TALENT DEVELOPMENT AS A DRIVER OF EMPLOYEE JOB SATISFACTION IN UZBEKISTAN’S PRIVATE SECTOR: A MIXED-METHODS STUDY

Nishanova, Farida

Муҳандислик ва Иқтисодиёт · 2026-yil

Annotatsiya

Despite growing scholarly interest in both talent development and employee job satisfaction, relatively littleresearch has examined how structured talent development investments directly influence job satisfaction outcomes withinUzbekistan's private sector. This study bridges this gap by investigating the relationship between talent developmentpractices and employee job satisfaction across three private sector organizations in Tashkent: Oxbridge InternationalSchool (OIS), British Council Uzbekistan, and Westminster International University in Tashkent (WIUT). Employing aconcurrent mixed-methods design, the study combines quantitative survey data (n=80) analyzed using Pearson'scorrelation and multiple linear regression with qualitative findings drawn from semi-structured interviews with HRpractitioners and managers. Findings demonstrate a statistically significant and positive relationship between the qualityand frequency of talent development programs and employee job satisfaction levels. Specifically, investment in structuredlearning opportunities, performance-aligned training, and career development pathways are identified as key predictorsof job satisfaction. The study further reveals that the presence of formal talent development programs mediates therelationship between hygiene factors (such as salary and working conditions) and overall job satisfaction, adding a noveldimension to Herzberg's Two-Factor Theory in the Uzbek organizational context. Practical recommendations are offeredfor HR managers and organizational leaders seeking to leverage talent development as a strategic tool for improvingworkforce engagement and retention

Maqola ma’lumotlari
MualliflarNishanova, Farida
JurnalМуҳандислик ва Иқтисодиёт
Nashr sanasi2026-02-01
Jild4
Son2
TilIngliz

Maqolaning asl sahifasi

Kalit so‘zlar

talent development, job satisfaction, employee engagement, Herzberg's Two-Factor Theory, training needs analysis, private sector, Uzbekistan, mixed-methods, HR strategy, workforce retention

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