Integrating knowledge sharing and organizational climates to drive talent retention: Insights from the high-end hospitality industry

This study addresses critical gaps in understanding how knowledge-sharing (KS) practices and organizational climates influence talent retention (TR) in the high-end hotel industry, where high employee turnover and demanding service standards pose significant challenges. While previous research has recognized the importance of innovation climate (IC) and mindfulness climate (MC), their combined effects and mediating roles in translating KS into TR outcomes remain underexplored. Additionally, existing studies predominantly adopt linear approaches, overlooking the configurational nature of these relationships. To bridge these gaps, this study adopts a dual-method approach, integrating Partial Least Squares Structural Equation Modeling (Smart PLS-SEM) and fuzzy-set Qualitative Comparative Analysis (fsQCA). PLS-SEM results reveal that implicit knowledge (IK) and explicit knowledge (EK) significantly shape IC and MC, which directly enhance TR. Furthermore, IK and EK indirectly influence TR through the mediating effects of IC and MC, underscoring the critical role of supportive and adaptive organizational climates. Complementing these findings, fsQCA identifies key configurations, such as the combination of IC and MC, and the pairing of IC and IK, demonstrating how innovation and emotional resilience synergistically mitigate turnover. This research advances the literature by integrating theoretical perspectives, including the Knowledge-Based View, Conservation of Resources theory, and Nonaka’s SECI Model, to position IC and MC as dual enablers of TR. By combining linear and configurational analyses, the study offers a comprehensive understanding of the interplay between KS, IC, MC, and TR. Practical recommendations emphasize embedding KS practices within innovation and mindfulness initiatives to foster employee well-being, engagement, and sustainable TR in the high-end hospitality industry.