Talent management practices as drivers of intention to stay : case study (IT companies in the Gaza Strip)‎

Other Title(s)

ممارسات إدارة المواهب كمحفز للرغبة للبقاء في العمل : دراسة حالة (شركات تكنولوجيا المعلومات في قطاع غزة)‎

Dissertant

al-Battrikhi, Isra Ramadan Abd al-Rahman

Thesis advisor

Abu al-Rus, Sami Ali

Comitee Members

al-Madhun, Muhammad Ibrahim
Sammur, Akram Ismail

University

Islamic University

Faculty

Faculty of Commerce

Department

Department of Business Administration

University Country

Palestine (Gaza Strip)

Degree

Master

Degree Date

2016

English Abstract

This study aims to identify the reality of applying talent management practices namely talent attraction, talent selection, talent engagement, talent development, and talent retention and its impact on the employees‘ intention to stay at work.

The study targets the employees of the private sector in the Gaza Strip case study the information technology sector; to explore the most important drivers of intention to stay at work of talented employees in the IT companies.

The research follows the analytical descriptive approach.

A questionnaire was designed by the researcher.

The population of the research consists of (132) employees of the (administrative, programmer, analyst, designer and technician) employees of (17) IT companies in the Gaza Strip.

The sample consists of (100) employees, while the retrieved questionnaires are (80) which presents (76.2%) response rate of distributed questionnaires.

Correlation and regression analysis were used to examine the relationship between the talent management practices and employees‘ intention to stay, in addition to assess the impact of talent management practices on intention to stay.

The following are the most important findings of the current study: 1.

The findings of the research revealed that talent management practices excluding talent attraction and talent selection are significant predictors of intention to stay.

2.

Also, the results show that there is a positive correlation between talent management practices & the intention to stay.

3.

Moreover, the research indicates that most of talent management practices carried out by the IT companies in the Gaza Strip where results show that talent engagement is the first ranked, followed by talent attraction, talent development, talent retention and talent selection, respectively.

4.

The integration between talent management practices is apparent, such as total rewards that can be used as attraction, engagement, and retention strategies.

5.

The study concluded that there are differences in the level of talent management in two practices (talent engagement & talent development) in the IT companies attributed to sex characteristics.

Moreover, the study concluded that there are differences in the level of talent management in three practices (talent attraction, talent engagement & talent development) in the IT companies attributed to job title.

Finally the study suggest recommendations for the IT companies that contributes on enhancing talent management practices, increasing talented employees‘ intention to stay, and enhancing companies effectiveness such as: 1.

Establishing a proper talent management system that focuses on talent attraction, and talent selection to increase the employees‘ intention to stay at work.

2.

IT companies should ensure the integration of attraction, selection, engagement, development and retention practices, ex.

by conveying career and development opportunities in their employer brands and ensuring that the talents in fact develop when they work at the company, which also impacts their subsequent engagement and retention.

3.

TE is of high importance in determining levels of ITS Accordingly, implementing TE strategies needs effort from inside IT companies.

Main Subjects

Business Administration

No. of Pages

106

Table of Contents

• APA
• MLA
• AMA

Language

English

Data Type

Arab Theses

Record ID

BIM-725584