Purpose

The purpose of this study is to examine the effect of succession planning practice (SPP) on employee engagement (EE) and employee performance (EP) in Malaysian private universities (MPU).

Design/methodology/approach

This paper used a survey research design, and the study unit of the analysis consists of the academic staff of MPU. In the selection of the sample from the focused respondents (10,473) of the study, a stratified and simple random sampling method was used, and the study sample consists of 314 MPU academic staff. A questionnaire was used to collect data from the focused respondents while partial least square–structural equation modeling (PLS-SEM) was used to test the study hypotheses.

Findings

The findings revealed that SPP has a significant effect on EP, and the relationship between SPP and EP is partially mediated by EE.

Practical implications

Sound succession systems for achieving academic staff performance should be put in place by the university management. Furthermore, the outcome of this research urges the policymaker to come up with a sound policy that can allow internal talents of the university to hold key leadership positions of any nature when the need arises before considering external talents, with that the talents will be satisfied and put decisive effort to achieve a positive result.

Originality/value

This paper has made a significant contribution to the knowledge and operationalization of the EE, EP and SPP literature. The research also assists the university management to mobilize qualified and talented staff for an unexpected and sudden resignation of staff which saves the university the cost of hiring and development, and at the same time, it encourages internal hiring.

中文翻译：

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学术机构员工敬业度对继任计划实践与员工绩效关系的中介作用：PLS-SEM方法

目的

本研究的目的是研究继任计划实践 (SPP) 对马来西亚私立大学 (MPU) 的员工敬业度 (EE) 和员工绩效 (EP) 的影响。

设计/方法/方法

本文采用调查研究设计，分析的研究单元由MPU的学术人员组成。在从研究的重点受访者（10,473人）中选择样本时，采用了分层简单的随机抽样方法，研究样本由314名MPU学术人员组成。问卷用于从重点受访者那里收集数据，而偏最小二乘结构方程模型（PLS-SEM）用于测试研究假设。

发现

研究结果表明，SPP 对 EP 有显着影响，并且 SPP 与 EP 之间的关系部分由 EE 介导。

实际影响

大学管理层应建立健全的学术人员绩效继任制度。此外，这项研究的结果敦促政策制定者在考虑外部人才之前，提出一个合理的政策，让大学内部人才在需要时担任任何性质的关键领导职务，这样人才会得到满足和果断努力，取得积极成果。

原创性/价值

本文对 EE、EP 和 SPP 文献的知识和操作化做出了重大贡献。该研究还有助于大学管理层调动合格和有才华的员工，以应对员工的意外和突然辞职，从而节省大学的招聘和发展成本，同时鼓励内部招聘。