The Impact of Talent Management Practices on Employee Well-being and Turnover Intention: The case of CBE
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Date
2020-07
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A.A.U
Abstract
Assessing current employee well-being and turnover intention, and understanding the impact of
talent management towards reducing turnover intention and increasing their well-being is
important. Giving attention to this point, the purpose of this study was to investigate the impact
of talent management on employee well-being and turnover intention in Commercial Bank of
Ethiopia. The study has used quantitative research method and has employed survey design to
achieve the research objectives. For achieving these objectives, 303 sample respondents were
selected through simple random sampling technique. Accordingly, to collect data from sample
respondents the researcher has used self-administered closed-ended questionnaire. Out of 303
respondents, workable data was obtained from 276 respondents. The data, then, was analyzed
through descriptive and inferential statistics. The research has identified the impact of the
overall talent management practice and its seven components (talent management strategy,
talent review process, talent acquisition, talent engagement, talent development, talent
deployment and talent retention) on employee well-being and turnover intention. The inferential
analysis result showed that there is a significant negative relationship between overall talent
management practices and employee well-being, whereas, there is a significant positive
relationship between overall talent management practices and employee turnover intention in
Commercial Bank of Ethiopia. Moreover, the overall talent management practice is a predictor
of employee well-being and turnover intention in the organization. And also, all components of
talent management practice, except talent deployment, have significant impact on employee wellbeing
and all components of talent management practice are not the predictors of employee
turnover intention in Commercial Bank of Ethiopia. Finally, there is no significant relationship
between employee well-being and turnover intention in the organization. On the basis of the
research findings, appropriate conclusions and recommendations along with implications for
further studies were forwarded.
Description
A Thesis Submitted to College of Business and Economics,
Department of Management of Addis Ababa University in Partial
Fulfilment of the Requirements for the Masters of Business
Administration (MBA) in Management
Keywords
Talent, Talent Management, Talent Management Strategy, Talent Review Process, Talent Acquisition