Enhancing Talent Retention Through Employee Branding: The Influence Of Employee Engagement

Abstract

This study explores the connection between employer branding (EB) and talent retention (TR), with a particular focus on the mediating role of employee engagement (EE) in this relationship. The research employs Partial Least Squares (PLS) structural equation modeling to behavior the examination. Data collected from banking specialists (n = 340) is used to observe the interplay between employer branding, employee engagement, and talent retention. The study offers experimental understandings into how employee engagement enhances the apparent value of employer branding, ultimately contributing to employee retention. The findings suggest that employee engagement serves as a partial mediator between employer branding and talent retention. This research delivers practical management for banking professionals, highlighting the importance of fostering strong emotional and professional connections among colleagues, team leaders, and elder management to improve engagement levels. The results can assist business strategists and managers in prioritizing key elements of employer branding to enhance workforce association. The authors consider this study to be a unique contribution, as it empirically assessments the intermediating role of employee engagement in the association between employer branding and talent retention. Likewise, this research lays a foundation for future hypothetical examination into the important impact of employer branding on employee engagement and retention.

Keywords: Employer branding, Employee engagement, Talent retention, Mediation analysis, Banking organizations