47

Chapter four:

Data analysis and hypothesis testing

The Impact of Talent Management on Attaining Competitive Advantage : A :‫ﺍﻟﻌﻨﻮﺍﻥ‬
Field Study on Jordanian Telecommunications Companies
4.1. Introduction
‫ ﺳﺎﺟﺪﺓ ﺃﺣﻤﺪ‬،‫ﺍﻟﺤﺪﻳﺪ‬ :‫ﺍﻟﻤؤﻟﻒ ﺍﻟﺮﺋﻴﺴﻲ‬
This chapter presents the findings(‫ﺃﻣﻴﻨ)ﻤﺸﺮﻑ‬
of the study‫ﻧﻀﺎﻝ‬
which aims to know the impact
،‫ﺍﻟﺼﺎﻟﺤﻲ‬ of
:‫ﻣؤﻟﻔﻴﻦ ﺁﺧﺮﻳﻦ‬
2017
Talent management on attaining Competitive Advantage of Jordanian :‫ﺍﻟﺘﺎﺭﻳﺦ ﺍﻟﻤﻴﻼﺩﻱ‬
telecommunication
‫ﻋﻤﺎﻥ‬ :‫ﻣﻮﻗﻊ‬
companies (Orange and Umniah) and hypothesis testing.
1 - 85 :‫ﺍﻟﺼﻔﺤﺎﺕ‬
856777 :MD ‫ﺭﻗﻢ‬
‫ﺭﺳﺎﺋﻞ ﺟﺎﻣﻌﻴﺔ‬ :‫ﻧﻮﻉ ﺍﻟﻤﺤﺘﻮﻯ‬
English :‫ﺍﻟﻠﻐﺔ‬
4.2 Descriptive statistics Analysis
‫ﺭﺳﺎﻟﺔ ﻣﺎﺟﺴﺘﻴﺮ‬ :‫ﺍﻟﺪﺭﺟﺔ ﺍﻟﻌﻠﻤﻴﺔ‬
The researcher has calculated the means‫ﺍﻷﻭﺳﻂ‬ ‫ﺍﻟﺸﺮﻕ‬
and the ‫ﺟﺎﻣﻌﺔ‬deviations for the study
standard :‫ﺍﻟﺠﺎﻣﻌﺔ‬
‫ﺍﻷﻋﻤﺎﻝ‬from
constructs along with the paragraphs based on the responses ‫ ﻛﻠﻴﺔ‬the study’s sample, :‫ﺍﻟﻜﻠﻴﺔ‬
as
‫ﺍﻻﺭﺩﻥ‬ :‫ﺍﻟﺪﻭﻟﺔ‬
Follows:
Dissertations :‫ﻗﻮﺍﻋﺪ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ‬
‫ ﺷﺮﻛﺎﺕ ﺍﻻﺗﺼﺎﻻﺕ ﺍﻷﺭﺩﻧﻴﺔ‬،‫ ﺍﻟﻤﻴﺰﺓ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ‬،‫ﺇﺩﺍﺭﺓ ﺍﻟﻤﻮﺍﻫﺐ‬ :‫ﻣﻮﺍﺿﻴﻊ‬
1. Means and standard deviation for "Talent discovery " paragraphs and total means
http://search.mandumah.com/Record/856777 :‫ﺭﺍﺑﻂ‬
of them, table (4.1) shows that.

