An Overview of Green Talent Management and Employee Turnover in the Nigeria Banking Industry

In the last decade, the effort and the participation of developed countries and developing countries too actively support environmental sustainability has been increased. This action comes from the fact that ongoing environmental problems being an obstacle for economic development and continue to harm people's lives.The aim of this research is to study the Impact of green talent management on employee’s turnover in Nigerian banking industry. The specific objectives were to; (i) determine the impact of green behavior on employee’s turnover. (ii) access the effect of green organizational identity on employee’s turnover. (iii) investigate the Impact of green innovation on employee’s turnover.The descriptive analysis involved the use of means and standard deviation to describe the averages and deviation rate of the data, while the inferential statistics method involved regression analysis to test the hypotheses.The coefficients of the hypothesis presented the results of the regression analysis that assessed the impact of green behaviour on employee turnover. The constant value was 416, with a t-value of 2.6121 and a significance level of .000, indicating that the intercept was statistically significant. Green behaviour was .143, with a t-value of 3.764 and a significance level of .000.The study concluded that green behaviour had been found to contribute to higher turnover, suggesting that while environmentally responsible actions were increasingly encouraged, they might also have introduced new demands or expectations that affected employees’ intentions to stay. The study recommended that to mitigate the tendency of green behavior to increase employee turnover in the Nigerian banking industry, management should integrate clear incentives and recognition programs that reinforce employees’ commitment to environmental practices.