BazEkon - Biblioteka Główna Uniwersytetu Ekonomicznego w Krakowie

BazEkon home page

Meny główne

Autor
Farooq Miiro (International Islamic University Malaysia, Kuala Lupur, Malaysia), Othman Azam (International Islamic University Malaysia, Kuala Lupur, Malaysia), Nordin Mohamad Sahari (International Islamic University Malaysia, Kuala Lupur, Malaysia), Ibrahim Mohd Burhan (International Islamic University Malaysia, Kuala Lupur, Malaysia)
Tytuł
A Measurement Model of Talent Management Practices Among University Staff in Central Region of Uganda
Źródło
Journal of Positive Management, 2016, vol. 7, nr 3, s. 3-19, rys., tab., bibliogr. 56 poz.
Słowa kluczowe
Szkolnictwo wyższe, Zarządzanie talentami, Analiza czynnikowa
Higher education, Talent management, Factor analysis
Uwagi
summ.
Kraj/Region
Uganda
Uganda
Abstrakt
The empirical study objective was twofold; first to survey the degree to which university staff perceive on the use of talent management instituted a meaningful practice at universities of central region in Uganda; secondly it focused on testing the suitability of the dimension in terms of reliability, convergent validity, discriminant validity; and measurement equivalence for both working experience, and gender of university staff. The sample covered 808 university staff from six universities in the Central Region of Uganda in the year 2016. Data collection was done using a self-reported 24-item questionnaire so as to determine how the university staff perceive the construct of talent management practices. The Survey tool was distributed by the researcher and researcher assistants to volunteers in the six universities that participated in this study. The outcomes of the study reinforced, illuminated and gave a deeper insight into the results of previous studies on the same subject which has been infused in the university business and strategy. The study furthermore found evidence of validity and reliability for a multidimensional construct of talent management practices. Also, the measurement for working experience proved variant whereas gender was invariant. The findings of the study will be help stakeholders to contrive informed suggestions towards decision making for developing and retaining university staff to towards university effective performance, and is a source of information and knowledge to future research in the same area. (original abstract)
Pełny tekst
Pokaż
Bibliografia
Pokaż
  1. Aljunaibi, M. M. (2014), "Talent Management and Employee Engagement", Disertations, The British University in Dubai, pp. 1-79.
  2. Annakis, D., Dass, M., Isa, A. (2014), "Exploring Factors that Influence Talent Management Competency of Academics in Malaysian GLC's and Non-Government Universities", Journal of International Business and Economics (Online) Journal of International Business and Economics, Vol. 2 No. 24, pp. 163-185. DOI: https://doi.org/10.15640/jibe.v2n4a9
  3. Ariss, A. Al. (2014), "Global Talent Management: An Introduction and a Rewiev", Global Talent Management, Vol. 126, pp. 3-13. DOI: https://doi.org/10.1007/978-3-319-05125-3
  4. 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, Vol. 5 No. 4, pp. 69-77. DOI: https://doi.org/10.5901/mjss.2014.v5n4p69
  5. Barkhuizen, N., Welby-cooke, G., Schutte, N., Stanz, K. (2014), "Talent Management and Leadership Reciprocity: The case of the South African Aviation Industry", Mediterranean Journal of Social Sciences, Vol. 5 No. 9, pp. 11-17. DOI: https://doi.org/10.5901/mjss.2014.v5n9p11
  6. Bauer, M., Greven, F. (2015), "Talent Management in a Different Light A practice-based case study on an MNC", Master Degree Project in Management, University of Gothenburg, Sweden.
  7. Beechler, S., Woodward, I. C. (2009), "The global "war for talent", Journal of International Management, Vol. 15 No. 3, pp. 273-285. DOI: https://doi.org/10.1016/j.intman.2009.01.002
  8. Bethke-Langenegger, P., Mahaler, B. S. (2011), "Effectiveness of Talent Management Strategies", European J. International Management, Vol. 5 No. 5, pp. 524-539. DOI: https://doi.org/10.1504/EJIM.2011.042177
  9. Bollen, K. A. (1986), "Sample Size and Bentler and Bonnets Nonnormal Fit Index", The Psychometric Society, Vol. 1, pp. 375-377.
