Organizational Commitment, Talent Management, and Turnover Intention in Multi-Purpose Cooperatives

The paper focused on the connections between talent management practices, organizational commitment, and turnover intention in multi-purpose cooperatives, which fulfills a significant shortcoming in the cooperative-based human resource literature. In particular, it examines how talent management practices affect organizational commitment, how organizational commitment affects turnover intention, and how organizational commitment mediates the relationship between talent management and turnover intention. A concurrent triangulation mixed-methods design was used, with 290 employees from seven large multi-purpose cooperatives in the Bicol Region participating in the study. Structured surveys were used to collect quantitative data, which were analyzed using Structural Equation Modelling (SEM), and the quantitative findings were supported by qualitative interviews. Findings show that talent management practices have a strong positive influence on organizational commitment (r = 0.19), which in turn has a strong negative influence on turnover intention (λ = −0.15). Organizational commitment was found to mediate the relationship between talent management practices and turnover intention, indicating an indirect effect in which talent management influences employee retention. The initial reason for employee retention is based on factors such as accessibility, remuneration, and working conditions. The greater the perception of equity in rewards and recognition, the stronger organizational commitment forms, thereby affirming that employees feel valued by the cooperative. This loyalty is sustained over the long term by providing ongoing training and development for employees, thereby strengthening their commitment to the organization and making it harder to leave. Overall, the results highlight the importance of commitment-based human resource practices in promoting employee retention in multi-purpose cooperatives. Cooperative organizations can reduce turnover intention and enhance workforce stability by incorporating talent management strategies that foster organizational commitment.