Talent Management Practices and Turnover Intention in Hospitals: The Roles of Job Satisfaction and External Employability

HRMARS - Hospitals face growing challenges in retaining healthcare professionals, particularly after COVID-19. High turnover intention is often caused by heavy workload, burnout, and limited career growth, along with attractive external job opportunities. Talent Management Practices (TMP)—such as recruitment, training, performance management, career development, compensation, and succession planning—are viewed as strategic tools for employee retention. This study examines how TMP influence turnover intention among employees in public hospitals in Kunming, China. Guided by Social Exchange Theory and Human Capital Theory, the model proposes job satisfaction as a mediator and perceived external employability as a moderator. A quantitative cross-sectional survey will be conducted, and data will be analyzed using PLS-SEM. Expected findings suggest that TMP reduce turnover intention directly and indirectly by increasing job satisfaction. However, when employees perceive strong employment opportunities outside the hospital, the positive effect of TMP on job satisfaction weakens. The study provides theoretical and practical insights into talent retention in hospitals.