Perceived organisational support, organisational commitment and employee turnover intentions in the banking sector in Cape Coast Metropolis

Abstract

The study examined the relationship among perceived organisational support, organisational commitment and employees‘ turnover intentions in the banking industry in Cape Coast Metropolis. The study employed a quantitative research approach with an explanatory design. Using questionnaire, data was collected from 146 bank employees who were randomly selected to participate in the study. Mean, standard deviation, Pearson product moment correlation and regression analysis were used to analyze the data. It was revealed that, there was a statistically significant moderate negative relationship between perceived organisational support and turnover intentions amongst employees. The study also revealed that there was a statistically significant relationship between organisational commitment and its various dimensions, namely, affective, continuance and normative commitment was found with turnover intentions. Furthermore, there was a statistically significant relationship between perceived organisational support and organisational commitment and its various dimensions namely, affective, continuous and normative commitment. Both perceived organisational support and organisational commitment were found to predict turnover intentions. The study concluded that employees who perceived support from their organisations repaid with greater commitment. In view of the findings, it is recommended that, employers should motivate their employees by giving them fringed benefits, promotions, good condition of service, sense of loyalty, valuing their contributions to make them feel part of the organisation.