Impact of Talent Management Practices on Employees’ Turnover Intention in Ethiopian Management Institute
| dc.contributor.advisor | Mamo, Seifu (Ass. Professor) | |
| dc.contributor.author | Kidanie, Andualem | |
| dc.date.accessioned | 2018-10-15T08:16:50Z | |
| dc.date.accessioned | 2023-11-04T13:54:38Z | |
| dc.date.available | 2018-10-15T08:16:50Z | |
| dc.date.available | 2023-11-04T13:54:38Z | |
| dc.date.issued | 2017-06-08 | |
| dc.description.abstract | The purpose of this study was to investigate the impact of talent management practice on employees’ turnover intention in Ethiopian Management Institute. The study used quantitative research method and employed explanatory survey design to objectively answer the research questions. For achieving the study objective, 151 sample respondents were selected through simple random sampling technique. Accordingly, data were collected through self administered questionnaire from sample respondents. Out of 151 respondents, workable data were obtained from 146 respondents. Those data, then, analyzed through descriptive and inferential statistics, and also through independent samples T test. The finding of descriptive analysis revealed that the mean score for overall talent management practice is slightly below the average. From the seven components of talent management practices, strategy and talent engagement are the only items that fall slightly above the midpoint, whereas, the remaining facets fall slightly below the average. Talent retention is the least rated component of talent management, which scored far less from the midpoint. The correlation analysis result showed that there is a significant negative relationship exists between talent management practices and employees’ turnover intention. Moreover, the regression analysis evidenced that talent management practice is predictor of employees’ turnover intention. It is also noted that talent review process and talent deployment are found unique contributor for employees turnover intention. The study exhibited through independent samples T test that employees at core staff (consultants) evaluate TM practice lesser than the evaluation of support staff and they (consultants) also have higher turnover intention than employees at support staff. Furthermore, on the basis of the research findings, appropriate recommendations along with implications for further studies have been forwarded | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/12699 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Talent management | en_US |
| dc.subject | Talent deployment | en_US |
| dc.subject | Talent review process | en_US |
| dc.title | Impact of Talent Management Practices on Employees’ Turnover Intention in Ethiopian Management Institute | en_US |
| dc.type | Thesis | en_US |