Purpose

The aim of this paper is to examine the effect of talent management (TM) practices on employee performance (EP) among academic staff of Malaysian private universities (MPU) through employee engagement (EE).

Design/methodology/approach

This paper used both descriptive and quantitative approaches, while the research unit of analysis consists of MPU academic staff. A simple random and stratified sampling approach was utilized in this study while, the research sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the target population, while partial least squares–structural equation modeling was used to evaluate the study hypotheses through a bootstrapping approach.

Findings

This paper results demonstrated that TM practices (succession planning practice, promotion practice and performance appraisal practice) have a significant effect on EP, while EE mediates the relationship between TM practices and EP in MPU.

Practical implications

This paper encourages university management to adopt and invest in TM practices for effective EE to achieve and sustain EP.

Originality/value

This paper has made a significant contribution to knowledge and to the operationalization of EE, EP and TM practices literature, which could help to develop theory, model, practice and research in areas of work performance.

中文翻译：

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马来西亚私立大学学术人员中员工绩效的人才管理实践：作为调解员的员工敬业度

目的

本文旨在通过员工敬业度 (EE) 研究人才管理 (TM) 实践对马来西亚私立大学 (MPU) 学术人员的员工绩效 (EP) 的影响。

设计/方法/方法

本文使用描述性和定量方法，而分析的研究单元由 MPU 的学术人员组成。本研究采用简单的随机分层抽样方法，研究样本由 314 名 MPU 学术人员组成。问卷用于收集目标人群的数据，而偏最小二乘结构方程模型用于通过自举方法评估研究假设。

发现

本文结果表明，TM 实践（继任计划实践、晋升实践和绩效评估实践）对 EP 有显着影响，而 EE 在 MPU 中调节 TM 实践与 EP 之间的关系。

实际影响

本文鼓励大学管理层采用并投资于 TM 实践，以实现有效的 EE 以实现和维持 EP。

原创性/价值

本文对知识和 EE、EP 和 TM 实践文献的操作化做出了重大贡献，有助于在工作绩效领域发展理论、模型、实践和研究。