Psychosocial Climate, Health And Turnover Intention Of Employees Of The University Of Education, Winneba

Abstract

The purpose of this study was to examine the psychosocial climate of the University of Education, Winneba and how that affects the health and turnover intention of the employees. A cross-sectional survey was used for the study involving a sample size of 1,222 employees at the university. An instrument obtained from four already existing ones was used for data collection. The questionnaire generated composite reliabilities ranging from 0.920 to 0.968. Frequency counts and structural equation modelling (SEM) were employed for the data analysis. The findings of the study indicated a high level of burnout, discrimination, harassment, job demands, job decision latitude, social support (supervisor and co-worker support) and a moderate level of turnover intention among the workers engaged in the research. The predominant chronic health conditions among the workers were hypertension, diabetes, work-related stress, backache, eye injury, non-cardiac chest pain and repetitive strain with a prevalence of 19.0%, 14.3%, 54.0%, 35.9%, 12.3%, 1.6% and 2.5% respectively. Among the psychosocial factors, job demand, job decision latitude, and harassment significantly influenced the turnover intentions of the employees. Furthermore, two of the dimensions of burnout, thus, depersonalization and diminished personal accomplishment significantly influenced turnover intention. Therefore, it is vital that the management of the University of Education, Winneba consciously creates a positive work climate in such a way that it may reduce workload, discrimination, harassment, burnout and turnover intentions employees experience on their job.