Table (4.1): Means and standard deviation for "Talent discovery" paragraphs

and total means of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company conducts regular
1 forecasting studies to determine its 4.09 0.94 1 High
needs of talents.
The company identifies the existing
2 3.92 0.91 3 High
human competencies.
.‫ ﺟﻤﻴﻊ ﺍﻟﺤﻘﻮﻕ ﻣﺤﻔﻮﻇﺔ‬.‫ ﺩﺍﺭ ﺍﻟﻤﻨﻈﻮﻣﺔ‬2021 ©
‫ ﻳﻤﻜﻨﻚ ﺗﺤﻤﻴﻞ ﺃﻭ ﻃﺒﺎﻋﺔ ﻫﺬﻩ ﺍﻟﻤﺎﺩﺓ ﻟﻼﺳﺘﺨﺪﺍﻡ‬.‫ ﻋﻠﻤﺎ ﺃﻥ ﺟﻤﻴﻊ ﺣﻘﻮﻕ ﺍﻟﻨﺸﺮ ﻣﺤﻔﻮﻇﺔ‬،‫ﻫﺬﻩ ﺍﻟﻤﺎﺩﺓ ﻣﺘﺎﺣﺔ ﺑﻨﺎﺀ ﻋﻠﻰ ﺍﻹﺗﻔﺎﻕ ﺍﻟﻤﻮﻗﻊ ﻣﻊ ﺃﺻﺤﺎﺏ ﺣﻘﻮﻕ ﺍﻟﻨﺸﺮ‬
‫ﺣﻘﻮﻕ ﺍﻟﻨﺸﺮ ﺃﻭ ﺩﺍﺭ‬3‫ﺃﺻﺤﺎﺏ‬The company
‫ﺧﻄﻲ ﻣﻦ‬ identifies
‫ﺩﻭﻥ ﺗﺼﺮﻳﺢ‬ (‫ﺍﻻﻟﻜﺘﺮﻭﻧﻲ‬its future
‫ﺍﻟﺒﺮﻳﺪ‬ 3.11
‫)ﻣﺜﻞ ﻣﻮﺍﻗﻊ ﺍﻻﻧﺘﺮﻧﺖ ﺃﻭ‬ Medium
‫ ﺍﻟﺘﺤﻮﻳﻞ ﺃﻭ ﺍﻟﻨﺸﺮ ﻋﺒﺮ ﺃﻱ ﻭﺳﻴﻠﺔ‬4‫ﻭﻳﻤﻨﻊ ﺍﻟﻨﺴﺦ ﺃﻭ‬
0.92 ،‫ﺍﻟﺸﺨﺼﻲ ﻓﻘﻂ‬
.‫ﺍﻟﻤﻨﻈﻮﻣﺔ‬
 47

Chapter four:

Data analysis and hypothesis testing

4.1. Introduction

This chapter presents the findings of the study which aims to know the impact of

Talent management on attaining Competitive Advantage of Jordanian telecommunication

companies (Orange and Umniah) and hypothesis testing.

4.2 Descriptive statistics Analysis

The researcher has calculated the means and the standard deviations for the study

constructs along with the paragraphs based on the responses from the study’s sample, as

Follows:

1. Means and standard deviation for "Talent discovery " paragraphs and total means

of them, table (4.1) shows that.

Table (4.1): Means and standard deviation for "Talent discovery" paragraphs

and total means of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company conducts regular
1 forecasting studies to determine its 4.09 0.94 1 High
needs of talents.
The company identifies the existing
2 3.92 0.91 3 High
human competencies.

3 The company identifies its future 3.11 0.92 4 Medium

 48

business needs in term of knowledge.

The company conducts gap analysis
4 3.93 1.01 2 High
to identify its needs of talents.
The company uses qualitative
5 3.01 1.05 5 Medium
forecasting methods.

Mean of the means 3.61 0.81 - Medium

Table (4.1) shows that the means of Talent discovery range paragraphs from 4.09 to

3.01, which means that there is a semi agreement among respondents on high to medium

importance of these paragraphs. The mean of the means of Talent discovery is 3.61, which

means that there is an agreement on medium importance of Talent discovery.

2. Means and standard deviation for " Talent recruitment " paragraph and total

means of them, table (4.2) shows that.

Table (4.2): Means and standard deviation for " Talent recruitment ', paragraph s
and total means of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company has a specific staff for
1 attraction. 3.10 0.88 2 Medium

The company actively searches for

2 talents from external sources. 3.80 0.90 1 High

Before a vacancy is announced,

3 effort is made to tap from the internal 3.00 0.86 3 Medium
talent pool.
The company has a clear plan to
4 attract talented employees. 2.89 0.91 4 Medium

The company relies on modern

5 methods to search for talents. 2.83 0.93 5 Medium
 49

Mean of the means 3.12 Medium

0.81 -

Table (4.2) shows that the means of Talent recruitment range paragraphs from 3.80

to2.83, which means that there is a semi agreement among respondents on high to medium

importance of these paragraphs. The mean of the means of Talent recruitment is 3.12,

which means that there is an agreement on medium importance of Talent recruitment.

