The Effect of Talent Development on Job Satisfaction in Healthcare: A Mediating Role of Organizational Engagement

Abstract

Purpose:

This study aims to fill the gap in the literature by examining the relationship between job satisfaction, organizational engagement, and talent development, particularly in developing nations like Pakistan that have gotten relatively less attention in previous research. The main objective is examination of the impact of talent development on their job satisfaction within hospitals of Pakistan, particularly emphasizing mediating effect of organizational engagement.

Design/Methodology:

Based on AMO (Ability, Motivation, Opportunity) theory, this study advances theoretical arguments on the relationship between talent development, job satisfaction and organizational engagement. Data Collection was made from 205 nurses as sample population employed at hospitals, located at Peshawar, Khyber Pakhtunkhwa, Pakistan. Data is analyzed using Smart Partial Least Squares-Structural Equation Modeling (Smart PLS-SEM).

Research Limitations:

Several limitations are likely to affect the findings’ generalizability. Secondly, common method bias is likely to be encountered due to the use of nurses as the sole sources of data. In addition, the use of the cross-sectional design limits the research to infer causal pathways between the study variables.

Practical Implications:

The key practical implication of the study is relevant to hospital management and policymakers in Pakistan. The results of the study showed that talent development programs enhanced nurses’ job satisfaction, especially due to the essential down-stream effect of organizational engagement. Thus, the various talent development opportunities and a positive organizational culture providing prospects for mastery lead to increased satisfaction and motivation.

Originality:

An added advantage of our study which distinguished it from the literature is its specific focus on the hospital context in Pakistan which is relatively thus far neglected by other studies in relation to talent development and job satisfaction. The usage of AMO framework and Smart PLS-SEM tool for analysis contributes to the methodological rigor of the study. Secondly, by identifying organizational engagement as the mediating variable in the relationship between talent development and job satisfaction, the study made a unique contribution to understanding how satisfaction of the employees can be managed in healthcare organizations in Pakistan.