The research aimed to assess the link among bank employees using the GCB Bank for the study of job satisfaction and employee attrition. The study employed case study of the quantitative approach. Out of the 325, simple random sampling was adopted to select 130 employees of GCB in Upper East. Questionnaire was the main data collection instrument used. The data gathered were analysed using frequencies, percentages means, and standard deviations as well Pearson correlation and regression. The study found that job satisfaction affects retention of employees. When any component of job satisfaction is troubled, it will directly affect the employee turnover. Employee satisfaction can positively impact the organization as it increases employee productivity, performance, quality of work, profits, commitment to the organization and reduces turnover and absenteeism. Therefore, the study recommended that employers engage in practices that support good working relationships and benefits; job satisfaction improves because workers tend to believe that the company is using their skills, appreciating their service and commitment. In turn, higher job satisfaction generally results in higher levels of employee retention. Also, management should always provide an enabling environment that protects the health and safety of employees and minimizes stress. Incorporate a climate of trust by being honest with employees, treating them fairly, justly and consistently, keeping its words, and showing willingness to listen to the comments and suggestions made by employees during processes of consultation and participation.
The study explores the organisational factors correlates that influence job satisfaction and employee retention. Specifically, the study examined the level of job satisfaction of the employees of Stanbic Bank; analyse the determinants of job satisfaction of the employees of stanbic Bank; examine the effect of job satisfaction on employee retention; and recommend istrategies that ican ibe used to improve ijob isatisfaction iand imaintain iemployee iretention iat the head office of Stanbic Bank. The study employed quantitative methodology. Data was collected through the administration of questionnaire to 130 employees of the bank. Moreover, ilinear iand imultiple iregression iwere iused ito iexamine ithe icause iand ieffect irelationship ibetween ijob isatisfaction iand iretention. It emerged from the study that better remuneration is the factor most considered by employees of Stanbic Bank Ghana’s head office to have the paramount influence on their satisfaction on job. Again, employees cited compensation as the factor to influence their retention or turnover, followed by career growth and development. It is recommended that Human Resource Managers strike a meaningful balance between compensation and opportunities for career advancement as these are the major turnover factors. Also, the management of the Stanbic Bank should improve upon their extrinsic motivations such as pay, promotions and reward since it really affects the job satisfaction of the employees.
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