The Impact of Organizational Culture on Information Technology Talents' Retention in Nigerian Banks

Abstract

The study investigates the relationship between organizational culture and information technology (IT) staff retention in Nigerian banks, comparing Tier-1 and Tier-2 institutions. Using a mixed-method approach, survey data (N=150) were collected on cultural dimensions (supportiveness, innovation, hierarchy, communication, and work-life balance) and retention success indicators (loyalty and turnover intent). Descriptive analyses, reliability tests (Cronbach's α), Pearson correlations, and multiple regression were used as statistical operations to evaluate the predictive power of culture on retention. Qualitative interviews were thematically coded to shed light on the issues of cultural misfit, recognition, work-life balance, and career development. Results revealed that cultural factors did not have a significant predictive relationship with loyalty or turnover intent, although supportiveness had a marginal effect on turnover. There were very slight differences in cultural and retention measures on the comparative analysis of Tier-1 and Tier-2 banks. The study, therefore, indicates that retention goes beyond cultural dimensions, and other factors that were not necessarily analyzed in the current research may play a critical role.