The Impact of Talent Management on Job Burnout of Nurses: The Mediating Role ofOrganizational Commitment

Abstract

Nurse job burnout is an internationally impactful issue with severe patient care, employee health, and healthcare system outcomes (Maslach, Schaufeli, and Leiter, 2001; Dyrbye and Shanafelt, 2016). One of the suggested strategic organizational responses to workforce stressors has been talent management, which is the practices of attracting, developing, retaining and engaging high-potential staff (Collings and Mellahi, 2009). In this research, the author examines the correlation between talent management (TM) and job burnout in government hospitals in Khyber Pakhtunkhwa (KP), Pakistan, and then hypothesizes the mediating variable of organizational commitment (OC). Validated scales (adapted Talent Management scale, the Maslach Burnout Inventory (MBI), the Organizational Commitment Questionnaire (OCQ) by Meyer and Allen) were used to conduct a cross-sectional survey of 648 nurses working in different government hospitals in KP. Descriptive statistics, Pearson correlations, hierarchical regression, and mediation analysis with the help of PROCESS (Model 4) were applied to analyze the data. Results indicate that higher perceived TM is significantly associated with lower burnout (β = −.34, p < .001). Organizational commitment partially mediates this relationship: TM positively predicts OC (β = .42, p < .001), and OC negatively predicts JB (β = −.28, p < .001); the indirect effect was significant (bootstrapped 95% CI did not include zero). Findings suggest that implementing systemic TM practices can reduce nurse burnout by strengthening their commitment to the organization. Practical recommendations for hospital administrators and policymakers in Pakistan are presented; limitations and directions for future research are discussed