1. bookVolumen 12 (2021): Edición 2 (December 2021)
Detalles de la revista
Primera edición
19 Sep 2012
Calendario de la edición
2 veces al año
access type Acceso abierto

Motivational Factors and Retention of Talented Managers

Publicado en línea: 10 Apr 2022
Volumen & Edición: Volumen 12 (2021) - Edición 2 (December 2021)
Páginas: 200 - 220
Recibido: 15 Dec 2020
Aceptado: 25 Sep 2021
Detalles de la revista
Primera edición
19 Sep 2012
Calendario de la edición
2 veces al año

Background: In a contemporary fast-changing world, companies are facing growing global competition, volatile markets, altered workforce structure, and another technological reshifting, which generates enormous pressure on them to improve their business performance and imposes the necessity to highlight practices of talent management more seriously.

Objectives: In this study we explore interrelations between attraction/work motivational factors and talent retention, observed through talent engagement.

Methods/Approach: The methodology in this research focuses on the comprehensive resource-based view and encompasses quantitative analysis based on data gathered from talented managers in Bosnia and Herzegovina.

Results: The research results unveiled that talents were attracted to work for current companies primarily because of: good salary and company goodwill. The top three prevalent work motivational factors for talents included: (1) comfortable work environment, (2) enough autonomy and creativity in working and deciding, and (3) work-life balance. Furthermore, talent motivational factors related to talent retention in a statistically significant positive way.

Conclusions: This study furnishes available talent research and theory by relating attraction/work motivational factors to talent engagement; and by introducing the fundamental motivational factors which are of monumental importance for retaining talented managers in Bosnia and Herzegovina.


JEL Classification

1. Alnıaçık, E., Alnıaçık, Ü., Erat, S., Akçin, K. (2014), “Attracting Talented Employees to the Company: Do We Need Different Employer Branding Strategies in Different Cultures?”, Procedia - Social and Behavioral Sciences, Vol. 150, pp. 336-344.10.1016/j.sbspro.2014.09.074 Search in Google Scholar

2. Anderson, D. (2012), “Hierarchical Linear Modeling (HLM): An Introduction to Key Concepts Within Cross-Sectional and Growth Modeling Frameworks”, Technical Report, Behavioral Research and Teaching University of Oregon. Search in Google Scholar

3. Barber, A. E., Bretz, R. D. (2000), “Compensation, attraction, & retention”, in Rynes, S., Gerhart, B. (Eds.), Compensation in organisations: current research and practice, Jossey-Bass, San Francisco, pp. 32-59. Search in Google Scholar

4. Boštjančič, E., Slana, Z. (2018), “The Role of Talent Management Comparing Medium-Sized and Large Companies - Major Challenges in Attracting and Retaining Talented Employees”, Frontiers in Psychology, Vol 9, pp. 1-10.10.3389/fpsyg.2018.01750 Search in Google Scholar

5. Botha, A., Bussin, M., De Swardt, L. (2011), “An employer brand predictive model for talent attraction and retention”, SA Journal of Human Resource Management, Vol. 9 No. 1, pp. 1-12.10.4102/sajhrm.v9i1.388 Search in Google Scholar

6. Bullock, J. B., Stritch, J. M., Rainey, H. G. (2015), “International Comparison of Public and Private Employees’ Work Motives, Attitudes, and Perceived Rewards”, Public Administration Review, Vol. 75 No. 3, pp. 479-489.10.1111/puar.12356 Search in Google Scholar

7. Claussen, J., Grohsjean, T., Luger, J., Probst, G. (2014), “Talent management and career development: What it takes to get promoted”, Journal of World Business, Vol. 49 No. 2, pp. 236-244.10.1016/j.jwb.2013.11.007 Search in Google Scholar

8. Coetsee, L. D. (2011), Peak performance and productivity: A practical guide for the creation of a motivating climate, Andcork Publishers, Potchefstroom. Search in Google Scholar

9. Dehlsen, M., Franke, C. (2009), “Employer Branding: Mitarbeiter als Botschafter der Arbeitgebermarke”, in Trost, A. (Ed.), Employer Branding. Arbeitgeber positionieren und präsentieren, Luchterhand, Köln, pp. 156-169. Search in Google Scholar

10. Dessler, G. (2014), Human resource management, Salemba Empat, Jakarta. Search in Google Scholar

11. Forson, J. E. M. (2012), “Impact of motivation on the productivity of employees at GTBank Ghana”, Doctoral dissertation, University of Science and Technology, Meghalaya. Search in Google Scholar

12. Gallardo-Gallardo, E., Dries, N., Gonzalez-Cruz, T. F. (2013), “What is the meaning of “talent” in the world of work?”, Human Resource Management Review, Vol. 23 No. 4, pp. 290-300.10.1016/j.hrmr.2013.05.002 Search in Google Scholar

13. Glen, C. (2006), “Key skills retention and motivation: The war for talent still rages and retention is the high ground”, Industrial and Commercial Training, Vol. 38 No. 1, pp. 37-45.10.1108/00197850610646034 Search in Google Scholar

