This study investigated the effect of motives and personal characteristics on employee retention in civil service commission of selected states in Niger Delta, Nigeria. The cross -sectional survey research design was used and questionnaire was the main instrument of data collection. The questionnaire was administered on six hundred (600) respondents out of which five hundred and twenty-four (524) were fully retrieved. The study sampled civil service commission in three (3) States of Niger Delta; the selected States include Delta, Edo and Rivers State. Data obtained were analyzed via descriptive, post-estimation and inferential statistical tools. The multiple regression results revealed that personal characteristics (t-value = 6.91; Prob. = 0000 < 0.05) and motives (t-value = 5.2; Prob. 0000 < 0.05) significantly and positively affect employee retention. It was recommended that management should be considered as a vital component of strategic human resource management. In addition, civil service commission should improve motives and personal characteristics mapping on employee; this can be realized by introducing new ways of mapping out the motives (intrinsic, extrinsic, social, achievement motivations, etc.) of employees during phases of selection and placement. This study contributes to knowledge using human capital theory in explaining the relationship between motives and personal mapping and employee retention and also established that personal characteristics and motives significantly influence the level of employee retention.