How talent management execution impacts career experiences: exploring the organization-individual intersect.

The aim of the research was to investigate the ways in which talent management execution impacts the individual career experiences of talent, specifically exploring how talent management execution and career enablement can be closer aligned to unlock value for both the organization and the individual. A qualitative research design was employed to explore the research question. During the first phase of the research data was collected from 13 talent management professionals using purposeful sampling and semi-structured interviews. During the second phase of the research the Delphi method was used to validate the findings (n = 8). Four broad themes were identified as the most prominent ways in which talent management execution impacts the career experiences of individuals. The first is the philosophical underpinning that the organization holds in how talent is defined as well as the exclusivity or inclusivity of their approach. The second is the identification criteria used to identify talent within the organization. Thirdly, the extent to which talent management practices are aligned with career enablement practices and the congruence between these. Lastly, the role of the psychological contract and employee experience in managing mutual expectations. The resultant tension must be proactively managed by (1) clearly articulating the talent philosophy and making this visible through talent management execution, (2) ensuring alignment between talent management practices and the career enablement available to talent, and (3) delivering on expectations through the lived experiences of talent. The study contributes to the existing body of knowledge on talent management and careers, with a specific focus on the intersection between these and defining ways to align these practices to create congruent and authentic career experiences for individuals.

Emotional well-being and work engagement of nurses who moonlight (dual employment) in private hospitals.

BACKGROUND AND AIM: Given the myriad occupational stressors of nursing itself, plus the challenges of moonlighting, we aimed to investigate the emotional well-being of moonlighting nurses and their work engagement. Well-being was defined by levels of general health, mental health, emotional exhaustion, personal accomplishment, compassion satisfaction and compassion fatigue. DESIGN: A cross-sectional descriptive survey (December 2017 to March 2018) at private health care facilities in a Metropolitan Municipality, South Africa. METHODS: Two hundred and fifty-one nurses completed self-administered questionnaires, which comprised of validated scales. RESULTS: Nurses were at low risk for emotional exhaustion (M=12.8; SD=11.23) and scored high on compassion satisfaction (M=42.34; SD=7.22) and work engagement (M=4.87, SD=1.18). Personal accomplishment (t= 2.535; P<.05) compassion satisfaction (t= 6.790; P=.000) and mental health (t=3.206; P<.05) made a statistically significant unique contribution to the prediction of work engagement. Nurses who had considered leaving the profession scored significantly higher on emotional exhaustion and compassion fatigue. CONCLUSION: Nurses who moonlighted in private health care facilities reported low risk for burnout and high levels of compassion satisfaction and work engagement. Further research is needed to explore the reasons for these findings. Attention must be given to ensuring the occupational well-being of nurses in order to retain them in the profession.

A partial validation of the WHOQOL-OLD in a sample of older people in South Africa.

BACKGROUND: This paper describes the psychometric properties of the WHOQOL-OLD, an add-on module to the World Health Organization's Quality of Life measure for older people in a South African sample. The WHOQOL-OLD module was further condensed into three short versions which contain the best items of the original module. The psychometric properties associated with the three short versions of the WHOQOL-OLD are also described. METHOD: Data were collected from Afrikaans-speaking older people (n=176) residing in long-term care facilities in Potchefstroom, situated in the North-West province of South Africa. The mean age of participants was 77 years (SD=8.1). Fifty participants were males and 126 were females. All reported average-to-good health and cognitive ability. RESULTS: The current study found encouraging results related to the original factor structure of the WHOQOL-OLD as well as the three short versions of this instrument. Results stemming from the data of the current sample seem to be a good fit with the original factor structure of the WHOQOL-OLD. The reliabilities associated with the various sub-dimensions point to a reliable instrument. CONCLUSIONS: The WHOQOL-OLD with its 24 items or any of the three short versions of this instrument can, therefore, be utilised in a South African context (Version 3 of the short versions seems to be the better fitting version).