Abstract
To enhance the extant literature of talent retention and proffering solution to the negative employees’ behavioural outcomes of high performers in hospitality industry, this study investigates the influence of talent retention strategies (training and development, and job security) on employees’ behavioural outcomes (employee job performance and employee job commitment) in Nigeria’s hospitality industry. Pen and paper questionnaire was used for gathering quantitative data among 312 frontline employees working in the selected 5-star hotels in Nigeria. Descriptive statistics, Confirmatory Factor Analysis (CFA), Structural Equation Modelling (SEM) and Path analysis were used to establish the mean, standard deviation, measuring instrument reliability, convergent, divergent and test of hypotheses respectively. The outcomes showed significant role of these retention strategies on employees’ behavioural outcomes. This implies that, management should show consistent support for the career development and economic stability of their workforce, and most especially the professionals. This is highly important for gaining their full attention and positive workplace behaviour. This will create positive employer’s branding, generate knowledge transfer, strengthen succession plan and retain top talents.
Highlights
Talent is an inherent attribute possessed by individuals that have the required know-how and skills for continuous growth, quality production etc., that is needed to improve organisational performance
This study investigates the influence of talent retention strategies on employees’ behavioural outcomes in Nigeria’s hospitality industry
Formulation of hypotheses In Aguenza and Som (2012), training and development skills provided by employers to their employees often make such employees to be more committed to their current employer, because good and talented employees are looking for organisation that will make available to them, the requisite skills, training and development that will boost their career advancement
Summary
Talent is an inherent attribute possessed by individuals that have the required know-how and skills for continuous growth, quality production etc., that is needed to improve organisational performance. Retaining talented employees is a major priority for organisations, especially in the service producing industry such as hospitality sector, where there is always one-onone interaction between the employees and the customers (Ohunakin et al, 2018a). It is very imperative for employers to protect skilled and capable employees from quitting their organisations, and preventing its negative effects on employees’ workplace behaviour and organisational productivity. Organisation that intends to achieve set goals and objectives should map out strategies for retaining those individuals that possess the required skills and expertise, and be acquainted with the behaviour of those individuals as employees (Tiwari, 2012).
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