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.
