Psychological ownership as a requisite for talent retention: the voice of highly skilled employees

Abstract

The aim of this paper is to identify and clarify the elements and possible role of psychological ownership in highly skilled employees' retention. The methodology encompasses a qualitative research design. Data were analysed through thematic analysis and compared with the theoretical elements of psychological ownership. The findings indicate that highly skilled employees identify with the elements of psychological ownership. Contextual factors, especially structural aspects, including clear communication, relationship building, clear direction and goal alignment, ethical conduct, recognition and acknowledgement and leadership, surfaced more explicitly as requisites for talent retention.