Impact Of Talent Management On Organizational Performance In Banking Sector Of Pakistan: Mediating Role Of Psychological Empowerment And Self-Efficacy

Abstract

The main objective of this thesis was to investigate not only the impact of talent management on job performance, self-efficacy and psychological empowerment but also to investigate the mediating effect of self-efficacy and psychological empowerment in the relationship of talent management and job performance. Data were collected from three hundred and seventy seven (N=377) branch managers of 22 private sector banks working in Swat, Peshawar, Mardan, Charssada, Abbottabad, and Nowshera. Data were collected through talent management scale adopted from Human Capital Institute (2008), self-efficacy scale adopted from Bandura, Freeman, and Lightsey (1999), job performance scale adapted from (Goodman & Svyantek, 1999) and psychological empowerment questionnaire (PEQ) adapted from adapted from (Spreitzer, 1995). Data were operated through SPSS and Amos. The results of correlation showed that talent management and all its dimensions had a significant relationship with job performance, psychological empowerment and self-efficacy. Psychological empowerment and self-efficacy also showed a significant relationship with job performance. The results of structure equation modeling showed that both psychological empowerment and self-efficacy partially mediated the relationship between talent management and job performance.