Nke siah, Thomas Addae; Nkansah, Emmanuel Anokye
A icle
O ganisa ional us , commi men and u no e in en ion
in employees o domes ic and o eign banks in Ghana
Cogen Business & Managemen
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Sugges ed Ci a ion: Nke siah, Thomas Addae; Nkansah, Emmanuel Anokye (2024) : O ganisa ional
us , commi men and u no e in en ion in employees o domes ic and o eign banks in Ghana,
Cogen Business & Managemen , ISSN 2331-1975, Taylo & F ancis, Abingdon, Vol. 11, Iss. 1, pp.
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O ganisa ional us , commi men and u no e
in en ion in employees o domes ic and o eign
banks in Ghana
Thomas Addae Nke siah & Emmanuel Anokye Nkansah
To ci e his a icle: Thomas Addae Nke siah & Emmanuel Anokye Nkansah (2024)
O ganisa ional us , commi men and u no e in en ion in employees o domes ic
and o eign banks in Ghana, Cogen Business & Managemen , 11:1, 2362397, DOI:
10.1080/23311975.2024.2362397
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2024, VoL. 11, no. 1, 2362397
O ganisa ional us , commi men and u no e in en ion in
employees o domes ic and o eign banks in Ghana
homas addae nke siah and emmanuel anokye nkansah
Depa men o Psychology, uni e si y o ghana, Legon, ghana
ABSTRACT
he s udy examined he ela ionship be ween o ganisa ional us , o ganisa ional
commi men and u no e in en ion among employees o banks in ghana. Pa icipan s
we e d awn om bo h domes ic banks and o eign-owned banks. a c oss-sec ional
esea ch design was adop ed o his s udy and a sample o 128 pa icipan s was
con enien ly selec ed o he s udy. a se o ques ionnai es measu ing o ganisa ional
us , o ganisa ional commi men and u no e in en ion we e adminis e ed o he
pa icipan s. analysis o he da a e ealed a signi ican nega i e ela ionship be ween
o ganisa ional us and u no e in en ion. also, a signi ican nega i e ela ionship
be ween o ganisa ional commi men and u no e in en ion was obse ed.
O ganisa ional commi men was iden i ied as he only signi ican p edic o o u no e
in en ion and accoun ed o 43.6% o he a iance in u no e in en ion. Fu he analysis
showed ha he a ec i e componen (β = −.374, p < .001) accoun ed o he mos
s eng h in educing u no e in en ion han he con inuance (β = −.246, p < .01) and
no ma i e componen s (β = −.245, p < .001). O ganisa ional commi men was ound o
be signi ican ly highe in o eign banks han in domes ic banks. he u no e in en ion
was signi ican ly highe in domes ic banks han in o eign banks. conce ning
o ganisa ional us , no signi ican di e ence was obse ed be ween domes ic and
o eign banks. Rele an s akeholde s in he banking sec o need o pay a en ion o he
signi ican oles o o ganisa ional us and o ganisa ional commi men in mi iga ing
he u no e in en ions o hei employees.
1. In oduc ion
in mos coun ies, he banking sec o is ega ded as he bed ock o economic g ow h and de elopmen
(Da ey-Baah & ampo o, 2015). he signi icance o he banking sec o canno be o e s a ed, as i se es
as he undamen al componen o he inancial indus y. i s iabili y holds pa amoun impo ance o
bo h he sec o i sel and he wide economy (asaah e al., 2019). he signi icance o his endea ou is
emphasized by he sus ainable De elopmen goal (sDg) 8, which highligh s he impo ance o s eng h-
ening he inancial sys em o p omo e and expand access o hese se ices. By doing so, i plays a pi -
o al ole in os e ing p oduc i e ac i i ies, gene a ing decen employmen oppo uni ies, nu u ing
en ep eneu ship, s imula ing c ea i i y and inno a ion, and ad ancing inancial inclusion.
