The Role of Talent Attraction and Work Engagement on Employee Job Satisfaction: Kenyan Oil and Gas Perspective
DOI:
https://doi.org/10.47941/jbsm.3411Keywords:
Work Engagement, Job Satisfaction, Talent AttractionAbstract
Purpose: The focus of the study was to assess how staff satisfaction in Kenya's oil and gas industry was impacted by the talent attraction through mediation of job engagement.
Methodology: This inquiry used quantitative method and relied on questionnaires to collect data on the research objectives. The positivist philosophy was employed in the study. 281 questionnaires were distributed to employees of 30 Oil Marketing Companies selected using simple random sampling technique. The quantitative information was analysed using Statistical Package for the Social Sciences (SPSS).
Findings: According to the regression results, there was a positive and statistically significant relationship between talent attraction and work engagement in the petroleum sector. Further, work engagement had a positive and statistically significant impact on work satisfaction. Although not statistically significant, talent attraction had a favourable impact on job satisfaction in the petroleum industry. Finally, the relationship between job satisfaction and talent attractiveness was mediated by work engagement. Thus, the study concluded that a major mediator of the association between job happiness and talent attractiveness was work engagement.
Unique Contribution to Theory, Practice and Policy: The inquiry recommends oil company management incorporate targeted talent attraction strategies together with engagement opportunities to develop a satisfied workforce. Recruitment processes should communicate the organisation’s core values, mission, and long-term goals. Firms should also incorporate value-based assessments and cultural fit evaluations into the recruitment process. Additionally, management should create a meaningful and purpose-driven work environment. Finally, it is imperative that petroleum companies ensure that during recruitment processes, they intentionally target individuals likely to become engaged based on the personality traits, motivation, and values.
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