RESEARCH PROPOSAL

Effects of Talent Management on Commitment to competence

development: The Mediate Effect of OCB and POS

(RANA MUHAMMAD ZAWAR KHAN)

Abstract

In Modern era of competition there is crucial need for more strategic and competitive
organizations for their survival, which stimulate management in managing their personnel. The
objective of this paper is to find that how OCB and POS affect the relation of talent
management and commitment to competence development in MNC’s of Islamabad capital city.
The method of investigation is a descriptive study. In this study, a cross-sectional study will be
used for data collection. The method to collect data will be a questionnaire, in which a Likert
scale of 5 points will be used. The population will consist of MNC in the capital of Islamabad
and the techniques to choose the right sample among them would be random sampling and will
be analyzed using the SPSS and AMOS software. The questionnaire will be distributed among
approximately 400 employees. The study is significant because it would highlight the effects of
talent management on the employee's intention to develop competencies in a multinational
organization.

Key words: Talent management, organizational citizenship behavior, perceived organizational

support, commitment to competence development.

Introduction

As the businesses becoming dynamic and challenging there is the need of the hour to
keep its high-potential employees being motivated and committed to the organization. To fulfill
this current requirement MNCs required HRM-related practices regarding Talent management,
is basically to identify the key positions in the organization for getting competitive advantage
by highly skilled and motivated personnel(Cascio & Boudreau, 2016; Collings & Mellahi,
2009). Although numerous studies have been done on TM, but still businesses facing
difficulties in keeping their potential employees being motivated and loyal (Beamond, Farndale,
 RESEARCH PROPOSAL

& Härtel, 2016). So, academician and professional would be more interested for knowing the
attitude and behavior of these employees (Farndale, Pai, Sparrow, & Scullion, 2014; Meyers &
Van Woerkom, 2014; Swailes & Blackburn, 2016).

In Literature, the significance of Talent management implications has been highly

acknowledged by professional and academics (Björkman & Mäkelä, 2013; Hartmann, Feisel, &
Schober, 2010; Thunnissen, 2016). But still there is cushion for studying the linkage of TM
implications and attitude of competent and potential employees(Hartmann et al., 2010).

TM affects the behavior of highly potential personnel toward their job, certain factors
could be the reason that could be affecting the relationship of TM and commitment to
competence development. This research project will explore the mediating effect of
Organizational citizenship behavior and perceived organizational support on the relationship of
Talent management and high-potential employee’s commitment to competence development.
The social exchange theory will support to this study to get the better understanding of
relationships.

Literature review

As every human being having different psyche, different perception criteria to access
and perceive the things in their surroundings. Same like this in MNCs employees having
different attitudes and behaviors regarding talent management practices. Talent management
tactics are increasingly used by businesses for developing potential employees (Hartmann et al.,
2010; Khoreva & Vaiman, 2015; Thunnissen, 2016). Literature shows that keeping employees
being committed and motivated is really a difficult task (Beamond et al., 2016).

Although TM is being selecting as an hot topic but still literature shows limited study on
the association of management of Talent and highly potential employee’s attitude and behavior
towards it (Hartmann et al., 2010). Lack of effectiveness in talent management practices may be
a reason of failure and financial loss for the organization (Yan, Zhu, & Hall, 2002). High
potential employees may also hesitate from developmental activities, due to certain
circumstances (Björkman & Mäkelä, 2013). The urge of commitment to competence
development in potential-employees may leads to increase organizational effectiveness and
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strong leadership (Collings & Mellahi, 2009). With high competence development among
highly motivated and potential employees, the competition level would be high, that would
leads to increase in organizational effectiveness (Björkman & Mäkelä, 2013).

In previous studies commitment to leadership has been proven positive for organization
performance (Björkman, Ehrnrooth, Mäkelä, Smale, & Sumelius, 2013). Previous research also
having material regarding study of the mediating effect of psychological contract fulfillment on
TM and commitment to competence development with gender as a moderator, with the future
direction of adding Organizational citizenship behavior and perceived organizational support as
and mediator (Khoreva, Vaiman, & Van Zalk, 2017).

Research Objectives

The main aims of this research are:

 To analyze the mediating effect of OCB on TM and commitment to competence

development.

 To analyze the mediating effect of POS on TM and commitment to competence

development.

Research questions

 How OCB would mediate the relationship of TM and commitment to competence

development?

 How POS would mediate the relationship of TM and commitment to competence

development?

Significance of the study

This study would be an increment to existing literature. As it would study the mediating
relationship of OCB and POS on talent management and commitment to competence
development in highly potential employees. As per the background study there is still gap to
research this area specifically in Pakistani context. So, it would be helpful for HR specialist for
the better understanding and implementation of Talent management practices.
 RESEARCH PROPOSAL

Hypothesis

H1: TM practice effectiveness will significantly increase organizational citizenship behavior.

H2: Higher OCB will leads to higher commitment to leadership competence development.

H3: OCB mediates the relation of TM practice effectiveness and commitment to leadership
competence development.

H4: TM practice effectiveness will significantly increase perceived organizational support.

H5: Higher POS will leads to higher commitment to leadership competence development.

H6: POS mediates the relation of TM practice effectiveness and commitment to leadership
competence development.

Proposed Model

Independent variable Mediator/Moderator Dependent variable

TM Practice Commitment
Effectiveness to Competence
development

OCB

POS
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Methodology

In this study cross sectional study would be used for collection of data. Method for
collecting data will be questionnaire, in which 5 point Likert scale would be used. Population
will be consisted of MNC in Islamabad capital city and the techniques for choosing appropriate
sample among these would be random sampling. Questionnaire would be distributed among
estimated same of 400 employees. AMOS and SPSS will be used as statistical techniques.

Conclusion

Talent management is essential for contemporary organizations, modern economies,

new generations, which include affective human resources management that offer new tactics to
manage resources and human capital. In this study, relationships between talent management
and commitment to competence development aim to explore citizenship behavioral mitigation
and commitment from the organization. The purpose of this document is to find out how
Organizational citizenship behavior and Perceived organizational support affect the talent
management and employee intention to competence development. The study is significant
because it focuses on the ability to manage the talent in a multi-employable organization and
will also contribute to the literature.
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