Un il 2017, ghana’s banking sec o expe ienced signi ican g ow h due o a o able business condi-
ions, sec o libe aliza ion, and he enac men o ele an laws such as he Bank o ghana ac , 2002
(Mekpo & Da ey-Baah, 2017). he expansion o he banking sec o has b ough abou keen compe i-
ion, esul ing in new p oduc de elopmen (alhassan & asa e, 2016), and inc easing p essu e on employ-
ees o mee cus ome demands, deadlines, and ex ended wo king hou s (asumeng e al., 2015). cu en ly,
he banking sec o o ghana comp ises wen y- h ee (23) banks (Pwc, 2022). he lis is domina ed by
o eign-owned banks, accoun ing o ou een ou o he o al, while local banks s and a nine (Pwc,
2022). Fo eign banks boas ad anced echnology, s ingen go e nance, isk mi iga ion, and ax ad an-
ages (al-ha bi, 2019).
© 2024 he au ho (s). Published by in o ma uK Limi ed, ading as aylo & F ancis g oup.
CONTACT emmanuel anokye nkansah [email p o ec ed].edu.gh Depa men o Psychology, P.o. Box Lg 84, uni e si y o ghana,
Legon, acc a, ghana
h ps://doi.o g/10.1080/23311975.2024.2362397
his is an open access a icle dis ibu ed unde he e ms o he C ea i e Commons a ibu ion License (h p://c ea i ecommons.o g/licenses/by/4.0/), which
pe mi s un es ic ed use, dis ibu ion, and ep oduc ion in any medium, p o ided he o iginal wo k is p ope ly ci ed. he e ms on which his a icle has been
published allow he pos ing o he accep ed Manusc ip in a eposi o y by he au ho (s) o wi h hei consen .
ARTICLE HISTORY
Recei ed 1 no embe
2022
Re ised 2 ap il 2024
accep ed 28 May 2024
KEYWORDS
ghana banking indus y;
Fo eign banks; Domes ic
banks; u no e in en ion;
O ganisa ional
commi men ;
O ganisa ional us
REVIEWING EDITOR
Job Rod igo-ala cón,
Uni e si y o cas illa-la
Mancha: Uni e sidad de
cas illa-la Mancha, spain
SUBJECTS
Wo k & O ganiza ional
Psychology; employmen
Rela ions; human
Resou ce De elopmen
2 . a. nKe siah anD e. a. nKansah
howe e , despi e he g ow h, managemen weaknesses pe sis , including insol ency, poo isk man-
agemen , and non-pe o ming loans (aboagye, 2022). in 2017, ghana aced a banking c isis due o a
high le el o non-pe o ming loans (19.7%) (Pwc, 2018), signi ican o gauging asse and c edi quali y
( o ku & la yea, 2021). o es o e s abili y, he Bank o ghana implemen ed egula o y e o ms, inc eased
capi al equi emen s, imp o ed go e nance, and p oac i e supe ision, including ecapi aliza ion, consol-
ida ion, and license e oca ion (amenu- ekaa, 2022). ghana’s banking sec o g apples wi h in ense com-
pe i ion, bank up cy, managemen changes, and minimum capi al equi emen inc emen s (addai e al.,
2022). s eamlining business p ocesses h ough ma ke esea ch, s a egy o mula ion, digi iza ion, and
isk managemen is essen ial o add essing ope a ional e iciency, liquidi y, and p o i abili y challenges
(Pwc, 2019).
howe e , s eamlining he business p ocesses h ough o ganisa ional es uc u ing, downsizing o
e mina ion o wo ke s’ employmen ag eemen s poses a po en ial nega i e impac on some o gan-
isa ional ou comes, such as he o ganisa ional us o he employees ( i elli & goh, 2015).
