Articlehybrid2015

The Management Side Of Talent: Causal Implications For The Retention Of Generation Y Employees

Liesel Du Plessis · Nicolene E. Barkhuizen · Karel J. Stanz · Nico E. Schutte

43 citations0/0 files storedJournal of Applied Business Research (JABR)

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Human Resource and Talent Management Job Satisfaction and Organizational Behavior Generational Differences and Trends

Abstract

Organisations are facing significant challenges to retain Generation Y employees. Research shows that, once these individuals are employed, they are not likely to remain in that position for very long. Organisations therefore need to find innovative solutions to retain this group of employees. The purpose of this research was to determine the causal relationship between management support towards talent management and the impact thereof on the turnover intentions of Generation Y employees. The Human Capital Index, Perceived Organisational Support Questionnaire, Perceived Organisational Support and Intention to Quit questionnaires were administered among a convenience sample of generation Y employees (N=135). The results showed that Perceived Organisational Support is significantly related to Talent management practices, Perceived Supervisor Support and Intention to Quit. Perceived Supervisor Support is significantly related to Talent management practices and Intention to Quit. Talent management practices are significantly related to intention to quit. Recommendations are made.

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References

2002Perceived organizational support: A review of the literature.2006Social Exchange Theory 2002Perceived supervisor support: Contributions to perceived organizational support and employee retention.2003The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process 2006When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance.2008A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research 1991A construct validity study of the Survey of Perceived Organizational Support.2006Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support

Cited by

2019Talent management research in Africa: towards multilevel model and research agenda 2024Connecting the organizational incomes and outcomes: a systematic review of the relationship between talent management, employee engagement, and turnover intention 2018PENGARUH LEADER MEMBER EXCHANGE, EMPOWERMENT, TALENT MANAGEMENT TERHADAP TURNOVER INTENTION 2026Intergenerational Talent Management in Industry 4.0: Toward Organisational Cybernetic Autopoiesis

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