Exploring the relationship between employer branding and talent retention: the mediation effect of employee engagement

Abstract

Purpose This paper aims to investigate the relationship between employer branding (EB) and talent retention. The paper also analyses the mediating role of employee engagement in the association between EB and talent retention. Design/methodology/approach Partial least square structural equation modelling has been applied to carry out the analysis. The findings are based on the perceptions of IT professionals (n = 397) to assess the interrelationship between EB, employee engagement and talent retention. Findings The paper gives empirical insights on how employee engagement helps promote employer value offerings to the employee, which helps in the successful retention of employees. The results indicate that employee engagement partially mediates the association between EB and talent retention. Practical implications This study provides a clear direction to a diversity of practitioners working in IT firms. Building and maintaining sympathetic and emotional connections with co-workers, team leaders and higher managerial employees can help increase employee engagement. The findings can help business planners and managers focus their efforts on employer brand elements for successfully involving their workforce. Originality/value Authors believe this study is one of its kind to test the association between EB and talent retention mediated by the engagement level of employees. The present research study will help future academia delve into how EB can significantly impact the engagement and retention of existing employees.

Developing organizational performance through talent management practices: employee satisfaction’s mediating role in learning organizations

“…Moreover, the present study's findings are reinforced by theories, such as the HPWS and expectancy theories, which claim that talent management practices are valuable et al, 2021, 2023). Moreover, individuals' motivation drives them to attain high performance (Chopra et al, 2023;Muyela and Kamaara, 2021). These findings demonstrate that university employee respondents believed that their university used the available assessment tools to scrutinize potential candidates for employment.…”

“…Specifically, the HPWS and expectancy theories support the achievement of organizational performance through talent management mediated by employee satisfaction in a learning organization (Chopra et al, 2023;Dorta-Afonso et al, 2021Muyela and Kamaara, 2021;Rukunga and Nzulwa, 2018). However, the contribution of employee satisfaction to learning organizations (in this case, educational institutions) in Pakistan still needs to be confirmed.…”

“…Talent management practices align with expectancy theory's principles, such as offering vibrant development opportunities and identifying high performance which could lead to higher levels of employee satisfaction. As a result, employee satisfaction mediates the association between talent management and organizational performance, particularly in a learning organization (Chopra et al, 2023;Muyela and Kamaara, 2021;Rukunga and Nzulwa, 2018). Thus, based on the relationships in the above-mentioned prior literature, the HPWS and expectancy theories, and the dire need of Developing organizational performance learning organizations in Pakistan, Figure 1 presents the conceptual model for the present study.…”

Talent Retention : A Systematic Literature Review (Slr)

“…Retensi karyawan yang ada akan muncul sebagai tantangan utama manajemen tenaga kerja di masa depan (Tanwar & Prasad, 2016). Oleh karena itu mempertahankan karyawan yang berbakat harus menjadi agenda SDM utama bagi perusahaan yang ingin mencapai keunggulan kompetitif (Chopra et al, 2023). Retensi menggambarkan suatu keadaan dimana karyawan akan memutusukan untuk bekerja dan bertahan dalam organisasi.…”

“…Talent retention muncul sebagai tantangan manajemen tenaga kerja yang serius di masa depan. Hal ini sudah ada sejak thaun 1900 ketika para insinyur industry berusaha untuk mengidentifikasi alasan utama di balik tingkat ketertarikan karyawan (Chopra et al, 2023).…”