Organizations must develop effective processes for attracting people through recruiting and selection if they want to succeed in the modern business climate. Talented people should be developed so they can meet both the present and future skill requirements. It is possible for insurance companies to outperform their rivals through the performance of talented employees. There are no retention plans for talented personnel among the insurance managers. Therefore, this study sought to fill the existing gap in literature by establishing the moderating effect of organization culture on the relationship between talent attraction and employee performance in insurance companies in Kenya. The study was guided by the following objectives: to determine the effect of talent attraction on employee performance in insurance companies, the influence of organization culture on employee performance in insurance companies in Kenya. Finally, to establish the moderating effect of organization culture on the relationship between talent attraction and employee performance in insurance companies in Kenya. The study was anchored on Human Capital Theory. The study adopted mixed research design. The study was conducted in 4 insurance companies in Kenya. The target population of the study comprised of human resource managers, sales managers and sales agents. The sample size was 4 human resource managers, 4 sales managers and 377 sales agents. The sample size was obtained by stratified, simple random sampling and purposive sampling techniques. Questionnaire and interview schedule were used to collect data. Data was analyzed using descriptive and inferential statistics and presented in tabular form. Data was subjected to Hierarchical regression model. From Hierarchical regression model summary results on organizational culture interaction with talent attraction and employee performance in insurance companies indicated that the independent variable explained 11.6% (R2 = 0.116) of the variance on employee performance in insurance companies and were statistically significant. The moderator organizational culture explained only 28.9% (R2 = 0.289) of the variance. The interaction of talent attraction and culture (TA*OC) explained 28.9% (R2 = 0.289) of the variance in employee performance in insurance firms and was not significant. The regression coefficients indicated that career talent attraction (? = 0.284, P =0.000), organization culture (?=.313, P=0.000), were positive. According to the study's findings, talent acquisition strategies have a considerable impact on employee performance in insurance companies. The organization culture does not moderate the relationship between talent attraction and employee performance. This confirmed that organization culture buffered the effect of talent attraction on employee performance. The study advises managers to recognize that developing talented people is crucial to the achievement of their business objectives, which suggests that it is crucial for the managers to look for employees with the competencies and abilities that will significantly contribute to their teams.
Ajemunigbohun, S. S., Tijani, A. A., & Oreshile, A. S. (2013). A Comparison of Reward Systems in Insurance Companies and Banks in Nigeria. Indian Journal of Commerce and Management Studies, 4 (3): 1-8 (India)
Alruwaili, N. F. (2018). Talent Management and Talent Building in Upgrading Employee Performance. European Journal of Sustainable Development,, 7(1), 98–106. .
Aned, A. M. O., Zainal, S. R. M., & Alya, A. M. O. (2013). Talent management. Journal of Management and Sustainability, 3(4), 110–113. doi:10.5539/ jms.v3n4p110
Anosh, M., Hamad, N., & Batool, A. (2014). Impact of Recruitment and selection of HR Department Practices. European Journal of Business and Management, 6(31), 200–205. Armstrong, M. (2006). A handbook of human resource management practice ((10th ed). ed.). London; Philadelphia: Kogan Page.
Armstrong, M. (2011). A handbook of Human Resource Management practices (10th ed). London & Philadelphia: Kogan Page Limited.
Association of Kenya Insurers (AKI). (2016). Insurance Industry Report. The Insurance Industry Report is an annual publication by the Association of Kenya Insurers (AKI).
Barkhuizen N., Mogwere, P., & Schutte, N. (2014a). Talent management, work engagement and service quality orientation of support staff in a higher education institution. Mediterranean Journal of Social Sciences, 5(4), 69-77.
Barkhuizen, N. (2014). How relevant is talent management in South African local government institutions? Mediterranean Journal of Social Sciences, 5(20), 2223-2230.
Becker, G. (1964). Human Capital. 2nd edition. Columbia University Press. New York.
Bhatt, K. (2015). Developing and sustaining intellectual assets of an organization through talent management: an analytical study of private sector insurance companies of Gujarat state.
Bratton, J., & Gold, J. (2017). Recruitment, Selection and Talent Management. London: UK.: Macmillan Education.
