Original Research

The impact of talent management on job satisfaction of registered nurses in Malawian public hospitals

George L. Dzimbiri, Alex Molefi
SA Journal of Human Resource Management | Vol 19 | a1513; | DOI: https://doi.org/10.4102/sajhrm.v19i0.1513 | © 2021 George L. Dzimbiri, Alex Molefi | This work is licensed under CC Attribution 4.0
Submitted: 11 November 2020 | Published: 23 August 2021

About the author(s)

George L. Dzimbiri, Department of Business Management, School of Business and Economic Sciences, Malawi University of Business and Applied Sciences, Blantyre, Malawi
Alex Molefi, Department of Industrial Psychology, Faculty of Industrial Psychology and Human Resource Management, North-West University, Mafikeng, South Africa


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Abstract

Orientation: Job satisfaction is the paramount tool to gauge whether employees are willing to stay or leave an organisation. Talent management as a key aspect of human resources management has a fundamental role to play in ensuring that employees are satisfied with their work so that they can stay within the organisation.

Research purpose: The purpose of this study was to establish the impact of talent management on job satisfaction of registered nurses in public hospitals of Malawi.

Motivation for study: There is a need for scientific knowledge concerning the connection between talent management and job satisfaction of registered nurses in public hospitals of Malawi as limited studies have been conducted in the Malawian context despite the nursing profession witnessing a dire voluntary attrition of nurses leading to severe shortages of nurses.

Research approach/design and method: The study uses a quantitative design by way of a cross - sectional survey method to determine the impact of talent management practices on job satisfaction of registered nurses. Data were collected from a sample of 834 registered nurses from the four main public hospitals of Malawi that were purposively selected. An adapted version of Minnesota Job Satisfaction Questionnaire (MSQ) combined with Human Capital Index questionnaire was administered to 834 nurses. Finally, 580 responses were found to be acceptable for analysis.

Main findings: The findings of the study demonstrate that talent management practices do not contribute towards job satisfaction of registered nurses in Malawian public hospitals. Regression analysis indicated that amongst nine elements of talent management practices, the predictors that are most effective in predicting the job satisfaction of registered nurses include, staffing, talent development and talent deployment.

Practical/managerial implication: The results of this study underscore the problematic nature of implementing talent management practices in public hospitals of Malawi. Management of public hospitals should appreciate these results as poor talent management practices can reduce job satisfaction among employees.

Contribution/value add: The findings, therefore, add to the body of knowledge on how talent management practices can contribute to job satisfaction.


Keywords

talent management; job satisfaction; nursing; public; hospitals; registered nurses; Malawi

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