The Impact of Talent Management Practices on Intention to Stay: The Mediating Role of Employer Branding

Abstract

The global economy got slowdown because of the pandemic. Where companies were still grappling with the existing challenges on managing their talent, the new and bigger challenge on the existence of the very company aroused. The present study focusses on determiningthe mediating role of employer branding in the relationship between talent management practices and intention to stay in pharmaceutical industry. The sample size of 653 employees from eight companies in Sikkim were taken using stratified sampling method. The data were collected using a structured questionnaire comprising statements based on Likert’s seven-point scale relating to three constructs – Talent Management, Employer Branding and Intention to Stay. Regression analysis and Process Macro are used to test the causal relationships among the research variables. We found that talent management practices are positively related to employer branding and employer branding is a significant predictor of intention to stay by the employees. The results also established that employer branding partially mediated the relationship between talent management practices and intention to stay.