The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling
Autor(a) principal: | |
---|---|
Data de Publicação: | 2015 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10362/15483 |
Resumo: | Organizations are undergoing serious difficulties to retain talent. Authors argue that Talent Management (TM) practices create beneficial outcomes for individuals and organizations. However, there is no research on the leaders’ role in the functioning of these practices. This study examines how LMX and role modeling influence the impact that TM practices have on employees’ trust in their organizations and retention. The analysis of two questionnaires (Nt1=175; Nt2=107) indicated that TM only reduced turnover intentions, via an increase in trust in the organization, when role modeling was high and not when it was low. Therefore, we can say that leaders are crucial in the TM context, and in sustaining a competitive advantage for organizations. |
id |
RCAP_bc2f9d4b1f3ab81b775ec7da9eee45fe |
---|---|
oai_identifier_str |
oai:run.unl.pt:10362/15483 |
network_acronym_str |
RCAP |
network_name_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository_id_str |
7160 |
spelling |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modelingTalent managementLeader-member exchangeRole modelingTurnover intentionsDomínio/Área Científica::Ciências Sociais::Economia e GestãoOrganizations are undergoing serious difficulties to retain talent. Authors argue that Talent Management (TM) practices create beneficial outcomes for individuals and organizations. However, there is no research on the leaders’ role in the functioning of these practices. This study examines how LMX and role modeling influence the impact that TM practices have on employees’ trust in their organizations and retention. The analysis of two questionnaires (Nt1=175; Nt2=107) indicated that TM only reduced turnover intentions, via an increase in trust in the organization, when role modeling was high and not when it was low. Therefore, we can say that leaders are crucial in the TM context, and in sustaining a competitive advantage for organizations.Neves, PedroRUNAraújo, Ana Margarida da Silva de2018-01-30T01:30:16Z2015-012015-01-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10362/15483TID:201529564enginfo:eu-repo/semantics/embargoedAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2024-03-11T03:51:36Zoai:run.unl.pt:10362/15483Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-20T03:22:33.551270Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling |
title |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling |
spellingShingle |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling Araújo, Ana Margarida da Silva de Talent management Leader-member exchange Role modeling Turnover intentions Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
title_short |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling |
title_full |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling |
title_fullStr |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling |
title_full_unstemmed |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling |
title_sort |
The impact of talent management practices on employee retention: The moderator effect of leader-member exchange and role modeling |
author |
Araújo, Ana Margarida da Silva de |
author_facet |
Araújo, Ana Margarida da Silva de |
author_role |
author |
dc.contributor.none.fl_str_mv |
Neves, Pedro RUN |
dc.contributor.author.fl_str_mv |
Araújo, Ana Margarida da Silva de |
dc.subject.por.fl_str_mv |
Talent management Leader-member exchange Role modeling Turnover intentions Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
topic |
Talent management Leader-member exchange Role modeling Turnover intentions Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
description |
Organizations are undergoing serious difficulties to retain talent. Authors argue that Talent Management (TM) practices create beneficial outcomes for individuals and organizations. However, there is no research on the leaders’ role in the functioning of these practices. This study examines how LMX and role modeling influence the impact that TM practices have on employees’ trust in their organizations and retention. The analysis of two questionnaires (Nt1=175; Nt2=107) indicated that TM only reduced turnover intentions, via an increase in trust in the organization, when role modeling was high and not when it was low. Therefore, we can say that leaders are crucial in the TM context, and in sustaining a competitive advantage for organizations. |
publishDate |
2015 |
dc.date.none.fl_str_mv |
2015-01 2015-01-01T00:00:00Z 2018-01-30T01:30:16Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10362/15483 TID:201529564 |
url |
http://hdl.handle.net/10362/15483 |
identifier_str_mv |
TID:201529564 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/embargoedAccess |
eu_rights_str_mv |
embargoedAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
repository.mail.fl_str_mv |
|
_version_ |
1799137864399716352 |