  10. Bradley, A. P. (2016), "Talent management for universities", Australian Universities' Review, Vol. 58 No. 1, pp. 13-19.
  11. Campbell, V., Hirsh, W. (2013), "Talent Management: A Four-Step Approach", Institute for Employment Studies, Raport 502, pp. 1-54.
  12. Cannon, J. A., Mcgee, R. (2011), Talent management and succession planning, Chartered Institute of Personnel and Development, London.
  13. Chambers, E. G., Foulton, M., Handfield-Jones, H., Hankin, S. M., Michaels III, E. G. (1998), "The war for talent", McKinsey Quarterly, Vol. 3, pp. 44-57. DOI: https://doi.org/10.1080/03071840308446873
  14. Cipd, (2008), "Leading HR for high performance in higher education", available at: http://www2.cipd.co.uk/NR/rdonlyres/4AD775C1-3621-4D8B-9262-0DE659C9395D/0/leading_hr_performance_higher_education.pdf (accessed 11 January 2017).
  15. Collings, D. G. (2014), "Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities", Journal of World Business, Vol. 49 No. 2, pp. 253-261. DOI: https://doi.org/10.1016/j.jwb.2013.11.009
  16. Collings, D. G., Mellahi, K. (2009), "Strategic talent management: A review and research agenda", Human Resource Management Review, Vol. 19 No. 4, pp. 304-313. DOI: https://doi.org/10.1016/j.hrmr.2009.04.001
  17. Commission, B., Sustainable, I., America, N. (2011), "Leading Sustainable Talent Development in Higher Education, available at: http://www.chairacademy.com/ conference/2013/_papers/Leading%20sustainable%20talent.pdf (accessed 11 January 2017).
  18. Deloitte, (2016), "Global human capital trends 2016. Deloitte University Press", available at: https://doi.org/http://www2.deloitte.com/us/en/pages/human-capital/articles/employee-engagement-culture-human-capital-trends-2015.html (accessed 11 January 2017).
  19. Devins, D., Gold, J. (2014), "Human Resource Development International Re-conceptualising talent management and development within the context of the low paid", Human Resource Development International, Vol. 17 No. 5, pp. 514-528. DOI: https://doi.org/10.1080/13678868.2014.954191
  20. Gakure, R. W., Kamau, A. W., Waititu, A. G. (2013), "Reward Systems as Determinant Of Talent Management in Public Universities in Kenyan", IOSR Journal Of Humanities And Social Science (IOSR-JHSS), Vol. 18 No. 2, pp. 41-47.
  21. Guthridge, M., Komm, A. B., Lawson, E. (2008), "Making talent a strategic priority", McKinsey Quarterly, available at: http://www.americasdiversityleader.com/Downloads/McKinsey%20Report,%202008.pdf (accessed 11 January 2017).
  22. Hooper, D., Coughlan, J., Mullen, M. (2008), "Structural Equation Modelling : Guidelines for Determining Model Fit Structural equation modelling: guidelines for determining model fit", Electronic Journal of Business Research Methods, Vol. 6 No. 1, pp. 53-60.
  23. Iqbal, S., Qureshi, T. M., Khan, M. A., Hijazi, S. T. (2013), "Talent management is not an old wine in a new bottle", African Journal of Business Management, Vol. 7 No. 35, pp. 3609-3619. DOI: https://doi.org/10.5897/AJBM11.855
  24. Jackson, D. D. L., Gillaspy, J. A., Purc-Stephenson, R. (2009), "Reporting practices in confirmatory factor analysis: an overview and some recommendations", Psychological Methods, Vol. 14 No. 1, pp. 6-23. DOI: http://dx.doi.org/10.1037/a0014694
  25. Jayasinghe-Mudalige, U. K., Udugama, J. M. M., Ikram, S. M. M. (2012), "Use of Structural Equation Modeling Techniques to Overcome the Empirical Issues Associated With Quantification of Attitudes and Perceptions", Sri Lankan Journal of Applied Statistics, Vol. 13, pp. 15-37.
