Employee turnover intention. Empirical evidence from the Savings and Loans Companies in Ghana

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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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.