Succession Planning and Job Commitment of Non-Academic Senior Members in the University of Cape Coast: The Moderating Role of Employee’s Job Satisfaction

Abstract

The study analysed succession planning and job commitment of non-academic senior members in University of Cape Coast: The moderating role of employee's job satisfaction. The objectives of the study were: to assess the extent to which non-academic senior members’ succession planning needs are considered in University of Cape Coast; to examine the effect of succession planning on job satisfaction among non-academic senior members in University of Cape Coast; to assess the relationship between succession planning and job commitment among non-academic senior members in University of Cape Coast; and to analyse the moderating role of job satisfaction on the relationship between succession planning and job commitment among non-academic senior members in University of Cape Coast. Employing the positivist philosophical paradigm, quantitative research approach, explanatory research design, and cross-sectional study design; 203 valid questionnaires were analysed, using IBM SPSS Statistics for windows, version 23 and Smart PLS software version 2.0M.3. The study found that the succession planning needs of non-academic senior members in University of Cape Coast were not fulfilled. To add, the study discovered a statistically significant positive effect of succession planning on job satisfaction. Moreover, the study unveiled a positive and significant relationship between succession planning and job commitment. However, the analyst did not find support for a significant moderating effect of job satisfaction on the relationship between succession planning and job commitment. It is recommended that the human resource directorate of University of Cape Coast should consider paying much attention to the succession planning needs of non-academic senior members so as to enhance their satisfaction and commitment to their jobs. Future research should consider moderating the role of demographic characteristics, such as sex, age, level of education, and organisational tenure on the linkage between succession planning and job commitment.