Talent Retention and Job Performance: The Mediating Role of Perceived Organizational Support

Abstract

The motive behind this paper is that there is still a need for more empirical work on talent
management in the banking sector, given the fact that the field of talent management has
received much attention from scholars, investors and practitioners. The study was using analysis
concept from the survey. The sample population is made up of 272 selected bank workers at
kwara state, Nigeria. The research employed both stratified and simple random sampling
methodology and administered 251 questionnaires to selected bank employees. Data obtained
were analyzed using the partial least square-structural equation modelling. The finding shows
that perceived organizational support mediates the relationship between talent retention and job
performance, and that talent retention has a significant impact on job performance in Nigeria's
banking sector. The study adds to the current body of information about talent retention by
offering further insight into how perceived organizational support mediates the impact of talent
retention on job performance and applying equity theory as a complement to the mediating
variable