IMPACT OF GLOBALIZATION AND TALENT MANAGEMENT IN TEACHING HOSPITALS IN THE SOUTH-SOUTH, NIGERIA
Abstract
This study examined the relationship between globalization and talent management of teaching hospitals in the South-South, Nigeria. A cross sectional research design was adopted for the study. The study respondents from the institutions constituted the population of the study; from the field survey, we retrieved and analyzed one hundred and eight (108) which was 78% of the population and of the copies of questionnaire; descriptive statistics was employed in analyzing the demographic data of respondents as well as percentage frequencies for univariate analysis; also, Structural Equation Modeling (SEM) from AMOS version 20.00 was the statistical tool utilized to examine the relationship between the dimensions of globalization. The finding revealed that the dimensions of globalization as reviewed in extant research such as economic forces, technological forces and global education system significantly associate with talent management and its measures such as talent identification, talent attraction and talent retention and that performance management system significantly moderates the relationship between the variables. It was then concluded that knowledge workers are highly mobile and are highly sought-after resources. Consequently, a highly mobile workforce and increasingly competitive labor market have highlighted the need to focus on talent management. Thus, it was recommended that organizational leaders amidst globalization impacts should provide clear advancement opportunities, and implement contingent rewards; thus performance management system can be turned into an effective tool to retain top talent and prevent competitors from stealing a firm’s crucial source of competitive advantage.
Keywords
Full Text:
PDFReferences
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing advantage: Why high-performance work systems pay off. New York: Cornell University Press.
Arbuckle, J. L. (2003). Analysis of moment structures (AMOS), user’s guide version 5.0. Chicago, IL: Small Waters Corporation.
Armstrong, M. (2001). A handbook of management techniques: The best-selling guide to modern management methods (3rd ed.). UK: Kogan Page Publishers.
Bailey, T., Berg, P., & Sandy, C. (2001). The effect of high-performance work practices on employee earnings in the steel, apparel, and medical electronics and imaging industries. ILR Review, 54, 525-543.
Barney, J. B. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17, 99-120.
Barney, J. B. (1986). Strategic factor markets: Expectations, luck, and business strategy. Management Science, 32, 1231-1241.
Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here? Journal of Management, 32, 898-925.
Bentler, P. M., & Bonnet, D. C. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological Bulletin, 88, 588-606.
Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: Key to retention. Employee Relations, 29, 640-663.
Björkman, I., Fey, C. F., & Park, H. J. (2007). Institutional theory and MNC subsidiary HRM practices: Evidence from a threecountry study. Journal of International Business Studies, 38, 430-446.
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated Talent Management Scale: Construction and Initial Validation. Sage Open, 1-12. DOI: 10.1177/2158244018780965
Chiemeke, K. C., Ashari, H., & Muktar, S. N. (2018). Investigating the impact of organizational policy towards quality of work life on employee engagement in manufacturing company Nigeria. European Journal of Economics and Business Studies, 4(2), 141-152 DOI: 10.2478/ejes-2018-0047
Choudhary, A. I., Akhtar, S. A., & Zaheer, A. (2013). Impact of transformational and servant leadership on organizational performance: A comparative analysis. Journal of Business Ethics, 116(2), 433- 440.
Danaeifar, I., Gharaei, A. M., Hasani, S., Mirzaei, H., & Abangah, A. (2016). The relationship between organizational commitment and quality of work life and job satisfaction of the employees of the department of telecommunications of Behbahan. International Journal of Humanities and Cultural Studies (IJHCS) ISSN 2356-5926, 1725-1737.
Demerouti, E., Bakker, A. B., Nachreiner, F., &Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499–512.
Friday, E. O. (2019). Employee training and succession planning of selected deposit money banks in Abia State, Nigeria. SEISENSE Journal of Management, 2(1), 47-56.
Fu, N. (2013). Exploring the impact of high performance work systems in professional service firms: A practices resources-uses performance approach. Consulting Psychology Journal: Practice and Research, 65(3), 240–257.
Gordon, P. A., & Overbey, J. A. (2018). Succession planning: Promoting organizational sustainability. Springer
Heritage, B., Pollock, C., & Roberts, L. (2014). Validation of the organizational culture assessment instrument. PLoS ONE, 9(3): e92879.
Hudson, B., Hunter, D., & Peckham, S. (2019). Policy failure and the policy-implementation gap: Can policy support programs help? Policy Design and Practice, 2(1),1-14, DOI: 10.1080/25741292.2018.1540378
Ismail, A. I., Majid, A. H. A., Jibrin-Bida, M., & Joarder, M. H. R. (2019). Moderating effect of management support on the relationship between HR practices and employee performance in Nigeria. Global Business Review, 1–19 DOI: 10.1177/0972150918811487
Johnson, R. D., Pepper, D., Adkins, J., & Emejom, A. A. (2018). Succession Planning for large and small organizations: A practical review of professional business corporations, In succession planning, Palgrave Macmillan, Cham. 23-40.
Khoreva, V. (2016). Leadership development practices as drivers of employee attitudes. Journal of Managerial Psychology, 31(2), 537-551.
Langley, P. R., Du Toit, R., & Herbst, D. L. (1992). Manual for the career development questionnaire. Pretoria, South Africa: Human Sciences Research Council.
Lankua, M. J., & Scandura, T. A. (2002). An investigation of personal learning in mentoring relationships: Content, antecedents and consequences. Academy of Management Journal, 45(4), 779-790.
Morales, V., Montes, F., & Jover, A. (2008). The effects of transformational leadership on organizational performance through knowledge and innovation. British Journal of Management, 79, 299-331.
Mullins, L. J. (2005). Management and organizational behavior (7th ed.), Essex: Prentice Hall.
Rhodes, J., Hung, R., Lok, P., Lien, B., & Wu, C. (2008). Factors influencing organizational knowledge transfer: Implication for corporate performance. Journal of Knowledge Management, 72(3), 84-100.
Rothwell, W. J. (2002). Putting success into your succession planning. Journal of Business Strategy, 23(3), 32-37.
Rothwell, W., 2005. Putting succession planning: Ensuring leadership continuity and building talent from within (3rd ed.). New York: Amacom.
Saranya, R., & Asok, A. (2019). Globalization and its impact on human resource management. Quest Journals/Journal of Research in Humanities and Social Science, 7(4), 21-24
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.
Van Helden, J., & Reichard, C. (2016). Commonalities and differences in public and private sector performance management practices. Contemporary Issues, Studies in Managerial and Financial Accounting, 31(3), 309-351.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601-617.
Aguinis, H., Ryan, K., & Gottfredson, H. J. (2012). Using performance management to win the talent war. Business Horizons, 55, 609—616
Wobodo, C. C., Konya, K., & Nwaeke, L. I. (2020). Talent management and succession planning: A conceptual assessment of Rivers State owned tertiary institutions in Port Harcourt. London Journal of Research in Management and Business, 20(1), 25-36.
Zafar, A., & Akhtar, G. K. H. (2020). Effect of succession planning on organizational growth. Journal of Social Sciences and Humanities, 59(1), 21-33.
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.