The Impact of Talent Management Practices on Employee Well-being and Turnover Intention: The case of CBE
| dc.contributor.advisor | Tilahun, Teklu (PhD) | |
| dc.contributor.author | Simeneh, Getaneh | |
| dc.date.accessioned | 2020-09-16T13:16:14Z | |
| dc.date.accessioned | 2023-11-04T09:37:58Z | |
| dc.date.available | 2020-09-16T13:16:14Z | |
| dc.date.available | 2023-11-04T09:37:58Z | |
| dc.date.issued | 2020-07 | |
| dc.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 | en_US |
| dc.description.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. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/22349 | |
| dc.language.iso | en | en_US |
| dc.publisher | A.A.U | en_US |
| dc.subject | Talent, Talent Management | en_US |
| dc.subject | Talent Management Strategy | en_US |
| dc.subject | Talent Review Process | en_US |
| dc.subject | Talent Acquisition | en_US |
| dc.title | The Impact of Talent Management Practices on Employee Well-being and Turnover Intention: The case of CBE | en_US |
| dc.type | Thesis | en_US |