Moderating Effect of Generational Age: Talent Management, Person-Environment Fit and Turnover Intentions in the Food Industry

Abstract

Employee turnover intentions have sparked a primary concern in the food business industry. Not many training and management programs were implemented to hone the employees’ personal and professional growth, considering that there was a shortage of skills and qualifications in this field. It was suggested that management had to consider an individual’s work preferences, as the nature of the environment consisted of people from different generational ages. This study aimed to investigate the relationship between talent management programs, person-environment fit, and turnover intentions, moderated by generational age, in the two main cities of the Province of Bukidnon, Philippines, with a total of 353 respondents. This study used a quantitative random-stratified sampling technique and ten in-depth interviews for triangulation. Findings revealed that talent management programs had no significant relationship with turnover intentions, while person-environment fit had a significant relationship with turnover intentions, which proves the importance of person-environment fit theory in this study. Among the generational ages, Generation X had the highest turnover intentions, followed by Generation Z and Generation Y. The analysis showed no significant difference between generational age and turnover intentions. The variables best influenced by turnover intentions are onboarding, person-organization fit, person-supervisor fit, and person-group fit. Using path analysis, generational age failed to moderate the relationship between the independent and dependent variables. A retention policy review was developed based on the collective literature, triangulation, and the study's results and findings.