The study examined the relationship among antecedents, employee turnover intention and outcome variables. First, it was proposed that pay satisfaction, job satisfaction, affective commitment, transformational leadership, transactional leadership, psychological climate, normative commitment and continuance commitment would antecede employee turnover intention. Next, turnover intention was expected to influence perceptions of absenteeism. Finally, thoughts of quitting was presented as a moderator between turnover intention and absenteeism as acceptable or accountable work behaviour. A nonexperimental, cross-sectional, descriptive correlational design was adopted for the study. Also, the multi-stage sampling method was used to select the three hundred and forty (340) employees who completed the survey instrument. Hypotheses were tested through correlational and hierarchical regression analytic procedures. The antecedent variables were all significant and inversely related to employee turnover intention and employee turnover intention on the other hand was also significantly related to acceptable absence legitimacy. However, for the turnover intention model, the hierarchical regression analysis results indicated that affective commitment, normative commitment, pay satisfaction, job satisfaction and transformational leadership predicted employees intention to quit. For the absenteeism model, the hierarchical regression analysis results showed that turnover intention did not influence employees’ perception of acceptable and accountable absence legitimacy and thoughts of quitting did not also moderate the postulated relationship. It was concluded that management in the SLCs should pay utmost attention to employees pay satisfaction, job satisfaction, affective commitment, normative commitment and transformational leadership in order to lessen or completely eliminate the high turnover rate in the NBFIs.
Table of Contents
- Chapter One: Introduction
- 1.1 Background of the Study
- 1.2 Statement of the Problem
- 1.3 Objectives of the Study
- 1.4 Hypotheses
- 1.5 Significance of the Study
- 1.6 Delimitations of the Study
- 1.7 Definition of Terms
- 1.8 Research Assumptions
- 1.9 Chapter Disposition
- Chapter Two: Literature Review and Conceptual Framework
- 2.0 Introduction
- 2.1 Employee Turnover Intention
- 2.2 Theoretical Review
- 2.2.1 Multi-Route Turnover Theory
- 2.2.2 Equity Theory
- 2.2.3 Two-Factor Theory
- 2.2.4 Situational Leadership Theory
- 2.2.5 Turnover Process Models
- 2.3 Antecedents of Employee Turnover Intention
- 2.3.1 Pay Satisfaction
- 2.3.2 Job Satisfaction
- 2.3.3 Leadership Styles
- 2.3.3.1 Transformational Leadership
- 2.3.3.2 Transactional Leadership
- 2.3.4 Organisational Commitment
- 2.3.4.1 Affective Commitment
- 2.3.4.2 Normative Commitment
- 2.3.4.3 Continuance Commitment
- 2.3.5 Psychological Climate
- 2.4 Consequence of Turnover Intention
- 2.4.1 Absenteeism
- 2.5 Thoughts of Quitting as a Moderator Variable
- 2.6 Conceptual Framework
- 2.7 Summary of Review
- Chapter Three: Research Methodology
- 3.0 Introduction
- 3.1 Research Paradigm
- 3.2 Research Design
- 3.3 Population
- 3.4 Eligibility Criteria
- 3.5 Sample and Sampling Technique
- 3.6 Instruments
- 3.7 Procedure: Ethical Consideration and Data Collection Method
- 3.8 Data Analysis
- 3.9 Profile of Study Area in National Context
- 3.9.1 Ashanti Region
- 3.9.2 Greater Accra Region
- 3.10 Contextual Overview of Savings and Loans Companies in Ghana
- Chapter Four: Results and Discussion
- 4.0 Introduction
- 4.1 Demographic Characteristics of Respondents
- 4.2 Examination of Hypotheses
- 4.3 Relationship between Turnover Intention and Absenteeism
- 4.4 Moderation Effect
- 4.5 Additional Analysis
- 4.6 Discussion of Findings
Objectives and Key Themes
This study aimed to examine the antecedents and outcome variables of employee turnover intention in Savings and Loans Companies (SLCs) in Ghana. It specifically investigated the relationships between various factors and employee intentions to leave, as well as the role of absenteeism and thoughts of quitting.
- Antecedents of Employee Turnover Intention (Pay Satisfaction, Job Satisfaction, Leadership Styles, Organizational Commitment, Psychological Climate)
- The Relationship Between Turnover Intention and Absenteeism
- The Moderating Role of Thoughts of Quitting
- Employee Turnover in the Ghanaian Context
- The Impact of Organizational Factors on Turnover
Chapter Summaries
Chapter One: Introduction: This chapter sets the stage for the research by providing background information on employee turnover intention, its costs, and global prevalence. It highlights the unique challenges faced by Savings and Loans Companies (SLCs) in Ghana in retaining skilled employees due to competitive pressures and the economic climate. The chapter clearly defines the research problem, stating the need for empirical research in this context, outlining the study's objectives, hypotheses, and the scope and limitations. It also introduces key terms, and the overall structure of the thesis.
