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 inclusive of an extant literature review, open-ended questions and
interviews to sought deeper understanding and clarification of the data. Data were analysed
through thematic analysis and compared with the theoretical elements of psychological
ownership. The findings indicated that highly skilled employees identify with the elements of
psychological ownership. The contextual factors especially the more structural aspects, being:
clear communication; relationship building; clear direction and goal alignment; ethical Psychological Ownership and Talent Retention
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conduct; recognition and acknowledgement and leadership, surfaced more explicitly as
requisite for talent retention.
