Abstract:
In recent years, service organisations have instituted various mechanisms to
ensure “long stay” of employees in the organisations. These strategies are targeted
at employee’s intrinsic and extrinsic drive in order to ensure that employees stay
in the organization for long time. These motivational packages includes: workfamily support, good employee-employer relation, reward and recognition
systems, and training and career enhancement opportunities. While extent studies
exist in the private sector, little empirical studies have investigated the
relationship between motivation strategies and employee loyalty (retention) in the
public sector. This study therefore investigated the extent to which motivational
packages influence staff decision to remain in the organization. Using quantitative
survey design, the study employed convenience sampling technique to sample
250 respondents from three selected district assemblies in Volta region of Ghana.
Descriptive and regression analysis were performed to achieve the study result.
The study result found a positive effect of employee motivation on employee
retention. Specifically, the study found a significant effect of work-family
support, employee-employer relation, reward and recognition, training and career
enhancement, on employee retention. However, the study did not find any
relationship between self-empowerment and employee retention. The study
further recommends that management of District Assemblies in Volta region must
improve their relationship with employees, intensify their reward and recognition
systems in order to improve employee commitment and loyalty in the public
sector
