Abstract:
The main goal of this study is to investigate the effect of compensation on the intention of employees to leave and the mediating role of work satisfaction in particular hotels in the Central Region of Ghana. Specifically, the analysis sought to define the compensation packages available at the Cape Coast and Elmina hotels, evaluate the impact of monetary compensation on the intention of employees to leave, to assess the impact of non-monetary compensation on the intention of employees to leave, and assess mediating role of work satisfaction in the relationship between compensation and job satisfaction. Also, since the examined period was only measured over one year, the result is limited to a specific time period. As previous research suggests, compensation, satisfaction and turnover intention change over time. Therefore, it was suitable to perform a similar study over several years by a longitudinal study. The study provided an overview of compensation, job satisfaction and employees’ intention to leave. Their relationships were discussed in literature, analysed and presented. Key findings were made and hence provided that avenue to conclude based on the outcome. The study found that employees of hotels were happy with majority of compensation packages provided to them by management of the hotels. The study again found that among others, providing incentives, training, allowances to employees is key to reward employees than salary and fringe benefit. The study therefore, concluded that both monetary and non-monetary compensation have negative association with employee intention to leave. However, non-monetary compensation predicted high scores than the monetary compensation.
