tasks; increasing labor flexibility and mobility; reduced paperwork and administrative costs; increasing the competitiveness of the business and the attractiveness for talented employees. All of the above will ensure the creation of a positive image of the employer in the labor market.

The Impact of Talent Management on Organizational Development/A Field Study in the Ministry of Commerce, the General Company for Foodstuff Trade / Salah Eteach

Purpose: The current study aims to investigate the impact of talent management on organizational development in the General Company for Foodstuff Trading ,This paper explained the meaning of talent management and its importance, as well as the factors that are important in order to implement organizational development. Theoretical framework: For this, the employees of the General Company for Foodstuff Trade were selected, and data were collected from the selected employees by means of an organized questionnaire, The study is based on a review of the various literature presented in the paper. Design: For the purpose of the current study, a sample of 200 participants working in the General Company for Foodstuff Trade was selected. Three dimensions of talent management such as talent attraction, talent development, and talent development were measured with the help of data on a five-point Likert scale. And indeed, organizational development has been measured. The study concluded that there is an impact of talent management on organizational development in the General Company for Foodstuff Trade at the general level. Findings: The company's management should plan clearly and set future plans to attract talented employees in order to maintain human resources within the company. Practical Implications: If leaning towards a talent management strategy, the company's management must ensure how it defines and needs to align with the organization's goals. Originality: This paper will be valuable to all companies seeking to understand talent management and its impact on organizational development.

IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON THE JOB SATISFACTION OF EMPLOYEES IN THE TEXTILE INDUSTRY

The significant role of human resources creates a necessity for organizations to formulate and develop the human resource management practices in the best interest of the employees. It is observed that human resource management practices pose significant impact on the job satisfaction and retention of talented employees in the industry. HRM practices proclaimed as a system that attracts, develops, motivates, and retains employees to ensure the effective implementation and the survival of the organization. The present paper is undertaken to study the perception of employees in the selected textile units of Punjab.The paper is an attempt to document the impact of different human resource management practices on the job satisfaction of employees in the textile industry and to find influential HRM practices as per the perception of the employees.It further examines the influence of human resource practices on the job satisfaction of employees. The results showed that Compensation and Promotion, Organizational Culture, Selection and Training, Performance Appraisal, Grievance redressal and Support and Development are the major HRM practices that leads to job satisfaction in textile industry.

Understanding the Role of Corporate Social Responsibility on Internal Customer Satisfaction for Sustainable Business Strategy; A Qualitative Research in the Aviation Industry

In industrial life, where competition is increasingly intense in the globalization process, the efforts of companies to gain an advantage differ. In the 21st century, where competition over economic output and growth and profitability alone does not make a difference, corporate social responsibility projects and strategies to compete by gaining social legitimacy comes to the fore. The inimitable aspect of Human Resources, which is the most valuable resource for a business, has led to the need for deep and different studies on the importance of internal customers. These early-recognizing businesses take measures to retain talented employees, making a difference in competition with internal resources. Social responsibilities, which are the responsibilities of organizations to their employees, their environment, and consumers, form the basis of competition and sustainable strategies today. Based on this basis, the research focusing on the role of corporate social responsibility projects on internal customer satisfaction in the aviation industry wants to reveal organization-based outputs. This qualitative research aims to open a social window to competitive advantage with corporate social responsibility strategies; It is concerned to create an important value to understand the role of the institutions that produce and manage sustainability projects that are sensitive to the environment and society. In this context, qualitative research was conducted with 24 middle and senior managers working at the management level of airline companies operating in Turkey. Within the scope of the research, 7 open-ended questions were asked. All collected data were analyzed using the Maxqda 20 program. Content analysis, which is one of the qualitative research methods, was used in the research and the connection relationship of the parts obtained as a result of the analysis was conveyed according to the direction of configuration.

The Effect of Talent Management Strategies on Fostering Innovation in Organization

In this fast-paced and highly competitive 21st century, talents have become one of the most important pillars for organizations to achieve their strategic vision. Additionally, there has been an increased emphasis placed on the good selection of qualified and talented employees as well as the discovery, development, improvement, and retention of their talents as a competitive advantage that allows organizations to accomplish their goals. This research was carried out with the intention of determining the impact that various people management strategies have had on the innovative practices in Malaysia. Quantitative methods are offered for the demographic analysis, while qualitative methods will be used to delve more deeply into the stories. The desired outcomes are that there will be a significant impact of Talent Management Strategies on innovation performance, which will lead to an increase in wealth creation and the addition of values to products or processes carried out by the Malaysian public sector. The conclusion is going to be explained in the article.