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A talent management, organisational commitment and employee turnover intention framework for a government department in South Africa
15 references·0 citing·54 second hop
A talent management, organisational commitment and employee turnover intention framework for a government department in South Africa (2022)A talent management, organisational commi…Reframing talent identification as a status‐organising process: Examining talent hierarchies through data mining (2021)Reframing talent identificati…Multinational corporations’ (MNCs) engagement in Africa : messiahs or hypocrites? 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(1978)An evaluation of precursors o…Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)PLS-SEM: Indeed a Silver Bullet (2011)A primer on partial least squares structural equation modeling (PLS-SEM) (2014)Partial least squares structural equation modeling (PLS-SEM): A useful tool for family business researchers (2014)When to use and how to report the results of PLS-SEM (2018)Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R (2021)Scales for the measurement of some work attitudes and aspects of psychological well‐being (1979)A meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings (1985)A Theory of Goal Setting and Task Performance (1991)Leadership, organizational stress, and emotional exhaustion among hospital nursing staff (2001)A Motivational Model of Work Turnover (2002)Prominent consequences of role stress: A meta-analytic review. 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(1995)Firm resources and sustained competitive advantage (2004)Talent management strategy of employee engagement in Indian ITES employees: key to retention (2007)Global talent management: Literature review, integrative framework, and suggestions for further research (2009)Strategic human resource management: The evolution of the field (2009)The measurement of organizational commitment (1979)Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. (1984)A three-component conceptualization of organizational commitment (1991)Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. (2001)Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)The Norm of Reciprocity: A Preliminary Statement (1960)Social Exchange Theory: An Interdisciplinary Review (2005)Mediation effects of job satisfaction and work engagement on the relationship between organisational embeddedness and affective commitment among frontline employees of star–rated hotels in Accra (2020)Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry (2021)The effects of on-the-job embeddedness and its sub-dimensions on small-sized hotel employees’ organizational commitment, work engagement and turnover intentions (2021)Conservation of resources: A new attempt at conceptualizing stress. (1989)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Effective talent retention approaches (2018)The role of big data and predictive analytics in the employee retention: a resource-based view (2022)The impact of employee-oriented CSR on quality of life: Evidence from the hospitality industry (2023)Significance tests and goodness of fit in the analysis of covariance structures. (1980)Structural equation modeling in practice: A review and recommended two-step approach. (1988)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)Influence of Organizational Culture on Organizational Effectiveness: The Mediating Role of Organizational Communication (2017)Can tourism help to “end poverty in all its forms everywhere”? 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References

  • 2014Partial least squares structural equation modeling (PLS-SEM)11,717 cited
  • 1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,669 cited
  • 2003The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process1,776 cited
  • 1978An evaluation of precursors of hospital employee turnover.1,772 cited
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  • 1994Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates418 cited
  • 2004Examining the Influences on Faculty Departure Intentions: A Comparison of Tenured Versus Nontenured Faculty at Research Universities Using NSOPF-99223 cited
  • 2016The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels174 cited
  • 2017Mediator analysis of job embeddedness76 cited
  • 2011International Business and Management57 cited
  • 2017Relationship between onboarding experience and turnover intention: intervening role of locus of control and self-efficacy46 cited
  • 2018Multinational corporations’ (MNCs) engagement in Africa : messiahs or hypocrites?32 cited
  • 2021Reframing talent identification as a status‐organising process: Examining talent hierarchies through data mining30 cited
  • 2013

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The mediating effects of cross-cultural dynamic competencies on the relationship between multicultural personality and cross-cultural adjustment
29 cited
  • 2017A Social Embeddedness Perspective on Turnover Intention: The Role of Informal Networks and Social Identity Evidence From South Korea24 cited
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