Keeping Millennials Engaged: A Study of Talent Management on Millennial Employee Retention in a Provincial Government in Northern Luzon

Abstract

This study examined the impact of training, performance, and job satisfaction on employee retention, specifically analyzing if these relationships differ by employment status. Utilizing a quantitative descriptive-correlational design with 348 respondents, the study found that both regular and temporary staff report high levels of training, performance, and satisfaction. While training and performance consistently predicted retention, moderation analysis revealed that employment status did not significantly alter the effect of job satisfaction on retention. This suggests that talent management strategies need not differentiate based on contract type but should instead focus on universal drivers like employer branding and engagement. Future research is recommended to employ serial mediation analysis to further explore the complex mechanisms linking talent management components to employee retention.