TY - JOUR
T1 - Testing the mediation effect of person-organisation fit on the relationship between talent management and talented employees’ attitudes
AU - Mensah, James Kwame
AU - Bawole, Justice Nyigmah
N1 - Publisher Copyright:
© 2018, Emerald Publishing Limited.
PY - 2018
Y1 - 2018
N2 - Purpose: Previous studies suggested that talent management (TM) is positively related to employee work attitudes. However, a few studies have examined the mechanisms through which TM leads to employee work attitudes. The purpose of this paper is to examine the mediating role of person-organisation (P-O) fit on the relationship between TM and employee’s job satisfaction, and organisational citizenship behaviours (OCBs). Design/methodology/approach: Using a sample of 232 talented employees from the Ghanaian banking sector, a partial mediation model was outlined and tested using structural equation modelling. Findings: The results showed that TM had positive relationship with P-O fit, job satisfaction and OCBs. The findings further show that P-O fit had positive relationship between job satisfaction and OCBs and partially mediated the relationship between TM and both job satisfaction, and OCBs. Research limitations/implications: This study used cross-sectional data; hence, conclusions regarding causality cannot be made. That is, the results must be interpreted as associations rather than causality. Practical implications: Management should endeavour to use TM to help align talented employee’s competences, values and goals to those of their organisation. Originality/value: This study contributed to the TM literature by providing a stronger and more plausible explanation of the relationship between TM and talented employees’ outcomes.
AB - Purpose: Previous studies suggested that talent management (TM) is positively related to employee work attitudes. However, a few studies have examined the mechanisms through which TM leads to employee work attitudes. The purpose of this paper is to examine the mediating role of person-organisation (P-O) fit on the relationship between TM and employee’s job satisfaction, and organisational citizenship behaviours (OCBs). Design/methodology/approach: Using a sample of 232 talented employees from the Ghanaian banking sector, a partial mediation model was outlined and tested using structural equation modelling. Findings: The results showed that TM had positive relationship with P-O fit, job satisfaction and OCBs. The findings further show that P-O fit had positive relationship between job satisfaction and OCBs and partially mediated the relationship between TM and both job satisfaction, and OCBs. Research limitations/implications: This study used cross-sectional data; hence, conclusions regarding causality cannot be made. That is, the results must be interpreted as associations rather than causality. Practical implications: Management should endeavour to use TM to help align talented employee’s competences, values and goals to those of their organisation. Originality/value: This study contributed to the TM literature by providing a stronger and more plausible explanation of the relationship between TM and talented employees’ outcomes.
KW - Banking sector
KW - Ghana
KW - Organizational citizenship behaviours
KW - Person-organization fit
KW - Satisfaction
KW - Talent management
UR - http://www.scopus.com/inward/record.url?scp=85045906043&partnerID=8YFLogxK
U2 - 10.1108/IJM-08-2016-0162
DO - 10.1108/IJM-08-2016-0162
M3 - Article
AN - SCOPUS:85045906043
SN - 0143-7720
VL - 39
SP - 319
EP - 333
JO - International Journal of Manpower
JF - International Journal of Manpower
IS - 2
ER -