Unique Employee Satisfaction Components that affect intention to Stay; Evidence from a Tertiary Institution in Ghana
The loss of experienced and skilled employees is not only psychologically painful but couldalso negatively affect the firm’s relationship with other organizations, particularly when theemployee who quits had been liaising with other organizations. This study used a structuredquestionnaire
to uncover the unique employee satisfaction components that affect intentionto stay in Kumasi Polytechnic. Separate exploratory factor analysis (EFA) and reliabilityanalysis were conducted for block of items. Regression analysis was then used to address theobjectives of the study. Intention to stay was found to be positively correlated with Employeesatisfaction. The strongest relationships, however, existed between work relationships, workactivities and intention to stay. From the model, two components (use of skills and workrelationships) were found to significantly predict staff retention (intention to stay). The studyrecommends that, management of institutions of higher learning should prominently featuretraining and development, and work-life balance (work relationships) in on-going and future staff retention plans put in place.