Methodology

A. Research Design

A research design embodies the design and plans employed in gathering, analyzing, and interpreting data. It comprehends the basic structure of the study. This is a quantitative study. It incorporates a scientific research inquiry designed to study the relationship between the independent, mediating, and dependent variables. The research instruments comprise of self-administered questionnaires (primary source). A set of questionnaire using Likert-type scale (1–5) were administered to respondents by the researcher. The Cronbach's alpha values at the pretest and actual test are above 0.8. It is found that the Cronbach's alpha value for this study is reliable where it is above 0.8. Data collected were analyzed using SPSS software (version 20.0).

B. Research Framework

The variables of this study are talent management practices: managerial support, employee career development, and rewards and recognitions (independent variables), employee engagement (mediating variable), and employee retention (dependent variable). These are depicted in the research framework in Fig. 9.1.

Fig. 9.1 Research framework

C. Sampling

The sample of target population was drawn from executives and above who work in IT companies in Selangor. This study conveniently selected three (3) IT companies in Selangor, and there were 840 employees from a convenience sampling. The units of analysis of the study were Executives and above from various departments of the selected IT companies.

D. Data Analysis

In order to test the relationship between variables, Pearson correlation analysis is performed to determine the associations between variables and test the hypotheses. Finally, in order to test for a mediation model, hierarchical regression analyses were conducted to analyze the significant indirect effect of a mediator.

Results

A. The Relationship Between Talent Management Practices (Managerial Support, Employee Career Development,and Rewards and Recognitions) and Employee Engagement

In this section, the nature and strength of correlation between each independent variable and mediating variable were analyzed. There are three (3) hypotheses pertaining to the correlation between independent variables and mediating variable, H1, H2, and H3.

Table 9.1 Pearson product moment correlation table between talent management practices and employee engagement

Correlations

Managerial support

Employee career development

Rewards and recognitions

Employee engagement

Managerial support

Pearson correlation

1

0.648**

0.541**

0.445**

Employee career development

Pearson correlation

0.648**

1

0.683**

0.544**

Rewards and recognitions

Pearson correlation

0.541**

0.683**

1

0.658**

Employee engagement

Pearson correlation

0.445**

0.544**

0.658**

1

**Correlation is significant at the 0.01 level (1 tailed)

Table 9.2 Pearson product moment correlation table between employee engagement and employee retention

Correlations

Employee engagement

Employee retention

Employee engagement

Pearson correlation

1

0.691**

Employee retention

Pearson correlation

0.691**

1

**Correlation is significant at the 0.01 level (1 tailed)

According to Table 9.1, talent management practices (managerial support, employee career development, and rewards and recognitions) have positive and significant correlation with employee engagement. Therefore, H1, H2, and H3 were supported. There are significant relationships between talent management practices (managerial support, employee career development, and rewards and recognitions) and employee engagement.

 
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