Talent Management Practices on Employee Turnover Intention

Abstract

Human resource managers need to play critical roles to overcome the talented and younger employees' turnover intention in an organization. This study aims to determine the causal relationship between talent management practice, perceived organizational support, and employee engagement and the impact on the turnover intention of Generation Y employees. A convenience sampling technique was used for this research. The study surveyed 182 Generation Y employees. The data collected were initially analyzed using the PLS-SEM method with the smartPLS-3 software. The results showed that talent management practice has a significant effect on perceived organizational support and employee engagement. It is also inferred that talent management practice, perceived organizational support, and employee engagement has a significant negative effect on turnover intention. This study also confirms that perceived organizational support has a significant positive effect on employee engagement. Additionally, this study discovered that perceived organizational support and employee engagement operate as mediators between talent management practices and turnover intention.

Analysis of Leadership, Talent Management and Motivation Towards Employee Turnover Intention: A Study in Pt. Srirejeki Makmur Abadi

“…The hypothesis developed is that when leadership affects talent management and talent management affects turnover intention, it should be suspected that talent management can act as a mediating variable between leadership and turnover intention. This hypothesis is supported by various studies on the influence of leadership on talent management (Sariwulan et al, 2021;Supraptiningsih et al, 2018;Widodo & Mawarto, 2020) and the influence of talent management on turnover intention (Kumar, 2022;Latif et al, 2019;Rumawas, 2021).…”

“…The hypothesis that is built is that when motivation has a significant effect on talent management and talent management has a significant effect on turnover intention, it can be ascertained that talent management can function as a mediating or intervening variable between motivation and employee turnover intention. This hypothesis is supported by the results of research that concludes that motivation affects talent management (Damarasri & Ahman, 2020;Nawangsari & Sutawidjaya, 2019;Rastgoo, 2016) and several studies that conclude that talent management affects turnover intention (Kumar, 2022;Latif et al, 2019;Rumawas, 2021).…”

“…Previous findings from Bui and Chang's (2018) indicates that there is a relationship between perceived hard talent management practices and switching intentions. Rumawas (2021) shows that talent management practice has a significant negative effect on turnover intention. Kumar (2022) shows the contribution of talent management practices in employee retention.…”

“…Talent management acts as an effective tool that can help organizations retain talented employees (Latif et al, 2019) The implementation of talent management into organizational practice will produce the right talent; build training and development for employees to meet markets and demands, strategize and manage risk (Latif et al, 2019) Therefore, talent management as an important factor that needs to be discussed further because it has been mentioned to be a key factor in determining employee turnover intention (Latif et al, 2019) This hypothesis refers to the opinion of several studies that have examined the relationship, among them the research carried out In a study conducted by Bui and Chang (2018) hard talent management practices and the intention to move. Rumawas (2021) shows that talent management practices have a significant negative effect on turnover intention. Kumar (2022) points to the contribution of talent management practices in employee retention.…”

“…Hipotesis ini merujuk pada pendapat beberapa studi yang telah meneliti hubungan tersebut, di antaranya penelitian yang dilakukan Dalam penelitian yang dilakukan oleh Bui dan Chang (2018) menunjukkan bahwa adanya hubungan antara praktik talent management keras yang dirasakan dan niat berpindah. Rumawas (2021) menunjukkan bahwa praktik talent management berpengaruh negatif signifikan terhadap turnover intention. Kumar (2022) menunjukkan adanya kontribusi praktik manajemen talenta dalam retensi karyawan.…”