O ganiza ional us e e s o how employees iden i y wi h he o ganisa ion and a e willing o es ab-
lish long- e m ela ionships wi h he o ganisa ion and also he employee’s pe cep ion ha he
o ganisa ion has his o he in e es a hea (Yu e al., 2018). again, us in ol es an employee’s
ai h in managemen , since i y and posi i e expec a ion. O ganisa ional us is essen ial in p omo -
ing o ganisa ional e iciency, p oduc i i y, wo ke mo ale, eam pe o mance and o ganisa ional pe -
o mance ( ekingündüz e al., 2017) as well as s eng hening o ganisa ional commi men ( i elli &
goh, 2015), o ganisa ional ci izenship beha iou (singh & s i as a a, 2016) and wo k engagemen
(Jena e al., 2018).
he cen al Bank’s igo ous o e sigh a e he banking sec o clean-up, combined wi h ie ce compe-
i ion among banks, has c ea ed a pe cei ed en i onmen o unce ain y among wo ke s in he ghanaian
banking indus y. his unce ain y has been ound o ha m employees’ o ganisa ional commi men
(ha ison & Kelly, 2010). O ganisa ional commi men is he ‘s a e in which an employee iden i ies wi h a
pa icula o ganiza ion and i s goals and wishes o main ain membe ship in he o ganisa ion’ (Mille ,
2003, p. 73). O ganisa ional commi men has been concep ualised in h ee di e en ways; he a ec i e
componen , he no ma i e componen and he con inuance componen (Meye & allen, 1991). Meye
and allen (1991) explain con inuance commi men as an employee’s need o con inue wo king o an
o ganisa ion based on he cos s one pe cei es will come as a esul o lea ing. no ma i e commi men
is based on he eeling o obliga ion o emain wi h an o ganisa ion. he a ec i e componen is he
employee’s emo ional a achmen o, iden i ica ion wi h and in ol emen in he o ganisa ion as well as
deligh in being a membe o he o ganisa ion. O ganisa ional commi men has a posi i e impac on
o ganisa ional ci izenship beha iou (Zayas-O iz e al., 2015) and po en ially educes he u no e in en-
ions o employees (im an e al., 2017). On he o he hand, low commi men po en ially inc eases he
u no e in en ion o employees (chong & Mon oe, 2015).
in he ace o his banking sec o unce ain y, banks can main ain hei ele ance and compe i i eness
in he indus y wi h he igh human esou ces (Mekpo & Da ey-Baah, 2017). he success o ailu e o
an o ganisa ion is hea ily elian on i s human esou ces. in he e en o job cu s, emaining employees
ace inc eased p essu e o pe o m a a high le el o ace po en ial job loss (Bam o e al., 2018). u no e
has eme ged as a p e ailing phenomenon ac oss indus ies and his is a de imen al si ua ion leading o
escala ed expenses in a eas such as ec ui men , aining, de elopmen , bene i s, and compensa ion
(Falaha e al., 2019). u no e in en ion is when employees o an o ganisa ion plan o lea e hei jobs
(saeed e al., 2014). u no e in en ions a e po en ial p edic o s o ac ual u no e beha iou (cho &
lewis, 2012). employee u no e poses a se ious business p oblem which canno be simply sol ed by
sala y inc eases and o he cos ly ex insic incen i es alone (sahi & Mahajan, 2014). Job sa is ac ion and
o ganisa ional commi men a e an eceden s o lowe u no e in en ions (gyensa e e al., 2015). hus,
indi iduals expe iencing mo e posi i e eelings abou hei wo k should expe ience highe job sa is ac-
ion and lowe u no e in en ions.
Following he cen al Bank’s clean-up measu es, uni e sal banks in ghana we e equi ed o inc ease
hei minimum s a ed capi al om he exis ing ghs 120 million (UsD 27.05 million) o ghs 400 million
(UsD 90.19 million) by he end o 2018. as expec ed, he banking sec o wi nessed a dec ease in he
numbe o banks, al hough he impac may no ha e been as signi ican as ini ially an icipa ed (Pwc,
cOgen BUsiness & ManageMen 3
2019). cu en ly, he e a e wen y- h ee (23) ope a ing uni e sal banks in ghana, ep esen ing a 32%
decline om he p e ious coun o hi y- ou (34) banks.
howe e , mos s udies conduc ed since hen ha e ocused on he inancial, economic, and co po a e
go e nance aspec s (an wi e al., 2017; Boa eng, 2019; Doku e al., 2019; O o i, 2020; o ku & la yea, 2021),
and inno a ion capabili ies (Yusheng & ib ahim, 2020) neglec ing he psychosocial well-being (asumeng
e al., 2015) and o ganisa ional beha iou s o employees, such as us , commi men , and u no e in en-
ions. he p ima y goal o he banking sec o clean-up was o add ess he c isis wi hin he banking indus-
y and es ablish a s onge egula o y and supe iso y amewo k, esul ing in a mo e esilien sec o .
