How Talent Management is related to Employee Brand Equity? Multilevel Moderated mediated Study of Work Family Spillover and Employee Wellbeing

Abstract

Aim of the Study: This study examined how talent management affects employee brand equity in the particular setting of Pakistani higher education institutions in an effort to fill in research gaps by drawing on the conservation of resource theory. It looked on the ways in which employee well-being as mediator influences the relationship between employee brand equity and talent management. Additionally, it sought to determine the moderating role work family spillover plays in affecting the link between employee wellness and talent management.

Methodology: In this study, (N=412) higher education faculty members from Rawalpindi and Islamabad were embedded in 103 groups using a unique data collection and a multilevel architecture. Data was gathered via an online questionnaire that was time-lag surveyed. Multilevel structural equation modeling in M-plus version 7 was used to get the results.

Findings: The findings of this study showed that talent management strategies positively and significantly influence employee brand equity. The relationship between talent management and employee brand equity was mediated by employee well-being. Moreover, Work family spillover proved to be a significant moderator in the relationship between talent management and employee wellbeing.

Conclusion: Overall, this research emphasizes the complex interactions between talent management practices, employee wellbeing, and the development of a positive employee brand in Pakistan's vibrant and diverse higher education landscape by using a multilevel approach that acknowledges the complexity of organizational dynamics. It also hopes to offer useful perspectives for HR professionals, organizational leaders, and legislators in the higher education sector.