The Effect of Talent Management on Intention to Stay through Work Engagement among Private-Sector Employees
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Employee retention has become an important concern for organizations, particularly in the context of changing labor markets and increasing employee mobility. Talent Management is considered an organizational approach that can support employees’ continued employment, while Work Engagement may explain how Talent Management influences employees’ intention to remain with an organization. This study aims to examine the effect of Talent Management on Intention to Stay through Work Engagement among private-sector employees in Makassar City. A quantitative approach with a cross-sectional explanatory survey design was employed. Data were collected from 200 permanent and contract employees who had worked in their organizations for at least one year and were selected using purposive sampling. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The results show that Talent Management has a positive and significant effect on Work Engagement, while Work Engagement has a positive and significant effect on Intention to Stay. In contrast, Talent Management does not have a significant direct effect on Intention to Stay. However, the indirect effect of Talent Management on Intention to Stay through Work Engagement is positive and significant, indicating an indirect-only mediation pattern. These findings suggest that Talent Management contributes to employees’ intention to remain with their organizations primarily by strengthening their engagement with work. The study contributes to the understanding of Work Engagement as a mechanism linking Talent Management with Intention to Stay and highlights the importance of designing Talent Management practices that foster meaningful and engaging work experiences.
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