Abstract
The determinants of staff retention and productivity in higher education institutions are of enduring importance to both researchers and policymakers. The purpose of the study was to investigate the incremental effects of psychosocial factors and job satisfaction on academic staff commitment to the University of Cape Coast (UCC). A quantitative descriptive survey design was used and 268 academics were recruited via stratified random sampling technique. The response rate was 97.4% with an instrument reliability coefficient of 0.857. Data were analysed using hierarchical multiple regression analysis. The study found that academics generally perceived psychosocial factors positively, although to varying degrees. The order of importance of the predictors of the commitment of academics was work-family conflict > work environment > promotion. Job satisfaction on its own, contributed 50.6% to the commitment levels of academics. However, when job satisfaction was combined with psychosocial factors, the level of commitment of academics increased by almost thirty-five percent, suggesting that psychosocial factors and job satisfaction of academics had positive and incremental effect on the commitment of academic staff to the University. Management of the University should put in place measures that will help enhance staff job satisfaction and commitment through guidance and counselling interventions.
Highlights
Staff commitment has become a “burning” issue in vocational/career counseling as evidence mounts on the critical role it plays in determining the total well-being of an employee
This study focuses on the University of Cape Coast, one of the oldest public universities in Ghana to assess the joint effect of psychosocial factors and job satisfaction on the commitment of academics
Based on the findings of the study, it can be said that academics of University of Cape Coast (UCC) are happy with their work environment and promotion opportunities, as well as promotion criteria of the University
Summary
Staff commitment has become a “burning” issue in vocational/career counseling as evidence mounts on the critical role it plays in determining the total well-being of an employee. It largely affects employees’ productivity, absenteeism, turnover rate, and performance (Abou-Hashish, 2017; Staniok, 2019). It is important for counsellors and other professionals to help staff understand themselves and their environment so as to make informed decisions leading to their commitment. Several studies have devoted copious attention to the independent effects of psychosocial factors and job satisfaction on staff commitment. What is missing from the extant literature is the combined effect of both set of factors, which is the moderating role they play in predicting staff commitment
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