| Summary: | The Central Bank of Nigeria aimed to reshape Nigeria’s banking industry.
However, despite the various economic policies, most banks continue to perform
poorly compared to their counterparts in other parts of the world. Therefore, there is a
need to study the Nigerian banking industry, in particular, the predictors of employee
job performance. Based on the social exchange theory and human capital theory, this
study aims to investigate talent management and job performance of Nigerian banks,
using work engagement and job satisfaction as mediators, as well as perceived
organizational support (POS) and perceived supervisory support (PSS) as moderators.
Questionnaire was used to obtain information from 302 full-time employees of the top
five banks in Nigeria. PLS-SEM was used to analyze the data. The results indicated
that talent attraction and talent development have a significant and positive influence
on task performance, organizational citizenship behavior organization (OCBO), and
organizational citizenship behavior individual (OCBI). However, talent retention was
found to have no significant effect on employee task performance, OCBO, and OCBI.
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