howe e , his policy implemen a ion led o he collapse and acquisi ion o se e al banks, signi ican ly
educing he o e all numbe o ope a ing banks in he coun y. al hough he in en ion was o s eng hen
he indus y, conce ns a ose ega ding he compe i ion landscape and i s cha ac e is ics (Odu o e al., 2022).
his s udy signi ican ly con ibu es o ou comp ehension o employee beha iou du ing pe iods o busi-
ness unce ain ies, pa icula ly in he con ex o he ghanaian banking sec o c isis which was a ibu ed o
co po a e go e nance lapses ( o ku & la yea, 2021). i makes wo no ewo hy con ibu ions: i s ly, by high-
ligh ing he po en ial impac o an o ganisa ion’s coun y o o igin on employees’ commi men and u n-
o e , and secondly, by elucida ing how us and commi men in an o ganisa ion du ing u bulen imes
such as banking sec o c isis co ela es wi h he u no e in en ions o i s employees.
2.Theo e ical ounda ion and li e a u e e iew
social exchange heo y (Blau, 1964), inducemen con ibu ion model (Ma ch & simon, 1958) and side-be
heo y (Becke , 1960) se e as he heo e ical basis ha explains how o ganisa ion us and o ganisa-
ional commi men in luence he u no e in en ions o employees. acco ding o he social exchange
heo y (Blau, 1964), he es ablishmen o exchange ela ions in ol es making in es men s ha cons i u e
a commi men o he o he pa y wi h mu ual us being he ounda ion o i (Ka a epe e al., 2019).
human ela ionships and o ganisa ional beha iou a e oo ed in an exchange p ocess (Mei a & hance ,
2021). People weigh he bene i s and isks o social ela ionships and when he isks ou weigh he ben-
e i s, hey de elop a nega i e a i ude owa ds ha ela ionship and may e en ually e mina e i
(c opanzano e al., 2017). O ganisa ions ha ewa d hei wo ke s’ independence and us wo hiness by
aluing hei con ibu ions will eap he ewa ds o hei wo ke s’ commi men o he company (ahmad
e al., 2020). in applying his heo y o his s udy, an employee is mo e likely o make sac i ices, show
commi men and s ay longe in an o ganisa ion when hey pe cei e he o ganisa ional policies and ela-
ionship wi h employees as iendly and mu ually ul illing. his heo y is complemen ed by he
inducemen -con ibu ion Model, which me ges he incen i es o e ed by an o ganiza ion o i s employ-
ees wi h he an icipa ed con ibu ions om employees in exchange.
inducemen -con ibu ion model (Ma ch & simon, 1958) p oposes ha he p o ision o secu e employ-
men and long- e m ca ee g ow h by employe s ac s as inducemen s which can imp o e o ganisa ional
us and mo i a e employees o make con ibu ions and sac i ices o he o ganisa ion (Yu e al., 2018).
he inducemen -con ibu ion model es ablishes a link be ween o ganisa ional us and u no e in en-
ions (Yu e al., 2018). hus, employees induced wi h bene i s a e likely o de elop us , s ay in an
o ganisa ion and pe o m jobs wi h g ea e e o . in applying his heo y o his s udy, employees who
a e assu ed o hei long- e m ca ee g ow h in a bank will exhibi mo e us owa ds he o ganisa ion
and be less likely o lea e.
he side-Be heo y supplemen s he social exchange heo y and he inducemen -con ibu ion
Model by emphasizing employee commi men and he signi icance o in es men s in shaping
employee-o ganiza ion ela ionships. While he social exchange heo y cen es on esou ce exchange
h ough subjec i e cos - ewa d analysis, he side-Be heo y unde sco es in es men s made by
employees as a commi men o he o ganiza ion (B um, 2007). he side-be heo y (Becke , 1960)
holds ha i employees emain in hei posi ions, i espec i e o how s ess ul he wo king condi ions
a e, hey will emain commi ed o he o ganisa ion. acco ding o his heo y, he ela ionship be ween
employee and i m is based on he ag eemen o economic exchange beha iou , commi ed employ-
ees a e commi ed because hey ha e made in es men s by emaining in an o ganisa ion (Wang e
al., 2011).
