Human Resource Practices (Rewards and Training) Impact on Turnover Intentions with Mediating Mechanism of Talent Engagement in the Banking Industry of Twin Cities of Pakistan

Abstract

The primary objective of the study was to explore the impact of Human Resource practices on Turnover Intentions of employees within the Banking industry of Pakistan with a specific attention on the potential mediating role of talent engagement. A set of 200 questionnaires were circulated across the branches of the top five banks of Rawalpindi and Islamabad. Structural Equation Modeling (SEM-AMOS) was employed to assess the hypotheses. The study's results revealed a notable and statistically significant negative association between Rewards and turnover intentions. An intriguing aspect unearthed in this research is the mediating role of organizational engagement in the relationship between HR practices and turnover intentions. However, it was observed that job engagement did not act as a mediator in the relationship between Rewards and Turnover Intentions. These findings bear particular importance for the senior management of the banking sector, emphasizing the need for the effective implementation of talent engagement in both dimensions. The study recommends that the banking sector's leadership incorporate Human Resource practices alongside fostering talent engagement, encompassing both job engagement and organizational engagement. Such a comprehensive approach is suggested to effectively mitigate turnover intentions among managers in the banking industry.