Psychosocial Safety Climate, Employee Satisfaction, and Organizational Commitment: The Mediating Role of Turnover Intentions among Ghanaian Bank Workers

Abstract

The banking sector in Ghana has faced significant challenges, including crises that have not only impacted the economy and banks but also affected employees, leading to increased turnover intentions due to reduced employee satisfaction, commitment, job stress, and insecurity. The study explored the influence of psychosocial safety climate, job satisfaction, and organization, with turnover intentions as a potential mediating variable, among bank workers in Accra. A sample of 140 bank workers from various banking institutions in Accra participated in the cross-sectional survey. Respondents completed questionnaires measuring psychosocial safety climate, job satisfaction, organizational commitment, and turnover intentions. Regression analysis was conducted to test the proposed hypotheses. It was found that a psychosocial safety climate predicted both organizational commitment and job satisfaction. However, psychosocial safety climate did not predict turnover intentions, and as a result, turnover intentions fail to mediate the relationship between psychosocial safety climate and organizational commitment. The findings were discussed in the context of the job demands-resources theory and the job embeddedness concept, alongside related studies. In addition, the implication of the study aims to enhance the psychosocial safety climate and reduce turnover intentions among bank workers by establishing policies and practices that promote mental health, well-being, and open communication among employees in the sector as well as recommends banks in Ghana to make investments by providing a robust psychosocial safety climate to improve organizational commitment and work satisfaction, which in turn will lower intentions to leave.