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Talent Management Practices on Employee Turnover Intention
16 references·0 citing·51 second hop
Talent Management Practices on Employee Turnover Intention (2021)Talent Management Practices on Employee T…Organizational justice, burnout, and turnover intention of social workers in China (2020)Organizational justice, burno…Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions (2020)Influence of empowerment, psy…Talent management dimensions and their relationship with retention of Generation-Y employees in the hospitality industry (2019)Talent management dimensions …HR disruption—Time already to reinvent talent management (2019)HR disruption—Time already to…Perceived organizational support, employee creativity and proactive personality: The mediating effect of meaning of work (2018)Perceived organizational supp…Development and retention of Generation Y employees: a conceptual framework (2018)Development and retention of …Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity (2015)Turnover intention: the effec…Psychological Contracts, Perceived Organizational and Supervisor Support: Investigating the Impact on Intent to Leave Among Hospitality Employees in India (2015)Psychological Contracts, Perc…Mentoring functions and turnover intention: the mediating role of perceived organizational support (2015)Mentoring functions and turno…Perceived organizational support and intention to stay in host countries among self-initiated expatriates: the role of career satisfaction and networks (2014)Perceived organizational supp…Who stays with you? Factors predicting employees' intention to stay (2013)Who stays with you? Factors p…Antecedents and consequences of employee engagement (2006)Antecedents and consequences …The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process (2003)The Role of Perceived Organiz…Do “high commitment” human resource practices affect employee commitment? (2001)Do “high commitment” human re…A Comparison of the Theory of Planned Behavior and the Theory of Reasoned Action (1992)A Comparison of the Theory of…Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)Evaluating Structural Equatio…PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)Job Burnout (2001)Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study (2004)Job Engagement: Antecedents and Effects on Job Performance (2010)Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. (2010)WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE (2011)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)A three-component conceptualization of organizational commitment (1991)Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)Correlates of employee turnover intentions in oil and gas industry in the UAE (2015)Effects of supportive work environment on employee retention (2017)The role of big data and predictive analytics in the employee retention: a resource-based view (2022)Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research (1975)Understanding Attitudes and Predicting Social Behavior (1980)The theory of planned behavior (1991)Perceived Self-Efficacy in Cognitive Development and Functioning (1993)Efficacy of the Theory of Planned Behaviour: A meta‐analytic review (2001)Digital Natives, Digital Immigrants Part 1 (2001)Users of the world, unite! The challenges and opportunities of Social Media (2009)What factors influence Generation Y’s employee retention in the hospitality industry?: An internal marketing approach (2019)What is the future of work? A science mapping analysis (2020)How sustainable human resources management helps in the evaluation and planning of employee loyalty and retention: Can social capital make a difference? (2022)On the Evaluation of Structural Equation Models (1988)Structural equation modeling in practice: A review and recommended two-step approach. (1988)Exchange and Power in Social Life (2017)Is transformational leadership always good for employee task performance? Examining curvilinear and moderated relationships (2018)Exploring the meaning of work within the sharing economy: A case of food-delivery workers (2020)The influence of perceived organizational support on employee creativity: The mediating role of work engagement (2021)Exchange and Power in Social Life. (1965)Research in Organizational Behavior (1984)Co‐worker trust as a social catalyst for constructive employee attitudes (2004)The influence of perceived employee voice on organizational commitment: An exchange perspective (2011)How transformational leadership facilitates innovative behavior of Korean workers (2016)Judgment under Uncertainty: Heuristics and Biases (1974)Judgment under Uncertainty: Heuristics and Biases (1975)Thinking, Fast and Slow (2011)Talent management challenges during COVID-19 and beyond: Performance management to the rescue (2021)The impact of digital transformation on talent management (2022)AI-Augmented HRM: Literature review and a proposed multilevel framework for future research (2023)Determining Sample Size for Research Activities (1970)PLS-SEM: Indeed a Silver Bullet (2011)Workplace spirituality, self-compassion and mindfulness as antecedents of employee mental wellbeing (2021)Effect of organizational justice and support on organizational commitment and employee turnover intentions: the mediating role of employee engagement (2022)The Mediating Role of Job Satisfaction in the Relationship between FWAs and Turnover Intentions (2022)Significance tests and goodness of fit in the analysis of covariance structures. (1980)Comparative fit indexes in structural models. (1990)Fostering knowledge sharing through people management practices (2005)5 Turnover and Retention Research: A Glance at the Past, a Closer Review of the Present, and a Venture into the Future (2008)Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. (2013)A new criterion for assessing discriminant validity in variance-based structural equation modeling (2014)When to use and how to report the results of PLS-SEM (2018)
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References

  • 1981Evaluating Structural Equation Models with Unobservable Variables and Measurement Error108,884 cited
  • 2006Antecedents and consequences of employee engagement5,569 cited
  • 1992A Comparison of the Theory of Planned Behavior and the Theory of Reasoned Action2,196 cited
  • 2003The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process1,776 cited
  • 2001Do “high commitment” human resource practices affect employee commitment?268 cited
  • 2019HR disruption—Time already to reinvent talent management230 cited
  • 2018Perceived organizational support, employee creativity and proactive personality: The mediating effect of meaning of work229 cited
  • 2013Who stays with you? Factors predicting employees' intention to stay190 cited
  • 2018Development and retention of Generation Y employees: a conceptual framework182 cited
  • 2020Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions138 cited
  • 2015Mentoring functions and turnover intention: the mediating role of perceived organizational support111 cited
  • 2014Perceived organizational support and intention to stay in host countries among self-initiated expatriates: the role of career satisfaction and networks103 cited
  • 2015Turnover intention: the effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity

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  • 2019Talent management dimensions and their relationship with retention of Generation-Y employees in the hospitality industry93 cited
  • 2015Psychological Contracts, Perceived Organizational and Supervisor Support: Investigating the Impact on Intent to Leave Among Hospitality Employees in India92 cited
  • 2020Organizational justice, burnout, and turnover intention of social workers in China82 cited
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