Bright, S. Z. D. (2012). Talent definition and talent management recognition in Chinese private owned enterprises. Journal of Chinese Entrepreneurship, 4(2), 143-163.
Business Management Review. (2013). Challenges facing management in Kenya. Retrieved 19th May 2018 from http://businessreviewkenya.com/challenges-facing management in-Kenya.
Buta, S. (2015). Human Capital Theory and Human Resource Management. Implications in Development of Knowledge Management Strategies. Ecoforum,, 4(1), 8.
Cappelli, P., & Keller, J. (2014). Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior,, 1(1), 305–331.
Chauhan, P., and Bhatt, K. (2015). Managing People of an Organization through Talent Management: A Factor Analysis Approach, International Journal of Scientific Research, 4 (4), 238-240.
Creswell, J. W. (2009). Research design: Qualitative, Quantitative, and Mixed methods approaches. 3rd ed. University of Nebraska-Lincoln: SAGE Publications, Inc
Crook, T. R., Todd, S. Y., Combs, J. G., Woehr, D. J., & Ketchen, D. J., Jr. (2011). Does human capital matter? A meta-analysis of the relationship between human capital and organization performance. Journal of Applied Psychology, 96(3), 443-456.
Deloitte. (2015).Insurance sector outlook for east africa 2015 continuous shifts. Nairobi
Desai, D. (2016). An analytical study on retention of financial planning advisors at Aviva Life Insurance, Pune, Maharashtra, India.ZENITH International Journal of Business Economics & Management Research, 6(3), 41-53.
Dixit, S., & Dean, A. (2018). The Impact of Talent Management on Job Satisfaction and Employee Performance in Public Sector Banks of Rajasthan. International Journal of Creative Research Thoughts, 6(1), 425–435.
Hill, C. E. (2009). Helping skills: Facilitating, exploration, insight, and action. American Psychological Association.
Jackalas, M. B., Martins, N., & Ungerer, L. M. (2016). The impact of demographic variables on organisational culture and employee motivation: evidence from a health insurance company in Botswana. Journal of Contemporary Management, 13(1), 357-384.
Johansdottir, L., Olaffson, S., & Davidsdottir, B. (2014). Insurance perspective on talent management and corporate social responsibility: A case study of Nordic insurers. Journal of Management and Sustainability, 4(1), 163–178. doi:10.5539/ jms.v4n1p163
Jolaosho, S., Olayink, A., S., , Raji, O. A., & Akintan, I. (2018). The Effect of Recruitment and Selection Process on Job Performance in Telecommunication Industry in Nigeria: An Assessment of MTN Customer Service Centre Abeokuta. International Journal of Management and Economics Invention, 4(2), 1639-1651.
Kessler, A. S., & Lulfesmann, C. (2006). The theory of human capital revisited: on the interaction of general and specific investments. The Economic Journal, 116(514), 903-923.
Kibui, A. W., Gachunga, H., & Namusonge, G. S. (2014). Role of talent management on employees retention in Kenya: A survey of state corporations in Kenya: Empirical review. International Journal of Science and Research, 3(2), 414-424.
Kigo, S. K. (2016). Effect of talent management strategies on employee retention in the insurance industy. Strategic Journal of Business & Change Management, 3(2).
Koketso, L. P., & Rust, A. A. B. (2012). Perceived challenges to talent management in the South African public service: An exploratory study of the city of Cape Town municipality. African Journal of Business Management, 6(6), 2221-2233.
Kumari, C., & Bala, K. (2016). Talent Acquisition–A Huge Challenge ForOrganisation.
Mangusho, Y. S., Murei, R. K., & Nelima, E. (2015). Evaluation of Talent Management on Employees Performance in Beverage Industry: A Case of Delmonte Kenya Limited. International Journal of Humanities and Social Science, 5(8), 9.
Mccracken, M., Mcivor, R., Treacy, R., & Wall, T. (2017). Human Capital Theory: Assessing the Evidence for The Value and Importance of People to Organisational Success.: CIPD Publications.