3. Means and standard deviation for " Talent development:" paragraphs and total
means of them, table (4.3) shows that.

Table (4.3): Means and standard deviation for " Talent development:" paragraphs
and total means of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company evaluates talented
1 employees’ performance constantly. 3.78 0.91 3 High

The company has effective training

2 programs to develop its talented 5 High
3.72 0.93
employees.
The company tries to improve
3 talented employee’s knowledge 3.88 0.93 2 High
through seminars.
The company creates a positive
4 environment that improves 3 High
3.78 0.95
knowledge sharing.
Cross functional training is provided High
5 in the company such as job rotation. 3.93 1.00 1

Mean of the means 3.82 High

1.05 -
 50

Table (4.3) shows that the means of Talent development range paragraphs from

3.93to 3.72, which means that there is a semi agreement among respondents on high

importance of these paragraphs. The total mean of Talent development is 3.82, which

means that there is an agreement on a high importance of Talent development.

4. Means and standard deviation for "Talent retention" paragraphs and total means of
them, table (4.4) shows that.

Table (4.4): Means and standard deviation for " Talent retention:" paragraphs and
total means of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company offers salaries and
1 incentives that are suitable to 3.04 0.73 4 Medium
employees’ competencies.

2 The company respects its employees. 3.01 0.70 5 Medium

The company treats its employees as
3 3.92 1.06 3 High
partners rather than workers.
The company rewards distinguished
4 3.96 0.76 1 High
employees.
The company has policies that
5 encourage career growth and 3.94 0.91 2 High
developmental opportunities.
0.80
Mean of the means 3.57 - Medium

Table (4.4) shows that the means of Talent retention range paragraphs from 3.96 to

3.01, which mean that there is semi agreement among respondents on high to medium

importance of these paragraphs. The mean of the means of Talent retention is 3.57, which

means that there is an agreement on medium importance of Talent retention.

 51

5. Means and standard deviation for "Cost" paragraphs and total means of them, table
(4.5) shows that.

Table (4.5): Means and standard deviation for "Cost" paragraphs and total means of
them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company searches for ways to High
1 provide service at lower cost. 3.72 0.98 1

The company provides lower costs Medium

2 services than competitors. 2.76 0.91 4

The company optimally uses its Medium

3 available resources without waste. 2.75 0.93 5

The company offers discounts for Medium

4 customers. 3.10 1.01 3

The company is able to reduce its Medium

5 operational costs. 3.20 0.97 2

Mean of the means 0.29 - Medium

3.11

Table (4.5) shows that the means of Cost range paragraphs from 3.72 to 2.75, which

mean that there is semi agreement among respondents on high to medium importance of

these paragraphs. The mean of the means of Cost is 3.11, which means that there is an

agreement on medium importance of cost .

6. Means and standard deviation for " Quality" paragraphs and total means of them,
table (4.6) .

Table (4.6): Means and standard deviation for "Quality" paragraphs and total means
of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company constantly improves its
1 4.10 1.10 1 High
customer services.
 52

The company provides unique

2 4.09 0.94 2 High
services.
The company has diverse services to
3 3.57 1.08 5 Medium
fit all.
The company creates services that
4 meet customers’ needs and exceed 4.08 1.13 3 High
their expectations.
The company is willing to help
5 3.70 1.11 4 High
customers.

Mean of the means 3.91 0.54 - High

Table (4.6) shows that the means of quality range paragraphs from 4.10 to 3.57,

which means that there is asemi agreement among respondents on Medium to high

importance of these paragraphs. The mean of the means of quality is 3.91, which means

that there is an agreement on high importance of quality.

7. Means and standard deviation for " Flexibility " paragraph and total means of them,
table (4.7) shows that.

Table (4.7): Means and standard deviation for " Flexibility " paragraphs and total
means of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company has high skilled
1 employees make them able to 4.15 0.94 1 High
perform more than one function.
The company responds quickly to 4.01 0.99 High
2 customers’ needs and wants. 4

The company reacts quickly to 4.06 1.02 High

3 competitor’s actions. 3

The company detects the changes in 3.52 1.12 Medium

4 marketplace. 5
 53

The company creates useful 4.12 0.91 High

5 customers feedback surveys. 2

Mean of the means 3.97 0.36 - High

Table (4.7) shows that the means of flexibility range paragraphs from 4.15 to 3.52,

which mean that there is semi agreement among respondents on Medium to high

importance of these paragraphs. The mean of the means of flexibility is 3.97, which means

that there is an agreement on high importance of flexibility.

