Refine your search
Collections
Co-Authors
Year
A B C D E F G H I J K L M N O P Q R S T U V W X Y Z All
Fahmi, Toka Mahrous
- Examining the Relationship Between Talent Management Practices, Work Engagement and Intention to Quit of Academic Staff:Insights from Egyptian Faculties of Tourism and Hotels
Abstract Views :281 |
PDF Views:0
Authors
Affiliations
1 Associate Professor, Tourism Studies Department, Faculty of Tourism and Hotels, University of Sadat City, Cairo, EG
1 Associate Professor, Tourism Studies Department, Faculty of Tourism and Hotels, University of Sadat City, Cairo, EG
Source
International Journal of Hospitality and Tourism Systems, Vol 13, No 1 (2020), Pagination: 1-12Abstract
Talent management (TM) of academics is becoming a significant challenge for universities as it becomes more difficult to retain talented and competent staff. The purpose of this study was to investigate the mutual relationship between talent management practices, work engagement and intention to quit for academic staff. A cross-sectional quantitative survey was conducted on a non-probability purposive sample (N = 208) of academic staff in Egyptian faculties of tourism and hotels. A series of structural equation modeling analyses were used for testing the hypotheses. Data were analyzed by using IBM SPSS and AMOS 21. The main findings indicated a significant positive relationship between all the nine talent management practices and work engagement of academic staff. The results also revealed a significant negative relationship between all the nine talent management practices and intention to quit of academic staff. Work engagement was also found to have negative relationship with intention to quit the organization. The study proposed some practical guidelines for the organizations under the study to better implement talent management practices in order to enhance work engagement of academic staff and reduce their level of intention to quit.Keywords
Talent Management, Talent Management Practices, Work Engagement, Intention to Quit, Academic Staff.
References
- Aguinis, H. (2005). Performance management. Upper Saddle River NJ, Pearson Education.
- Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. London: Kogan Page Publishers.
- Anderson, J. C., & Gerbing, D. W. (1988a) Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
- Anderson, J. C., & Gerbing, D. W. (1988b). Structural equation modeling in practice: A review and preferences. Journal of Consumer Research, 27(2), 233-248.
- Anderson, J. C. (1987). An approach for confirmatory measurement and structural equation modeling of organizational properties. Management Science, 33(4), 525-541.
- Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of Applied Psychology, 67(3), 350-360.
- Asag-Gau, L., & Van Dierendonck, D. (2011). The impact of servant leadership on organizational commitment among the highly talented: The role of challenging work conditions and psychological empowerment. European Journal of International Management, 5(5), 463-483.
- Ashton, C., & Morton, L. (2005). Managing talent for competitive advantage. Strategic HR Review, 4(5), 28-31.
- Bagozzi, R. P., & Phillips, L. W. (1982). Representing and testing organizational theories: A holistic constructal. Administrative Science Quarterly, 27(3), 459-489.
- Bagozzi, R. P., & Yi, Y. (1988). On the evaluation for structural equation models. Journal of the Academy of Marketing Science, 16(1), 74-94.
- Bakker, A. B., Demerouti, E., & Schaufeli, W. (2003). Dual processes at work in a call centre: An application of the job demands-resources model. European Journal of Work and Organizational Psychology, 12(4), 393-417.
- Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200.
- Barkhuizen, N., Mogwere, P., & Schutte, N. (2014). Talent management, work engagement and service quality orientation of support staff in a higher education institution. Mediterranean Journal of Social Sciences, 5(4), 69-77.
- Barkhuizen, E. N., Schutte, N. E., & Smit, A. (2015). Talent management, motivation and service quality of support staff in a public higher education institution. Journal of Public Administration, 50(1), 658-673.
- Baron, R. M., & Kenny, D. A. (1986). The moderator - mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
- Bedarkar, M., & Pandita, D. (2014). A study on the drivers of employee engagement impacting employee performance. Procedia - Social and Behavioral Sciences, 133, 106-115.
- Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 524-539.
- Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: Key to retention. Employee Relations, 29(6), 640-663.
- Bhatnagar, J. (2008). Managing capabilities for talent engagement and pipeline development. Industrial and Commercial Training, 40(1), 19-28.
- Bhengu, M. B., & Bussin, M. (2012). The perceived effectiveness of employee share options as a mechanism of talent management in South Africa. Acta Commercii, 12, 85-93.
- Boshoff, A. B., Van Wyk, R., Hoole, C., & Owen, J. H. (2002). The prediction of intention to quit by means of biographic variables, work commitment, role strain and psychological climate. Management Dynamics, 11(4), 14-26.
- Cappelli, P. (2008). Talent management for the twenty-first century. Harvard Business Review, 86(3), 74-81.
