Impact of Talent Management, Job Satisfaction, and Commitment on Employee Retention

https://doi.org/10.35912/jakman.v6i3.4181
Published: Jun 16, 2025

Abstract:

Purpose: This study aimed to examine the effects of Recruitment & Selection, Teamwork & Management Support, Performance & Career Management, and Salary & Compensation on employees' Intention to Stay, with Job Satisfaction and Employee Commitment as mediating variables.

Methodology/approach: This study employs a cross-sectional survey method. This strategy was chosen for its effectiveness because it enables the researcher to directly observe participants and gain insights into their characteristics within the workplace.

Results/findings: The results show that Recruitment & Selection, Teamwork & Management Support, Performance & Career Management, and Salary & Compensation positively affect Job Satisfaction and Employee Commitment, which in turn enhance the Intention to Stay. Job Satisfaction and Employee Commitment also act as mediators in these relationships.

Conclusion: All components of Ability Management positively influence Job Satisfaction and Employee Commitment, which in turn increase the Intention to Stay. The strongest relationship was between Employee Commitment and Intention to Stay, while the weakest was from Recruitment & Placement to Job Satisfaction. These findings emphasize the importance of employee satisfaction and commitment in talent retention.

Limitations: This research included only 62 employees from PT XYZ, which might not accurately reflect the complete employee base of the organization or the broader manufacturing industry. Consequently, the results should not be universally applied to other companies with varying attributes.

Contribution: This study combines key talent management factors and examines their impact on intention to stay through job satisfaction and employee commitment, offering deeper insights than previous research focusing on fewer aspects.

Keywords:
1. Employee commitment
2. intention to stay
3. job satisfaction
4. Talent management
Authors:
1 . Indrati Indrati
2 . Ardi Ardi
3 . Margaretha Pink Berlianto
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Indrati, I., Ardi, A., & Berlianto, M. P. (2025). Impact of Talent Management, Job Satisfaction, and Commitment on Employee Retention. Jurnal Akuntansi, Keuangan, Dan Manajemen, 6(3), 827–846. https://doi.org/10.35912/jakman.v6i3.4181
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Vol. 6 No. 3 (2025): Juni
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  1. Abdullah Al-Suraihi, W., Hanim Yusuf, A., & Abdullah Al-Suraihi, A.-H. (2020). The Effect of Job Characteristics and Perceived Organizational Support on Employee Turnover Intention in the Retail Sector in Malaysia. International Journal of Business and Technology Management, 2(3), 106–116. Http://myjms.mohe.gov.my/index.php/ijbtm
  2. Abu-Tineh, A. M., Romanowski, M. H., Chaaban, Y., Alkhatib, H., Ghamrawi, N., & Alshaboul, Y. M. (2023). Career Advancement, Job Satisfaction, Career Retention, and Other Related Dimensions for Sustainability: A Perception Study of Qatari Public School Teachers. Sustainability (Switzerland), 15(5). Https://doi.org/10.3390/su15054370
  3. Aditia, D., Dharma, F., & Nur, R. Y. (2022). Pengaruh Kinerja Keuangan terhadap Nilai Perusahaan pada Perusahaan Digital Startup. Goodwood Akuntansi dan Auditing Reviu, 1(1), 15-28. Https://doi.org/10.35912/gaar.v1i1.1454
  4. Agus, A., & Selvaraj, R. (2020). The mediating role of employee commitment in the relationship between quality of work life and the intention to stay. Employee Relations: The International Journal, 42(6), 123.
  5. Ahmed, R. R., Akbar, W., Aijaz, M., Channar, Z. A., Ahmed, F., & Parmar, V. (2023). The role of green innovation on environmental and organizational performance: Moderation of human resource practices and management commitment. Heliyon, 9(1), e12679. Https://doi.org/10.1016/j.heliyon.2022.e12679
  6. Al-Shammari, N., Al-Modahka, A., Al-Ansari, E., Al-Kandari, M., Ibrahim, K. A., Al-Sanea, J., ... & Albatineh, A. N. (2021). Prevalence of depression, anxiety, and their associations among end-stage renal disease patients on maintenance hemodialysis: a multi-center population-based study. Psychology, Health & Medicine, 26(9), 113.
  7. Alkandi, I., & Helmi, M. A. (2024). The impact of strategic agility on organizational performance: the mediating role of market orientation and innovation capabilities in emerging industrial sector. Cogent Business & Management, 11(1), 239.
  8. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. Https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
  9. Anvari, R., JianFu, Z., & Chermahini, S. H. (2014). Effective strategy for solving voluntary turnover problem among employees. Procedia-Social and Behavioral Sciences, 129, 186–1.
  10. Anvari, R., Mansor, N. N. A., Rahman, S. A. B. P. A., Rahman, R. H. B. A., & Chermahini, S. H. (2014). Mediating Effects of Affective Organizational Commitment and Psychological Contract in the Relationship between Strategic Compensation Practices and Knowledge Sharing. Procedia - Social and Behavioral Sciences, 129(6), 111–118. Https://doi.org/10.1016/j.sbspro.2014.03.655
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