This study was motivated by a need to empower the
Human Resource function to rationally and purposefully
monitor and manage the determinants of turnover
intention, and through that, the intention to quit of talented
employees. A partial talent management structural model
was developed, mapping line-manager talent management
competencies on the outcomes of job satisfaction, affective
commitment and intention to quit. The partial talent
management structural model was tested using LISREL.
Reasonable to good model fit was indicated for the
structural model. Ten of the 24 stated hypotheses were
confirmed. The study provides unique insight into the
manner in which the talent management competencies are
causally related among themselves, and provides support
for studies which link affective commitment and intention
to quit, as well as job satisfaction and intention to quit.
Suggestions for the expansion and elaboration of the
existing model are made.