The Impact of Organizational Culture on the Migration of Managers From Public to Private

The purpose of this qualitative descriptive study was to explore how present and former public corporations managers describe organizational culture's influence on their intent to remain or leave public corporations in Nigeria as well as job satisfaction and current organizational culture. The researcher further explained the role of organizational cultural dimensions concerning retention rates, as perceived by former and current managers. Handy’s model of organizational culture was selected as the optimal theoretical foundation for this research. The primary research questions for the present study is: how do present and former managers of public corporations describe the organizational culture influence on intent to remain for public organization employees in Nigeria? The researcher used a qualitative descriptive study as it would aid in answering salient questions via semi structured interviews and focus group discussions to discover how present and former managers of public corporations describe the organizational culture influence on intent to remain for public organization employees in Nigeria. The sample included a total of 25, 10 for the interviews and 15 focus group participants. Thematic analysis was used to assess the transcripts, and four primary themes emerged: impact of culture, qualities of culture, employee qualities, and organizational values. Theoretical implications include that organizational culture in this context has an expanded influence on manager retention, and practical implications reveal the importance of establishing a solid organizational culture.