Mendez, E., & Stander. (2011). Positive Organization. ‘The role of Leader Behaviour in work Engagement and Retention’, South African Journal of Industrial Psychology,(37)1. 44-60
Merlevede, P. (2014). Talent Management: A Focus on Excellence. Managing Human Resources in a Knowledge Economy.
Moayedi, Z., & Vaseghi, M. (2016). The effect of talent management on organizational success. Scinzer Journal of Accounting and Management, 2(3), 16-20.
Ndolo, F., Kingi, D. W., & Ibua, D. M. (2017). Effect of Talent Management Practices on Employee Performance among Commercial Based State Corporations in Kenya. International Journal of Management and Commerce Innovations, 5(1), 580-591.
Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-43.
Oladapo, V. (2014). The impact of talent management on retention. Journal of business studies quarterly, 5(3), 19.
Pahos, N., & Galanaki, E. (2018). Staffing practices and employee performance: the role of age. Evidence-Based HRM. A Global Forum for Empirical Scholarship.
Paleri, P. (2018). Capital Human (In P. Paleri (Ed.), Human Investment Management: Raise the Level by Capitalizing Human ed.). Singapore: Springer.
Rabbi, F., Ahad, N., Kousar, T., & Ali, T. (2015). Talent management as a source of competitive advantage. Asian Economic and Social Society, 5(9), 208-214.
Rahmany, S. M. (2018). The Effect of Recruitment and Selection Process on Employees’ Performance: The Case Study of Afghanistan Civil Servant. International Journal of Business and Management Invention, 7(2), 61-71.
Rop, L., & Kwasira, J. (2015). Influence of Talent Attraction on Organizational Performance in Public University Campuses in County Government of Nakuru, Kenya. Int. J. Manag. Inf. Technol, 10, 2453-2460.
Shaikh, M. R., Tunio, R. A., & Shah, I. A. (2017). Factors Affecting to Employee’s Performance. A Study of Islamic Banks. International Journal of Academic Research in Accounting, Finance and Management Sciences, 7(1), 312-321.
Songa, J. V., & Oloko, M. (2016). Influence of Talent Attraction and Retention on Organization Performance: A Case of Kisumu County Government, Kenya. Int. J. Humanit. Soc. Stud, 4, 82-91.
Stahl, G., Bjorkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., & Wright, P. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
Teixeira, P. N. (2014). Gary Becker’s early work on human capital - collaborations and distinctiveness. IZA Journal of Labor Economics, 3(1), 1-20.
Thomas, H., Smith, R. R., & Diez, F. (2013). Human Capital and Global Business Strategy.: Cambridge University Press
McCracken, M., McIvor, R., Treacy, R., & Wall, T. (2017). Human capital theory: Assessing the evidence for the value and importance of people to organizational success. Chartered Institute of Personnel and Development: Belfast, Northern Ireland.
Turana, J. O. (2010). New Regulations Seen Hurting Micro-Finance. Nairobi. Business Daily Africa. Worldwide Knowledge Sharing Platform
Yagub & Khan. (2011). The Role of Employer Branding and Talent Management for Organizational Attractiveness. Far East Journal of Psychology and Business, Far East Research Centre, Vol. 5(5) pages 57-65.
Yamane, T. (1972). “Statistics: An introductory analysis.” New York: Harper & Row.
Ajemunigbohun, S. S., Tijani, A. A., & Oreshile, A. S. (2013). A Comparison of Reward Systems in Insurance Companies and Banks in Nigeria. Indian Journal of Commerce and Management Studies, 4 (3): 1-8 (India)
Alruwaili, N. F. (2018). Talent Management and Talent Building in Upgrading Employee Performance. European Journal of Sustainable Development,, 7(1), 98–106. .
Aned, A. M. O., Zainal, S. R. M., & Alya, A. M. O. (2013). Talent management. Journal of Management and Sustainability, 3(4), 110–113. doi:10.5539/ jms.v3n4p110
Anosh, M., Hamad, N., & Batool, A. (2014). Impact of Recruitment and selection of HR Department Practices. European Journal of Business and Management, 6(31), 200–205. Armstrong, M. (2006). A handbook of human resource management practice ((10th ed). ed.). London; Philadelphia: Kogan Page.
