2013CutajarBDSocDci.pdf (1.58 MB)
The Impact of Organisational Culture on the Management of Employees’ Talents: The Case of Maltese ICT Organisations
thesis
posted on 2013-09-26, 09:47 authored by Beverly CutajarOrganisational culture is one key phenomenon that was investigated both in
comparative ways as well as an influence on various management mechanisms and
systems, in academic and practitioner literature. Talent management is one such
mechanism that has attracted debate in practitioner domains, although academic
research is lacking.
This study investigates the effect of organisational culture on employee talent
management, taking the case of Malta based ICT companies. It includes a review of
literature about organisational culture and structure, agency and talent management,
exploring gaps in literature that call for further research.
In addressing one such gap, this study reports the findings established in research
conducted among identified stakeholders who are related to the Maltese ICT sector. It
presents the views discovered through qualitative interviews among senior and middle
management in ICT firms. These views are compared and contrasted against the
findings made from a quantitative investigation involving a self-completion survey, in
which, 79 managers and 128 employees engaged in ICT firms in Malta participated.
The main findings suggest that most organisations do not have a culture built around a
clear set of values. Secondly, there is no talent structure based on HR practices that
feeds into the business strategy. Thirdly, this research found no evidence of
measurement of the return on investment of talent among the Maltese ICT firms
participating in this study.
These findings support some of the theoretical issues presented in the literature review
that show the lack of guiding principles around talent and the impact of organisational
culture on the management of talents.
The recommendations presented in this study show how organisations can embrace a
culture focusing on creating a talent “mindset” for effective talent optimisation that
enhances performance and productivity.
History
Supervisor(s)
Sung, Chi; Venter, KatharineDate of award
2013-03-01Awarding institution
University of LeicesterQualification level
- Doctoral
Qualification name
- DSocSci