4 . a. nKe siah anD e. a. nKansah
2.1. O ganisa ional us and u no e in en ion
O ganisa ional us has gained much esea ch in e es ac oss a a ie y o social science disciplines in
ecen imes (Ze ane & Melhem, 2017). Building a lexible ela ionship be ween leade s and ollowe s
equi es a lo o us (ahmad e al., 2020). se e al s udies ha e shown a s ong nega i e ela ionship
be ween o ganisa ional us and u no e in en ion (im an e al., 2017; i elli & goh, 2015). i elli and
goh (2015) asse ha employees who us upcoming changes in o ganisa ional s a egies and p ac ices
end o be mo e commi ed and s ay du ing he change p ocess. O ganisa ional us ac o s ha e a
signi ican posi i e e ec on u no e in en ions (Balkan e al., 2014; Ze ane & Melhem, 2017). iplic
e al. (2016) also ound ou ha newly ained eache s we e less likely o lea e hei p o ession when
hey pe cei ed a mu ual us be ween hei co- eache s and hemsel es and also be ween hei p inci-
pals and hemsel es. in his en i onmen o mu ual us , ‘ he elemen s o compe ence, espec , pe sonal
ega d o o he s and in eg i y acili a e he accomplishmen o objec i es bo h a he pe sonal and
o ganisa ional le els’ ( iplic e al., 2016; p. 15). Da a collec ed om i p o essionals indica ed an in e se
associa ion be ween us in managemen and u no e in en ions (ha idas e al., 2022). he au ho s
posi ha us in managemen encompasses an employee’s con idence in hei immedia e supe iso
and he abili y o op managemen o an icipa e and na iga e he o ganisa ion’s u u e. he ob ained
esul s om a su ey ca ied ou in a la ge comme cial bank loca ed in Jamaica ha e p o ided signi ican
e idence ha highligh s he nega i e p edic i e na u e o o ganisa ional us in ela ion o u no e
in en ion. (c uise & Mclea y, 2018). simila ly, U ieși (2019) ound in a sample in ol ing bank wo ke s ha
us in manage s nega i ely p edic ed u no e in en ion. he e iewed s udies consis en ly demons a e
a nega i e co ela ion be ween o ganiza ional us and u no e in en ion ac oss a ious indus ies.
hus, he ollowing hypo hesis is p oposed:
Hypo hesis 1: he e will be a signi ican nega i e ela ionship be ween o ganisa ional us and u no e
in en ions.
2.2. O ganisa ional commi men and u no e in en ion
O ganisa ional commi men is a ac o ha could in luence he u no e in en ions o employees (Pandey
e al., 2019). acco ding o Valéau e al. (2013), he basis o a ec i e and no ma i e commi men s is he
sense o p ide and espec employees ha e owa ds hei o ganisa ion. his sense o p ide and espec
subsequen ly educes hei in en ions o u no e . in a compe i i e global wo kspace, ha ing dedica ed
and commi ed employees ha e he po en ial o inc easing e enues, inc easing ma ke sha es, and
imp o ing p o i ma gins. as u no e is cos ly o o ganisa ions, commi men is gene ally assumed o be
a desi able quali y ha should be nu u ed in employees because commi ed employees ha e been
ound o be less likely o lea e an o ganisa ion (sahi & Mahajan, 2014). a s udy by suliman and al-Junaibi
(2010), u he e ealed ha he a ec i e componen is mo e impo an han he con inuance compo-
nen o commi men in p edic ing u no e in en ions. se han e al. (2022) aimed o examine he po en-
ial indi ec consequences o he wo k en i onmen a ec ed by he cOViD-19 lockdown on he
ela ionship be ween o ganiza ional commi men and u no e in en ion among wo ke s in an islamic
bank. he s udy e ealed a nega i e associa ion be ween o ganiza ional commi men and u no e in en-
ion. Based on he signi ican impac o o ganisa ional commi men in mi iga ing u no e in en ions, he
ollowing hypo heses a e p oposed:
Hypo hesis 2: he e will be a signi ican nega i e ela ionship be ween o ganisa ional commi men and u n-
o e in en ions.
