Tác động của quản lý nhân tài đến nhận thức sự hỗ trợ của tổ chức và sự gắn kết của nhân viên trong lĩnh vực ngân hàng tại Bình Dương
Nội dung chính của bài viết
Tóm tắt
Nghiên cứu này khám phá tác động của quản trị nhân tài đến sự gắn kết của nhân viên thông qua nhận thức sự hỗ trợ tổ chức. Dữ liệu được thu thập từ cuộc khảo sát với 304 nhân viên của trong lĩnh vực ngân hàng tại Bình Dương. Nghiên cứu này sử dụng phương pháp phương pháp tiếp cận hồi quy từng phần (PLS-SEM) để phân tích dữ liệu bằng phần mềm SmartPLS phiên bản 3.0. Kết quả nghiên cứu cho thấy, quản trị nhân tài trong ngành ngân hàng và nhận thức về sự hỗ trợ tổ chức có thể có ảnh hưởng tích cực đến cả sự gắn kết nhận thức và gắn kết cảm xúc của nhân viên, tuy nhiên quản trị nhân tài không đủ để hình thành nhận thức đầy đủ của nhân viên về sự hỗ trợ từ tổ chức. Sự hỗ trợ và động viên từ tổ chức không chỉ tạo ra một nền tảng cho sự phát triển cá nhân và chuyên môn của nhân viên mà còn tạo ra một cảm giác của sự kích thích và sự đam mê trong công việc. Do đó, nhà quản trị cần đặc biệt chú trọng vào việc xây dựng một văn hóa tổ chức tích cực, nơi mà sự hỗ trợ và công bằng được đánh giá cao và khuyến khích, từ đó tạo ra điều kiện thuận lợi để nhân viên phát triển và gắn bó với tổ chức lâu dài. Sự kết hợp giữa quản trị nhân tài hiệu quả và việc xây dựng một môi trường làm việc tích cực có thể là chìa khóa để tạo ra một tổ chức mạnh mẽ, linh hoạt và thịnh vượng trong ngành ngân hàng và các lĩnh vực khác.
Chi tiết bài viết
Từ khóa
Nhận thức sự hỗ trợ tổ chức, Quản trị nhân tài, Sự gắn kết cảm xúc, Sự gắn kết nhận thức
Tài liệu tham khảo
Ali, Z., Bashir, M., & Mehreen, A. (2019). Managing organizational effectiveness through talent management and career development: The mediating role of employee engagement. Journal of Management Sciences, 6(1), 62-78. https://doi.org/10.20547/jms.2014.1906105
Alvi, A. K., Abbasi, A. S., & Haider, R. J. (2014). Relationship of perceived organizational support and employee engagement. Sci.Int.(Lahore), 26(2), 949-952.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308-323. https://doi.org/https://doi.org/10.1108/IJPPM-01-2013-0008
Asiedu-Appiah, F., & Zoogah, D. B. (2019). Awareness and usage of work-life balance policies, cognitive engagement and perceived organizational support: A multi-level analysis. Africa Journal of Management, 5(2), 115-137. https://doi.org/https://doi.org/10.1080/23322373.2019.1618684
Biswas, S., & Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, P-O fit, organizational commitment and job satisfaction. Vikalpa, 38(1), 27-40. https://doi.org/https://doi.org/10.1177/0256090920130103
Blau, P. M. (2017). Exchange and power in social life (2nd ed.). New York: Routledge. https://doi.org/10.4324/9780203792643
Caesens, G., & Stinglhamber, F. J. E. R. o. A. P. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. European Review of Applied Psychology, 64(5), 259-267. https://doi.org/10.1016/j.erap.2014.08.002
Celep, C., & Yilmazturk, O. E. (2012). The relationship among organizational trust, multidimensional organizational commitment and perceived organizational support in educational organizations. Procedia-Social and Behavioral Sciences, 46(1), 5763-5776. https://doi.org/https://doi.org/10.1016/j.sbspro.2012.06.512
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. In G. A. Marcoulides (Ed.), Modern methods for business research (Vol. 295, pp. 295-336). Lawrence Erlbaum Associates. https://www.taylorfrancis.com/chapters/edit/10.4324/9781410604385-10/partial-least-squares-approach-structural-equation-modeling-wynne-chin
Claus, L. (2019). HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), 207-215. https://doi.org/https://doi.org/10.1016/j.brq.2019.04.002
Cook, K. S., & Emerson, R. M. (1987). Social exchange theory. Newbury Park: Sage.
