Talent Management and Employee Commitment in Federal Institute of Industrial Research Oshodi, Lagos Nigeria
DOI:
https://doi.org/10.53819/81018102t4060Abstract
This study examined the relationship between talent management and employee commitment in Federal Institute of Industrial Research Oshodi, Lagos Nigeria. The study adopted a cross-sectional survey research design. Primary data was generated through structured questionnaire. The population for the study was fifty-three (53) employees in Technology Transfer Division and Industrial Linkages Division. The entire population was used as a sample size. The population was small hence indicating a census. The reliability of the instrument was achieved by the use of the Cronbach Alpha coefficient with all the items scoring above 0.70. The hypothesis was tested using the Spearman’s Rank Order Correlation Coefficient with the aid of Statistical Package for Social Sciences version 23.0. The test was carried out at a 95% confidence interval and a 0.05 level of significance. The finding revealed that there is a significant relationship between talent management and employee commitment in federal institute of industrial research Oshodi, Lagos Nigeria. The study also concludes that when the Federal Institute of Industrial Research Oshodi, Lagos Nigeria vigorously pursues talent management of its employees, it fosters a lot of innovative ideas to the organization which ultimately leads to employee commitment as well as enhances growth and success. The study recommends that organizations should enact policies that promote talent management which will in turn promote employee retention. The policy makers should enact policies that promote talent management aspects in order to ensure sustainable employee retention and competitive advantage.
Keywords: Talent Management, Employee Commitment, Talent Acquisition, Talent Development, Talent Retention
References
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Madi, M., Hamilton, A., Squirrell, D., Mioulet, V., Evans, P., Lee, M., & King, D. P., (2012). Rapid detection of foot and mouth disease virus using a field portable nucleic acid extraction and real time PCR amplification platform. Veterinary Journal, 5(3), 193, 67–72.
Mallak, L. (1998). Measuring resilience in health care provider organizations. Health manpower management, 24 (4), 148-152.
Meyer, J P & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299-326.
Meyer, J. P, Stanley, D.J, Herscovitch, L. & Topolnytsky, L (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates and consequences. Journal of Vocational Behavior, 61(3), 20-52.
Meyer, J. P. & Allen N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 6(1), 61–89.
Nyanjom, C. R. (2013). Factors influencing employee retention in the state corporations in Kenya. Unpublished thesis Nairobi: University of Nairobi.
Ongori H. (2007). A review of the literature on employee turnover. African Journal of Business Management, 49- 54
Petak, Z. (2002). Political Economy of Croatian De-Evolution. Presented at the Institutional Analysis and Development Mini-conference and TransCoop meeting, Humboltdt University/Indiana University Workshops in political theory and policy analysis, Bloomington, TN.
Robbin, S. P., David, A. D. & Mary, C. (2011). Fundamentals of management 7th ed., Pearson Education, Upper Saddle River, New Jersey.
Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs, 80, (1), 609.
Shin J. T. & Sao,M. G. (2012). Resource for change: The relationships of organizational inducement and psychosocial resilience to employees’ attitude and behaviours towards organizational change. Academy of Management Journal 55, 727-748.
Stahl, G. K., Björkman, I., F arndale, E., Morris, S. S., Paauwe, J., & Stiles, P. (2007). Global talent management: How leading multinationals build and sustain their talent pipeline. Insead Faculty and Research, Working Papers, 2007/24/OB.
Tamunomiebi,M.D. &Zeb-Obipi, I. (2013). Managing Human Resources. Basic Principles, 3rd Edition. Port Harcourt: Richmond’s printing press.
Tende, F. B., Ukoha, O. & Alagah, A. D. (2017). Organizational justice and employee loyalty of oil servicing companies in Port Harcourt. International Journal of Advanced Academic Research. Social & Management Sciences. ISSN: 2488-9849 Vol. 3, Issue 4.
Thompson, A., Gamble, J., & Strickland, A., (2005). Crafting & executing strategy (15th Ed.) New York, McGraw-Hill, P. 246-247.
Vito, B., Alagala, M. B. and Naakuu, K. J. (2018). Talent Management as Predictor of Employee Commitment of Deposit Money Banks in Port Harcourt. International Journal of Social Science and Management Research, 4(5), 50-66.