7. Means and standard deviation for " Innovation" paragraph and total means of them,

table (4.8) shows that.

Table (4.8): Means and standard deviation for "Innovation" paragraphs and total
means of them (n= 169)

Standard. Agreement
No Paragraphs Mean Rank
Deviation Degree
The company encourages employees
to develop new ideas and discover
1 4.12 1.13 1 High
new ways for doing things and
solving problems.
The corporate culture encourages
2 3.90 1.11 3 High
creativity.
The company is quick to introduce
3 3.96 0.54 2 High
new services.
The company outperforms its
4 competitors through developing new 3.11 1.10 4 Medium
services.
Few good ideas for new services
5 3.06 0.94 5 Medium
come from external sources.

Mean of the means 3.63 1.08 - Medium

 54

Table (4.8) shows that the means of innovation range paragraphs from 4.12 to 3.06,

which means that there is a semi agreement among respondents on high to medium

importance of these paragraphs. The total mean of innovation is 3.63, which means that

there is an agreement on medium importance of innovation.

4.3 Hypothesis testing

Before applying regression analysis to test the hypotheses of the study, the researcher

conducted some tests to ensure that the data fit the regression analysis assumptions as

follows:

Table (4.9): Multi-Collinearity Test for Main Hypothesis

Variables VIF Tolerance

1.629 0.796
Talent Discover
1.298 0.735
Talent Recruitment
1.726 0.778
Talent Development
1.962 0.629
Talent Retention
Table (4.9) result shows that the Variance Inflation Factory (VIF ) values are less than 10

and the tolerance values are more than 0.05, this indicates that there is no multi-collinearity

within variables of the study.

The main hypothesis: There is no significant impact of Talent Management on

Attaining Competitive Advantage in the study sample companies at (α≤0.05).

 55

To test this hypothesis and to detect the impact of Talent Management on Attaining

Competitive Advantage in the study sample companies, the (Multiple Regression) analysis

was used; table (4.10) shows that.

Table (4.10): result of the (Multiple Regression) analysis of the impact of Talent
Management on Attaining Competitive Advantage in the study sample companies (n= 169)

Independent "T" Adjusted "F" "F"

"T" sig Beta R R2
variable value R2 value sig
Talent Discovery 29.651 0.00 0.274

Talent Recruitment 50.341 0.00 0.429

0.871 0.758 310.05 0.00
Talent Development 0.755
33.546 0.00 0.275

Talent Retention 49.54 0.00 0.431

* Dependent variable: Competitive Advantage

Table (4.10) shows that a statistically a significant effect at a significant level (α≤0.

05) Of the Talent Management on Attaining Competitive Advantage in the study sample

companies, where "f" value reached (310.05) by statistically significant (0.00). (R) value

reached (0.871), (R2) value reached (0.758); which means that the value of 76.8% of

changes in Competitive Advantage, from changes in the talent Management processes at all

variable.

So the main hypothesis was rejecting and accepts the alternative hypothesis to read
as follows:

There is a significant impact of Talent Management on Attaining Competitive

Advantage in the study sample companies at (α≤0.05).

The first sub hypothesis: There is no significant impact of Talent Discovery on

Attaining Competitive Advantage in the study sample companies at (α≤0.05).
 56

To test this hypothesis and to detect the impact of Talent Discovery on Attaining

Competitive Advantage in the study sample companies, the (Simple Linear Regression)

analysis was used; table (4.11) shows that.

Table (4.11): result of the (Simple Linear Regression) impact of Talent

Discovery on Attaining Competitive Advantage in the study sample companies s (n= 169)

Independent Adjusted "F" "F"

R R2
variable R2 value sig
Talent Discovery 0.651 0.423 0.416 201.61 0.00

* Dependent variable: Competitive Advantage

Table (4.11) shows that a statistically a significant effect at a significant level (α≤0.