Hypo hesis 3: O ganisa ional commi men will accoun o mo e a iance in u no e in en ion han o gani-
sa ional us .
2.3. Owne ship o i m, o ganisa ional commi men , us and u no e in en ion
Resea che s in in e na ional business ha e heo ized ha mul ina ional en e p ises ace cos s when ope -
a ing in o eign ma ke s due o a ious ac o s such as cul u al, poli ical, and economic di e ences, as
cOgen BUsiness & ManageMen 5
well as he need o coo dina ion ac oss geog aphic dis ances. hese cos s can pu mul ina ional en e -
p ises a a compe i i e disad an age in he global ma ke place, a phenomenon known as he liabili y o
o eignness (Zahee , 1995). conce ning he in luence o owne ship on employee dedica ion, ce ain s ud-
ies indica e a educed deg ee o commi men among employees employed in o eign companies in con-
as o hose wo king in domes ic companies (Ono, 2007). howe e , newbu y e al. (2006) highligh
ha o eignness could be iewed as bene icial due o he supe io wo king en i onmen s, inc eased
access o echnology, ex ensi e in e na ional ma ke s, and global ne wo ks o o eign companies, pa ic-
ula ly hose o igina ing om de eloped na ions.
Owi edu and Kwakye (2020) disco e ed ha o eign owne ship has a subs an ial posi i e co ela ion
wi h he inancial pe o mance o banks in ghana. his sugges s ha indi iduals end o iew o eign
employe s as o e ing mo e a ac i e employmen bene i s, including highe sala ies, be e wo king
condi ions, and as e p omo ion p ospec s, compa ed o domes ic companies. employees o o eign-owned
companies exhibi ed highe commi men , us , and lowe u no e in en ion, likely due o he highe
wages o e ed compa ed o domes ic es ablishmen s (Ono & Odaki, 2011). agyemang and O ei (2013),
also obse ed ha employees o p i a e i ms exhibi ed mo e o ganisa ional commi men han hei
public coun e pa s. ndlo u e al. (2021) emphasized ha employee us in he employing o ganisa ion
se es as a eliable p edic o o a ec i e o ganisa ional commi men , encompassing emo ional a ach-
men , iden i ica ion wi h, and in ol emen in he o ganisa ion. D awing om he p eceding discussions
ega ding he in luence o i m owne ship on employees’ us and commi men , he ollowing hypo he-
ses a e o mula ed:
Hypo hesis 4: employees o o eign-owned banks will expe ience mo e o ganisa ional commi men han
employees o domes ic banks.
Hypo hesis 5: employees o o eign-owned banks will ha e mo e o ganisa ional us han employees o
domes ic banks.
Hypo hesis 6: employees o local banks will expe ience mo e u no e in en ions han employees o
o eign-owned banks.
2.4. Concep ual amewo k
Based on he o mula ed hypo heses, Figu e 1 depic s he p oposed concep ual model, illus a ing he
di ec nega i e impac o o ganisa ional commi men and us on u no e in en ion. i is p oposed ha ,
oge he , o ganisa ional commi men and us wo k in conce o mi iga e u no e in en ions.
3. Me hodology
3.1. Resea ch design, popula ion and sample
a quan i a i e c oss-sec ional esea ch design was employed in his s udy o ga he nume ical da a o
s a is ical analysis and gain objec i e insigh s in o o ganiza ional us , commi men , and u no e in en-
ions among bank employees. his design enables he examina ion o ela ionships and acili a es
hypo hesis es ing. he s udy was a ge ed a he pe manen employees o banks in ghana. he s udy
O ganisaonal
Commi men
O ganisaonal
T us
Tu no e In enon
Figu e 1. Concep ual amewo k based on he hypo hesis.
