Examining the Moderating Effect of Organizational Culture on the Relationship between Talent Management, Job Innovation and Well-being at Work

Abstract

 Responding to previous studies calls to integrate organizational culture with other organizational practices; this study is concerned with exploring the moderating role of organizational culture in the relationship between Talent management, job Innovation and Well-being at work, as two important predictors of organizational performance. There is a limited amount of empirical studies on Talent management specifically in African countries including Egypt. Egypt has a different culture than European and Asian countries and consequently a different organizational culture. Based on Judgmental sampling, questionnaires were submitted to the employees of 3 public and 6 private banks which are included in the list of Top Banks of the Central Bank of Egypt. SPSS was used to measure the validity and reliability of the questionnaires. Hypotheses' testing was done using Structural Equation Modelling (PLS-SEM). Results proved a positive and significant impact of Talent management on employees' Job innovation and Well-being. However, organizational culture did not moderate the relationship between Talent management with employees' Innovation and Well-being at work. No significant difference was found between public and private banks in Egypt either in Talent management practices or the strength of Organizational culture.