Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement

Nowadays, organizations are facing talent shortages with important costs. Talent management plays an important role in reducing turnover intention, and this relationship is often explained by the mediating role of employee engagement. This meta-analysis examines the relationships among these variabl...

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Detalhes bibliográficos
Autores: Sinisterra, Luna, Peñalver, Jonathan, Fernández-Castilla, Belen, Salanova, Marisa
Formato: artículo
Fecha de publicación:2026
País:España
Recursos:Colegio Oficial de Psicólogos de Madrid
Repositorio:Journal of Work and Organizational Psychology
OAI Identifier:oai:dnet:jwop________::0bc8953f82e1e26a374dce060c33a1de
Acesso em linha:https://doi.org/10.5093/jwop2026a4
Access Level:acceso abierto
Palavra-chave:Talent management practices, Intention to quit, Employee engagement, Meta-analysis
Prácticas de gestión del talento, Intención de abandono, Compromiso de los empleados, Metanálisis
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spelling Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee EngagementLa lucha contra la intención de abandono: perspectiva metanalítica sobre el papel de la gestión del talento y el compromiso de los empleadosSinisterra, LunaPeñalver, JonathanFernández-Castilla, BelenSalanova, MarisaTalent management practices, Intention to quit, Employee engagement, Meta-analysisPrácticas de gestión del talento, Intención de abandono, Compromiso de los empleados, MetanálisisNowadays, organizations are facing talent shortages with important costs. Talent management plays an important role in reducing turnover intention, and this relationship is often explained by the mediating role of employee engagement. This meta-analysis examines the relationships among these variables following PRISMA guidelines. Based on 29 studies, the results confirm talent management practices are significantly and negatively related to turnover intention, while employee engagement partially mediates this relationship. In addition to it, the study tested several moderators, none of them explaining the variance in effect sizes. This suggests that the observed relationships may be relatively stable across different demographic and contextual contexts, but also proposes some methodological challenges in the assessment of moderators. The findings highlight the importance of employee engagement as a key mechanism through which talent management practices influence turnover intention, and they call for further research into alternative mediators and more nuanced moderator analyses. This is the first meta-analysis to quantitatively synthesize these three variables, offering robust evidence for future theory and practice.En la actualidad, las organizaciones se enfrentan a escasez de talento con importantes costes. La gestión del talento desempeña un papel importante en la reducción de la intención de abandono y esta relación se explica frecuentemente por el papel mediador del compromiso de los empleados. Este metanálisis examina las relaciones entre estas variables siguiendo las directrices PRISMA. A partir de 29 estudios, los resultados confirman que las prácticas de gestión del talento se relacionan significativa y negativamente con la intención de abandono, mientras que el compromiso de los empleados media parcialmente esta relación. Asimismo, se analizaron diversos moderadores, ninguno de los cuales explicó la varianza en los tamaños del efecto, lo que indica que las relaciones observadas pueden ser relativamente estables en distintos contextos demográficos y contextuales, aunque también plantea algunos desafíos metodológicos en la evaluación de los moderadores. Los resultados destacan la importancia del compromiso de los empleados como mecanismo clave a través del cual las prácticas de gestión del talento influyen en la intención de abandono y apuntan a la necesidad de investigar mediadores alternativos y análisis de moderadores más precisos. Se trata del primer metanálisis que sintetiza cuantitativamente estas tres variables, ofreciendo una prueba robusta para la teoría y la práctica futuras.Colegio Oficial de Psicologos de Madrid2026info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedapplication/pdftext/htmlapplication/xmlhttps://doi.org/10.5093/jwop2026a4reponame:Journal of Work and Organizational Psychologyinstname:Colegio Oficial de Psicólogos de MadridIngléshttps://creativecommons.org/licenses/by-nc-nd/4.0/deed.es_ESCopyright © 2026. Colegio Oficial de Psicólogos de Madridinfo:eu-repo/semantics/openAccessoai:dnet:jwop________::0bc8953f82e1e26a374dce060c33a1de2026-06-23T12:47:17Z
dc.title.none.fl_str_mv Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
La lucha contra la intención de abandono: perspectiva metanalítica sobre el papel de la gestión del talento y el compromiso de los empleados
title Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
spellingShingle Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
Sinisterra, Luna
Talent management practices, Intention to quit, Employee engagement, Meta-analysis
Prácticas de gestión del talento, Intención de abandono, Compromiso de los empleados, Metanálisis
title_short Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
title_full Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
title_fullStr Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
title_full_unstemmed Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
title_sort Fighting Turnover Intention: Meta-Analytic Insights on the Role of Talent Management and Employee Engagement
dc.creator.none.fl_str_mv Sinisterra, Luna
Peñalver, Jonathan
Fernández-Castilla, Belen
Salanova, Marisa
author Sinisterra, Luna
author_facet Sinisterra, Luna
Peñalver, Jonathan
Fernández-Castilla, Belen
Salanova, Marisa
author_role author
author2 Peñalver, Jonathan
Fernández-Castilla, Belen
Salanova, Marisa
author2_role author
author
author
dc.subject.none.fl_str_mv Talent management practices, Intention to quit, Employee engagement, Meta-analysis
Prácticas de gestión del talento, Intención de abandono, Compromiso de los empleados, Metanálisis
topic Talent management practices, Intention to quit, Employee engagement, Meta-analysis
Prácticas de gestión del talento, Intención de abandono, Compromiso de los empleados, Metanálisis
description Nowadays, organizations are facing talent shortages with important costs. Talent management plays an important role in reducing turnover intention, and this relationship is often explained by the mediating role of employee engagement. This meta-analysis examines the relationships among these variables following PRISMA guidelines. Based on 29 studies, the results confirm talent management practices are significantly and negatively related to turnover intention, while employee engagement partially mediates this relationship. In addition to it, the study tested several moderators, none of them explaining the variance in effect sizes. This suggests that the observed relationships may be relatively stable across different demographic and contextual contexts, but also proposes some methodological challenges in the assessment of moderators. The findings highlight the importance of employee engagement as a key mechanism through which talent management practices influence turnover intention, and they call for further research into alternative mediators and more nuanced moderator analyses. This is the first meta-analysis to quantitatively synthesize these three variables, offering robust evidence for future theory and practice.
publishDate 2026
dc.date.none.fl_str_mv 2026
dc.type.none.fl_str_mv info:eu-repo/semantics/article
info:eu-repo/semantics/published
format article
dc.identifier.none.fl_str_mv https://doi.org/10.5093/jwop2026a4
url https://doi.org/10.5093/jwop2026a4
dc.language.none.fl_str_mv Inglés
language_invalid_str_mv Inglés
dc.rights.none.fl_str_mv https://creativecommons.org/licenses/by-nc-nd/4.0/deed.es_ES
Copyright © 2026. Colegio Oficial de Psicólogos de Madrid
info:eu-repo/semantics/openAccess
rights_invalid_str_mv https://creativecommons.org/licenses/by-nc-nd/4.0/deed.es_ES
Copyright © 2026. Colegio Oficial de Psicólogos de Madrid
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
text/html
application/xml
dc.publisher.none.fl_str_mv Colegio Oficial de Psicologos de Madrid
publisher.none.fl_str_mv Colegio Oficial de Psicologos de Madrid
dc.source.none.fl_str_mv reponame:Journal of Work and Organizational Psychology
instname:Colegio Oficial de Psicólogos de Madrid
instname_str Colegio Oficial de Psicólogos de Madrid
reponame_str Journal of Work and Organizational Psychology
collection Journal of Work and Organizational Psychology
repository.name.fl_str_mv
repository.mail.fl_str_mv
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