Determinants of talent management in faith-based organization

Abstract

Organizations seek to employ talent in their workplace. Employee talent is crucial in enhancing organizational productivity, financial performance, employee engagement, retention rates, and corporate sustainability. However, limited studies have been conducted in Africa, particularly in Angola, to identify the determinants of talent management (TM) in faith-based organizations. Guided by a positivism research paradigm, a cross-sectional survey study was employed to investigate the determinants of TM based on knowledge management, working environment, organizational learning, and top management through the study resource-based theory, Herzberg two-factor theory, knowledge view theory, upper echelon theory, and human capital theory was used and subsequently provide a predictive model for TM. The researcher used purposive sampling and a sample of n = 260 from a selected faith-based organization. The data was collected through a structured questionnaire comprised of 5 scales adapted from previous studies. The data collection was through both face-to-face and online based on voluntary participation. The data were analyzed through descriptive statistics, Pearson’s correlation, and multiple regression. The results showed that the predictors of TM include knowledge management (knowledge creation and knowledge application) and working environment (work structure and job safety and security). The resultant model is significant F(1,174) = 18.717, R 2 = .446). The model explains 44% of the variance in TM. Further, the predictive model suggests that the TM process increases significantly when knowledge creation and application are adequately utilized in faith-based institutions. TM increases significantly when faith-based organizations use an adequate working environment with a distinguishable work structure and standardized job safety and security. A work structure that provides employees with advanced technological equipment to perform their jobs. The results provide compelling evidence in favor of the main ideas of human capital theory, especially the significance of education and training in raising the ability of knowledge creation and application to a practical work structure free of risk. Future research could explore other potential determinants of TM that were not included in the final model, such as organizational learning and top management support, particularly in higher education settings where knowledge interactions may be more pronounced. Structural equation modeling could also be used in future studies to investigate different variables as mediating factors of TM in higher education institutions. Additionally, future research is encouraged to examine the potential causes of gender imbalance in faith-based organizations.