Chapter Two: Literature Review and Conceptual Framework: This chapter presents a comprehensive review of the relevant literature related to employee turnover intention. It examines various theories and models explaining employee turnover, including the multi-route turnover theory, equity theory, two-factor theory, situational leadership theory, and several turnover process models (March and Simon's, Mobley's, and Jackofsky's). The chapter delves into the antecedents of turnover intention (pay satisfaction, job satisfaction, leadership styles, organizational commitment, psychological climate), discussing existing research on each factor. It also explores the consequences of turnover intention, particularly absenteeism, and proposes thoughts of quitting as a moderator. Finally, it presents a conceptual framework that visually represents the hypothesized relationships between these variables.
Chapter Three: Research Methodology: This chapter details the research methodology employed in the study. It outlines the quantitative, non-experimental, cross-sectional, descriptive correlational design, justifying the choice of this approach. The chapter then describes the target and accessible populations, outlining the sampling techniques (multi-stage probability sampling) used to select the sample of 340 employees from SLCs in Ghana's Greater Accra and Ashanti regions. The chapter provides a comprehensive description of the survey instruments used to measure each variable, including their psychometric properties and reliability. It also addresses ethical considerations regarding data collection and data analysis procedures (descriptive statistics, correlation analysis, hierarchical multiple regression analysis).
Keywords
Employee turnover intention, Savings and Loans Companies (SLCs), Ghana, antecedents, outcomes, pay satisfaction, job satisfaction, transformational leadership, transactional leadership, organizational commitment, psychological climate, absenteeism, thoughts of quitting, moderating effect, quantitative research, hierarchical regression analysis.
Frequently Asked Questions: A Comprehensive Language Preview
What is this document about?
This document is a comprehensive language preview of a research study examining the antecedents and consequences of employee turnover intention in Savings and Loans Companies (SLCs) in Ghana. It includes the title, table of contents, objectives and key themes, chapter summaries, and keywords.
What are the main objectives of the study?
The study aimed to investigate the relationships between various factors and employee intentions to leave their jobs in Ghanaian SLCs. Specifically, it explored the influence of pay satisfaction, job satisfaction, leadership styles, organizational commitment, and psychological climate on employee turnover intention. It also examined the relationship between turnover intention and absenteeism, and the moderating role of thoughts of quitting.
What theoretical frameworks were used?
The study drew upon several established theories to understand employee turnover, including the multi-route turnover theory, equity theory, two-factor theory, situational leadership theory, and various turnover process models (March and Simon's, Mobley's, and Jackofsky's).
What methodology was employed?
The study used a quantitative, non-experimental, cross-sectional, descriptive correlational design. Data was collected from a sample of 340 employees in Ghanaian SLCs using a survey instrument. Data analysis included descriptive statistics, correlation analysis, and hierarchical multiple regression analysis.
What is the sample size and sampling technique?
The study used a sample size of 340 employees from Savings and Loans Companies in Ghana's Greater Accra and Ashanti regions. A multi-stage probability sampling technique was employed.
What are the key findings (in summary)?
The detailed findings are presented in Chapter Four of the full research study. However, this preview indicates an examination of the relationships between turnover intention and various antecedents, the relationship between turnover intention and absenteeism, and the moderating role of thoughts of quitting. The analysis also included demographic characteristics of respondents and additional analyses.
What are the key variables investigated?
Key variables included employee turnover intention, pay satisfaction, job satisfaction, various leadership styles (transformational and transactional), organizational commitment (affective, normative, and continuance), psychological climate, absenteeism, and thoughts of quitting.
What is the significance of this study?
The study contributes to the understanding of employee turnover in the specific context of Savings and Loans Companies in Ghana. The findings can inform strategies for improving employee retention and reducing turnover costs in this sector. It also addresses the unique challenges faced by SLCs in retaining skilled employees in a competitive economic climate.
What are the key words associated with this study?
Employee turnover intention, Savings and Loans Companies (SLCs), Ghana, antecedents, outcomes, pay satisfaction, job satisfaction, transformational leadership, transactional leadership, organizational commitment, psychological climate, absenteeism, thoughts of quitting, moderating effect, quantitative research, hierarchical regression analysis.
Where can I find the full research study?
This document is a preview; the full research study is not included here.
- Arbeit zitieren
- Michael Asiedu Gyensare (Autor:in), 2013, Employee turnover intention. Empirical evidence from the Savings and Loans Companies in Ghana, München, GRIN Verlag, https://www.grin.com/document/322354