Ward-Johnson, F. (2007). Why retaining diverse employees is key today. Public Relations Tactics, 14(7), 15-17.
Zheng W., Sharan K. & Wei J. (2010). New development of organizational commitment: A critical review (1960-2009). African Journal of Business Management, 4(1), 12-20.
Amah, E. & Baridam, D. (2012). Adaptability and organizational effectiveness: A study of the Nigerian banking industry. International Journal of Business and Management Tomorrow, 2 (3), 122-131.
Armstrong, M. (2006). A handbook of human resource management practice 10th edition. London: Kogan.
Armstrong, M. (2011). A handbook of Human Resource Management practices (10th ed). London & Philadelphia: Kogan Page Limited.
Ashton, C. & Morton L. (2005). Managing talent for competitive advantage: Taking a systemic Approach to Talent Management.
Bal, A., Sullivan, A., & Harper, J. (2014). A situated analysis of special education disproportionality for systemic change in an urban school district. Remedial and Special Education, 35(1), 3-14.
Brush, C. G., Ceru, D. J., & Blackburn, R. (2009). Pathways to entrepreneurial growth: the influence of management, marketing, and money. Business horizons,p:481491.,Retrieved:09/01/17:http://econpapers.repec.org/RePEc:eee:bushor:v:52:y:2009:i:5.
Carrol, G. & Hannan, M. (1995). Organizations in industry: strategy, structure and selection. New York. Oxford university press.
Comfort, L. K., Sungu, Y., Johnson, D. & Dunn, N. C. (2001). Complex systems in crisis: Anticipation and resilience in dynamic environments, Journal of Contingencies and Crisis Management 9 (3)144-158.
Conner, Daryl R. (2000). How to create a nimble organization. National productivity review. Autumn.
Connor, K. R. (1991). A Historical camparism of resource based theory and five schools of thought within industrial organization economics: Do we have a new theory of the firm? Journal of management, 17 (1), 97-108.
Daft, R. L. (1998). Organizational theory and design, 6th Ed., South-Western College Publishing, Ohio.
Damapour, F. &Gopalakrishnan, S. (2002). The dynamics of the adoption of product and process innovation in organization, Journal of management studies, vol.28, issues 1.
Deevy, N. (1995). Creating the resilient organization: A rapid response management programme.Eaglewood Cliff, New Jersey: Prentice Hall
Denison, D. (2007). Denison Consulting Model.An Arbor Zurich Shanghai.
Devine, M.P. (2008). Talent Management in Public Sector .Ashridge business School. Retrieved on 22nd May 2013 from Htttp/www.ashridge .org.UK
Doll, B., Zucker, S., &Brehm, K. (2004). Resilient classrooms: creating healthy environment for learning. New York: Guilford Press.
Echaaobari, S. G., Ihunda, C. C., & Adim, V. C. (2018). Collaboration strategy and employee performance in oil producing companies in Port Harcourt, Nigeria. International Journal of Social Sciences and Management Research, 4(3), 21-30.
Hartley, D. (2004). “Tools for Talent”. Training and Development, 58 (4), 20 – 23. Retrieved:12/01/2017:https://books.google.com/books?isbn=05497013.
Hiles, A., &Bunnell, M. (2006). Release hidden talent: Maximise your ROI in people. Executive excellence.
Ibidunni, S., Osibanjo, O., Adeniji, A., Salau, O. P., & Falola, H. (2015). Talent retention and organizational performance: A competitive positioning in Nigerian banking sector. Periodica Polytechnica Social and Management Sciences. 24(1), pp. 1-1
Iles. E. (2010). Talent management and Human Resources in multi-National companies in Beijin. Differences and drivers. Journal of World Business, 45 (2), 179-189.
Jeffery, R & Linda, R. (2006). Measuring employee resilience. Pfeiffer annual-consulting, Sam Francisco: John Wiley & Sons, Inc.
Joseph J. Martocchio, (2001). Strategic Compensation: A Human Resource Management Approach (2nd Edition).Published by Pearson Education (2001). ISBN 10: Retrieved: 09/01/17: www.abebooks.com/book-search/author/joseph-j-martocchio.
