SynthesisFrontiers in psychology2024
Connecting the organizational incomes and outcomes: a systematic review of the relationship between talent management, employee engagement, and turnover intention.
Synthesis in Frontiers in psychology, 2024. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 3 papers.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
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Who cites it
3 citing papers in PubMed.
- The impact of the second victim phenomenon on nurse turnover intentions and absenteeism: a systematic review and meta-analysis.BMC nursing · 2026Article
- Psychometric properties of the Chinese version of Nurses' Perception of Talent Management Scale(NPTMS-C): a structural equation modeling analysis.BMC nursing · 2026Article
- Perceived HR practices and employee performance: mediating effects of affective commitment and moderating effects of transformational leadership.Frontiers in sociology · 2026Article
Corrections and comments
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Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
Introduction: In a post-pandemic environment, characterized by volatility and uncertainty, organizations need to adapt to it for their survival. Methods: Following a systematic review method, the aim of this study is to assess the relationship between talent management practices, employee engagement, and turnover intention. Carried out using PRISMA guidelines, this systematic review includes 43 studies. Results: Results showed a lack of consensus on the talent management concept, definition, and measurement. Also, talent management practices seem to increase employee engagement and decrease turnover intentions. That is, when organizations provide effective talent management practices to employees, they become more engaged and less likely to abandon the company. It is important to highlight the mediating role of engagement in the relation between talent management and turnover intention. Furthermore, the most studied talent management practices for promoting engagement and reducing turnover intention were identified. Regarding control variables, data highlighted the importance of age and organizational tenure in the aforementioned relationships. Discussion: This review draws attention to the need of designing and implementing talent management practices in an effective way in order to generate a healthy and engaged workforce that is willing to remain in an organization.
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Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.