  26. Keçeciȯğlu, T., Kemal YILMAZ, M., Büyükşehir Belediyesi, İ., Kelimeler, A., Yönetimi, Y., Sermayesi, İ. (2014), "An Application on the Brand of Talent Management Perspective YeteneYönetiṁiPerspektifi̇ṅdenBiṙ Marka Uygulamasi", Journal of Yasar University, Vol. 9 No. 935, pp. 6099-6260.
  27. Kline, R. B. (2011), Principles and Practices of Structural Eqaution Modeling, The Guilford Press New York London, New York.
  28. Knight, M. (2012), "Changing times in UK universities: what difference can HR make?", The Guardian, available at: https://www.theguardian.com/higher-education-network/ blog/2012/may/17/human-resources-in-higher-education (accessed 11 January 2017).
  29. Lövebrant, E. K. R. G. (2012), Banking on Talent, University of Gothernburg, available at: https://www.talentqgroup.com/media/40483/whitepaper-banking-on-talent.pdf (accessed 11 January 2017).
  30. Maphota, M. H. (2016), The state's capacitation of scool principals " A postivist reflection on the effectiveness of development pragrammes in Soshanguve secondary school, Gauteng Province, University of South Africa, Pretoria, Republic of South Africa.
  31. Mary, O. E., Enyinna, U. K., Ezinne, K. M. (2015), "The Relationship Between Talent Management and Employees Performance in Nigerian Public Sector", International Journal of Economics, Commerce and Management, Vol. 3 No. 5, pp. 1581-1592.
  32. Mayer, P., Wilde, M., Dinku, A., Fedrowitz, J., Shitemi, N. L., Wahlers, M., Ziegele, F. (2014), "Challenges for faculty management at African higher education institution", International Journal of Educational Research, available at: http://www.che.de/downloads/Challenges_for_faculty_management_at_African_higher_education_institutions_Mayer_et_al_2011.pdf (accessed 11 January 2017).
  33. Meade, A. W., Watson, A. M., Kroustalis, C. M. (2007), "Assessing Common Methods Bias in Organizational Research", 22nd ANnual Meeting of the Society for Industrial and Organizational Psychology, New York, pp. 1-10.
  34. Meyers, M. C. (2016), "Talent management Towards a more inclusive understanding", Tijdschrift voon HRM, Vol. 12, pp. 1-12.
  35. Moayedi, Z., Vaseghi, M. (2016), "The Effect of Talent Management on Organizational Success", Scinzer Journal of Accounting and Management, Vol. 2 No. 3, pp. 16-20. DOI: https://doi.org/10.21634/SJAM.2.3.1620
  36. Montanini, M. (2013), "Supporting tertiary education , enhancing economic development. Strategies for effective in Sub-Saharan Africa", ISPI Working Paper, Vol. 49, pp. 1-39.
  37. Oehley, A. M. (2007), The Deevelopment and Evaluation of a Partial Talent management Competency Model, Stellenbosch University, Stellenbosch, Republic of Africa.
  38. Oehley, A. M. (2013), "The Development and Evaluation of a Partial Talent Management Competency Model", Journal of Chemical Information and Modeling, Vol. 53, pp. 1689-1699. DOI: https://doi.org/10.1017/CBO9781107415324.004
  39. Oladapo, V. (2014), "The Impact of Talent Management", Journal of Business Studies Quarterly, Vol. 5 No. 3, pp. 20-36.
