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Talent Management Practices and Perceived Sustainable Competitive Advantage of the Kenya’s Commercial Banks in Nairobi County: Interaction Effect of Organizational Justice

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  • Stephen Makewit Mosong

    (Moi University)

  • Dr. Peninah Tanui

    (Moi University)

Abstract

The inability of commercial banks to attain sustainable competitive advantage that can be defended over time and that which competitors are unable to imitate have exposed banks to survival challenges in their operating environment. The purpose of this study was to analyze the interaction effect of organizational justice on the relationship between talent management practices and perceived sustainable competitive advantage of commercial banks in Nairobi County in Kenya. The research was anchored on the resource based view theory, positivism research approach and explanatory research design. Additionally, 5-point Likert scale structured questionnaires were employed in collecting data from a sample size of 354 given the 42 commercial banks with a target population of 3,098 employees. Given the moderation model by Hayes (2012), multiple regression analysis was used to test the hypothesis at a .05 significance level. The results showed that organizational justice moderated the relationship between talent management and perceived sustainable competitive advantage (β=.-.066, SE=0.025, p

Suggested Citation

  • Stephen Makewit Mosong & Dr. Peninah Tanui, 2023. "Talent Management Practices and Perceived Sustainable Competitive Advantage of the Kenya’s Commercial Banks in Nairobi County: Interaction Effect of Organizational Justice," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 7(7), pages 645-653, July.
    • Handle: RePEc:bcp:journl:v:7:y:2023:i:7:p:645-653
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    References listed on IDEAS

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