Douglas, S., & Roberts, R. (2020). Employee age and the impact on work engagement. Strategic HR Review, 19(5), 209-213. https://doi.org/https://doi.org/10.1108/SHR-05-2020-0049
Falk, R. F., & Miller, N. B. (1992). A primer for soft modeling. University of Akron Press.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/https://doi.org/10.2307/3151312
Goestjahjanti, F. S., Novitasari, D., Hutagalung, D., Asbari, M., & Supono, J. (2020). Impact of talent management, authentic leadership and employee engagement on job satisfaction: Evidence from south east asian industries. Journal of Critical Reviews, 7(19), 67-88.
Gould-Williams, J. (2007). HR practices, organizational climate and employee outcomes: evaluating social exchange relationships in local government. The International Journal of Human Resource Management, 18(9), 1627-1647. https://doi.org/https://doi.org/10.1080/09585190701570700
Greene, B. A. (2015). Measuring cognitive engagement with self-report scales: Reflections from over 20 years of research. Educational Psychologist, 50(1), 14-30. https://doi.org/https://doi.org/10.1080/00461520.2014.989230
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Thousand Oaks: Sage.
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Thiele, K. O. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. Journal of the Academy of Marketing Science, 45(5), 616-632. https://doi.org/https://doi.org/10.1007/s11747-017-0517-x
Harsch, K., & Festing, M. (2020). Dynamic talent management capabilities and organizational agility—A qualitative exploration. Human Resource Management, 59(1), 43-61. https://doi.org/10.1002/hrm.21972
Isa, A., Ibrahim, H. I., Jaaffar, A. H., & Baharin, N. L. (2018). Talent Management Practices, Perceived Organizational Support and Employee Retention: Evidence From Malaysian Government-Linked Companies. Global Business & Management Research, 10(3), 688-696. https://www.researchgate.net/publication/330037565_Talent_Management_Practices_Perceived_Organizational_Support_and_Employee_Retention_Evidence_From_Malaysian_Government-Linked_Companies
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated talent management scale: Construction and initial validation. Sage Open, 8(3), 2158244018780965. https://doi.org/https://doi.org/10.1177/215824401878096
Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence. Journal of Organizational Behavior, 37(4), 558-583. https://doi.org/https://doi.org/10.1002/job.2081
Kravariti, F., & Johnston, K. (2020). Talent management: a critical literature review and research agenda for public sector human resource management. Public Management Review, 22(1), 75-95. https://doi.org/https://doi.org/10.1080/14719037.2019.1638439
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884. https://doi.org/https://doi.org/10.1177/0149206315575554
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154. https://doi.org/https://doi.org/10.1016/j.hrmr.2006.03.001
Luthans, F., & Peterson, S. J. (2002). Employee engagement and manager self‐efficacy. Journal of Management Development, 21(5), 376-387. https://doi.org/10.1108/02621710210426864
Mathumbu, D., & Dodd, N. (2013). Perceived organisational support, work engagement and organisational citizenship behaviour of nurses at Victoria Hospital. Journal of Psychology, 4(2), 87-93. https://doi.org/10.1080/09764224.2013.11885497
Mensah, J. K. (2019). Talent management and talented employees’ attitudes: mediating role of perceived organisational support. International Review of Administrative Sciences, 85(3), 527-543. https://doi.org/10.1177/0020852319844318
O’Connor, E. P., & Crowley-Henry, M. (2019). Exploring the relationship between exclusive talent management, perceived organizational justice and employee engagement: Bridging the literature. Journal of Business Ethics, 156, 903-917. https://doi.org/https://doi.org/10.1007/s10551-017-3543-1
Ozuem, W., Lancaster, G., & Sharma, H. (2016). In search of balance between talent management and employee engagement in human resource management. In Ariza-Montes (Ed.), Strategic Labor Relations Management in Modern Organizations (pp. 49-75). IGI Global. DOI: 10.4018/978-1-5225-0356-9.ch003
Pandita, D., & Ray, S. (2018). Talent management and employee engagement–a meta-analysis of their impact on talent retention. Industrial and Commercial Training, 50(4), 185-199. https://doi.org/https://doi.org/10.1108/ICT-09-2017-0073
Reina, C. S., Rogers, K. M., Peterson, S. J., Byron, K., & Hom, P. W. (2018). Quitting the boss? The role of manager influence tactics and employee emotional engagement in voluntary turnover. Journal of Leadership & Organizational Studies, 25(1), 5-18. https://doi.org/10.1177/1548051817709007
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. https://doi.org/10.5465/AMJ.2010.51468988
Shuck, B., Adelson, J. L., & Reio Jr, T. G. (2017). The employee engagement scale: Initial evidence for construct validity and implications for theory and practice. Human Resource Management, 56(6), 953-977. https://doi.org/https://doi.org/10.1002/hrm.21811
Sihag, P. (2021). The mediating role of perceived organizational support on psychological capital–employee engagement relationship: a study of Indian IT industry. Journal of Indian Business Research, 13(1), 154-186. https://doi.org/https://doi.org/10.1108/JIBR-01-2019-0014
Sopiah, S., Kurniawan, D. T., Nora, E., & Narmaditya, B. S. (2020). Does talent management affect employee performance?: The moderating role of work engagement. The Journal of Asian Finance, Economics and Business, 7(7), 335-341. https://doi.org/10.13106/jafeb.2020.vol7.no7.335
Vaiman, V., Haslberger, A., & Vance, C. M. (2015). Recognizing the important role of self-initiated expatriates in effective global talent management. Human Resource Management Review, 25(3), 280-286. https://doi.org/https://doi.org/10.1016/j.hrmr.2015.04.004
Whysall, Z., Owtram, M., & Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development, 38(2), 118-129. https://doi.org/https://doi.org/10.1108/JMD-06-2018-0181
Yuniati, E., Soetjipto, B., Wardoyo, T., Sudarmiatin, S., & Nikmah, F. (2021). Talent management and organizational performance: The mediating role of employee engagement. Management Science Letters, 11(9), 2341-2346. https://doi.org/10.5267/j.msl.2021.5.007
Alvi, A. K., Abbasi, A. S., & Haider, R. J. (2014). Relationship of perceived organizational support and employee engagement. Sci.Int.(Lahore), 26(2), 949-952.
