Talent Acquisition and Affective Organisational Commitment in Selected Telecommunications Companies in North-Central Nigeria

Abstract

This study examined the relationship between talent acquisition and affective organisational commitment in selected telecommunications companies in North-Central Nigeria, with particular attention to the mediating role of person-organisation fit. The study adopted a descriptive survey research design, using a sample of 135 employees drawn from an assumed population of 208 employees across MTN Nigeria, Globacom, Airtel Nigeria and 9mobile in Benue, Nasarawa and Plateau States. Data were collected through structured questionnaires and secondary sources, and analyzed using descriptive statistics, simple linear regression and Hayes’ PROCESS Macro Model 4. The study was guided by Attraction-Selection-Attrition Theory. The illustrative statistical results indicated a positive and significant relationship between talent acquisition and affective organisational commitment (β = 0.684, p < 0.001), talent acquisition and person-organisation fit (β = 0.721, p < 0.001), and person-organisation fit and affective organisational commitment (β = 0.697, p < 0.001). The illustrative mediation results also indicated a significant indirect effect of person-organisation fit (0.284; 95% bootstrap confidence interval: 0.176-0.416). The study concludes that talent acquisition and person-organisation fit may contribute to employees’ emotional attachment to their organisations. It recommends transparent, competency-based recruitment, values-compatibility assessment and supportive workplace practices. These findings remain provisional and require confirmation using the actual dataset.