- Chartered Institute of Personnel and Development (CIPD). (2010). Workforce planning: Right people, right time, right skills. London: CIPD.
- Cook, S. (2012). The essential guide to employee engagement. London, Kogan Page.
- Cooke, F. L., Saini, D. S., & Wang, J. (2014). Talent management in China and India: A comparison of management perceptions and human resource practices. Journal of World Business, 49, 225-235.
- Darvish, H., Najafi, Z., & Zare, R. (2012). Evaluate the level of talent management competencies and its relationship with intention to quit the organization. Journal of Basic and Applied Scientific Research, 2(10), 10068-10076.
- Davies, B., & Davies, B. (2010). Talent management in academies. International Journal of Educational Management, 24, 418-426.
- Deem, R. (2001). Globalization, new managerialism, academic capitalism and entrepreneurialism in universities: Is the local dimension still important? Comparative Education, 37(1), 7-20.
- Du Plessis, L. (2010). The relationship between perceived talent management practices, perceived organizational support (POS), perceived supervisor support (PSS) and intention to quit amongst Generation Y employees in the recruitment sector. Master of Commerce Industrial Psychology Thesis, Faculty of Economic and Management Sciences, University of Pretoria.
- Du Plessis, L., Stanz, K., & Barkhuizen, E. N. (2010). The relationship between perceived talent management practices, perceived organizational support POS, perceived supervisor support PSS and intention to quit amongst Generation Y employees in the recruitment sector. Paper presented at the 3rd Annual People and Organization’s Conference, Wharton School, McGill University.
- Du Plooy, J., & Roodt, G. (2010). Work engagement, burnout and related constructs as predictors of turnover intentions: Original research. SA Journal of Industrial Psychology, 36(1), 1-13.
- Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable and measurement errors. Journal of Marketing Research, 18(1), 39-50.
- Frank, F. D., Finnegan, R. P., & Taylor, C. R. (2004). The race for talent: Retaining and engaging workers in the 21st century. People and Strategy, 27(3), 12.
- Gerbing, D. W., & Anderson, J. C. (1988). An updated paradigm for scale development incorporating unidimensionality and its assessment. Journal of Marketing Research, 25(2), 186-192.
- Glen, C. (2006). Key skills retention and motivation: The war for talent still rages and retention is the high ground. Industrial and Commercial Training, 38(1), 37-45.
- Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463-488.
- Human Capital Institute. (2008). Securing South Africa’s talent base - The state of talent management: Today’s challenges, tomorrow’s opportunities. Human Capital Leadership Excellence e-Journal, 1(9), 1-33.
- Ibeh, K., & Debrah, Y. A. (2011) Female talent development and African business schools. Journal of World Business, 46, 42-49.
- Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
- Kimani, S. M., & Waithaka, S. M. (2013). Factors affecting implementation of talent management in state corporations: A case study of Kenya broadcasting corporation. International Journal of Business and Social Research, 3(4), 42-49.
- Kontoghiorghes, C., & Frangou, K. (2009). The association between talent retention, antecedent factors and consequent organizational performance. SAM Advanced Management Journal, 74(1), 29-58.
- Lesenyeho, D., Barkhuizen, E. N., & Schutte, N. E. (2017). Exploring the causal relationships between the antecedents and consequences of early career academics in South African higher education institutions (Unpublished research paper).
- Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154.
- Lockwood, N. R. (2006). Talent management: Driver for organizational success. The Society for Human Resource Management Research Quarterly, 2-11.
- Lockwood, N. R. (2007). Leveraging employee engagement for competitive advantage. SHRM Research Quarterly, 2-11.
- Magolego, H., Barkhuizen, E. N., & Lesenyeho, D. L. (2013). Talent management and job performance: The mediating role of job satisfaction. In S. M. Lee, & G. Roodt (Eds.), 30th Pan Pacific Conference, Johannesburg, South Africa (pp. 132-135).
- Marah, T., & Leigh-Ann, M. (2008). The war for talent: Fact or fiction. Retrieved from http://www.humancapitalreview.org/content/default.asp?Article_ID=91 (Accessed the 20th August 2018, at 20:30)
- Marsh, H. W., & Hocevar, D. (1985). Application of confirmatory factor analysis to the study of self-concept: First and higher-order factor models and their invariance across groups. Psychological Bulletin, 97(3), 562-582.
- Marsh, H. W., Balla, J. R., & McDonald, R. P. (1988). Goodness-of-fit indexes in confirmatory factor analysis: The effect of sample size. Psychological Bulletin, 103(3), 391-410.
- McCauley, C., & Wakefield, M. (2006). Talent management in the 21st century: Help your company find, develop, and keep its strongest workers. Journal for Quality and Participation, 29(4).
- Mendes, F., & Stander, M. W. (2011). Positive organization: The role of leader behavior in work engagement and retention. SA Journal of Industrial Psychology, 37(1), 1-13.
- Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory (3rd ed.). New York, McGraw-Hill.
- Oehley, A. M. (2007). The development and evaluation of a partial talent management competency model, Doctoral dissertation, Stellenbosch: University of Stellenbosch.
- Pascal, C. (2004). Talent management systems: Best practices in technology solutions for recruitment, retention, and workforce planning. Canada, Wiley.
- Pienaar, C., & Bester, C. L. (2008). The retention of academics in the early career phase: Empirical research. SA Journal of Human Resource Management, 6(2), 32-41.
- Pillay, P., Subban, M., & Qwabe, B. (2008) Talent management - Putting the right people in the right jobs. Journal of Public Administration, 43(3.1), 308-323.
- Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32(6), 868-897.
- Preece, D., Iles, P., & Chuai, X. (2011). Talent management and management fashion in Chinese enterprises: Exploring case studies in Beijing. The International Journal of Human Resource Management, 22(16), 3413-3428.
- Robyn, A., & Du Preez, R. (2013). Intention to quit amongst Generation Y academics in higher education. SA Journal of Industrial Psychology, 39(1), 1-14.
- Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619.
- Saurombe, M. (2017). Talent Management as a predictor of positive work related outcomes for academic staff in South African Higher Education Institutions. Unpublished Master dissertation department of Industrial Psychology, North-West University, Mmabatho, South Africa.
- Schaufeli, W. B., & Bakker, A. B. (2003). UWES - Utrecht work engagement scale: Test manual. Department of Psychology, Utrecht University, Utrecht. Retrieved from http://www.schaufeli.com (Accessed the 30th August 2018, at 16:00)
- Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315.
- Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.
- Schiemann, W. A. (2014). From talent management to talent optimization. Journal of World Business, 49, 281-288.
- Shaikh, S. A. (2009). A survey of migration of academics in higher education and their impact on host institutions. Reflecting Education, 5(1), 16-30.
- Sharma, R., & Bhatnagar, J. (2009). Talent management - Competency development: Key to global leadership. Industrial and Commercial Training, 41(3), 118-132.
- Shuck, B., & Wollard, K. (2010). Employee engagement and HRD: A seminal review of the foundations. Human Resource Development Review, 9(1), 89-110.
- Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between non-work and work. Journal of Applied Psychology, 88, 518-528.
- Srivastava, P., & Bhatnagar, J. (2008). Talent acquisition due diligence leading to high employee engagement: Case of Motorola India MDB. Industrial and Commercial Training, 40(5), 253-260.
- Stadler, K. (2011). Talent reviews: The key to effective succession management. Business Strategy Series, 12(5), 264-271.
- Sutherland, M., & Jordaan, W. (2004). Factors affecting the retention of knowledge workers. SA Journal of Human Resource Management, 2(2), 55-64.
- Swailes, S. (2013). The ethics of talent management. Business Ethics: A European Review, 22(1), 32-46.
- Takawira, N., Coetzee, M., & Schreuder, D. (2014). Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study: Original research. SA Journal of Human Resource Management, 12(1), 1-10.
- Tansley, C. (2011). What do we mean by the term “talent” in talent management? Industrial and Commercial Training, 43(5), 266-274.
- Tansley, C., & Tietze, S. (2013) Rites of passage through talent management stages: An identity work perspective. International Journal of Human Resource Management, 24(9), 1799-1815.
- Tansley, C., Turner, P., Carley, F., Harris, L., Sempik, A., & Stewart, J. (2007). Talent: Strategy, management, measurement. London: Chartered Institute of Personnel and Development.
- Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259-293.
- Theron, M., Barkhuizen, E. N., & Du Plessis, Y. (2014). Managing the academic talent void: Investigating factors in academic turnover and retention in South Africa. South African Journal of Industrial Psychology, 40(1), 1-14.
- Thunnissen, M., Boselie, P., & Fruytie, B. (2013). A review of talent management: Infancy or adolescence? The International Journal of Human Resource Management, 24(9), 1744-1761.
- Van den Berg, B. A. M., Bakker, A. B., & Ten Cate, T. J. (2013). Key factors in work engagement and job motivation of teaching faculty at a university medical centre. Perspectives on Medical Education, 2(5-6), 264-275.
- Venkatraman, N. (1989). Strategic orientation of business enterprises: The construct, dimensionality, and measurement. Management Science, 35(8), 942–962.
- Williams, L. J., Edwards, J. R., & Vandenberg, R. J. (2003). Recent advances in causal modeling methods for organizational and management research. Journal of Management, 29(6), 903-936.
- Yeh, C. M. (2013). Tourism involvement, work engagement and job satisfaction among frontline hotel employees. Annals of Tourism Research, 42, 214-239.