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Abstract
This study examined the moderation effect of employee engagement in the relationship between talent management and turnover intentions of workers at the Ghana Lands Commission. The study used the human capital and equity theories to explain the relationships among the constructs. The study used the quantitative approach and structural equation modelling (SEM) and employed structural equation modeling (SEM). Data was obtained from 300 employees using a three-wave survey approach that assured accuracy and reduced common method bias, resulting in a final sample of 250 respondents. The study found a positive significant effect of talent management on turnover intention. Again, employee engagement was found to significantly reduce employees’ intentions to quit, showing engagement's protective role against the potentially negative consequences of certain talent management practices. Finally, the study found engagement as a significant negative moderator on the link between talent management and turnover intentions. This emphasizes the need to cultivate a work environment that promotes participation, equality, and transparency in people management practices to reduce employee turnover and increase organizational stability.
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References
- Ababneh, O. M. A., & Macky, K. (2015). The Meaning and Measurement of Employee Engagement: A Review of the Literature. New Zealand Journal of Human Resources Management, 15(1).
- Abdullahi, M. S., Raman, K., & Solarin, S. A. (2022). Mediating role of employee engagement on the relationship between succession planning practice and employee performance in academic institutions: PLS-SEM approach. Journal of Applied Research in Higher Education, 14(2), 808-828.
- Anlesinya, A., Amponsah-Tawiah, K., Adom, P. K., Damoah, O. B. O., & Dartey-Baah, K. (2019). The macro talent management, decent work and national well-being nexus: a cross-country and panel data analysis. International Journal of Manpower, 42(5), 777-793.
- Asif, R., & Nisar, S. (2021). Exploring the relationship between employees turnover and corporate social responsibility: A case study of banking sector in Pakistan. Academy of Accounting and Financial Studies Journal, 25, 1-14.
- Barkhuizen, G. (2015). Narrative knowledging in second language teaching and learning contexts. The handbook of narrative analysis, 97-115.
- Becker, W. C. (1993). Consequences of different kinds of parental discipline. Review of child development research, 1(4), 169-208.
- Bedarkar, M., & Pandita, D. (2014). A study on the drivers of employee engagement impacting employee performance. Procedia-Social and Behavioral Sciences, 133, 106-115.
- Bhuvanaiah, T., & Raya, R. P. (2014). Employee engagement: Key to organizational success. SCMS journal of Indian Management, 11(4), 61.
- Bhuvanaiah, T., & Raya, R. P. (2015). Mechanism of improved performance: Intrinsic motivation and employee engagement. SCMS Journal of Indian Management, 12(4), 92.
- Bui, L. T. T., & Chang, Y. (2018). Talent management and turnover intention: focus on Danang city government in Vietnam. International Review of Public Administration, 23(4), 219-236.
- Caligiuri, P. M., Collings, D. G., De Cieri, H., & Lazarova, M. B. (2024). Global talent management: A critical review and research agenda for the new organizational reality. Annual Review of Organizational Psychology and Organizational Behavior, 11, 393-421.
- Chaudhuri, O., Cooper-White, J., Janmey, P. A., Mooney, D. J., & Shenoy, V. B. (2020). Effects of extracellular matrix viscoelasticity on cellular behaviour. Nature, 584(7822), 535-546.
- Creswell, J. W., & Creswell, J. D. (2017). Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.
- Dajani, D. M. A. Z. (2015). The impact of employee engagement on job performance and organisational commitment in the Egyptian banking sector.
- Dayeh, K., & Farmanesh, P. (2021). The link between talent management, organizational commitment and turnover intention: A moderated mediation model. Management Science Letters, 11(7), 2011-2020.
- Deloitte, S. L. (2022). Deloitte. Deloitte.
- Deshwal, P. (2015). Green HRM: An organizational strategy of greening people. International Journal of applied research, 1(13), 176-181.
- Du Plessis, J., Van Pelt, J., Korf, H., Mathieu, C., Van der Schueren, B., Lannoo, M., ... & Van der Merwe, S. (2015). Association of adipose tissue inflammation with histologic severity of nonalcoholic fatty liver disease. Gastroenterology, 149(3), 635-648.