05) of impact of Talent Discovery on Attaining Competitive Advantage in the study sample

companies where "f" value reached (201.61) by statistically significant (0.00). (R) value

reached (0.651), (R2) value reached (0.423); which means that the value of 29.5% of

changes in Competitive Advantage, from changes in talent Discovery practices.

So the first sub hypothesis was rejecting and accepts the alternative hypothesis to

read as follows:

There is a significant impact of Talent Discovery on Attaining Competitive

Advantage in the study sample companies at (α≤0.05).

The second sub hypothesis: There is no significant impact of Talent Recruitment on

Attaining Competitive Advantage in the study sample companies at (α≤0.05).

To test this hypothesis, and to detect the impact of Talent Recruitment on Attaining

Competitive Advantage in the study sample companies, the (Simple Linear Regression)

analysis was used; table (4.12) shows that.

 57

Table (4.12): result of the (Linear Regression) analysis of impact of Talent Recruitment
on Attaining Competitive Advantage in the study sample companies (n= 169)

Independent Adjusted "F" "F"

R R2
variable R2 value sig
Talent Recruitment 0.317 0.100 0.089 60.67 0.00

* Dependent variable: Attaining Competitive Advantage

Table (4.12) shows that a statistically a significant effect at a significant level

(α≤0.05) Of Talent Recruitment on Attaining Competitive Advantage in the study sample

companies. where "f" value reached (60.67) by statistically significant (0.00). (R) value

reached (0.317), (R2) value reached (0.100); which means that the value of 19.6% of

changes in Competitive Advantage, from changes in talent Recruitment practices.

So the second sub hypothesis was rejecting and accepts the alternative hypothesis to

read as follows:

There is a significant impact of Talent Recruitment on Attaining Competitive

Advantage in the study sample companies at (α≤0.05).

The third sub hypothesis: There is no significant impact of Talent Development on

Attaining Competitive Advantage in the study sample companies at (α≤0.05).

To test this hypothesis, and to detect the impact of (Talent Development on Attaining

Competitive Advantage in the study sample companies, at (α≤0.05), the (Simple Linear

Regression) analysis was used; table (4.13) shows that.

 58

Table (4.13): result of the (Linear Regression) analysis of the impact of Talent
Development on Attaining Competitive Advantage in the study sample companies (n= 169)

Independent Adjusted "F" "F"

R R2
variable R2 value sig
Talent Development 0.651 0.424 0.417 298.51 0.00

* Dependent variable: Attaining Competitive Advantage.

Table (4.13) shows that a statistically a significant effect at a significant level

(α≤0.05) Of Talent Development on Attaining Competitive Advantage in the study sample

companies, where "f" value reached (298.51) by statistically significant (0.00). (R) value

reached (0.651), (R2) value reached (0.424); which means that the value of 39% of changes

in Competitive Advantage, from changes in talent Development practices.

So the third sub hypothesis was rejecting and accepts the alternative hypothesis to

read as follows:

There is a significant impact of Talent Development on Attaining Competitive

Advantage in the study sample companies at (α≤0.05).

The fourth sub hypothesis: There is no significant impact of Talent Retention on

Attaining Competitive Advantage in the study sample companies at (α≤0.05).

To test this hypothesis, and to detect the impact of Talent Retention on Attaining

Competitive Advantage in the study sample companies, the (Simple Linear Regression)

analysis was used; table (4.14) shows that.

Table (4.14): result of the (Linear Regression) analysis of t the impact of Talent
Retention on Attaining Competitive Advantage in the study sample companies (n= 169)

Independent Adjusted "F" "F"

R R2
variable R2 value sig
Talent Retention 0.414 0.171 0.161 95.61 0.00

* Dependent variable: Attaining Competitive Advantage

 59

Table (4.14) shows that a statistically a significant effect at a significant level (α≤0.

05) of Talent Retention on Attaining Competitive Advantage in the study sample

companies where "f" value reached (95.61) by statistically significant (0.00). (R) value

reached (0.414), (R2) value reached (0.171); which means that the value of 17% of changes

in Competitive Advantage, from changes in talent Retention practices.

So the fourth sub hypothesis was rejecting and accepts the alternative hypothesis to

read as follows: There is a significant impact of Talent Retention on Attaining

Competitive Advantage in the study sample companies at (α≤0.05).

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