Talent Management and Employee Retention Intention at NC99 Acoustic: The Sequential Mediating Roles of Career Development and Organizational Support

Employee retention is essential in specialized manufacturing industries where production continuity depends on technical competencies and accumulated experience. This study examines the relationships among talent management, career development, organizational support, and employee retention intention at NC99 Acoustic, an audio sound system enclosure manufacturer. A quantitative cross-sectional survey involving 300 employees was analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 4. The results revealed that talent management was positively associated with career development (β = 0.687), organizational support (β = 0.247), and retention intention (β = 0.264). Career development was positively related to organizational support (β = 0.517) and retention intention (β = 0.176). Organizational support demonstrated the strongest direct association with retention intention (β = 0.347). All six direct and five indirect relationships were statistically significant, including sequential mediation through career development and organizational support (β = 0.123, p < 0.001). The model explained 47.9% of the variance in employee retention intention. These findings highlight the importance of integrating technical career development and organizational support into workforce retention strategies in specialized manufacturing environments.