Impact of talent management practices on employee retention: Mediating role of employee engagement

Uzair Mahmood Mahmood; Inam Ullah Khan; Numan Shehzad; Muhammad Usman

doi:10.71085/sss.05.02.537

Authors

Uzair Mahmood Mahmood MS, Business Administration, University of Sialkot, Punjab, Pakistan
Inam Ullah Khan Assistant Professor, Department of Business Administration, University of Sialkot, Punjab, Pakistan
Numan Shehzad Impact of talent management practices on employee retention: Mediating role of employee engagement
Muhammad Usman Assistant Professor, Department of Business Administration, University of Sialkot, Pakistan

DOI:

https://doi.org/10.71085/sss.05.02.537

Keywords:

Talent Management, Employee Retention, Employee Engagement, Organizational Culture, Pakistan, PLS-SEM

Abstract

This paper investigates the effect of the talent management practices i.e., talent acquisition (TA), training and development (TD) and performance management (PM) to employee retention (ER) in the Pakistani private corporate sector where employee engagement (EE) is taken as the mediating factor and organization culture (OC) as the moderating factor. Using a sample of 300 respondents and partial least squares Structural Equation Modeling (PLS-SEM), the issue was addressed and confirmed that the three dimensions of talent management had a positive and significant effect on employee engagement and employee retention. These relationships are mediated completely by employee engagement, and the organizational culture has a high moderating power in the engagement-retention nexus. The model has a high explanatory power with 53.2% variability in retention of employees being explained.