The Impact of Talent Management on Organizational Ambidexterity with the Mediating Role of Innovative Work Behavior in the General Department of Natural Resources and Watershed Management of Mazandaran Province (Nowshahr)
Keywords:
Talent management, organizational ambidexterity, innovative work behaviorAbstract
This study aimed to examine the impact of talent management on organizational ambidexterity with the mediating role of innovative work behavior in the General Department of Natural Resources and Watershed Management of Mazandaran Province (Nowshahr). This applied research employed a descriptive-survey design. The statistical population consisted of 420 employees of the General Department of Natural Resources and Watershed Management in Nowshahr, from whom 201 participants were selected using simple random sampling based on Morgan’s table. Data were collected using three standardized questionnaires: Sheri et al. (2021) Talent Management (9 items), Zibar et al. (2024) Organizational Ambidexterity (10 items), and Motuni et al. (2022) Innovative Work Behavior (5 items). Construct validity was confirmed through confirmatory factor analysis, and reliability was verified using Cronbach’s alpha coefficients (0.893 for talent management, 0.905 for organizational ambidexterity, and 0.874 for innovative work behavior). Data analysis was conducted using SPSS 20 and LISREL 8.8 through structural equation modeling. Results indicated that talent management had a positive and significant direct effect on organizational ambidexterity (β=0.22, t=4.37). Talent management also significantly influenced innovative work behavior (β=0.64, t=10.70). Innovative work behavior demonstrated a strong positive and significant effect on organizational ambidexterity (β=0.67, t=11.88). The indirect effect of talent management on organizational ambidexterity through innovative work behavior was 0.43 (t=9.37), confirming a significant mediating role. Model fit indices (CFI=0.97, RMSEA=0.077, χ²/df=3.03) indicated an acceptable model fit. The findings suggest that strengthening talent management policies, fostering employee development and retention, and creating a supportive environment for innovative behaviors can substantially enhance organizational ambidexterity in public sector organizations.
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