Armstrong, M. (2011). A handbook of Human Resource Management practices (10th ed). London & Philadelphia: Kogan Page Limited.
Association of Kenya Insurers (AKI). (2016). Insurance Industry Report. The Insurance Industry Report is an annual publication by the Association of Kenya Insurers (AKI).
Barkhuizen N., Mogwere, P., & Schutte, N. (2014a). Talent management, work engagement and service quality orientation of support staff in a higher education institution. Mediterranean Journal of Social Sciences, 5(4), 69-77.
Barkhuizen, N. (2014). How relevant is talent management in South African local government institutions? Mediterranean Journal of Social Sciences, 5(20), 2223-2230.
Becker, G. (1964). Human Capital. 2nd edition. Columbia University Press. New York.
Bhatt, K. (2015). Developing and sustaining intellectual assets of an organization through talent management: an analytical study of private sector insurance companies of Gujarat state.
Bratton, J., & Gold, J. (2017). Recruitment, Selection and Talent Management. London: UK.: Macmillan Education.
Bright, S. Z. D. (2012). Talent definition and talent management recognition in Chinese private owned enterprises. Journal of Chinese Entrepreneurship, 4(2), 143-163.
Business Management Review. (2013). Challenges facing management in Kenya. Retrieved 19th May 2018 from http://businessreviewkenya.com/challenges-facing management in-Kenya.
Buta, S. (2015). Human Capital Theory and Human Resource Management. Implications in Development of Knowledge Management Strategies. Ecoforum,, 4(1), 8.
Cappelli, P., & Keller, J. (2014). Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior,, 1(1), 305–331.
Chauhan, P., and Bhatt, K. (2015). Managing People of an Organization through Talent Management: A Factor Analysis Approach, International Journal of Scientific Research, 4 (4), 238-240.
Creswell, J. W. (2009). Research design: Qualitative, Quantitative, and Mixed methods approaches. 3rd ed. University of Nebraska-Lincoln: SAGE Publications, Inc
Crook, T. R., Todd, S. Y., Combs, J. G., Woehr, D. J., & Ketchen, D. J., Jr. (2011). Does human capital matter? A meta-analysis of the relationship between human capital and organization performance. Journal of Applied Psychology, 96(3), 443-456.
Deloitte. (2015).Insurance sector outlook for east africa 2015 continuous shifts. Nairobi
Desai, D. (2016). An analytical study on retention of financial planning advisors at Aviva Life Insurance, Pune, Maharashtra, India.ZENITH International Journal of Business Economics & Management Research, 6(3), 41-53.
Dixit, S., & Dean, A. (2018). The Impact of Talent Management on Job Satisfaction and Employee Performance in Public Sector Banks of Rajasthan. International Journal of Creative Research Thoughts, 6(1), 425–435.
Hill, C. E. (2009). Helping skills: Facilitating, exploration, insight, and action. American Psychological Association.
Jackalas, M. B., Martins, N., & Ungerer, L. M. (2016). The impact of demographic variables on organisational culture and employee motivation: evidence from a health insurance company in Botswana. Journal of Contemporary Management, 13(1), 357-384.
Johansdottir, L., Olaffson, S., & Davidsdottir, B. (2014). Insurance perspective on talent management and corporate social responsibility: A case study of Nordic insurers. Journal of Management and Sustainability, 4(1), 163–178. doi:10.5539/ jms.v4n1p163
Jolaosho, S., Olayink, A., S., , Raji, O. A., & Akintan, I. (2018). The Effect of Recruitment and Selection Process on Job Performance in Telecommunication Industry in Nigeria: An Assessment of MTN Customer Service Centre Abeokuta. International Journal of Management and Economics Invention, 4(2), 1639-1651.
Kessler, A. S., & Lulfesmann, C. (2006). The theory of human capital revisited: on the interaction of general and specific investments. The Economic Journal, 116(514), 903-923.
Kibui, A. W., Gachunga, H., & Namusonge, G. S. (2014). Role of talent management on employees retention in Kenya: A survey of state corporations in Kenya: Empirical review. International Journal of Science and Research, 3(2), 414-424.
Kigo, S. K. (2016). Effect of talent management strategies on employee retention in the insurance industy. Strategic Journal of Business & Change Management, 3(2).
