Talent Management Practices and Employee Retention: Mediating Role of Organization Commitment

Abstract

Purpose: This study aims to determine how talent management practices affect staff retention and investigating the impact of organizational commitment on the relationship between talent management practices and employee retention is essential to gain a better understanding of how talent management practices can be leveraged to optimize employee retention. By delving deeper into this relationship, we can confidently determine the most effective talent management practices that can lead to improved employee retention rates.

Research Methodology: A quantitative study was conducted on 200 randomly selected workers from six private sector banks in the Jaipur Circle area. To gather data, a self-administered questionnaire was chosen as the research tool, which proved to be an effective method and convenience sampling was employed. To evaluate the proposed hypotheses, a structural equation model was used.

Findings: The results showed that talent management practices have a significant impact on the intention of employees to stay with the organization. Additionally, Talent management practices pave the way for fostering organizational commitment, which in turn leads to increased employee retention.

Social Implications: It is imperative for banking organizations to reassess their talent management strategies in response to the increasing turnover rates. This study presents compelling evidence of the critical role of organizational commitment traits in this context. Measuring an employee's level of loyalty and dedication towards their company can be achieved by assessing their organizational commitment. To retain top talent, companies must prioritize the implementation of practices that boost organizational commitment.