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, 63(3), 308-323. https://doi.org/https://doi.org/10.1108/IJPPM-01-2013-0008
Asiedu-Appiah, F., & Zoogah, D. B. (2019). Awareness and usage of work-life balance policies, cognitive engagement and perceived organizational support: A multi-level analysis. Africa Journal of Management, 5(2), 115-137. https://doi.org/https://doi.org/10.1080/23322373.2019.1618684
Biswas, S., & Bhatnagar, J. (2013). Mediator analysis of employee engagement: role of perceived organizational support, P-O fit, organizational commitment and job satisfaction. Vikalpa, 38(1), 27-40. https://doi.org/https://doi.org/10.1177/0256090920130103
Blau, P. M. (2017). Exchange and power in social life (2nd ed.). New York: Routledge. https://doi.org/10.4324/9780203792643
Caesens, G., & Stinglhamber, F. J. E. R. o. A. P. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. European Review of Applied Psychology, 64(5), 259-267. https://doi.org/10.1016/j.erap.2014.08.002
Celep, C., & Yilmazturk, O. E. (2012). The relationship among organizational trust, multidimensional organizational commitment and perceived organizational support in educational organizations. Procedia-Social and Behavioral Sciences, 46(1), 5763-5776. https://doi.org/https://doi.org/10.1016/j.sbspro.2012.06.512
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. In G. A. Marcoulides (Ed.), Modern methods for business research (Vol. 295, pp. 295-336). Lawrence Erlbaum Associates. https://www.taylorfrancis.com/chapters/edit/10.4324/9781410604385-10/partial-least-squares-approach-structural-equation-modeling-wynne-chin
Claus, L. (2019). HR disruption—Time already to reinvent talent management. BRQ Business Research Quarterly, 22(3), 207-215. https://doi.org/https://doi.org/10.1016/j.brq.2019.04.002
Cook, K. S., & Emerson, R. M. (1987). Social exchange theory. Newbury Park: Sage.
Douglas, S., & Roberts, R. (2020). Employee age and the impact on work engagement. Strategic HR Review, 19(5), 209-213. https://doi.org/https://doi.org/10.1108/SHR-05-2020-0049
Falk, R. F., & Miller, N. B. (1992). A primer for soft modeling. University of Akron Press.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/https://doi.org/10.2307/3151312
Goestjahjanti, F. S., Novitasari, D., Hutagalung, D., Asbari, M., & Supono, J. (2020). Impact of talent management, authentic leadership and employee engagement on job satisfaction: Evidence from south east asian industries. Journal of Critical Reviews, 7(19), 67-88.
Gould-Williams, J. (2007). HR practices, organizational climate and employee outcomes: evaluating social exchange relationships in local government. The International Journal of Human Resource Management, 18(9), 1627-1647. https://doi.org/https://doi.org/10.1080/09585190701570700
Greene, B. A. (2015). Measuring cognitive engagement with self-report scales: Reflections from over 20 years of research. Educational Psychologist, 50(1), 14-30. https://doi.org/https://doi.org/10.1080/00461520.2014.989230
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Thousand Oaks: Sage.