Koketso, L. P., & Rust, A. A. B. (2012). Perceived challenges to talent management in the South African public service: An exploratory study of the city of Cape Town municipality. African Journal of Business Management, 6(6), 2221-2233.
Kumari, C., & Bala, K. (2016). Talent Acquisition–A Huge Challenge ForOrganisation.
Mangusho, Y. S., Murei, R. K., & Nelima, E. (2015). Evaluation of Talent Management on Employees Performance in Beverage Industry: A Case of Delmonte Kenya Limited. International Journal of Humanities and Social Science, 5(8), 9.
Mccracken, M., Mcivor, R., Treacy, R., & Wall, T. (2017). Human Capital Theory: Assessing the Evidence for The Value and Importance of People to Organisational Success.: CIPD Publications.
Mendez, E., & Stander. (2011). Positive Organization. ‘The role of Leader Behaviour in work Engagement and Retention’, South African Journal of Industrial Psychology,(37)1. 44-60
Merlevede, P. (2014). Talent Management: A Focus on Excellence. Managing Human Resources in a Knowledge Economy.
Moayedi, Z., & Vaseghi, M. (2016). The effect of talent management on organizational success. Scinzer Journal of Accounting and Management, 2(3), 16-20.
Ndolo, F., Kingi, D. W., & Ibua, D. M. (2017). Effect of Talent Management Practices on Employee Performance among Commercial Based State Corporations in Kenya. International Journal of Management and Commerce Innovations, 5(1), 580-591.
Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-43.
Oladapo, V. (2014). The impact of talent management on retention. Journal of business studies quarterly, 5(3), 19.
Pahos, N., & Galanaki, E. (2018). Staffing practices and employee performance: the role of age. Evidence-Based HRM. A Global Forum for Empirical Scholarship.
Paleri, P. (2018). Capital Human (In P. Paleri (Ed.), Human Investment Management: Raise the Level by Capitalizing Human ed.). Singapore: Springer.
Rabbi, F., Ahad, N., Kousar, T., & Ali, T. (2015). Talent management as a source of competitive advantage. Asian Economic and Social Society, 5(9), 208-214.
Rahmany, S. M. (2018). The Effect of Recruitment and Selection Process on Employees’ Performance: The Case Study of Afghanistan Civil Servant. International Journal of Business and Management Invention, 7(2), 61-71.
Rop, L., & Kwasira, J. (2015). Influence of Talent Attraction on Organizational Performance in Public University Campuses in County Government of Nakuru, Kenya. Int. J. Manag. Inf. Technol, 10, 2453-2460.
Shaikh, M. R., Tunio, R. A., & Shah, I. A. (2017). Factors Affecting to Employee’s Performance. A Study of Islamic Banks. International Journal of Academic Research in Accounting, Finance and Management Sciences, 7(1), 312-321.
Songa, J. V., & Oloko, M. (2016). Influence of Talent Attraction and Retention on Organization Performance: A Case of Kisumu County Government, Kenya. Int. J. Humanit. Soc. Stud, 4, 82-91.
Stahl, G., Bjorkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., & Wright, P. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
Teixeira, P. N. (2014). Gary Becker’s early work on human capital - collaborations and distinctiveness. IZA Journal of Labor Economics, 3(1), 1-20.
Thomas, H., Smith, R. R., & Diez, F. (2013). Human Capital and Global Business Strategy.: Cambridge University Press
McCracken, M., McIvor, R., Treacy, R., & Wall, T. (2017). Human capital theory: Assessing the evidence for the value and importance of people to organizational success. Chartered Institute of Personnel and Development: Belfast, Northern Ireland.
Turana, J. O. (2010). New Regulations Seen Hurting Micro-Finance. Nairobi. Business Daily Africa. Worldwide Knowledge Sharing Platform
Yagub & Khan. (2011). The Role of Employer Branding and Talent Management for Organizational Attractiveness. Far East Journal of Psychology and Business, Far East Research Centre, Vol. 5(5) pages 57-65.
Yamane, T. (1972). “Statistics: An introductory analysis.” New York: Harper & Row.
