Shaping Employee Performance Through Culture: Exploring The Moderating Effect Of Organizational Culture In Talent Management Within The Banking Sector

Abstract

Introduction: Effective and efficient talent management has been a significant contributor for improving employee performance. The organization culture also does impacts employee performance, which has positive effects as per existing literature. Therefore, the moderation effects of organization culture in that relationship are yet to be fully researched especially in the setting of banking sectors in Nepal. This research shows the effects of how organizational culture (OC) may moderate talent management and its implications while enhancing the performance of employees in commercial banks.

Objectives: The major purpose and objective of this research is to explore effects of talent management on the employees’ performances, moderated by organization culture – exploring the banking sector of Nepal.

Methods: This paper is quantitative research conducted by using SEM for testing and validating the relationship between variables, EFA to examine the model fit, validity and reliability were tested from CFA. The sample of 240 employees of different commercial banks of Nepal were surveyed to discover the application of the talent management, organization culture & it’s moderating effect on employee performance.

Results: The result of this research indicates that talent management in an organization has positive results on employee performance. More significant about this study is about the organizational culture having its moderation effects on the relationship, whereby the talent management exerts a greater impact on employee performance. Thus, the practical implication from this study is for enhancing better management practices on maintaining favorable and supportive organization culture, and also for optimizing employees’ enhanced performance in terms of practicing appropriate talent management practices.

Conclusions:The study provides an original regional contribution to the literature that has implications not only for Nepal but for other developing economies as well in which the role of organizational culture, which is considered a crucial factor that influences the outcomes of talent management practice.