Mohammed, Seid (PhD)Demelash, Yibeltal2020-08-132023-11-042020-08-132023-11-042020-06http://etd.aau.edu.et/handle/123456789/22057Submitted To The College Of Bisiness And Economics In Partial Fulfillment Of The Requirements For The Degree Of Masters Of Business Administration In ManagementThis study examined the mediating role of employee engagement in the relationship between talent management practices and employee turnover intention. Data was gathered about talent management practices, employee engagement, and employee turnover intention using a total of 39 item questionnaire distributed to 154 academic and administrative staff of Unity University. Of the total, 117 questionnaires returned and employed for analysis. Data were analyzed using the Pearson product-moment correlation, independent samples t-test, one way ANOVA, and regression. According to the results, talent management practices are weakly implementing to Unity University. Employees are disengaged from their jobs and showed a high turnover intention. Talent strategy, talent review process, staffing, talent acquisition, workforce planning, talent development, talent retention, and performance management practices had a significant positive association between employee engagement, whereas employee turnover intention was negatively correlated with these talent management practices. There were not found significant mean differences in employee engagement and employee turnover intention across demographic characteristics of the participants. The regression analysis of the study also showed that among the nine practices of talent management, talent review process, talent acquisition, performance management practice were significant predictors of employee turnover intention in the Unity University. The mediation analysis of the study showed that employee engagement partially mediates the relationship between overall talent management practices and employee turnover intention. Similarly, mediation analysis was performed on whether employee engagement mediates the relationship between each TM practice and employee turnover intention. The results revealed that employee engagement fully mediates on the association between the talent review process, talent acquisition, talent retention and performance management, and turnover intention. Based on the findings of the study, it is advised that the university should align talent strategy to the university’s strategic goals, motivates, develop and retain the existing workforces. In addition, the management should enhance employee engagement and decrease employee intention to leave to sustain the competitive advantage of the university.enEmployee EngagementEmployee Turnover intentionTalent managementThesis