A Framework of Talent Management Effect on Talent Retention Through the Influence of Work-Life Balance in Utility Organizations

In today’s competitive and knowledge-based economy, talented employees represent one of the most critical assets within organizations. As such, effective talent management is increasingly recognized as a key driver of talent retention. This study aims to develop and validate a conceptual framework that links talent management practices directly to talent retention outcomes through the influence of work-life balance, using the Dubai Electricity and Water Authority (DEWA) as a case study in the United Arab Emirates. A quantitative research approach was adopted, with data collected through a structured questionnaire administered to a sample of 389 employees using a simple random sampling technique. Structural Equation Modeling (SEM) was conducted to validate the proposed framework. The results confirm a significant and positive relationship between talent management and talent retention, supporting the proposed framework and its applicability in a public sector context. This research contributes to both theory and practice by providing a structured model that organizations can use to better understand how talent management initiatives can directly influence employee retention while maintaining a high degree of work-life balance. Based on the findings, it is recommended that DEWA further enhance its talent management strategies through focused initiatives such as tailored training programs, clear career advancement pathways, and leadership development opportunities. Implementing such a framework can lead to a more engaged and stable workforce, ultimately supporting the organization’s long-term success in talent retention and help its workforce to improve their work-life balance.