Personal Factors as Determinants of Talent Expatriation among Selected ICT Firms in Nigeria

Nigeria’s ICT sector has seen remarkable growth, contributing significantly to GDP and positioning the country as a digital hub in Africa. However, the persistent emigration of top tech talent undermines this growth. Companies are doing everything possible to retain their talents and maintain their competitive edge. But, understanding what is responsible for this exodus of talent in the ICT sector is key to applying the right strategy to stop this menace. Many studies have looked at the phenomenon from the macro viewpoint, but not so many have focused on the micro level. This study examines the factors responsible for talent expatriation at the micro level of personal factors. Three personal factors of access to quality education, career development prospects and employee loyalty are considered. The study adopts a quantitative method with a population of 350, a sample size of 187 and a 76% questionnaire response rate. The impact of these determinants is tested individually and as a group to establish their respective impact on talent expatriation using correlation and regression analysis. The study confirmed that all three factors have a strong individual positive relationship with talent expatriation among ICT firms in Nigeria; however, when combined with the personal factors of access to quality education & career prospects, employee loyalty is not a significant reason for talent expatriation among ICT professionals in Nigeria. The paper recommends that ICT firms create enabling environments and provide training programs, clear career paths, and innovation-driven cultures to motivate skilled workers to stay. Strong employee engagement and recognition systems, competitive career development opportunities, clear promotion pathways, a sense of purpose, and organisational citizenship are also required to change the status quo.