Do Authentic Leadership And Organizational Citizenship Behavior Affect The Relationship Between Talent Management And Job Performance Among Teachers Of Private Sector Universities, Pakistan

Abstract

The purpose of the research was to determine how talent management, authentic leadership, organizational citizenship behavior, and job performance are connected to one another. This research also looked at the link between talent management and job performance and the mediating roles that authentic leadership and organizational citizenship behavior play. Using the Organizational Citizenship Behaviour scale (Podsakoff, MacKenzie, Moorman, & Fetter, 1990), the Authentic Leadership scale (Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008), the Job Performance scale (Goodman and Svyantek, 1999), and the talent management scale (Human Capital Institute, 2008), data were gathered from 539 teachers working in private institutions in the regions of Khyber Pakhtunkhwa, Balochestan, Punjab, and Sindh. According to the findings, there was a positive correlation between TM and AL (r =.496), TM and OCB (r =.391), and [1]TM and JP (r =.235). Additionally, a strong positive correlation between OCB and JP (r =.274) and AL and JP (r =.357) was also verified by the data. The inclusion of AL and OCB as mediators resulted in a drop in the regression coefficient of TM's impact on JP from 0.43 to 0.18. Therefore, the connection between TM and JP was partly mediated by AL and OCB.