| dc.description.abstract | Over the years, employee turnover has persistently continued to be a major concern in most
State corporations in Kenya. Despite numerous research on employee retention strategies,
state corporations have been experiencing widespread migration of staff in the recent past.
Whereas previous researches have linked talent management strategies to employee
retentions, whether or not managerial styles moderates the connection amongst talent
management and employee retention in state corporations hasn’t come to the attention of
researchers. It is still not clear whether the persistence of employee retention in state
corporations especially in Mombasa County could be associated with the role of managers
in talent managing. The emphasis of this study therefore was to determine whether
managerial styles have a moderating role in the connection between talent management
strategies and employee retention in state corporations situated in Mombasa County. The
study was anchored on the path-goal managerial theory, Herzberg theory of motivation,
equity theory and the component theory. Pragmatism research philosophy was adopted.
Cross sectional research design was adopted in this study. 293 employees including six
human resource managers of the state corporations based in Mombasa were targeted in this
study. A sample of 169 people was derived using the Yamane method. The study adopted
a variety of ways to choose participants. First, purposive sampling was employed to select
the six state firms' HR managers. The researcher then randomly selected the remaining 163
individuals working in diverse departments. To obtain the study data, two research
instruments were used namely: interview guide and questionnaire. Questionnaires were
administered to the sampled workers. However, interviews were conducted on the human
resources managers guided by use of interview schedules. Descriptive and inferential
statistics were generated by use of SPSS software version 26. Descriptive statistics
basically comprised of frequencies, tables as well as percentages. The inferential statistic
utilized in this study was binary logistic regression. The outcome of the research clearly
demonstrated existence of a link between talent management and employee retention in
state corporations in Mombasa. Besides, the findings also revealed that different
managerial styles have a moderating influence in the link amongst talent management and
employee retention. Managerial style not only has a statistically and significant influence
on whether or not an employee stays with the organization, but it also plays a moderating
function in the connection between talent management and employee retention in state
enterprises. When managerial style is incorporated in the model, flexible work arrangement
ceases to be a fundamental factor influencing employee retention. Further an examination
of the odds ratio which in essence demonstrate the effect size show that by incorporating
managerial style in the model reduces the odds of employees exiting the state corporations.
The odds ratios are relatively lower after introducing managerial style in the model. This
study took a cross-sectional approach to its data collection. Therefore, future research
should place a primary emphasis on longitudinal methods, which make it possible to collect
data at a number of different points. In future studies, more types of organizations besides
state corporations should be included. | en_US |
