Talent Retention Strategies and Organisational Performance in Nile University of Nigeria Abuja (Published)
This study examines the effect of talent retention strategies on organisational performance at Nile University of Nigeria. Employing a quantitative descriptive survey design, data were collected from 165 valid responses drawn from a sampled workforce of academic and senior administrative staff. The questionnaire instrument demonstrated strong internal consistency (Cronbach’s alpha 0.85–0.91). Using Pearson correlations and multiple linear regression (SPSS v.26), the four retention dimensions (competitive compensation and benefits, career development opportunities, work-life balance initiatives, and leadership and organisational culture) were tested as predictors of organisational performance. The full model was statistically significant (F = 91.758, p < 0.001) and accounted for 69.5% of the variance in organisational performance (R² = 0.695). Leadership and organisational culture emerged as the strongest predictor (β = 0.367, p < 0.001), followed by career development (β = 0.260, p < 0.001), compensation and benefits (β = 0.150, p = 0.005), and work-life balance (β = 0.107, p = 0.037). Findings confirm that an integrated retention strategy, which balances hygiene factors with motivators, substantially enhances institutional outcomes such as faculty stability, research output and student satisfaction. The study recommends prioritising leadership development and structured career pathways, while strengthening work-life balance policies and regular salary benchmarking. Results contribute empirical evidence from the Nigerian private higher education context and inform strategic human resource interventions for improved organisational performance.
Keywords: Career Development Opportunities, Organisational Performance, competitive compensation and benefits, talent retention strategies, work-life balance initiatives.
Relationship between Work Environment, Career Development Opportunities and Employee (Published)
The issue of employee retention has generated growing interest for human resource practitioners and researchers because of the effects it has on the development and accomplishment of organization’s goals and objectives. This study explores the link between work environment, career development opportunities and employee retention in Vodafone Ghana Limited. The study used 142 employees, representing 10% of the target population of 1,420. Data was collected primarily through semi-structured questionnaire. The paper adopted descriptive research survey, specifically cross sectional. Data was analyzed with Descriptive Statistics. Pearson Correlation Coefficient was employed to establish the relationship among the variables. The findings indicated that work environment and career development opportunities had positive relationship with employee retention and thus affect employees’ decision to stay in Vodafone Ghana Limited. The implication of the study is that, the management of Vodafone Ghana Limited should provide advancement opportunities to increase employees’ career growth to help retain employees. Finally the study also recommends that thriving and friendly environment should
Keywords: Career Development Opportunities, Employee Retention, Vodafone Ghana Limited, Work Environment