Abstract:
In the realm of organisational psychology, the exploration of psychological capital
and its impact on employee behavior is of paramount interest. As such, it is very
expedient to assess this impact on turnover intentions. The purpose of this study
was to examine the influence of psychological capital on employee turnover
intentions: the mediating effect of organisational commitment among senior staff
at the University of Cape Coast, Ghana. The study employed the quantitative
approach and explanatory research design due to its research objectives. The
sample size was determined by the Krejcie and Morgan (1970) sample
determination, which pegged the sample at 319 out of a population of 1570 senior
staff at the University of Cape Coast. However, data obtained from 297 respondents
with a 93.4 percent response rate were reliable and thus used for the study. The
results showed that, optimism had the highest significant effect on turnover
intentions among employees due to the magnitude of its path coefficient, this was
followed by hope and resilience. Also, it was found that organisational commitment
has a significant and a negative effect on employee turnover intentions. Finally, the
results showed that hope and resilience can only influence employee turnover
intentions by means of how employees are committed to the organisation. Based
on the outcome of the study, the study recommended that, human resource
management of the university needs to pay more attention to employee’s appeal of
psychological contract in the management practice by means of paying attention to
the maintenance of the employees’ relation resource.