  40. Podsakoff, P. M., MacKenzie, S. B., Podsakoff, N. P. (2011), "Sources of method bias in social science research and recommendations on how to control it", Annual Review of Psychology, Vol. 63 No. 1, pp. 539-569. DOI: https://doi.org/10.1146/annurevpsych-120710-100452
  41. Riccio, S. J. (2010), Talent Management in Higher Education: Indetifying and Developing Emerging Leaders Within The Administration at Private Colleges and Universities, Dissertation, University of Nebraska - Lincoln, pp. 1-200.
  42. Richards, Z. (2012), "Conceptions of Academic Talent: Perspectives in Higher Education", Salzburgh Global Seminar, (2-7 October 2012), Salzburg, Austria.
  43. Rudhumbu, N. (2014), "Implementation of Talent Management Strategies in Higher Education: Evidence from Botswana", International Journal of Higher Education Management, Vol. 1 No. 1, pp. 86-99.
  44. Siddiqui, K. A., Mirani, M. A., Fahim, S. M. (2015), "Model generation using structural equation modeling", Journal of Scientific Research and Development, Vol. 2 No. 10, pp. 112-116.
  45. Sirkova, M., Ali Taha, V., Ferencova, M. (2015), "Talent management: Focus on Slovak enterprises", Economic Annals-XXI, Vol. 1-2 No. 1, pp. 40-43.
  46. Smith, M. (2012), "Beyond hiring : An integrated approach to talent management", McKinsey & Company, available at: www.mckinsey.com (accessed 11 January 2017).
  47. Stanley, G. (2006), "Seven Principles for Change Management", Sustainable Leadership in Education, (September), pp. 1-10.
  48. Strategic Human Resources Issues in Higher Education Presentation's Focus (2010), available at: http://www.txhehra.org/downloads/CUPAIssues.pdf (accessed 11 January 2017).
  49. Tansley, C., Kirk, S., Tietze, S. (2013), "The currency of talent management-A reply to "talent management and the relevance of context: Towards a pluralistic approach", Human Resource Management Review, Vol. 23 No. 4, pp. 337-340. DOI: https://doi.org/10.1016/j.hrmr.2013.08.004
  50. Tarique, I., Schuler, R. (2012), "Global Talent Management Literature Review", Fundation Shaping the future of HR, available at: https://pl.scribd.com/document/237612023/ Global-Tm-Lit-Review-final (accessed 11 January 2017).
  51. The University of Scranton Planning Office (2009), "College & university staffing and human resources support trends", available at: http://www.scranton.edu/pir/planning/ Scans and reports/Microsoft Word - HR Staffing Trends_2008.pdf (accessed 11 January 2017).
  52. Vnoučková, L. (2016), "Practices of talent management in organisations in the Czech Republic", Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, Vol. 64 No. 2, pp. 701-709. DOI: https://doi.org/10.11118/actaun201664020701
  53. Wilska, E. (2014), "Determinants of Effective Talent Management", Journal of Positive Management, Vol. 5 No. 4, pp. 77-88. DOI: https://doi.org/10.12775/JPM.2014.025
  54. Wu, A. D., Li, Z., Zumbo, B. D. (2007), "Decoding the meaning of factorial invariance and updating the practice of multi-group confirmatory factor analysis: A demonstration with TIMSS data", Practical Assessment, Research & Evaluation, Vol. 12 No. 3, pp. 1-26.
  55. Zeelen, J. (2012), "Universities in Africa: Working on Excellence for Whom? Reflections on Teaching, Research, and Outreach Activities at African Universities", International Journal of Higher Education, Vol. 1 No. 2, pp. 157-165. DOI: https://doi.org/10.5430/ ijhe.v1n2p157
  56. Zurich, R. U. L. I. B. (2012), Global TM Lit Review-FINAL, Zurich.
Cytowane przez
Pokaż
ISSN
2083-103X
Język
eng
URI / DOI
http://dx.doi.org/10.12775/JPM.2016.013
Udostępnij na Facebooku Udostępnij na Twitterze Udostępnij na Google+ Udostępnij na Pinterest Udostępnij na LinkedIn Wyślij znajomemu