The Relationship between the Perception on Talent Management Practices on the Turnover Intention through Job Satisfaction and Affective Commitment of High Performance Civil Servants in Public Sectors
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Abstract
The purpose of this research was to examine the relationship of the talent management affecting towards job satisfaction, affective commitment, and turnover intention of the highขperforming employees in the government sectors. This research was quantitative research. The data was collected using questionnaires. The research population were 452 civil servants who were in the high performance and potential system or those who had participated in the project model 1-16 from 88 sectors in the department-level or equivalent . The data analysis used structural equation modeling analysis. The result found that the correlation structure was at the appropriate criterion with Chi-square ( ) = 841.73, df = 44, CMIN/df = 1.94, GFI = 0.90, RMSEA = 0.05, CFI = 0.97 which showed that the created model was harmoniously consistent with the empirical data. The turnover intention was indirectly influenced by talent management in the aspect of talent retention, and the support from supervisors through the job satisfaction and affective commitment as mediator variables, while the talent attraction and recruitment aspect, and talent development aspect were not found any influence that affected other variables. The findings indicated the importance of talent management, especially the talent retention and the support from supervisors were influenced on the turnover intention of a high-achieving government officers. This research can be suggested that the organizations should increasingly encourage the talent retention and the support from supervisors, which this study found that it would help the organizations to strengthen the high-achieving civil servants had a high level of job satisfaction and affective commitment and decreased the turnover intention.
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