Abstract:
Research on talent management (TM.) has seen an uprising in recent studies and has been introduced across various fields. Yet, only a limited handful of studies have investigated and addressed the connection of talent management (TM) and employee turnover in Lebanon. Due to TM, employees will be highly influenced by its introduction and could affect employee turnover due to its initiatives carried out by the organization. In my paper, I intend to bridge the gap between TM and employee turnover. This study is to show how employees are impacted by TM and their turnover intentions, mediated by personal attributes, defined as motivation and risk averseness.
The results of the study show that there is a link between employees perceived turnover intentions and TM. Two mediators, namely risk averseness (RA) and motivation that eventually did not affect the relationship had also been identified.
