ORGANISATIONAL FACTORS AS DETERMINANTS OF TALENT EXPATRIATION AMONG SELECTED INFORMATION AND COMMUNICATION TECHNOLOGY (ICT) FIRMS IN NIGERIA

T. O.  Raji; S. A. Adebisi; O. Onubugu

T. O. Raji Unilag Business School, University of Lagos, Lagos, Nigeria
S. A. Adebisi Department of Business Administration, Faculty of Management Sciences, University of Lagos.
O. Onubugu Unilag Business School, University of Lagos, Lagos, Nigeria

Keywords: Talent expatriation, brain drain, talent shortage

Abstract

In recent years, the rate of Information and Communication Technology (ICT) talent emigration from Nigeria has been a major concern to most ICT firms. Companies are doing everything possible to retain their talents and maintain their competitive edge. Unfortunately, the more they try to retain them, the more the experts emigrate. This study examines the factors responsible for talent expatriation at the micro organisational level.. Three micro-level factors of higher compensation, organisational culture and management support are considered. The study adopted a quantitative method with a population of 350, a sample size of 187 and 142 copies of the questionnaire were returned, representing a 76% questionnaire response rate. The impact of these determinants is tested individually and as a group to establish their respective effects on talent expatriation using correlation and regression analysis. The study confirmed that all three factors have a strong, positive relationship with talent expatriation among selected ICT firms; however, management support, combined organisational factors, and organisational culture are the top three factors contributing to talent expatriation in the ICT industry. The paper recommends that ICT firms’ management should enhance Compensation Packages, Strengthen Management Support Structures, promote flexible work arrangements and partner with government agencies to create an enabling environment that supports talent retention.