14. Hanaysha, J. (2016), “Testing the effects of employee empowerment, teamwork, and employee training on employee productivity in higher education sector”, International Journal of Learning and Development, Vol. 6 No. 1, pp. 164-178.10.5296/ijld.v6i1.9200 Search in Google Scholar

15. He, Y., Li, W., Keung Lai, K. (2011), “Service climate, employee commitment and customer satisfaction”, International Journal of Contemporary Hospitality Management, Vol. 23 No. 5, pp. 592-607.10.1108/09596111111143359 Search in Google Scholar

16. Jansen, A., Samuel, M. O. (2014), “Achievement of Organisational Goals and Motivation of Middle Level Managers within the Context of the Two-Factor Theory”, Mediterranean Journal of Social Sciences, Vol. 5 No. 16, pp. 53-59.10.5901/mjss.2014.v5n16p53 Search in Google Scholar

17. Johennesse, L.-A. C., Chou, T.-K. (2017), “Employee Perceptions of Talent Management Effectiveness on Retention”, Global Business and Management Research: An International Journal, Vol. 9 No. 3, pp. 46-58. Search in Google Scholar

18. Kaewsaeng-on, R. (2016), “Ph. D. Thesis: Talent management: a critical investigation in the thai hospitality industry”, available at https://usir.salford.ac.uk/id/eprint/39105/1/RudsadaKaewsaeng-on.pdf (4 April 2019) Search in Google Scholar

19. Kellyservice (2013), “Attraction and Retention of Talent”, available at kellyservices.co.nz (18 March 2020) Search in Google Scholar

20. Kumar, V., Pansari, A. (2015), “Measuring the Benefits of Employee Engagement”, MITSloan Management Review, Vol. 56 No. 4, pp. 66-72. Search in Google Scholar

21. Lorincová, S., Hitka, M., Čambál, M., Szabó, P., Javorčíková, J. (2016), “ Motivational Factors Influencing Senior Managers in the Forestry and Wood-Processing Sector in Slovakia”, BioResources, Vol. 11 No. 4, pp. 10339-10348.10.15376/biores.11.4.10339-10348 Search in Google Scholar

22. Maduka, C. E., Okafor, O. (2014), “Effect of motivation on employee productivity: A study of manufacturing companies in Nnewi”, International Journal of Managerial Studies and Research, Vol. 2 No. 7, pp. 137-147. Search in Google Scholar

23. McDonnell, A., Collings, D. (2011), “The identification and evaluation of talent in MNEs”, in Scullion, H., Collings, D. (Eds.), Global Talent Management, Routledge, Oxom. Search in Google Scholar

24. Mgedezi, S., Toga, R., Mjoli, T. (2014), “Intrinsic motivation and job involvement on employee retention: Case study - A selection of eastern cape government departments”, Mediterranean Journal of Social Sciences, Vol. 5 No. 20, pp. 2119-2126.10.5901/mjss.2014.v5n20p2119 Search in Google Scholar

25. Michaels, E., Handfield-Jones, H., Axelrod, B. (2011), The War for Talent, Harvard Business School Press Boston, McKinsey & Company, Massachusetts. Search in Google Scholar

26. Moran, B. B. (2013), Library and Information Center Management, Libraries Unlimited, Santa Barbara. Search in Google Scholar

27. Oladipo, T., Iyamabo, J., Otubanjo, O. (2013), “Employer Branding: Moulding Desired Perceptions in Current and Potential Employees”, Journal of Management and Sustainability, Vol. 3 No. 3, pp. 55-65.10.5539/jms.v3n3p55 Search in Google Scholar

28. Ott, D., Tolentino, J., Michailova, S. (2018), “Effective talent retention approaches”, Human Resource Management International Digest, Vol. 26 No. 7, pp. 16-19.10.1108/HRMID-07-2018-0152 Search in Google Scholar

29. Patriota, D. (2009), “Employee retention: An integrative view of Supportive Human Resource Practices and Perceived Organisational support”, Master Thesis, Uppsala. Search in Google Scholar

30. Rahimić, Z., Kožo, A. (2013), “Identifying Motivators for the Employees in Companies in Bosnia and Herzegovina”, Journal of Social Science Research, Vol. 2 No. 2, pp. 117-129.10.24297/jssr.v2i2.3093 Search in Google Scholar

31. Rampl, L. V., Kenning, P. (2014), “Employer brand trust and affect: linking brand personality to employer brand attractiveness”, European Journal of Marketing, Vol. 48 No. 1/2, pp. 218-236. Search in Google Scholar

32. Rodrigues Ataide Silva, M., Conrado de Amorim Carvalho, J., Lopes Dias, A. (2019), “Determinants of Employee Retention: A Study of Reality in Brazil”, in Strategy and Superior Performance of Micro and Small Businesses in Volatile Economies, IGI Global, pp. 44-56.10.4018/978-1-5225-7888-8.ch004 Search in Google Scholar

