A workplace where personal background and characteristics no longer play a role. Are inclusive talent management and selfdetermination the solution? A study of the impact of privilege, needs satisfaction and inclusive talent management practices on turnover intention

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dc.contributor.advisorEngen, M. van
dc.contributor.authorWestrenen, Melissa van
dc.date.issued2022-10-25
dc.description.abstractWith nearly half of the Dutch workforce actively or latently looking for another job, it is important to find out what is causing this. Even more important is to find out what organizations can do to counteract this turnover and facilitate the needs of the employees. Studies have found evidence that aspects such as talent management practices, development opportunities and organizational climate and culture play a role in turnover intention. Moreover, studies have found that demographic factors such as gender, age and race affect both talent management practices and turnover intention as well (Emiroğlu et al., 2015; Griffeth, Hom & Gaertner, 2000; Akova et al., 2015; Brown et al., 2010; Sabharwal et al., 2019; Couch, 2011). This study aims to study this theme further by exploring the aspects of privilege, needs satisfaction, inclusive talent management practices and turnover intention. More specifically, this study aims to find out whether needs satisfaction can mediate the relationship between privilege and turnover intention and if inclusive talent management practices can moderate the relationship between privilege and needs satisfaction. To test the hypotheses, quantitative research was conducted through online questionnaires resulting in a sample size of 137 participants. The sampling group could be divided into two groups, a group that is considered to have more privileges and a group that is considered to have less privileges. These two groups were compared to see if there were differences in needs satisfaction and turnover intention. This study found no direct evidence that the amount of privilege contributed to a higher turnover intention or that needs satisfaction served as a moderator. Furthermore, this study could not find evidence that inclusive talent management practices weaken the relationship between privilege and needs satisfaction. The study did discover the direct relationship between inclusive talent management and needs satisfaction as well as inclusive talent management and turnover intention. The findings of this study show that inclusive talent management practices have a positive impact on needs satisfaction and a negative impact on turnover intention and should be adopted more by organizations.en_US
dc.embargo.lift10000-01-01
dc.embargo.typePermanent embargoen_US
dc.identifier.urihttps://theses.ubn.ru.nl/handle/123456789/14150
dc.language.isoenen_US
dc.thesis.facultyFaculteit der Managementwetenschappenen_US
dc.thesis.specialisationStrategic Human Resources Leadershipen_US
dc.thesis.studyprogrammeMaster Business Administrationen_US
dc.thesis.typeMasteren_US
dc.titleA workplace where personal background and characteristics no longer play a role. Are inclusive talent management and selfdetermination the solution? A study of the impact of privilege, needs satisfaction and inclusive talent management practices on turnover intentionen_US
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