- Ehwi, R. J., & Asante, L. A. (2016). Ex-post analysis of land title registration in Ghana since 2008 merger: Accra lands commission in perspective. Sage Open, 6(2), 2158244016643351.
- Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (2022). Perceived organizational support. Journal of Applied psychology, 71(3), 500.
- Essandoh, E., Appiah, S. O., Kwao, I. T., & Amfo-Antiri, D. (2023). Work-Family Conflict and Career Satisfaction of Employees in The Banking Industry of Ghana: The Role of Spiritual Intelligence. Golden Ratio of Human Resource Management, 3(1), 55-69.
- Fahmi, T. M., & Mohamed, H. A. S. (2020). Examining the Relationship Between Talent Management Practices, Work Engagement and Intention to Quit of Academic Staff: Insights from Egyptian Faculties of Tourism and Hotels. International Journal of Hospitality & Tourism Systems, 13(1).
- Fulmore, J. A., Fulmore, A. L., Mull, M., & Cooper, J. N. (2023). Reducing employee turnover intentions in the service sector: The connection between human resource development practices and employee engagement. Human Resource Development Quarterly, 34(2), 127-153.
- Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European business review.
- Hair Jr, J. F., Sarstedt, M., Matthews, L. M., & Ringle, C. M. (2016). Identifying and treating unobserved heterogeneity with FIMIX-PLS: part I–method. European Business Review.
- Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Thiele, K. O. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. Journal of the academy of marketing science, 45(5), 616-632.
- Hair, J. F., Ortinau, D. J., & Harrison, D. E. (2010). Essentials of marketing research (Vol. 2). New York, NY: McGraw-Hill/Irwin.
- Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. Journal of Marketing theory and Practice, 19(2), 139-152.
- Hammedi, W., Leclercq, T., Poncin, I., & Alkire, L. (2021). Uncovering the dark side of gamification at work: Impacts on engagement and well-being. Journal of Business Research, 122, 256-269.
- Harun, I., Mahmood, R., & Md. Som, H. (2022). Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators. PSU Research Review, 6(1), 1-16.
- Heale, R., & Twycross, A. (2015). Validity and reliability in quantitative studies. Evidence-based nursing, 18(3), 66-67.
- Henseler, J. (2017). Partial least squares path modeling. In Advanced methods for modeling markets (pp. 361-381). Springer, Cham.
- Henseler, J., Ringle, C. M., & Sarstedt, M. (2012). Using partial least squares path modeling in advertising research: basic concepts and recent issues. In Handbook of research on international advertising. Edward Elgar Publishing.
- Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the academy of marketing science, 43(1), 115-135.
- Heslina, H., & Syahruni, A. (2021). The influence of information technology, human resources competency and employee engagement on performance of employees. Golden Ratio of Human Resource Management, 1(1), 01-12.
- Holtom, B. C., Smith, D. R., Lindsay, D. R., & Burton, J. P. (2014). The relative strength of job attitudes and job embeddedness in predicting turnover in a US military academy. Military Psychology, 26(5-6), 397-408.
- Ismail, F., Ka, H. K., Fern, N. W., & Imran, M. (2021). Talent management practices, employee engagement, employee retention; empirical evidence from Malaysian SMEs. Studies of Applied Economics, 39(10).
- Juliantara, I. K., Sihombing, I. H. H., & Sulistyawati, N. L. K. S. (2020, December). The effect of employee engagement on turnover intention. In The International Conference on Business and Management Research (ICBMR 2020) (pp. 300-305). Atlantis Press.
- Jung, Y., & Takeuchi, N. (2019). Testing mediation effects of social and economic exchange in linking organizational training investment to employee outcomes. Personnel Review, 48(2), 306-323.
- Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
- Karima, S., & Uusiautti, S. (2018). Where does positive engagement come from? Employee perceptions of success at work in Nokia. International Journal of Work Organisation and Emotion, 9(3), 224-242.
- Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration (ijec), 11(4), 1-10.
- Kock, N., & Lynn, G. (2012). Lateral collinearity and misleading results in variance-based SEM: An illustration and recommendations. Journal of the Association for information Systems, 13(7).
- koubek, J. (2013). Some comments on the concept of human capital, its value and reproduction. Human Resources Management & Ergonomics, 7(2).
- Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and psychological measurement, 30(3), 607-610.
- Kumar, V., & Pansari, A. (2014). The construct, measurement, and impact of employee engagement: A markePating perspective. Customer Needs and Solutions, 1, 52-67.
- Kumatongo, B., & Muzata, K. K. (2021). Research paradigms and designs with their application in education. Journal of Lexicography and Terminology (Online ISSN 2664-0899. Print ISSN 2517-9306)., 5(1), 16-32.
- Makokha, B. (2021). An evaluation of Organization competitive advantage through use of big data–case of media in Kenya (Doctoral dissertation, University of Nairobi).
- Malik, A. (2023). Investigating job Burnout determinants influencing teaching employees in private educational institutions. GeSec: Revista de Gestao e Secretariado, 14(10).
- Mehmood, S., Aziz, A., & Husin, N. S. (2023). Does work stress & workplace incivility influence Employee Turnover Intentions? Mediating Role of Work-family Conflict. International Journal of Social Sciences and Economic Review, 01-14.
- Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: The mediating role of employee engagement. Global Business and Management Research, 6(3), 205.
- Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: The mediating role of employee engagement. Global Business and Management Research, 6(3), 205.
- Mensah, J. (2019). Sustainable development: Meaning, history, principles, pillars, and implications for human action: Literature review. Cogent social sciences, 5(1), 1653531.
- Rana, A. H., & Abbasi, A. S. (2013). Impact of talent management and employee turnover intention on organizational efficiency-a case of telecommunication sector of pakistan. Science International, 25(3).
- Resnik, D. B., Elliott, K. C., & Miller, A. K. (2015). A framework for addressing ethical issues in citizen science. Environmental Science & Policy, 54, 475-481.
- Shkoler, O., & Kimura, T. (2020). How does work motivation impact employees’ investment at work and their job engagement? A moderated-moderation perspective through an international lens. Frontiers in psychology, 11, 38.
- Shuck, B., & Reio Jr, T. G. (2014). Employee engagement and well-being: A moderation model and implications for practice. Journal of Leadership & Organizational Studies, 21(1), 43-58.
- Siahaan, E., Gultom, P., & Lumbanraja, P. (2016). Improvement of employee banking performance based on competency improvement and placement working through career development (case study in Indonesia).
- Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relations industrielles, 65(3), 470-490.
- Singh, R., & Tarkar, P. (2023). Impact of ethical leadership in HRM on employee's turnover intention post Covid-19. Brazilian Journal of Operations & Production Management, 20(4), 1680-1680.
- Soane, E., Truss, C., Alfes, K., Shantz, A., Rees, C., & Gatenby, M. (2012). Development and application of a new measure of employee engagement: the ISA Engagement Scale. Human resource development international, 15(5), 529-547.
- Theron, L. C., & Theron, A. M. (2014). Education services and resilience processes: Resilient Black South African students' experiences. Children and Youth Services Review, 47, 297-306.
- Tirelli, A., & Goh, S. C. (2015). The relationship between trust, learning capability, affective organisational commitment and turnover intentions. International Journal of Human Resources Development and Management, 15(1), 54-68.
- Wan, X., Wang, W., Liu, J., & Tong, T. (2014). Estimating the sample mean and standard deviation from the sample size, median, range and/or interquartile range. BMC medical research methodology, 14(1), 1-13.
- Wong, K. K. K. (2013). Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS. Marketing Bulletin, 24(1), 1-32.
- Xerri, M. J., & Brunetto, Y. (2013). Fostering innovative behaviour: The importance of employee commitment and organisational citizenship behaviour. The International Journal of Human Resource Management, 24(16), 3163-3177.
