Recognition and Employees’ Behavioural outcomes: A Case of Covenant University, Nigeria

Abstract

Background: This study is focused on talent retention strategies and employees’ behavioural outcomes in Nigeria. The study is based on the Nigerian higher education sector and uses Covenant University, Ota, as a case study. Methodology: The sample of the study consists of four hundred and forty-four (444) academic staff in the four (4) colleges of the University. The study used a semi-structured questionnaire to gather relevant data for analysis and interpretation. The Heterotrait-monotrait discriminant (HTMT) ratio of correlation was utilised in ascertaining the Partial List - Equation Structural Equation Model (PLS-SEM) was engaged in understanding the predictive relevance of the measurement construct. Results and Recommendation: From the analysis, recognition significantly influences employees’ behavioural outcomes. The study recommends that there is a need for an organisation to embrace continuous evaluation and adjustment of recognitionpolicies to maintain its talent retention competencies. It is also recommended for the case study organisation’s management to consistently project career support initiatives for the enhancement of staff behavioural outcomes.