Purpose

This study aims to examine the role of talent management (TM) in improving organizational sustainability (OS). The study also investigates employees’ sustainable behaviour (SB) in achieving three-dimensional sustainability goals (i.e. economic, social and environmental).

Design/methodology/approach

This study focused on medium and large-scale manufacturing firms, whereas the sample size was 196 firms. Data was collected through close-ended questionnaires using the cluster sampling technique. The partial least square-structural equation modelling was used to estimate the modelled relationships.

Findings

Results show a significant direct impact of TM on OS. Likewise, the results also show a substantial impact of all three dimensions of TM (acquisition, development and retention) on OS. Results confirm that employees’ SB positively mediates between TM and OS.

Research limitations/implications

The study focuses on the manufacturing sector of Pakistan. The study’s findings imply that TM strategies are an indispensable source of sustainability to attract, develop and retain talented employees in the situation of talent shortage. Moreover, sustainable employees’ behaviour is also depicted as a positive role between TM and OS because sustainable success is not only required the expertize of employees, but it also needs the dedication of employees.

Practical implications

This study enhances the understanding of TM’s role in improving the OS. The findings imply that a firm should consider TM as the apex strategy for elevating the performance. Findings also reveal the need to adopt a comprehensive strategy or system to manage the talent of an organization.

Originality/value

Linking the TM with OS and SB is the novelty of the study.

中文翻译：

---

人才管理和组织可持续性：可持续行为的作用

目的

本研究旨在检验人才管理 (TM) 在提高组织可持续性 (OS) 中的作用。该研究还调查了员工在实现三个维度的可持续发展目标（即经济、社会和环境）方面的可持续行为（SB）。

设计/方法/方法

本研究侧重于大中型制造企业，样本规模为 196 家企业。使用整群抽样技术通过封闭式问卷收集数据。偏最小二乘结构方程建模用于估计建模关系。

发现

结果显示 TM 对 OS 有显着的直接影响。同样，结果也显示了 TM 的所有三个维度（获取、开发和保留）对 OS 的重大影响。结果证实员工的 SB 在 TM 和 OS 之间具有正向中介作用。

研究限制/影响

该研究侧重于巴基斯坦的制造业。研究结果表明，在人才短缺的情况下，TM 战略是吸引、培养和留住优秀员工的不可或缺的可持续性来源。此外，可持续的员工行为也被描述为 TM 和 OS 之间的积极作用，因为可持续的成功不仅需要员工的专业知识，还需要员工的奉献精神。

实际影响

本研究加深了对 TM 在改善 OS 中的作用的理解。研究结果表明，公司应将 TM 视为提升绩效的最高战略。调查结果还表明，需要采用全面的战略或系统来管理组织的人才。

原创性/价值

将 TM 与 OS 和 SB 联系起来是这项研究的新颖之处。