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Thiele, K. O. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. Journal of the Academy of Marketing Science, 45(5), 616-632. https://doi.org/https://doi.org/10.1007/s11747-017-0517-x
Harsch, K., & Festing, M. (2020). Dynamic talent management capabilities and organizational agility—A qualitative exploration. Human Resource Management, 59(1), 43-61. https://doi.org/10.1002/hrm.21972
Isa, A., Ibrahim, H. I., Jaaffar, A. H., & Baharin, N. L. (2018). Talent Management Practices, Perceived Organizational Support and Employee Retention: Evidence From Malaysian Government-Linked Companies. Global Business & Management Research, 10(3), 688-696. https://www.researchgate.net/publication/330037565_Talent_Management_Practices_Perceived_Organizational_Support_and_Employee_Retention_Evidence_From_Malaysian_Government-Linked_Companies
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated talent management scale: Construction and initial validation. Sage Open, 8(3), 2158244018780965. https://doi.org/https://doi.org/10.1177/215824401878096
Kim, K. Y., Eisenberger, R., & Baik, K. (2016). Perceived organizational support and affective organizational commitment: Moderating influence of perceived organizational competence. Journal of Organizational Behavior, 37(4), 558-583. https://doi.org/https://doi.org/10.1002/job.2081
Kravariti, F., & Johnston, K. (2020). Talent management: a critical literature review and research agenda for public sector human resource management. Public Management Review, 22(1), 75-95. https://doi.org/https://doi.org/10.1080/14719037.2019.1638439
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884. https://doi.org/https://doi.org/10.1177/0149206315575554
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154. https://doi.org/https://doi.org/10.1016/j.hrmr.2006.03.001
Luthans, F., & Peterson, S. J. (2002). Employee engagement and manager self‐efficacy. Journal of Management Development, 21(5), 376-387. https://doi.org/10.1108/02621710210426864
Mathumbu, D., & Dodd, N. (2013). Perceived organisational support, work engagement and organisational citizenship behaviour of nurses at Victoria Hospital. Journal of Psychology, 4(2), 87-93. https://doi.org/10.1080/09764224.2013.11885497
Mensah, J. K. (2019). Talent management and talented employees’ attitudes: mediating role of perceived organisational support. International Review of Administrative Sciences, 85(3), 527-543. https://doi.org/10.1177/0020852319844318
O’Connor, E. P., & Crowley-Henry, M. (2019). Exploring the relationship between exclusive talent management, perceived organizational justice and employee engagement: Bridging the literature. Journal of Business Ethics, 156, 903-917. https://doi.org/https://doi.org/10.1007/s10551-017-3543-1
Ozuem, W., Lancaster, G., & Sharma, H. (2016). In search of balance between talent management and employee engagement in human resource management. In Ariza-Montes (Ed.), Strategic Labor Relations Management in Modern Organizations (pp. 49-75). IGI Global. DOI: 10.4018/978-1-5225-0356-9.ch003
Pandita, D., & Ray, S. (2018). Talent management and employee engagement–a meta-analysis of their impact on talent retention. Industrial and Commercial Training, 50(4), 185-199. https://doi.org/https://doi.org/10.1108/ICT-09-2017-0073
Reina, C. S., Rogers, K. M., Peterson, S. J., Byron, K., & Hom, P. W. (2018). Quitting the boss? The role of manager influence tactics and employee emotional engagement in voluntary turnover. Journal of Leadership & Organizational Studies, 25(1), 5-18. https://doi.org/10.1177/1548051817709007
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. https://doi.org/10.5465/AMJ.2010.51468988
Shuck, B., Adelson, J. L., & Reio Jr, T. G. (2017). The employee engagement scale: Initial evidence for construct validity and implications for theory and practice. Human Resource Management, 56(6), 953-977. https://doi.org/https://doi.org/10.1002/hrm.21811
Sihag, P. (2021). The mediating role of perceived organizational support on psychological capital–employee engagement relationship: a study of Indian IT industry. Journal of Indian Business Research, 13(1), 154-186. https://doi.org/https://doi.org/10.1108/JIBR-01-2019-0014
Sopiah, S., Kurniawan, D. T., Nora, E., & Narmaditya, B. S. (2020). Does talent management affect employee performance?: The moderating role of work engagement. The Journal of Asian Finance, Economics and Business, 7(7), 335-341. https://doi.org/10.13106/jafeb.2020.vol7.no7.335
Vaiman, V., Haslberger, A., & Vance, C. M. (2015). Recognizing the important role of self-initiated expatriates in effective global talent management. Human Resource Management Review, 25(3), 280-286. https://doi.org/https://doi.org/10.1016/j.hrmr.2015.04.004
Whysall, Z., Owtram, M., & Brittain, S. (2019). The new talent management challenges of Industry 4.0. Journal of Management Development, 38(2), 118-129. https://doi.org/https://doi.org/10.1108/JMD-06-2018-0181
Yuniati, E., Soetjipto, B., Wardoyo, T., Sudarmiatin, S., & Nikmah, F. (2021). Talent management and organizational performance: The mediating role of employee engagement. Management Science Letters, 11(9), 2341-2346. https://doi.org/10.5267/j.msl.2021.5.007
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