LBEF RESEARCH JOURNAL OF SCIENCE, TECHNOLOGY AND MANAGEMENT
E-ISSN: 2705-4748
P-ISSN: 2705-4683
P-ISSN: 2705-4683
Vol2, Issue4 ( 2020)
EXAMINING THE MEDIATING EFFECT OF EMPLOYEE ENGAGEMENT ON THE RELATIONSHIP BETWEEN TALENT MANAGEMENT PRACTICES AND EMPLOYEE RETENTION IN THE INFORMATION TECHNOLOGY ORGANIZATIONS IN KATHMANDU
Author(s):Bibek Khadka, Dr. Deepmala Singh
Abstract:Kathmandu valley has seen a surge in IT company establishments over the past few years which is driven by various factors. With the increase in number of businesses providing IT services, employees working in this sector are now presented with options and incentives to switch between organizations more frequently than ever before. As failing to retain employees can cause significant loss to an organization, it has come up as a challenge for IT organizations in Kathmandu to come up with ways to retain their employees.
The major objective of this research is to analyze the relationship between various talent management practices (managerial support, employee career development, and rewards and recognition) and employee retention. Additionally, analyze the mediating effects of employee engagement on the relationship between talent management practices and employee retention. This research helps IT organizations to identify the focus areas which can boost their employee retention.
The survey for the study collected primary data using structured questionnaires. 112 responses were gathered from participants working at various IT companies in the Kathmandu valley. The data collected from the survey was then analyzed using SPSS software. Among the 112 respondents, large percentage of the respondents (83.9%) was male. Also, large numbers of respondents were from age group 25-34 years old (58). Most of the participants (82.1%) had only completed their Bachelor’s degree while the rest (17.9%) had also done Master’s degree. 77.7% of the respondents were working as full-time employees working 40+ hours a week while 14.3% were working as part time employees which is less than 40 hours a week and the rest 8% were working as freelancers.
Correlation and multiple regression analysis revealed that there is a significant relationship between employee career development and employee engagement. Also, a significant relationship between employee engagement and employee retention was observed. This indicated that employee engagement mediates the relationship between employee career development and employee retention. Results from the study indicate that if employees are provided with adequate talent management practices, especially career development opportunities, their level of engagement is increased and they intend to work in the organization for a longer period of time.
The results provide fresh insight into the area of talent management research, employee engagement and retention of employees.
The major objective of this research is to analyze the relationship between various talent management practices (managerial support, employee career development, and rewards and recognition) and employee retention. Additionally, analyze the mediating effects of employee engagement on the relationship between talent management practices and employee retention. This research helps IT organizations to identify the focus areas which can boost their employee retention.
The survey for the study collected primary data using structured questionnaires. 112 responses were gathered from participants working at various IT companies in the Kathmandu valley. The data collected from the survey was then analyzed using SPSS software. Among the 112 respondents, large percentage of the respondents (83.9%) was male. Also, large numbers of respondents were from age group 25-34 years old (58). Most of the participants (82.1%) had only completed their Bachelor’s degree while the rest (17.9%) had also done Master’s degree. 77.7% of the respondents were working as full-time employees working 40+ hours a week while 14.3% were working as part time employees which is less than 40 hours a week and the rest 8% were working as freelancers.
Correlation and multiple regression analysis revealed that there is a significant relationship between employee career development and employee engagement. Also, a significant relationship between employee engagement and employee retention was observed. This indicated that employee engagement mediates the relationship between employee career development and employee retention. Results from the study indicate that if employees are provided with adequate talent management practices, especially career development opportunities, their level of engagement is increased and they intend to work in the organization for a longer period of time.
The results provide fresh insight into the area of talent management research, employee engagement and retention of employees.
Keywords:Relationship, Talent Management Practices, Managerial Support, Employee Career Development, Rewards, Recognition.
Pages: 59-73