The mediating effect of leadership competences on the relationship between talent management practices and employees performance in Sharjah Housing Department, UAE

This study examined the impact of talent management practices (realistic job previews, performance-based compensation, work-life balance, perceived organizational support, mentoring, training and development) on employee performance. Additionally, this study also investigated how leadership competencies mediate the relationships between realistic job previews, performance-based compensation, work-life balance, perceived organizational support, mentoring, training and development, and employees’ performance in the department of housing in UAE. A total of 378 questionnaires were distributed to employees across all departments of government housing in UAE, encompassing management, supervisors, and managers. Out of these, 299 were completed and returned. However, only 280 of the returned questionnaires were utilized for analysis using Structural Equation Modeling (SEM) - Partial Least Squares (PLS). The findings of the study showed a significant effect of talent management practices (realistic job previews, performance-based compensation, work-life balance, perceived organizational support, mentoring, training and development) on employees’ performance. The results also revealed the mediating effect of leadership competencies on the relationships between realistic job previews, performance-based compensation, work-life balance, perceived organizational support, mentoring, training and development and employees’ performance. The current study also discussed the implications of the findings, recommendations for future research and addressed its limitations.