Talent Retention Strategies, Organizational Commitment And Intention To Stay In Commercial Banks In Malaysia: The Moderating Role Of Person-Organization Fit
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Date
2016-04
Authors
Thangavelu, Nagarajan
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Journal ISSN
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Publisher
Universiti Sains Malaysia
Abstract
The purpose of this research is to examine the effects of talent retention strategies (communication, supervisor support, training opportunities, career development support and pay satisfaction) in predicting intention to stay. Components of organizational commitment (affective commitment, continuance commitment and normative commitment) has been postulated to mediate the relationship between talent retention strategies and intention to stay. Additionally, person-organization fit has been explored as a moderator between organizational commitment and intention to stay. The survey was conducted among 405 managers and officers who works in 27 commercial banks in Malaysia. In essence, the research has built a framework based upon social exchange theory and person-environment fit theory. The data collected was analyzed using SPSS and SmartPLS statistical tools. The results showed that not a single dimension of talent retention strategies were significantly related with intention to stay. Nevertheless, the affective commitment was justified to mediate the relationships between communication, supervisor support and pay satisfaction with intention to stay while person-organization fit was not a significant moderator. This study is important because the results of the study will help the banking industry to enhance their retention policy and make contributions to the body of literature on intention to stay. In a nutshell, it is crucial for the commercial banks to retain their managers and officers to help in the organizational transformation process and organizational performance; and towards sustainability for the benefit of the employees’ and company.
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Keywords
Banks