Modeling the Relationship between Motivating Factors; Employee’ Retention; and Job Satisfaction in the Nigerian Banking Industry
Osibanjo Adewale Omotayo, Salau, Odunayo Paul, Falola, Hezekiah O

The concept of motivation in the field of management is as old as human race and it is seen as major strategy in managing employees. Organizations thrive to adopt various strategies in satisfying their employees in order to retain them and be relevant in the industry where they operate. This study explores the relationship between motivation (salary, promotion, incentives, award, relationships, & benefits); employee’ retention; and job satisfaction in the Nigerian banking industry. The survey method was adopted, and the primary data was obtained through the selfadministered questionnaire. The valid three hundred and seventy six (376) respondents were analyzed by AMOS 21. Structural equation model (SEM) analysis results shows that salary and promotion have strong positive implications for employee retention. Similarly, incentives and benefits also have positive effects on job satisfaction. While unexpectedly, award and relationships have negative effects on job satisfaction. This study tends to assist managers and decision makers in selecting the appropriate motivating factors in order to retain and satisfy their employees.

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