The development and evaluation of a partial talent management structural model

Abstract

This study was motivated by a need to empower the Human Resource function to rationally and purposefully monitor and manage the determinants of turnover intention, and through that, the intention to quit of talented employees. A partial talent management structural model was developed, mapping line-manager talent management competencies on the outcomes of job satisfaction, affective commitment and intention to quit. The partial talent management structural model was tested using LISREL. Reasonable to good model fit was indicated for the structural model. Ten of the 24 stated hypotheses were confirmed. The study provides unique insight into the manner in which the talent management competencies are causally related among themselves, and provides support for studies which link affective commitment and intention to quit, as well as job satisfaction and intention to quit. Suggestions for the expansion and elaboration of the existing model are made.

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