The primary aim of this research was to examine the impact of talent management (TM) on psychological capital (PC), job satisfaction (JS), and psychological empowerment (PE). This research seeks to examine the mediating role of PC and PE in the link between TM and JS. This research used a quantitative technique for analysis to achieve these objectives. Data collection was conducted with 498 faculty members from 11 private institutions throughout four provinces of Pakistan. The sample included professors, associate professors, assistant professors, and lecturers. A total of six hundred questionnaires (N = 600) were disseminated to academic members of the specified institutions. Following three successive reminders, a total of four hundred ninety-eight (N = 498) questionnaires were collected from respondents, including 18% female and 82% male participants. In this research, nine percent (9%) of participants were professors, twenty-two percent (22%) were associate professors, thirty-eight percent (38%) were assistant professors, and the remaining thirty-one percent (31%) were lecturers. The findings indicated a significant relationship between TM and JS (.363), TM and PE (.337), TM and PC (.202), PC and JS (.323) and PE and JS (.420). PC and PE exhibited a partial mediation effect in the association between TM and JS.