The Retention-Migration Paradox: Examining How Career Opportunities and Organizational Justice Shape Brain Drain Intentions

Abstract

The Retention-Migration Paradox is an emerging organizational and socio-economic paradox as talented individuals consider migration options when assessing the opportunities available at home. This study explored the relationship between career opportunities and brain drain intentions of skilled professionals and the organizational justice. The research design adopted was a quantitative research design, cross-sectional and samples of 300 professionals from various organizational sectors. Structured Likert-type items were used to measure Career Opportunities, Organizational Justice, and Brain Drain Intentions. To analyse the relations between the variables of the study, descriptive statistics, Pearson correlation and multiple linear regression were used. It was found that, Career Opportunities (M = 3.71, SD = 0.76) and Organizational Justice (M = 3.64, SD = 0.79) were rated relatively positively, and Brain Drain Intentions was rated moderately (M = 3.42, SD = 0.83). Career Opportunities and Brain Drain Intentions showed statistically significant negative correlation (r = -0.58, p < .001) and Organizational Justice and Brain Drain Intentions showed statistically significant negative correlation (r = -0.51, p < .001) based on the correlation analysis. Career Opportunities was also found to have a significant negative relation with Brain Drain Intentions (BDI) (β = -0.43, p < .001) using regression analysis, and so was Organizational Justice (β = -0.32, p < .001). Brain Drain Intentions (R² = .468) were 46.8% explained by the model. The study results emphasised that improved career opportunities and equity within the organisations can be a key factor in employee retention and in the lowered intention to move in an organisation which may have practical implications for organisational policymakers and retention policies.

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