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
2.3.4 Organisational 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
3.6.1 Turnover Intention
3.6.2 Thoughts of Quitting
3.6.3 Pay Satisfaction
3.6.4 Job Satisfaction
3.6.5 Leadership Styles
3.6.6 Organisational Commitment
3.6.7 Psychological Climate
3.6.8 Absenteeism
3.6.9 Demographic Variables
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
4.2.1 Assumption of Linearity
4.2.2 Assumption of Homoscedasticity
4.2.3 Assumption of Independence of Residuals
4.2.4 Assumption of Multicollinearity
4.2.5 Pay Satisfaction
4.2.6 Job Satisfaction
4.2.7 Transformational Leadership
4.2.8 Transactional Leadership
4.2.9 Affective Commitment
4.2.10 Normative Commitment
4.2.11 Continuance Commitment
4.2.12 Psychological Climate
4.3 Relationship between Turnover Intention and Absenteeism
4.4. Moderation Effect
4.4.1 Thoughts of Quitting as a Moderator between Turnover Intention and Acceptable Absence Legitimacy
4.4.2 Thoughts of Quitting as a Moderator between Turnover Intention and Accountable Absence Legitimacy
4.5 Additional Analysis
4.6 Discussion of Findings
4.6.1 Pay Satisfaction
4.6.2 Job satisfaction
4.6.3 Transformational Leadership
4.6.4 Transactional Leadership
4.6.5 Affective Commitment
4.6.6 Normative Commitment
4.6.7 Continuance Commitment
4.6.8 Psychological Climate
4.7 Relationships between Turnover Intention and Absenteeism
4.8 Moderation Effect
CHAPTER FIVE
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
5.0 Introduction
5.1 Summary of Key Findings
5.2 Conclusions
5.3 Recommendations
5.4 Direction for Future Research
5.5 Limitations of the Study
Research Objectives and Themes
This study aims to investigate the factors influencing employee turnover intention within Savings and Loans Companies (SLCs) in Ghana, specifically analyzing the impact of pay satisfaction, job satisfaction, leadership styles, organizational commitment, and psychological climate on turnover intentions. Furthermore, it explores the relationship between turnover intention and absenteeism, examining whether thoughts of quitting act as a moderator in this relationship.
- Antecedents of employee turnover intention (e.g., pay and job satisfaction, leadership styles)
- Impact of organizational commitment (affective, normative, continuance) on turnover
- Influence of psychological climate on employee behavior
- The relationship between turnover intention and absenteeism outcomes
- Moderating role of thoughts of quitting between turnover intention and work-related behaviors
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1.1 Background of the Study
A unique attribute of the 21st century organisation is the constant pace of change. Coupled with this attribute are the challenges of rapid technological change, global competition, workforce diversity and organisational restructuring, which confront most organisations in today’s corporate world. Despite the fact that organisations may differ in the precedence they attach to the human resource component in their efforts to achieve high productivity and gain competitive advantage, they all recognize the value of a qualified, motivated, stable and responsive workforce (Huselid, 1995). Yet, a specific challenge confronting most organisations in the light of high uncertainty in retaining qualified employees is the issue of employee turnover intention.
Most organisations in the world today are confronted with the dilemma of prevalent employee turnover which is costly, lowers productivity and morale and tends to get worse if not dealt with instantly and appropriately. Employee turnover conservatively costs an organisation approximately 60% of an employee’s annual salary (Allen, 2008). For instance, Vance (2006) reported that Caterpillar, a giant multi-national construction equipment manufacturer, saved about $9 million in turnover costs alone at one of its European based plants. Again, a study by Khatri, Budhwar and Fern (1999) revealed that employee turnover was giving sleepless nights to human resource managers in the Asian countries of China, Hong Kong, Malaysia, Singapore and Taiwan. The quarterly reports of the Ministry of Manpower, Government of Singapore (1998) revealed that the average annual turnover rates by the banking and finance sector increased from 22.8% in 1995 to 25.2% in 1996 and fell back to 22.8% in 1997. Furthermore, Barnard and Rodgers (1998) reported that the average monthly resignation in Singapore as at 1995 was as high as 3.4%, as compared to 2.9% and 2.7% for South Korea and Taiwan respectively. Thus, the discourse so far confirms the earlier assertion by Khatri, Budhwar and Fern (1999) that voluntary turnover is a major problem for companies in many Asian countries, especially banking and other financial institutions of which the savings and loans companies (SLCs) belong.
Summary of Chapters
CHAPTER ONE: INTRODUCTION: This chapter introduces the study, covering the background, problem statement, research objectives, hypotheses, significance, and scope of the research on turnover intention in Ghanaian Savings and Loans Companies.
CHAPTER TWO: LITERATURE REVIEW AND CONCEPTUAL FRAMEWORK: This section reviews existing theories such as Multi-route Turnover, Equity, and Situational Leadership theories, alongside empirical literature on antecedents and consequences of turnover, culminating in the study's conceptual framework.
CHAPTER THREE: RESEARCH METHODOLOGY: This chapter describes the research paradigm, design, population, sampling techniques, and the instruments used for data collection and analysis.
CHAPTER FOUR: RESULTS AND DISCUSSION: This chapter presents the statistical results from the survey data analysis and discusses the empirical findings in relation to the hypothesized turnover intention model.
CHAPTER FIVE: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS: This final chapter summarizes the key findings, draws study conclusions, offers policy recommendations for management, and suggests directions for future research.
Keywords
Employee turnover intention, Pay satisfaction, Job satisfaction, Transformational leadership, Transactional leadership, Affective commitment, Normative commitment, Continuance commitment, Psychological climate, Absenteeism, Savings and Loans Companies, Ghana, Turnover, Organizational commitment, Moderation effect
Frequently Asked Questions
What is the primary focus of this research?
The research focuses on examining the antecedents and outcomes of employee turnover intention within the Savings and Loans Companies (SLCs) sector in Ghana.
What are the main thematic areas of the study?
The study centers on how factors like pay satisfaction, job satisfaction, leadership styles, psychological climate, and various types of organizational commitment influence an employee's intention to quit.
What is the central research question or objective?
The main objective is to identify the antecedents of employee turnover intention and determine how turnover intention influences absenteeism, while also investigating the moderating effect of "thoughts of quitting" on these relationships.
Which scientific methods are applied?
The study adopts a nonexperimental, cross-sectional, descriptive correlational design, utilizing survey data from 340 employees, analyzed through Pearson correlation and hierarchical multiple regression procedures.
What does the main body of the work cover?
The main body covers a comprehensive review of literature regarding turnover models and antecedents, a detailed description of the methodology, and an extensive analysis and discussion of the results.
Which keywords best characterize this work?
Key terms include employee turnover intention, organizational commitment, job satisfaction, pay satisfaction, psychological climate, absenteeism, and transformational leadership.
Did the study find that psychological climate influences turnover?
No, the hierarchical regression analysis showed that psychological climate was not a significant predictor of employee turnover intention in this specific context.
What was the outcome regarding the moderation effect of "thoughts of quitting"?
The results indicated that "thoughts of quitting" did not moderate the relationship between turnover intention and perceptions of acceptable or accountable absence legitimacy.
- Quote paper
- Michael Asiedu Gyensare (Author), 2013, Employee turnover intention. Empirical evidence from the Savings and Loans Companies in Ghana, Munich, GRIN Verlag, https://www.grin.com/document/322354
