أثر إدارة المواهب في الإلتزام التنظيمي بمؤسسات التعليم العالي الجزائرية : دراسة تطبيقية بجامعة بسكرة

الملخص EN

The purpose of this research paper is to discern the perceptions of the administrative staff towards the level of availability of talent management and the prevailing organizational commitment at Biskra University and to define the nature of the relationship and the impact between them.

The study population contains all administrative staff at Biskra University, who numbered (758) male and female employees.

By reason of the current health conditions (Coronavirus pandemic), we took a simple random sample of size (90), where the questionnaire was distributed to all of them through several field visits, and (65) valid questionnaires were retrieved from them for statistical analysis.

In the statistical analysis of the data, several statistical methods were used, including: analysis of variance, descriptive statistics measures (arithmetic mean, standard deviation), multiple regression analysis.

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The study came to several results, the most important of which are: the level of availability of talent management at Biskra University was average according to the scale of the study, and the level of organizational commitment among the administrative staff at Biskra University was average, as well as there was a significant effect of talent management on the organizational commitment of the university under study, and 11.

7 % of the changes that happened in organizational commitment is elucidated by changes in talent management.

Furthermore, the presence of statistically significant differences at the 95% confidence level in the level of organizational commitment among administrative employees due to the variables of age and job level.

On top of that the study reached a number of recommendations, most notably: the university should use all available means to announce the need for employees and to attract the largest possible number of talented applicants, and effective training programs should be provided to develop the capabilities of talented employees, and provide a positive environment that helps improve knowledge sharing among the talented within the University.

This is in addition to treating talented employees as partners rather than employees.