Analysis of Factors Influencing Talent's Decision to Stay or Leave the Organization in the Talent War Situation: A Case Study of PT. Tambang Indonesia
In the era of the talent war in the coal mining industry that has occurred from 2022 to 2023, talent retention is one of the keys to success for companies in the industry, including mining contractor companies. This study aims to examine talent retention by exploring how several factors influence the talent's decision to stay or leave an organization in a talent war situation. This research was conducted using qualitative methods with a single case study on PT Tambang Indonesia. Data collection was carried out through in-depth interviews with 29 informants and document analysis which was analyzed using thematic analysis. The main findings of this research are four pull forces that influence talent's decision to stay and four push forces that influence talent's decisions to leave in a talent war situation. The supporting findings in this research are talent retention factors at three levels of organizational behavior analysis. The findings in this study deepen previous studies regarding factors in talent retention. Suggestions for further research are to make research that can measure each force, and then be tested in a wider and more diverse context. Further research can also be conducted with a focus on measuring the level of influence of factors at three levels of organizational behavior analysis, as well as comparing the effectiveness of these factors on talent retention.
Abedin, B., Akbari Emami, S., & Abbasnejad, T. (2020). designing a conceptual model of Talent Turnover among Iranian Organizations: An Exploratory Research in ICT industry. Journal of Sustainable Human Resource Management, 2(2), 49–64.
Abenov, T., Franklin-Hensler, M., & Grabbert, T. (2023). Has mining lost its luster?: why talent is moving elsewhere and how to bring them back.
Baxter, P., & Jack, S. (2008). Qualitative case study methodology: Study design and implementation for novice researchers. The Qualitative Report, 13(4), 544–559.
Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3(2), 77–101.
Brüggen, E. C., Hogreve, J., Holmlund, M., Kabadayi, S., & Löfgren, M. (2017). Financial well-being: A conceptualization and research agenda. Journal of Business Research, 79, 228–237.
Bubshait, F. A. (2022). Factors Influencing the Intention of Saudi Gen-Y Talent to Stay in the Saudi Mining Industry. University of Portsmouth.
Govaerts, N., Kyndt, E., Dochy, F., & Baert, H. (2011). Influence of learning and working climate on the retention of talented employees. Journal of Workplace Learning, 23(1), 35–55.
Koch, T., Gerber, C., & De Klerk, J. J. (2018). The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management, 16(1), 1–14.
Kumar, B. (2016). Talent retention in metal manufacturing companies in India.
Kundaragi, P. B., & Kadakol, A. M. (2015). Work stress of employee: A literature review. International Journal of Advance Research and Innovative Ideas in Education, 1(3), 18–23.
Luthans, F. (2015). Organizational Behavior. New York: The Mcgrow-Hill Companies Inc.
Maertz Jr, C. P., Keith, M. G., Raghuram, S., Porter, C. M., & Dalton, G. L. (2022). Advancing Theory and Practice on Managing Dysfunctional Turnover: Developing an Improved Measure of Turnover Reasons. Group & Organization Management, 10596011211065880.
Mey, M. R., Poisat, P., & Stindt, C. (2021). The influence of leadership behaviours on talent retention: An empirical study. SA Journal of Human Resource Management, 19, 9.
Mngomezulu, N., Challenor, M., Munapo, E., Mashau, P., & Chikandiwa, C. T. (2015). The impact of recognition on retention of good talent in the workforce. Journal of Governance and Regulation, 4(4), 372–379.
Mutanga, J., Kaisara, G., Yakobi, K., & Atiku, S. O. (2021). Exploring push and pull factors for talent development and retention: implications for practice. Development and Learning in Organizations: An International Journal, 35(6), 1–3.
Nahavandi, A., Denhardt, R. B., Denhardt, J. V, & Aristigueta, M. P. (2013). Organizational behavior. Sage Publications.
Ott, D. L., Tolentino, J. L., & Michailova, S. (2018). Effective talent retention approaches. Human Resource Management International Digest, 26(7), 16–19.
Pandita, D., & Ray, S. (2018). Talent management and employee engagement–a meta-analysis of their impact on talent retention. Industrial and Commercial Training, 50(4), 185–199.
Patton, M. Q. (2014). Qualitative research & evaluation methods: Integrating theory and practice. Sage publications.
Phillips, J. M., & Gully, S. M. (2015). Strategic staffing . Hoboken. NJ: Pearson.
Rahmawati, K. E. D. (2020). Pengaruh Return on Assets (ROA), Return on Equity (ROE), dan Earning Per Share (EPS) terhadap Harga Saham Perusahaan Pertambangan Batu Bara yang Terdaftar pada Bursa Efek Indonesia (BEI) Periode Tahun 2014-2018. UPN" VETERAN" JATIM.
Sianitawati, S., & Prasetyo, A. H. (2022). Rancangan Manajemen Risiko Korporat Terintegrasi Pada Perusahaan Pertambangan Batu Bara Tahun 2023-2024. Jurnalku, 2(4), 482–501.
Sparrow, P. R. (2009). When is talent not talent. Talent Management Review, 18, 20.
Tlaiss, H. A., Martin, P., & Hofaidhllaoui, M. (2017). Talent retention: evidence from a multinational firm in France. Employee Relations, 39(4), 426–445.
Zainee, I. A., & Puteh, F. (2020). Corporate social responsibility impact on talent retention among Generation Y. Revista de Gestão, 27(4), 369–392.
Zhang, J., Ahammad, M. F., Tarba, S., Cooper, C. L., Glaister, K. W., & Wang, J. (2015). The effect of leadership style on talent retention during merger and acquisition integration: Evidence from China. The International Journal of Human Resource Management, 26(7), 1021–1050.
Copyright (c) 2023 International Journal of Science and Society
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.