Determinants of Employee Retention in Ghana Commercial Bank, Kumasi

Enu-Kwesi, Francis; Koomson, Frederick; Segbenya, Moses; Annan-Prah, Elizabeth Cornelia

doi:10.19044/elp.v1no1a6

Cited by 6 publications

(6 citation statements)

References 5 publications

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“…Human resource management practices are gaining more importance, with the passage of time these are becoming equally important in the organizations because employees are considered as the most imperative asset of the organization (Anis et al, 2011). Hence, there is a need to foster the demands of the employees which actually boost their motivation level to avoid turnover (Enu-Kwesi et al, 2014). The concept of retention gained importance in the early 1970s with the rise in the origination of SME's as competitive employers, leading to the provision of sustainable employment opportunities (Coff, 1997).…”

mentioning

confidence: 99%

Policies, Rewards and Opportunities: Antecedents of Employee Retention

Asif¹,

Nisar²

2022

Indian Journal of Commerce &Amp; Management Studies

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Employees turnover is a global phenomenon, almost all organizations are gone through the problem of turnover intention (Janjhua et al., 2016). Turnover can either be positive or negative for the success of the organization (Kossivi et al., 2016). In today's world of intense competition, organizations are facing lots of problems regarding turnover rate (Shokunbi, 2016). Excessive turnover is often considered a symptom of fundamental problems about organization working environment. Sometimes, employees pursuing career objectives may have to move to other organizations (Rothmann et al., 2019) or sometimes they might feel dissatisfaction regarding organizational policies

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confidence: 99%

Policies, Rewards and Opportunities: Antecedents of Employee Retention

Asif¹,

Nisar²

2022

Indian Journal of Commerce &Amp; Management Studies

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“…The existence of multicollinearity could affect the results for the path significance (Enu-Kwesi, Koomson, Segbenya, and Annan-Prah, 2014), and for that matter, the presence of multicollinearity was checked, and the results are presented in Table 4. The results revealed that the inner values obtained using the variance inflated factors (VIF) as suggested by Hair et al (2017) were below the maximum threshold of 3.30 as suggested by (Hair et al (2017).…”

Section: Results and Findingsmentioning

confidence: 99%

Modelling the relationship between teaching methods, assessment methods and acquisition of 21st employability skills among university graduates

Segbenya,

Atadika,

Aheto

et al. 2023

Industry and Higher Education

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This study modelled the effect of teaching and assessment methods on the acquisition of 21st employability skills among 784 postgraduate and undergraduate students sampled from a public university, using the cross-sectional survey design. A self-administered questionnaire was used to collect data which was analyzed with Partial Least Square-Structural Equation Modelling (PLS-SEM). The study found that learner-centred pedagogy and summative assessment methods had a statistically significant relationship with employability skills. Furthermore, the learner-centred method significantly mediated the relationship between the teacher-centred method and employability skills; and summative assessment also significantly mediated the relationship between formative assessment and employability skills. It was recommended that assessment methods should shift away from long hours of sit-down examinations to a more practical progressive assessment with more scores and time to be able to equip graduates with employability skills.

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“…On the other hand in African Counties, Reddy & Govender, [6] indicated that "retention factors like challenging work, flexible working plans, opportunities for learning and development as well as remuneration were adopted at a leading South African bank to retain employees". Similarly, Enu-Kwesi & Koomson, [7] point out that training and development stood out as significant employee retention factors at the Ghana Commercial Bank in Ghana.…”

Section: Introductionmentioning

confidence: 99%

Factors Contributing to Employee Retention in Banks: A Case of Iringa Municipality Tanzania

Bwana

Kisawike²,

Golyama³

2022

ARJASS

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This study sought to determine factors contributing to Employee Retention in Banks in Iringa Municipality Tanzania. The study specifically assessed the contribution promotion opportunities, financial incentives and work environment on employees’ retention. The researcher employed quantitative research approach, and research design was descriptive cross-sectional research. Data was obtained from 93 respondents. Data were collected using structured questionnaire and analyzed using descriptive (frequencies and percentages) and inferential statistics (regression analysis). Regarding promotion opportunities, the study found that there is positive and significant relationship between promotion opportunities and employees retention. Furthermore on financial incentives were found to have positive and significant relationship with employees’ retention and the study reveal banks provide bonuses and other benefits; however majority of the employees are not satisfied with salaried offered. Also the study also found there is positive and significant relationship between work environment and employees retention. As it was also revealed that work environment is very impressive as there are teamwork, support from management, and enough working tools but in terms of fair treatment the study there is a mixed opinion on this. All in all regression findings cemented that all the three determinants (work environment, promotion opportunities and financial incentives) have significant influence on employee retention. The study therefore concludes that there is significance influence between promotion opportunities, work environment and financial incentives on retention. Lastly the study recommends management of these banks to review salary and enhance fair treatment to all employees in the banks since most of employees had concerns on these two issues.

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Determinants of Employee Retention in Ghana Commercial Bank, Kumasi

Cited by 6 publications

References 5 publications

Policies, Rewards and Opportunities: Antecedents of Employee Retention

Policies, Rewards and Opportunities: Antecedents of Employee Retention

Modelling the relationship between teaching methods, assessment methods and acquisition of 21st employability skills among university graduates

Factors Contributing to Employee Retention in Banks: A Case of Iringa Municipality Tanzania

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