Main Article Content
Purpose – The purpose of this paper is to investigate the influence of Talent management practices (Talent Acquisition, Talent Development, and Talent Retention), and Employee Engagement through mediation role of Organizational Justice in Al-Shifa hospital, European, Nasar hospital
Design/methodology/approach – Quantitative data were collected from Al-Shifa hospital, European, Nasar hospital; AMOS software (version 24) was used in testing the relationship, as well as testing the mediating effect of Organizational Justice.
Findings – The results revealed support for the mediating role of Organizational Justice on the relationship between Talent management practices (Talent Acquisition, Talent Development, and Talent Retention), and Employee Engagement.
Research limitations/implications – Policymakers and executives at three Palestinian public hospitals in Gaza should think about how to successfully embrace and execute Talent management practices that might promote and improve workers' perceptions of organizational justice. The health industry may improve employee engagement and increase organizational commitment, job satisfaction, and minimize turnover by adopting and implementing these strategies.
Practical implications – This study contributes to the understanding of the relationship between Talent management and Employee Engagement by clarifying a pathway between these variables. This study also generalizes consistent findings on the Talent management practices and Employee Engagement relationship to a different discipline and context, i.e. health sector.
Originality/value – This study adds to the domain of Human resource management by Organizational Justice as a mediator between Talent management practices (Talent Acquisition, Talent Development, and Talent Retention), and with work outcomes (Employee Engagement) in the middle east.