Katou, A.A., &Budhwar, P.S. (2007).The Effect of human resource management policies on organizational performance in Greek manufacturing firms.Thunderbird International Business Review, 49(1), 1–35
Kehinde, J.S. (2012). Talent management effect on organizational performance: Journal of Management Research 4, (2) 76- 88
Kontoghiorghes, C., &Frangou, K. (2009). The association between talent retention, antecedent factors, and consequent organizational performance. SAM Advanced Management Journal, 74(1), 29.
Koontz, H. O’Donnell, C. & Weihrich, H. (1990). Management. 5th Edition, Tokyo: McGraw-Hill Book Company.
Laff, M. (2006). Talent Management: International Journal of Management and Commerce Innovations ISSN 2348-7585 (Online) 3(2), 219-227.
Lathitha, C. (2012). Managing employee attrition-The HR role and challenge. International journal of Research in Management, Economics and Commerce, 12.
Lockwood, N.R. (2006). Talent management: Driver for organizational success. 2006 SHRM.
Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23: 695-706.
Madi, M., Hamilton, A., Squirrell, D., Mioulet, V., Evans, P., Lee, M., & King, D. P., (2012). Rapid detection of foot and mouth disease virus using a field portable nucleic acid extraction and real time PCR amplification platform. Veterinary Journal, 5(3), 193, 67–72.
Mallak, L. (1998). Measuring resilience in health care provider organizations. Health manpower management, 24 (4), 148-152.
Meyer, J P & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11(3), 299-326.
Meyer, J. P, Stanley, D.J, Herscovitch, L. & Topolnytsky, L (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates and consequences. Journal of Vocational Behavior, 61(3), 20-52.
Meyer, J. P. & Allen N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 6(1), 61–89.
Nyanjom, C. R. (2013). Factors influencing employee retention in the state corporations in Kenya. Unpublished thesis Nairobi: University of Nairobi.
Ongori H. (2007). A review of the literature on employee turnover. African Journal of Business Management, 49- 54
Petak, Z. (2002). Political Economy of Croatian De-Evolution. Presented at the Institutional Analysis and Development Mini-conference and TransCoop meeting, Humboltdt University/Indiana University Workshops in political theory and policy analysis, Bloomington, TN.
Robbin, S. P., David, A. D. & Mary, C. (2011). Fundamentals of management 7th ed., Pearson Education, Upper Saddle River, New Jersey.
Rotter, J. B. (1966). Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs, 80, (1), 609.
Shin J. T. & Sao,M. G. (2012). Resource for change: The relationships of organizational inducement and psychosocial resilience to employees’ attitude and behaviours towards organizational change. Academy of Management Journal 55, 727-748.
Stahl, G. K., Björkman, I., F arndale, E., Morris, S. S., Paauwe, J., & Stiles, P. (2007). Global talent management: How leading multinationals build and sustain their talent pipeline. Insead Faculty and Research, Working Papers, 2007/24/OB.
Tamunomiebi,M.D. &Zeb-Obipi, I. (2013). Managing Human Resources. Basic Principles, 3rd Edition. Port Harcourt: Richmond’s printing press.
Tende, F. B., Ukoha, O. & Alagah, A. D. (2017). Organizational justice and employee loyalty of oil servicing companies in Port Harcourt. International Journal of Advanced Academic Research. Social & Management Sciences. ISSN: 2488-9849 Vol. 3, Issue 4.
Thompson, A., Gamble, J., & Strickland, A., (2005). Crafting & executing strategy (15th Ed.) New York, McGraw-Hill, P. 246-247.
Vito, B., Alagala, M. B. and Naakuu, K. J. (2018). Talent Management as Predictor of Employee Commitment of Deposit Money Banks in Port Harcourt. International Journal of Social Science and Management Research, 4(5), 50-66.
Ward-Johnson, F. (2007). Why retaining diverse employees is key today. Public Relations Tactics, 14(7), 15-17.
Zheng W., Sharan K. & Wei J. (2010). New development of organizational commitment: A critical review (1960-2009). African Journal of Business Management, 4(1), 12-20.
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Published
2022-08-03
How to Cite
Okoronkwo, G. I. (2022). Talent Management and Employee Commitment in Federal Institute of Industrial Research Oshodi, Lagos Nigeria. Journal of Human Resource & Leadership, 6(2), 72–88. https://doi.org/10.53819/81018102t4060
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