6 . a. nKe siah anD e. a. nKansah
was conduc ed in acc a, he capi al o ghana, and ocused on 5 andomly selec ed banks ou o he 23
unique banks in he ci y. hese included wo domes ic banks and h ee o eign-owned banks. he
domes ic banks s a ed ope a ing in ghana in 1965 and 1990, while he o eign banks en e ed he ma -
ke in 1990, 2006 and 2008. he ocus on banks ope a ing in he capi al ci y o acc a was d i en by
p ac ical conside a ions. as a majo economic hub, acc a hos s a signi ican numbe o banks, bo h
domes ic and o eign-owned, o e ing a di e se ep esen a ion o he banking indus y in ghana.
a g*Powe analysis was execu ed o de e mine he necessa y sample size o mul iple eg ession anal-
ysis in he s udy and o de ec a medium-sized e ec and an an icipa ed e ec size o 2 = 0.15. he
analysis aimed o achie e a powe le el o 0.90. he powe analysis, which included wo p edic o a i-
ables, e ealed ha a minimum sample size o 88 pa icipan s was essen ial o a ain adequa e s a is ical
powe . consequen ly, o ensu e he obus ness o de ec ing expec ed e ec s in he eg ession model, a
decision was made o ec ui mo e han he minimum sample size (lakens, 2022). howe e , due o p ac-
ical cons ain s including ime limi a ions and accessibili y issues wi h pa icipan s, he s udy was able
o ec ui 170 pa icipan s using con enience sampling.
3.2. Measu es/ins umen s
3.2.1. O ganisa ional us in en o y (OTI-SF)
his ins umen was used o measu e he o ganisa ional us o he employees. his ins umen which
was de eloped and alida ed by cummings and B omiley (1996), was used o measu e o ganisa ional
us in his s udy. O ganisa ional us in en o y (O i-sF) is a 12-i em scale wi h a 7-poin like -s yle
esponse o ma anging om ‘s ongly disag ee’ (1) o ‘s ongly ag ee’ (7). some o he i ems include ‘i
hink he people in his o ganisa ion ell he u h’ and ‘i hink ha he o ganisa ion does no mislead
us’. he minimum and maximum sco es o he scale we e 1.0 and 7.0 espec i ely wi h a mean o 4.42.
a highe sco e indica ed a highe le el o us and a lowe sco e indica ed a lowe le el o us .
3.2.2. O ganisa ional commi men
h ee dis inc scales de eloped by allen and Meye (1990) measu ing he h ee dimensions o commi -
men (a ec i e, no ma i e and con inuance) we e adop ed in his s udy. all h ee dimensions making up
he commi men ins umen ha e eigh i ems each wi h a i e-poin like -s yle esponse. some i ems
include ‘i am e y happy being a membe o his o ganisa ion’, ‘i wouldn’ be oo cos ly o me o lea e
my o ganisa ion now’, and ‘i hink ha people hese days mo e om company o company oo o en’
among o he i ems. his scale had a minimum sco e o 1.0 and a maximum sco e o 5.0 wi h a mean
sco e o 3.32. a highe sco e on his measu e was an indica ion o highe commi men and a lowe sco e
was an indica ion o a lowe commi men .
3.2.3. Tu no e in en ion
he u no e in en ion scale (Bo hma & Rood , 2013) is a six-i em scale wi h a like -s yle esponse ang-
ing om ‘highly unlikely’ (1) o ‘highly likely’ (5). some o he i ems a e ‘how o en do you d eam abou
ge ing ano he job ha will be e sui you needs’, and ‘how o en ha e you conside ed lea ing you
job’ he minimum and maximum sco es on his scale we e 1.0 and 5.0 espec i ely, wi h a mean o 3.38.
his indica ed a mode a e le el o u no e in en ion. a lowe sco e on his scale was an indica ion o
lowe in en ions o an employee o lea e hei p esen o ganisa ion whe eas a highe sco e indica ed he
high suscep ibili y o an employee o lea e hei p esen o ganisa ion.
