Talent Management and Turnover Intention: Focus on Da Nang City Government in Vietnam

Abstract

The current study has examined determinants of turnover intention of talented public officials who join two talent management (TM) programs in Danang city government, Vietnam. Based on the survey data from 336 public officials who hired based on the TM program, we have found that perceived hard HM practices are negatively related with turnover intention while there is no relation between soft HM practice and intention to leave the organization. Employee engagement (EE) fully mediates the relationship between perceived hard TM practices and turnover intention, and partially mediates the relationship between perceived person-environment (PE) fit and turnover intention. The study suggests that public organizations in Danang city should focus on hard TM practices and the congruence of individual with work environment, particularly with organization and job, to retain their talents.