Impact of Succession Planning on Employees Performance: Mediating Role of Employees Engagement and Job Demands

Abstract

This study investigates the relationships among succession planning practices (SPP), employee engagement (EE), job demands (JD), and employee performance (EP) within the higher education landscape of Pakistan. Utilizing a survey-based approach, the research focuses on teaching staff as the primary sample group. A sample of 312 teaching professionals was obtained from various higher education institutions. Data collection involved self-administrative questionnaire, and structural equation modeling (SEM) utilized to analyze the study hypotheses. The findings indicate significant impact of SPP on EP, with EE and JD identified as significant mediating factors in this association. Importantly, all hypothesized relationships are empirically supported, contributing substantively to the academic understanding. The study advocates for the adoption of robust succession planning mechanisms by university administrations to optimize teacher performance. Furthermore, it highlights the necessity of agile policymaking to facilitate internal talent mobility and mitigate reliance on external recruitment. Moreover, the research underscores the importance of effective talent management strategies in addressing unforeseen retirements, offering cost-efficient alternatives to recruitment and development while nurturing internal career progression pathways.