3.3. P ocedu e
P ima y da a we e collec ed om 170 pe manen employees o some banks in ghana ollowing pe mis-
sion g an ed by hei hR depa men s. he ques ionnai e was di ided in o ou sec ions o cap u e in o -
ma ion on he demog aphic cha ac e is ics, o ganisa ional us , o ganisa ional commi men , and u no e
in en ions o he selec ed pa icipan s. i ook an a e age o 20 minu es o comple e he ques ionnai e
and da a collec ion las ed o abou 8 weeks.
cOgen BUsiness & ManageMen 7
Da a collec ion did no in e e e wi h he no mal ope a ions o he bank wo ke s. Pa icipan s who
we e willing we e ec ui ed du ing hei lunch b eak pe iods and we e p o ided wi h ha d copies o he
ques ionnai es o comple ion. hose unable o inish he ques ionnai es du ing he b eak we e pe mi -
ed o comple e hem wi hin h ee days. a e which, i was picked up pe sonally in a sealed en elope.
hough a o al o 170 ques ionnai es we e sen ou , 128 we e e ie ed and ound o be use ul o da a
analysis. his ep esen ed a esponse a e o 75.29%. Da a collec ed was en e ed in o excel o Mic oso
365 and impo ed in o s a is ical Package o he social sciences (iBM sPss 25) o analysis. al hough no
o mal iRB app o al was eques ed, pe mission was ob ained om he hR Depa men s o he banks o
mee po en ial pa icipan s. e hical conside a ions such as in o med consen , con iden iali y and anonym-
i y we e adhe ed o.
4. Resul s
4.1. Demog aphic cha ac e is ics o he esponden s
able 1 p o ides a concise o e iew o he dis ibu ion o esponden s based on age, enu e, owne -
ship, and educa ional le el. he majo i y o esponden s (83.60%) we e in he 20–40 age ange, while
a smalle p opo ion (16.40%) belonged o he 40–60 age ange. in e ms o enu e, 11.70% had a
enu e o less han a yea , 65.60% had a enu e o 1–5 yea s, 19.50% had a enu e o 6–9 yea s, and
only 3.10% had a enu e o 10 yea s and abo e. he da a e eals ha 53.90% o esponden s wo ked
in banks wi h o eign owne ship, while 46.10% we e employed in banks wi h domes ic owne ship.
Fu he mo e, 11.70% held a diploma, 58.60% held a i s deg ee, and 29.70% held a mas e ’s deg ee
among he su eyed g oup.
4.2. Desc ip i e s a is ics
able 2 shows he desc ip i e s a is ics o he s udy a iables. he skewness and ku osis o all he a i-
ables ell wi hin he ange o +1 o -1, which is indica i e o no mali y (Mish a e al., 2019) and a p e-
equisi e o he use o a pa ame ic es (O can, 2020). skewness and ku osis s a is ics p o ide esea che s
wi h a nume ical e alua ion o he dis ibu ion o da a poin s ela i e o he mean, enhancing hei
comp ehension o he shape and a ibu es o he da a (Kim, 2013). he mean sco e o o ganiza ional
us was 4.42 (SD = .67), e lec ing a mode a e le el o us wi hin he o ganiza ion. simila ly, pa ici-
pan s epo ed mode a e le els o o ganiza ional commi men , wi h an a e age sco e o 3.32 (SD = .35).
addi ionally, u no e in en ions we e also a ed a a mode a e le el among pa icipan s, wi h a mean
sco e o 3.38 (SD = .56).
addi ionally, all he majo scales exhibi ed eliabili y sco es su passing he benchma k o 0.7
( a akol & Dennick, 2011). he u no e in en ion scale, while sligh ly below he con en ional
Table 1. Demog aphic cha ac e is ics o he s udy pa icipan s
(n = 128).
Va iables F equency Pe cen age (%)
Age
20-40 107 83.60
40-60 21 16.40
Tenu e
Less han a yea 15 11.70
1-5 84 65.60
6-9 25 19.50
10 yea s and abo e 4 3.10
Owne ship
Fo eign 69 53.90
Domes ic 59 46.10
Educa ional le el
Diploma 15 11.70
Fi s Deg ee 75 58.60
Mas e ’s Deg ee 38 29.70
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