The role of employee commitment on organizational performance and the intention to stay

The study attempted to examine critically the influence of employee commitment on organizational performance and intention to stay at Kumasi Metropolitan Assembly (KMA), Kumasi – Ghana. A quantitative research methodology was employed in this study where two hundred and eleven (211) respondents were selected for the study using random sampling. The population consists of civil servants and other categories of work at Kumasi Metropolitan Assembly in Ghana. The questionnaires were distributed to respondents for data collection. Data were analyzed using SPSS. The study found that affective commitment and normative commitment significantly influence organizational performance. The study further found that affective commitment and normative commitment and continuance commitment significantly employees’ intention to stay. In practice, the management of KMA needs to take effective initiatives to increase employee commitment to the organization. Management can provide employees with training, and career development programs and increase their compensational packages. This will influence employees to remain loyal to the organization. This will also reduce employee turnover and intentions to stay in the organization. Also, the study recommends that the Management of KMA and other institutions alike should create value for the work activities and duties carried out by each employee in the organization. Creating value by recognizing individual efforts and rewarding positive behaviors will cause the employees to remain members of the organization because of the perception that they cannot secure better job opportunities elsewhere

Effects of compensation, informal organization, and commitment on employee retention and productivity in selected banks Ashanti Region, Ghana: The moderating role of job satisfaction

In the new global economy, employee productivity has become a central issue of study. The financial services sector in Ghana has garnered significant attention in recent years. Given the growing inefficiencies in the Ghanaian banking industry, which has resulted in the revocation of operational licenses for some banks, this study aims to examine the impact of compensation, informal organization, and commitment on employee retention and productivity. Additionally, the study seeks to explore the moderating role of job satisfaction in selected private and public banks in the Ashanti region. The study utilized a quantitative research approach, sampling 270 respondents from the selected public and private banks in the Ashanti Region using a simple random sampling technique. For data analysis, the study employed multiple linear regression and utilized the PROCESS MACRO for SPSS version 25. The findings indicate that compensation, commitment, and informal organization exert a positive influence on employee retention, thereby affecting productivity. Furthermore, the study revealed that job satisfaction significantly moderates the relationship between compensation and employee retention, but it does not significantly moderate the relationship between informal organization and employee retention. Similarly, job satisfaction does not significantly moderate the relationship between commitment and employee retention