- Yousuf, S., & Siddiqui, D. A. (2019). Factors influencing employee retention: A Karachi based comparative study on IT and banking industry. Yousuf, S. and Siddiqui, DA (2019). Factors Influencing Employee Retention: A Karachi Based Comparative Study on IT and Banking Industry. International Journal of Human Resource Studies, 9(1), 42-62.
References
Ababneh, O. M. A., & Macky, K. (2015). The Meaning and Measurement of Employee Engagement: A Review of the Literature. New Zealand Journal of Human Resources Management, 15(1).
Abdullahi, M. S., Raman, K., & Solarin, S. A. (2022). Mediating role of employee engagement on the relationship between succession planning practice and employee performance in academic institutions: PLS-SEM approach. Journal of Applied Research in Higher Education, 14(2), 808-828.
Anlesinya, A., Amponsah-Tawiah, K., Adom, P. K., Damoah, O. B. O., & Dartey-Baah, K. (2019). The macro talent management, decent work and national well-being nexus: a cross-country and panel data analysis. International Journal of Manpower, 42(5), 777-793.
Asif, R., & Nisar, S. (2021). Exploring the relationship between employees turnover and corporate social responsibility: A case study of banking sector in Pakistan. Academy of Accounting and Financial Studies Journal, 25, 1-14.
Barkhuizen, G. (2015). Narrative knowledging in second language teaching and learning contexts. The handbook of narrative analysis, 97-115.
Becker, W. C. (1993). Consequences of different kinds of parental discipline. Review of child development research, 1(4), 169-208.
Bedarkar, M., & Pandita, D. (2014). A study on the drivers of employee engagement impacting employee performance. Procedia-Social and Behavioral Sciences, 133, 106-115.
Bhuvanaiah, T., & Raya, R. P. (2014). Employee engagement: Key to organizational success. SCMS journal of Indian Management, 11(4), 61.
Bhuvanaiah, T., & Raya, R. P. (2015). Mechanism of improved performance: Intrinsic motivation and employee engagement. SCMS Journal of Indian Management, 12(4), 92.
Bui, L. T. T., & Chang, Y. (2018). Talent management and turnover intention: focus on Danang city government in Vietnam. International Review of Public Administration, 23(4), 219-236.
Caligiuri, P. M., Collings, D. G., De Cieri, H., & Lazarova, M. B. (2024). Global talent management: A critical review and research agenda for the new organizational reality. Annual Review of Organizational Psychology and Organizational Behavior, 11, 393-421.
Chaudhuri, O., Cooper-White, J., Janmey, P. A., Mooney, D. J., & Shenoy, V. B. (2020). Effects of extracellular matrix viscoelasticity on cellular behaviour. Nature, 584(7822), 535-546.
Creswell, J. W., & Creswell, J. D. (2017). Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.
Dajani, D. M. A. Z. (2015). The impact of employee engagement on job performance and organisational commitment in the Egyptian banking sector.
Dayeh, K., & Farmanesh, P. (2021). The link between talent management, organizational commitment and turnover intention: A moderated mediation model. Management Science Letters, 11(7), 2011-2020.
Deloitte, S. L. (2022). Deloitte. Deloitte.
Deshwal, P. (2015). Green HRM: An organizational strategy of greening people. International Journal of applied research, 1(13), 176-181.
Du Plessis, J., Van Pelt, J., Korf, H., Mathieu, C., Van der Schueren, B., Lannoo, M., ... & Van der Merwe, S. (2015). Association of adipose tissue inflammation with histologic severity of nonalcoholic fatty liver disease. Gastroenterology, 149(3), 635-648.
Ehwi, R. J., & Asante, L. A. (2016). Ex-post analysis of land title registration in Ghana since 2008 merger: Accra lands commission in perspective. Sage Open, 6(2), 2158244016643351.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (2022). Perceived organizational support. Journal of Applied psychology, 71(3), 500.
