This study aimed at investigating the effect of occupational health and safety (OHS) on employee's turnover intention (TI) with the mediating effect of organizational commitment (OC) in the Ghanaian power industry. Methods. With stratified sampling technique, 350 participants were selected to participate in the study with standardized quantitative questionnaires to measure the variables involved in the study and SmartPLS 3-structural equation modeling technique to analyze the data. Results. The results showed that (1) occupational health and safety and turnover intention are negatively related (β = 0.245, p < 0.05); (2) there exists a positive relationship between occupational health and safety and organizational commitment (β = 0.820, p < 0.05); (3) organizational commitment and turnover intention are negatively related (β = 0.640, p < 0.05); and (4) organizational commitment significantly mediates the relationship between occupational health and safety and turnover intention (indirect effect = −0.53 and direct effect = −0.25, p < 0.05). Conclusion. Employees satisfied with the health and safety system of their organization tend to be committed to their organization and have low turnover intention, and vice versa.
A survey was conducted to investigate the impact of occupational health and safety measures (OHSMs) on the performance of Banks in Ghana. Questionnaires were administered to employees of various Banks in the country. Using a Likert scale, respondents were asked to assess the impact of OHSMs on the performance of their Banks. The reliability of the survey data collected was tested using Cronbach’s alpha. Subsequently, Pearson correlation and simple regression were used to understand the statistical relationships between variables in terms of the magnitude and the direction (positive or negative) and to determine the degree of variance among dependent and independent variables. Findings suggest that there was a slightly moderate positive correlation between OHSMs and performance of Banks. Although employees generally agreed that OHSMs were in practice, the measures should be improved and government should reinforce policies for the implementation of OHSMs and ensure compliance by the Banks.
Employees’ trust in organizational safety is conducive in enhancing employees’ safety participation behavior from a psychological perspective. This study conceptualized employees’ trust in organizational safety and divided it into 3 dimensions by reviewing the previous literature. Questionnaires were designed based on the reference and revision of relevant scales in previous studies. Data was collected from 716 frontline employees to confirm the reliability and validity of the structure of employees’ trust in organizational safety. The result indicated that employees’ trust in organizational safety can be divided into three aspects and the scale with 16-items is valid and reliable.
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