Why do creative employees intend to quit? Contingency role of firm-level talent retention strategies

Purpose This research addresses two crucial questions: (1) Why do creative employees intend to quit (IQ)? and (2) To what extent do firm-level talent retention strategies, such as employee empowerment, participation, job security and job satisfaction, moderate the link between employee creativity and their IQ? Design/methodology/approach The data collection process included gathering responses from line managers and subordinates to assess the hypothesised relationships. Line managers completed a questionnaire survey about employee creativity, while subordinates provided input on their IQ and the talent retention strategies implemented by the firm. Findings We used descriptive statistics and stepwise regression analysis techniques to analyse the data. The results revealed a statistically significant positive relationship between employee creativity and IQ. Furthermore, they observed that employee participation and job satisfaction moderated this relationship, reducing its strength. Surprisingly, employee empowerment did not have a statistically significant moderating effect on the relationship. Practical implications Our research’s findings underscore contemporary managers’ critical role in recognising and addressing the need to retain creative employees for improved organisational performance. In today’s competitive job market, creative individuals often have the flexibility to explore opportunities and transition to other firms seamlessly. This mobility poses a challenge for organisations striving to retain talented employees. Therefore, managers need to adopt a perspective that considers the needs and aspirations of their employees, fostering an environment conducive to retaining creative talent and sustaining a competitive advantage. Developing strategies to attract and retain skilled employees can be valuable assets, and our research equips managers with actionable insights to do so. Originality/value Despite significant employee training and development investments, firms need help to retain talented human resources. Our study, with its unique focus on two main research objectives, offers a fresh perspective on this pressing issue. First, we investigated the impact of employee creativity on their IQ. Additionally, we examined the moderating effect of talent retention strategies on this relationship, providing original insights that can guide future research and practical applications.