33. Rodriguez, A. (2015), “Motivation in action: How motivation can make employees more productive”, available at https://www.imindq.com/blog/motivation-in-action-how-motivation-can-make-employees-more-productive-part-2 (4 January 2019) Search in Google Scholar

34. Sageer, A., Rafat, D. S., Agarwal, M. P. (2012), “Identification of Variables Affecting Employee Satisfaction and Their Impact on the Organization”, Journal of Business and Management, Vol. 5 No. 1, pp. 32-39. Search in Google Scholar

35. Sandhya, K., Pradeep Kumar, D. (2011), “Employee retention by motivation”, Indian Journal of Science and Technology, Vol. 4 No. 12, pp. 1778-1782.10.17485/ijst/2011/v4i12.34 Search in Google Scholar

36. Saurombe, M., Barkhuizen, E. N., Schutte, N. E. (2017), “Management perceptions of a higher educational brand for the attraction of talented academic staff”, SA Journal of Human Resource Management, Vol. 15, pp. 1-10. Search in Google Scholar

37. Shah, M., Asad, M. (2018), “Effect of Motivation on Employee Retention: Mediating Role of Perceived Organizational Support”, European Online Journal of Natural and Social Sciences, Vol. 7 No. 2, pp 511-520. Search in Google Scholar

38. Singh, S. K., Mazzucchelli, A., Vessal, S. R., Solidoro, A. (2021), “Knowledge-based HRM practices and innovation performance: Role of social capital and knowledge sharing”, Journal of International Management, Vol. 27, pp. 1-13.10.1016/j.intman.2021.100830 Search in Google Scholar

39. Stamov Roßnagel, C. (2017), “Leadership and Motivation”, in Marques, J., Dhiman, S. (Eds.), Leadership Today. Practices for Personal and Professional Performance, Springer International Publishing Switzerland, pp. 217-228. Search in Google Scholar

40. Stoinova, N. (2016), “Design of an employer branding concept”, MSc Thesis, Sofia University “St. Kl. Ohridski”, Sofia. Search in Google Scholar

41. Stoynova, N., Gourova, E. (2017), Attracting and Preserving Talents, in VikingPLoP ‘17: Proceedings of the VikingPLoP 2017 Conference on Pattern Languages of Program, No. 5, pp. 1-11. Search in Google Scholar

42. Sudhakaran, P., Senthilkumar, G. (2019), “Retention of Valuable Talent: Developing an Effective Retention Strategy for Technology Professionals in India using Structural Equation Modelling”, International Journal of Recent Technology and Engineering, Vol. 8 No. 3, pp. 2833-2843. Search in Google Scholar

43. Tansley, C. (2011), “What do we mean by the term “talent” in talent management?”, Industrial and Commercial Training, Vol. 43 No. 5, pp. 266-274.10.1108/00197851111145853 Search in Google Scholar

44. Tlaiss, H., Martin, P., Hofaidhllaoui, M. (2017), “Talent retention: evidence from a multinational firm in France”, Employee Relations, Vol. 39 No. 4, pp. 426-445.10.1108/ER-07-2016-0130 Search in Google Scholar

45. Ulrich, D., Smallwood, N. (2012), “What is talent?”, Leader to Leader, No. 63, pp. 55-61.10.1002/ltl.20011 Search in Google Scholar

46. Wahyuningtyas, R. (2015), “An integrated talent management system: challenges for competitive advantage”, International Business Management, Vol. 9 No. 4, pp. 384-390. Search in Google Scholar

47. Wallace, M., Lings, I., Cameron, R. (2012), “Industry branding: attracting talent to weaker profile industries”, Asia Pacific Journal of Human Resources, Vol. 50 No. 4, pp. 483-502.10.1111/j.1744-7941.2012.00040.x Search in Google Scholar

48. Wei, Y. (2015), “Do employees high in general human capital tend to have higher turnover intention? The moderating role of high-performance HR practices and P-O fit”, Personnel Review, Vol. 44 No. 5, pp. 739-756.10.1108/PR-07-2013-0137 Search in Google Scholar

49. Werner, S., Schuler, R. S., Jackson, S. E. (2012), Human Resource Management, Cengage, Zurich. Search in Google Scholar

50. World Economic Forum (2010), “Stimulating Economies Through Fostering Talent Mobility”, available at https://mkt-bcg-com-public-images.s3.amazonaws.com/public-pdfs/legacy-documents/file41189.pdf (5 April 2020) Search in Google Scholar

51. Wziątek-Staśko, A. (2015), “Effective Factors in Enhancing Managers’ Job Motivation- Cross-Cultural Context”, in Management International Conference Portorož, Slovenia. Search in Google Scholar

52. Yousaf, S., Latif, M., Aslam, S., Saddiqui, A. (2014), “Impact of financial and non financial rewards on employee motivation”, Middle-East Journal of Scientific Research, Vol. 21 No. 10, pp. 1776-1786. Search in Google Scholar

Artículos recomendados de Trend MD

Planifique su conferencia remota con Sciendo