Examining the Relationship Between Talent Management Practices, Work Engagement and Intention to Quit of Academic Staff: Insights from Egyptian Faculties of Tourism and Hotels

Abstract

Talent management (TM) of academics is becoming a significant challenge for universities as it becomes more difficult to retain talented and competent staff. The purpose of this study was to investigate the mutual relationship between talent management practices, work engagement and intention to quit for academic staff. A cross-sectional quantitative survey was conducted on a non-probability purposive sample (N = 208) of academic staff in Egyptian faculties of tourism and hotels. A series of structural equation modeling analyses were used for testing the hypotheses. Data were analyzed by using IBM SPSS and AMOS 21. The main findings indicated a significant positive relationship between all the nine talent management practices and work engagement of academic staff. The results also revealed a significant negative relationship between all the nine talent management practices and intention to quit of academic staff. Work engagement was also found to have negative relationship with intention to quit the organization. The study proposed some practical guidelines for the organizations under the study to better implement talent management practices in order to enhance work engagement of academic staff and reduce their level of intention to quit.

Keywords: Talent Management, Talent Management Practices, Work Engagement, Intention to Quit, Academic Staff

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