Abstract
The study has the aim of exploring the determinants of turnover intentions and job satisfaction of nurses. A survey of 163 nurses from two public and two private hospitals in the capital of Ghana, Accra, who completed a questionnaire in English, was conducted. The study uses SEM analysis to evaluate the goodness-of-fit of the model and to test hypotheses. Regarding the findings, pay rise, pay structure/administration and job satisfaction were significantly and negatively related to turnover intentions. However, the effect of benefits on turnover intentions was nonsignificant and was negatively associated with turnover intentions. The antecedents of nurses’ job satisfaction, all the constructs, i.e., pay level, pay rise, benefits, and pay structure/administration, had positive and statistically significant impacts. The influence of pay level, pay structure/administration and pay rise had the most important effect on nurses’ job satisfaction. In addition, the age status as a control variable had negative and significant effects on turnover intentions. However, gender status as a control effect had a nonsignificant impact on turnover intentions. It is recommended that the government of Ghana, the Ministry of Health, and the Ghana Health Service must institute measures such as the provision of competitive salaries and a quality work environment to entice nurses to stay in order to reduce the exodus of nurses outside the shores of Ghana. One limitation of this study is that there are other factors that could cause employees to quit their jobs, such as employee commitment, engagement, and leadership behaviours but these variables were not tested. Therefore, future studies must control these variables in studies regarding pay satisfaction and turnover intentions.
Highlights
Interest in employee satisfaction with pay has been a topical issue for many decades; for instance, Williams, McDaniel and Nguyen [1] showed that the first systematic study on pay satisfaction was conducted in the 1960s to examine the factors that affect it
The findings clearly suggest that there is a negative relationship between pay satisfaction and turnover intentions, but evidence from Ghana is scarce; this study intends to examine this relationship using registered nurses to see if the same results can be obtained
Based on the literature review above, we propose the following hypothesis: Hypothesis (H3): Pay satisfaction (H3.1 = pay level, H3.2 = pay rise, H3.3 = benefits and H3.4 = pay structure/administration) is positively related to job satisfaction
Summary
Interest in employee satisfaction with pay has been a topical issue for many decades; for instance, Williams, McDaniel and Nguyen [1] showed that the first systematic study on pay satisfaction was conducted in the 1960s to examine the factors that affect it. The issue of employee job satisfaction has been a subject of research for many decades; for instance, Locke [2] studied the nature and causes of job satisfaction in 1976. These two constructs have been shown to be fundamental in the effective management of employees due to their potential impact on the turnover of employees [3,4]. Nurses must be treated well to enable them to happily discharge their duties; nurses in Ghana seem to have issues with low wages and working conditions [5,6] This situation sometimes causes nurses in Ghana to go on strike or threaten strike action to express their displeasure with pay and certain working conditions. When employees’ pay meets their basic living expenses, they tend to be happy with their pay and jobs, which reduces turnover intentions
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