Template-Type: ReDIF-Article 1.0
Author-Name: James A. ODUMERU
Author-Name-First: James A.
Author-Name-Last: ODUMERU
Author-Email: odumeruja@oscotechesake.edu.ng
Author-Workplace-Name: Osun State College of Technology
Author-Name: Oluyomi O. ANIMASAUN
Author-Name-First: Oluyomi O.
Author-Name-Last: ANIMASAUN
Author-Email: animasaunoo@oscotechesaoke.edu.ng
Author-Workplace-Name: Osun State College of Technology
Title: Impact of Talent Management Practices on Turnover Intentions of Health Professionals in Osun State, Nigeria
Abstract: Purpose – This paper examines how talent management practices influence the turnover intentions of health professionals in Osun State, Nigeria, and responds to the limited evidence on dimension-specific talent-management effects in under-resourced sub-Saharan healthcare systems. Aim(s) – The study aims to assess the direct effects of individual talent-management dimensions on turnover intentions, test the mediating role of employee outcomes, and examine whether non-talent-management factors explain additional variance in turnover intentions. Design/methodology/approach – A cross-sectional survey design was used. Data were collected from 390 healthcare professionals selected through stratified sampling and analysed with Partial Least Squares Structural Equation Modelling (PLS-SEM). Findings – Learning and development, employee engagement, and career planning reduced turnover intentions, whereas reward management, talent relationships, role development, and talent audit increased them. Succession management and non-talent-management factors had no significant direct effects. Employee outcomes significantly mediated all eight talent-management relationships, with indirect-only mediation for succession management and partial mediation for the remaining paths. Research limitations/implications – The study is limited by its cross-sectional, self-reported, single-state design, and the unusually high explained variance should be interpreted cautiously. Practical implications – Retention efforts should prioritize learning and development, employee engagement, and credible career planning, while reward, relationship, audit, and role-development initiatives should be aligned with fair support and realistic opportunities. Originality/value – The paper offers context-specific evidence from a resource-constrained healthcare setting and shows that talent-management practices can generate competing direct and indirect effects on turnover intentions. 
Classification-JEL: J24, I11, M12
Keywords: Talent Management, Turnover Intentions, Healthcare Professionals, Osun State, Employee Engagement, Learning and Development
Journal: Journal of Human Resource Management
Pages: 163-181
Volume: 29
Issue: 1
Year: 2026
File-URL: https://www.jhrm.eu/163-impact-of-talent-management-practices-on-turnover-intentions-of-health-professionals-in-osun-state-nigeria/
File-Format: Application/pdf
Handle: RePEc:cub:journl:v:29:y:2026:i:1:p:163-181