Main Article Content
Even though copious studies have shown that a relationship exists between role conflict and the intention to stay on the job, the mechanisms that curb the relationship between role conflict and intention to stay have not often been explored. This study examined the moderating role of organizational support on the nexus between the components of role conflict and the intention to stay in the organization. Two hundred and eighty-seven (n=287) public sector employees were selected using the cross-sectional survey design for the study. Data was gathered using the Role Conflict Scale, Perceived Organizational Support Scale, and the Intentions to Stay Inventory. Multiple regression was used in analyzing the data. Findings indicated that a significantly negative relationship exists between the two components of role conflict (inter-role and intra-role) and the intentions to stay in the organization. There was a positive nexus between perceived organizational support and the intentions to stay in the organization. The nexus between the two components of role conflict and the intentions to stay in the organization was moderated by perceived organizational support. The results provide some crucial insights for employers on how to inspire employees to stay in the public service. The limitations, recommendations, and implications for future studies have been emphasized.
Copyright (c) 2022 Prince Addai, Isaac Nti Ofori, Daniel Obeng Acquah, Dr. Afia Nyarko Boakye, Dr. Esther Asiedu
This work is licensed under a Creative Commons Attribution 4.0 International License.
Aboobaker, N., Edward, M., & Pramatha, K. P. (2017). Work-family conflict, family-work conflict and intention to leave the organization: Evidences across five industry sectors in India. Global Business Review, 18(2), 524–536. DOI: https://doi.org/10.1177/0972150916668696
Abraham, J., Renaud, S., & Saulquin, J. (2016). Relationships between organizational support, organizational commitment and retention: evidence from high-potential employees. Global Journal of Business Research, 10(1), 11-26.
Achour, M., Khalil, A., Ahmad, B. B., Mohd Nor, M. R., & Yusoff, Z. B. (2017). Management and supervisory support as a moderator of work-family demands and women’s well-being: A case study of Muslim female academicians in Malaysia. Humanomics, 33(3), 335–356. DOI: https://doi.org/10.1108/H-02-2017-0024
Addai, P., Avor, J., Ofori, I. N. & Tweneboah, D. N. (2019). Relationship between ethical leadership and productive work behaviours: moderating role of organizational climate. Management Research Journal, 4(2), 1 – 8
Addai, P., Kyeremeh, E., Abdulai, W. & Sarfo, J. O. (2018). Organizational Justice and Job Satisfaction as Predictors of Turnover Intentions among Teachers in the Offinso South District of Ghana. European Journal of Contemporary Education, 7(2), 235 - 243 DOI: https://doi.org/10.13187/ejced.2018.2.235
Addai, P., Mottey, R., Afrifah, M., & Boakye, A. O. (2022). Job Insecurity and Turnover Intentions among Banking Sector Employees: The Moderating Role of Organizational Support and Ethical Leadership. SEISENSE Journal of Management, 5 (1), 17-30 DOI: https://doi.org/10.33215/sjom.v5i1.736
Ahmad, J., Zahid, S., Wahid, F., & Ali, S. (2021). Impact of Role Conflict and Role Ambiguity on Job Satisfaction the Mediating Effect of Job Stress and Moderating Effect of Islamic Work Ethics. European Journal of Business and Management Research, 6(4), 14 – 26. DOI: https://doi.org/10.24018/ejbmr.2021.6.4.895
Akparep, J. Y., Ali, A. A., & Boasu, B. Y. (2021). Organizational conflicts and performance outcomes: The perspective of the Council for Scientific and Industrial Research. Ghana Journal of Development Studies, 18 (2), 138 DOI: https://doi.org/10.4314/gjds.v18i2.7
Al-Suraihi, W. H., Samikon, S. A., Al-Suraihi, A.-H. I., Ibrahim, I. (2021). Employee turnover: Causes, importance and retention strategies. European Journal of Business Management and Research, 6(3), 1–6 DOI: https://doi.org/10.24018/ejbmr.2021.6.3.893
Amankwaa, A. & Anku-Tsede, O. (2015). Linking transformational leadership to employee turnover: The moderating role of alternative job opportunity. International Journal of Business Administration, 6(4), 19. DOI: https://doi.org/10.5430/ijba.v6n4p19
Aram, S. A., Saalidong, B. M., Opoku, E. O., Hayford, I. S. (2022). Perceived risk of contracting COVID-19 among healthcare workers in Ghana: A cross-sectional study. Journal of Healthcare, 13, 42 – 59. https://doi.org/10.1002/hsr2.653 DOI: https://doi.org/10.1002/hsr2.653
Astvik, W., Welander, J., & Larsson, R. (2020). Reasons for staying: A longitudinal study of work conditions predicting social workers’ willingness to stay in their organization. The British Journal of Social Work, 50(5), 1382–1400. DOI: https://doi.org/10.1093/bjsw/bcz103
Atitsogbui, J. & Amponsah‐Tawiah, K. (2019). Turnover intention and job fit among nurses in Ghana: Does psychological climate matter? Nurs Open. 6(2), 546–557. doi: 10.1002/nop2.240 DOI: https://doi.org/10.1002/nop2.240
Awan, F. H., Dunnan, L., Jamil, K., Gul, R. F., Anwar, A., Idrees, M., & Guangyu, Q. (2021). Impact of role conflict on intention to leave job with the moderating role of job embeddedness in Banking Sector Employees. Frontiers in Psychology, 19, https://doi.org/10.3389/fpsyg.2021.719449 DOI: https://doi.org/10.3389/fpsyg.2021.719449