Essandoh, E., Appiah, S. O., Kwao, I. T., & Amfo-Antiri, D. (2023). Work-Family Conflict and Career Satisfaction of Employees in The Banking Industry of Ghana: The Role of Spiritual Intelligence. Golden Ratio of Human Resource Management, 3(1), 55-69.
Fahmi, T. M., & Mohamed, H. A. S. (2020). Examining the Relationship Between Talent Management Practices, Work Engagement and Intention to Quit of Academic Staff: Insights from Egyptian Faculties of Tourism and Hotels. International Journal of Hospitality & Tourism Systems, 13(1).
Fulmore, J. A., Fulmore, A. L., Mull, M., & Cooper, J. N. (2023). Reducing employee turnover intentions in the service sector: The connection between human resource development practices and employee engagement. Human Resource Development Quarterly, 34(2), 127-153.
Hair Jr, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European business review.
Hair Jr, J. F., Sarstedt, M., Matthews, L. M., & Ringle, C. M. (2016). Identifying and treating unobserved heterogeneity with FIMIX-PLS: part I–method. European Business Review.
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., & Thiele, K. O. (2017). Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods. Journal of the academy of marketing science, 45(5), 616-632.
Hair, J. F., Ortinau, D. J., & Harrison, D. E. (2010). Essentials of marketing research (Vol. 2). New York, NY: McGraw-Hill/Irwin.
Hair, J. F., Ringle, C. M., & Sarstedt, M. (2011). PLS-SEM: Indeed a silver bullet. Journal of Marketing theory and Practice, 19(2), 139-152.
Hammedi, W., Leclercq, T., Poncin, I., & Alkire, L. (2021). Uncovering the dark side of gamification at work: Impacts on engagement and well-being. Journal of Business Research, 122, 256-269.
Harun, I., Mahmood, R., & Md. Som, H. (2022). Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators. PSU Research Review, 6(1), 1-16.
Heale, R., & Twycross, A. (2015). Validity and reliability in quantitative studies. Evidence-based nursing, 18(3), 66-67.
Henseler, J. (2017). Partial least squares path modeling. In Advanced methods for modeling markets (pp. 361-381). Springer, Cham.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2012). Using partial least squares path modeling in advertising research: basic concepts and recent issues. In Handbook of research on international advertising. Edward Elgar Publishing.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the academy of marketing science, 43(1), 115-135.
Heslina, H., & Syahruni, A. (2021). The influence of information technology, human resources competency and employee engagement on performance of employees. Golden Ratio of Human Resource Management, 1(1), 01-12.
Holtom, B. C., Smith, D. R., Lindsay, D. R., & Burton, J. P. (2014). The relative strength of job attitudes and job embeddedness in predicting turnover in a US military academy. Military Psychology, 26(5-6), 397-408.
Ismail, F., Ka, H. K., Fern, N. W., & Imran, M. (2021). Talent management practices, employee engagement, employee retention; empirical evidence from Malaysian SMEs. Studies of Applied Economics, 39(10).
Juliantara, I. K., Sihombing, I. H. H., & Sulistyawati, N. L. K. S. (2020, December). The effect of employee engagement on turnover intention. In The International Conference on Business and Management Research (ICBMR 2020) (pp. 300-305). Atlantis Press.
Jung, Y., & Takeuchi, N. (2019). Testing mediation effects of social and economic exchange in linking organizational training investment to employee outcomes. Personnel Review, 48(2), 306-323.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
Karima, S., & Uusiautti, S. (2018). Where does positive engagement come from? Employee perceptions of success at work in Nokia. International Journal of Work Organisation and Emotion, 9(3), 224-242.
Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of e-Collaboration (ijec), 11(4), 1-10.
Kock, N., & Lynn, G. (2012). Lateral collinearity and misleading results in variance-based SEM: An illustration and recommendations. Journal of the Association for information Systems, 13(7).
koubek, J. (2013). Some comments on the concept of human capital, its value and reproduction. Human Resources Management & Ergonomics, 7(2).
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and psychological measurement, 30(3), 607-610.
