EMPLOYEE RETENTION STRATEGIES FOR GEN Z WORKERS IN NIGERIAN FINTECH COMPANIES

ABSTRACT: Employee retention has become an increasingly important human-resource concern in technology-driven firms because the speed of digital innovation depends heavily on the continuity of scarce skills, organizational knowledge and collaborative teams. This study examined employee retention strategies for Generation Z workers in selected fintech companies operating in Nigeria. Specifically, it assessed the relationship between career development opportunities and employee retention and determined the relationship between flexible work arrangements and employee retention. The study adopted a survey research design and focused on Generation Z employees in eight selected fintech companies operating in Nigeria. A structured questionnaire measured career development opportunities, flexible work arrangements and employee retention on a five-point Likert scale. A total of 233 questionnaires were administered, 221 were returned, and 216 usable responses were retained for analysis. The completed responses were coded and analyzed using EViews 10.0. Descriptive statistics and multiple regression analysis were conducted at the 5% significance level. The results showed that career development opportunities have a positive and statistically significant relationship with employee retention (Coeff. = 0.4100; p-value = 0.0000), while flexible work arrangements also have a positive and statistically significant relationship with employee retention (Coeff. = 0.3714; p-value = 0.0000). The model explained approximately 68.3% of the variation in employee retention among the respondents. The study concluded that retaining Generation Z workers in Nigerian fintech companies requires an employment relationship that combines visible career progression with autonomy over how and where work is organized. The recommendations included that fintech companies institutionalize transparent skill and promotion pathways supported by mentoring and funded learning, and strengthen hybrid, flextime and output-based work policies without weakening collaboration or accountability.

KEYWORDS: Employee retention, Generation Z, Career development opportunities, Flexible work arrangements, Fintech companies