Baron, R. & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. DOI: https://doi.org/10.1037/0022-35220.127.116.113
Bolt, E. T., Winterton, J., & Cafferkey, K. (2022). A century of labour turnover research: A systematic literature review. International Journal of Management Review, 12(4), 14 - 29 https://doi.org/10.1111/ijmr.12294 DOI: https://doi.org/10.1111/ijmr.12294
Chaudhry, N. I., Roomi, M. A., Eugien, M. & Chaudhry, J. I. (2022). Treating top management team conflicts through employee voice for reducing intentions to quit: moderating role of union instrumentality, International Journal of Conflict Management, 33(2), 203-222. DOI: https://doi.org/10.1108/IJCMA-03-2021-0035
Cregård, A., & Corin, L. (2019). Public sector managers: The decision to leave or remain in a job. Human Resource Development International, 22(2), 158–176. DOI: https://doi.org/10.1080/13678868.2018.1563749
Deri, M., Zaazie, P. & Bazaanah, P. (2021). Turnover intentions among hotel employees in the Accra Metropolis of Ghana. African Journal of Hospitality Tourism and Leisure, 10(1). DOI: 10.46222/ajhtl.19770720-98 DOI: https://doi.org/10.46222/ajhtl.19770720-98
Eisenberger, R., Hungtington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507. DOI: https://doi.org/10.1037/0021-9010.71.3.500
Eisenberger, R., Shoss, M. K., Karagonlar, G., Gonzalez-Morales, M. G., Wickham, R., & Buffardi, L. C. (2014). The supervisor POS – LMX – subordinate POS chain: Moderation by reciprocation wariness and supervisor’s organizational embodiment. Journal of Organizational Behavior, 35, 635-656. DOI: https://doi.org/10.1002/job.1877
Eriksson, A., Jutengren, G., & Dellve, L. (2021). Job demands and functional resources moderating assistant and Registered Nurses' intention to leave. Nursing Open, 8(2), 870–881. DOI: https://doi.org/10.1002/nop2.694
Ghani, B., Zada, M., Memon, K. R., Ullah, R., Khattak, A., Han, H., Ariza-Montes, A., & Araya-Castillo, L. (2022). Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review. Sustainability, 14, 1 – 26 DOI: https://doi.org/10.3390/su14052885
Jackson, L. T. B. & Rothmann, S. (2005). Work-related well-being of educators in a district of the North West Province. Perspectives in Education, 23, 107-122.
Li, X., Zhang, Y., Yan, D., Wen, F., & Zhang, Y. (2020). Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction. Journal of Advanced Nursing, 76(5), 1141 – 1150. DOI: https://doi.org/10.1111/jan.14305
Mahembe, B. (2013). The development and empirical evaluation of an extended learning potential structural model. Unpublished PhD Dissertation, Stellenbosch University. South Africa.
Nicomedes, C. J. C., Avila, R. M. A. (2020). An analysis on the panic during COVID-19 pandemic through an online form. Journal Affect Disorder, 276, 14-22. doi: 10.1016/j.jad.2020.06.046. DOI: https://doi.org/10.1016/j.jad.2020.06.046
Pahlevan-Sharif, S., Ahadzadeh, A. S., & Sharif Nia, H. (2018). Mediating role of psychological well‐being in the relationship between organizational support and nurses’ outcomes: A cross‐sectional study. Journal of Advanced Nursing, 74(4), 887–899 DOI: https://doi.org/10.1111/jan.13501
Pallant, J. (2013). SPSS Survival Manual: A Step-by-step Guide to Data Analysis Using SPSS for Windows. New York: McGraw Hill, Open University Press.
Poku, C. A., Donkor, E., & Naab, F. (2022). Impacts of nursing work environment on turnover intentions: The mediating role of burnout in Ghana. Nursing Research and Practice, 12, 15 – 29. Doi.org/10.1155/2020/131060 DOI: https://doi.org/10.1155/2022/1310508
Price, J. (2001). Reflections on the Determinants of Voluntary Turnover. International Journal of Manpower, 22, 600 – 624. DOI: https://doi.org/10.1108/EUM0000000006233
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. DOI: https://doi.org/10.1037/0021-9010.87.4.698
Roodt, G. (2004). Turnover intentions. Unpublished document. Johannesburg: University of Johannesburg.
Sharif, S. P., Bolt, E. T., Ahadzadeh, A. S., Turner, J., & Nia, H. S. (2021). Organizational support and turnover intentions: A moderated mediation approach. Nurs Open, 8(6), 3606–3615. DOI: https://doi.org/10.1002/nop2.911
Tabachnick, B. G. & Fidell, L. S (1996). Multivariate analysis (3rd edition). HarperCollins College Publishers (New York, NY)
Tabachnick, B. G., & Fidell, L. S. (2013). Using multivariate statistics (6th ed.). Boston: Pearson.
Tetteh, S. D., Osafo, J., Ansah-Nyarko, M., & Amponsah-Tawiah, K. (2019). Interpersonal fairness willingness-to-stay and organization-based self-esteem: The mediating role of affective commitment. Frontiers in Psychology, 10, 1315. DOI: https://doi.org/10.3389/fpsyg.2019.01315
Tseng, L. (2011). Intra‐role conflict and the selling decision: The case of Taiwan's life insurance industry, International Journal of Conflict Management, 22(4), 373-393. DOI: https://doi.org/10.1108/10444061111171378
Worku, S. A. (2015). An Investigation of the Relationship among Perceived Organizational Support, Perceived Supervisor Support, Job Satisfaction and Turnover Intention. Journal of Marketing and Consumer Research, 13(1), 1 – 9.
You-De, D., Wen-Long, Z., & Tzung-Chen, H. (2019). Engage or quit? The moderating role of abusive supervision between intention to stay, intention to leave, and work engagement. Tourism Management, 70, 69–77. DOI: https://doi.org/10.1016/j.tourman.2018.07.014