Kumar, V., & Pansari, A. (2014). The construct, measurement, and impact of employee engagement: A markePating perspective. Customer Needs and Solutions, 1, 52-67.
Kumatongo, B., & Muzata, K. K. (2021). Research paradigms and designs with their application in education. Journal of Lexicography and Terminology (Online ISSN 2664-0899. Print ISSN 2517-9306)., 5(1), 16-32.
Makokha, B. (2021). An evaluation of Organization competitive advantage through use of big data–case of media in Kenya (Doctoral dissertation, University of Nairobi).
Malik, A. (2023). Investigating job Burnout determinants influencing teaching employees in private educational institutions. GeSec: Revista de Gestao e Secretariado, 14(10).
Mehmood, S., Aziz, A., & Husin, N. S. (2023). Does work stress & workplace incivility influence Employee Turnover Intentions? Mediating Role of Work-family Conflict. International Journal of Social Sciences and Economic Review, 01-14.
Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: The mediating role of employee engagement. Global Business and Management Research, 6(3), 205.
Memon, M. A., Salleh, R., Baharom, M. N. R., & Harun, H. (2014). Person-organization fit and turnover intention: The mediating role of employee engagement. Global Business and Management Research, 6(3), 205.
Mensah, J. (2019). Sustainable development: Meaning, history, principles, pillars, and implications for human action: Literature review. Cogent social sciences, 5(1), 1653531.
Rana, A. H., & Abbasi, A. S. (2013). Impact of talent management and employee turnover intention on organizational efficiency-a case of telecommunication sector of pakistan. Science International, 25(3).
Resnik, D. B., Elliott, K. C., & Miller, A. K. (2015). A framework for addressing ethical issues in citizen science. Environmental Science & Policy, 54, 475-481.
Shkoler, O., & Kimura, T. (2020). How does work motivation impact employees’ investment at work and their job engagement? A moderated-moderation perspective through an international lens. Frontiers in psychology, 11, 38.
Shuck, B., & Reio Jr, T. G. (2014). Employee engagement and well-being: A moderation model and implications for practice. Journal of Leadership & Organizational Studies, 21(1), 43-58.
Siahaan, E., Gultom, P., & Lumbanraja, P. (2016). Improvement of employee banking performance based on competency improvement and placement working through career development (case study in Indonesia).
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relations industrielles, 65(3), 470-490.
Singh, R., & Tarkar, P. (2023). Impact of ethical leadership in HRM on employee's turnover intention post Covid-19. Brazilian Journal of Operations & Production Management, 20(4), 1680-1680.
Soane, E., Truss, C., Alfes, K., Shantz, A., Rees, C., & Gatenby, M. (2012). Development and application of a new measure of employee engagement: the ISA Engagement Scale. Human resource development international, 15(5), 529-547.
Theron, L. C., & Theron, A. M. (2014). Education services and resilience processes: Resilient Black South African students' experiences. Children and Youth Services Review, 47, 297-306.
Tirelli, A., & Goh, S. C. (2015). The relationship between trust, learning capability, affective organisational commitment and turnover intentions. International Journal of Human Resources Development and Management, 15(1), 54-68.
Wan, X., Wang, W., Liu, J., & Tong, T. (2014). Estimating the sample mean and standard deviation from the sample size, median, range and/or interquartile range. BMC medical research methodology, 14(1), 1-13.
Wong, K. K. K. (2013). Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS. Marketing Bulletin, 24(1), 1-32.
Xerri, M. J., & Brunetto, Y. (2013). Fostering innovative behaviour: The importance of employee commitment and organisational citizenship behaviour. The International Journal of Human Resource Management, 24(16), 3163-3177.
Yousuf, S., & Siddiqui, D. A. (2019). Factors influencing employee retention: A Karachi based comparative study on IT and banking industry. Yousuf, S. and Siddiqui, DA (2019). Factors Influencing Employee Retention: A Karachi Based Comparative Study on IT and Banking Industry. International Journal of Human Resource Studies, 9(1), 42-62.