| dc.description.abstract | Employee retention has become a critical challenge for public sector organizations due to high workforce mobility, limited career advancement opportunities, and competition from the private sector. This study aims to analyze the effect of talent management practices on employee retention, with leader-member exchange (LMX) and job satisfaction serving as mediating variables. The study was conducted at Indonesia’s Financial and Development Supervisory Agency (BPKP) and involved 155 employees selected using a purposive sampling technique. Data were analyzed using Structural Equation Modelling–Partial Least Squares (SEM-PLS) and Importance–Performance Map Analysis (IPMA). The results indicate that talent management practices have a positive and significant effect on job satisfaction, LMX, and employee retention. Job satisfaction and LMX also have positive effects on employee retention and mediate the relationship between talent management practices and employee retention. IPMA results identify talent management practices as the most strategic factor in enhancing employee retention. Improvement priorities include strengthening competitive compensation systems, increasing work flexibility and work–life balance, developing supportive leadership, and optimizing career management and internal recruitment policies. These findings suggest that effective talent management practices, supported by high-quality LMX and job satisfaction, are essential for improving employee retention in public sector organizations | |
