Talent Management and Turnover Intention: The Moderating Effect of Employee Engagement

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Abdul Latif, F. D.1, Saraih, U. N.2 & Harada, Y.3
1-3 School of Business Innovation and Technopreneurship, Universiti Malaysia Perlis, Malaysia
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ABSTRACT

The government of Malaysia has identified several key digital areas to drive the growth in the Information and Communication Technology (ICT) industry. Given that, it becomes crucial to ensure that employees who worked in the ICT industry can be remained to realize the Malaysia aspiration. This calls for a study to examine some reasons to ensure that the ICT employees have less intention to turnover and leave the industry. Turnover intention and intention to quit have been used interchangeably by the previous scholars in the existing literature. Given that, this study is designed to investigate the effect of talent management (TM) on ICT employees’ turnover intention (TI). Additionally, employee engagement (EE) will be tested as a moderator for the relationship between talent management and ICT employees’ turnover intention. The findings of this study will first, assume that there is a high level of turnover intention among ICT employees in Malaysia. Second, the results will indicate that talent management is proven to affect turnover intention among employees in the Malaysian ICT industry. Third, the results will show that employee engagement moderates the relationship between talent management and turnover intention. Therefore, this study believes that the higher level of talent management within ICT organizations may be one of the best strategies to make ICT employees engage more; thus, can lower the level of turnover intention among them.

Keywords: Turnover Intention; Talent Management; Employee Engagement; Social Exchange Theory (SET); Malaysian ICT Industry