The Mediating Effect of Employee Engagement on the Relationship Between Talent Management Practices and The Performance of MDAs in Uganda
Abstract
This study examined the mediating effect of Employee Engagement on the relationship between Talent Management Practices and the Performance of Ministries, Departments, and Agencies (MDAs) in Uganda. Anchored in the Person–Job Fit Theory (Edwards, 1991) and Social Exchange Theory (Homans, 1958), the study adopted a quantitative research approach using a cross-sectional survey design. Data were collected from 93 valid respondents drawn from 103 sampled MDAs, representing a 90% response rate, and analysed using ordinary least squares regression following the Baron and Kenny (1986) mediation procedure. The results revealed that Talent Management Practices had a significant positive direct effect on the Performance of MDAs (? = .545, p < .001), and also significantly predicted Employee Engagement (? = .440, p < .001). Employee Engagement, in turn, strongly and significantly predicted MDA Performance (? = .595, p < .001). When both variables were entered simultaneously, the direct effect of Talent Management Practices on performance reduced to ? = .352 (p < .001) while Employee Engagement remained significant (? = .440, p < .001), confirming partial mediation. The indirect effect through Employee Engagement (? ? .262) accounted for approximately 48% of the total effect, and the overall model explained 45.4% of the variance in MDA performance (R² = .454, N = 95). These findings indicate that Talent Management Practices improve MDA performance both directly and indirectly by fostering Employee Engagement, which serves as a critical psychological and behavioural transmission mechanism. The study recommends that MDAs adopt integrated, merit-based talent management frameworks, institutionalise employee engagement as a strategic priority, invest in transformational leadership at the supervisory level, and create enabling organisational environments that allow talent investments to translate into sustained gains in service delivery, accountability, and institutional effectiveness across Uganda's public sector.
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