Abstract
This study sets out to investigate the antecedents of turnover intentions, using the private healthcare employees in an emerging economy (Ghana) as a benchmark. Even though myriad studies have been conducted on the aforementioned topic, yet, there are scant investigations on how employees of private healthcare institutions relate towards turnover intentions, specifically in a developing economy context. Therefore, this study draws on extant literature and subsequently proposes a hypothetical argument on the effect of training satisfaction, benefits and incentives on employee turnover intentions as well as resistance to change while establishing the nexus between turnover intentions and resistance to change. Both paper and web-based (online) questionnaires were gauged from employees of private healthcare organizations in Ghana. Data were analyzed by partial least square structural equation modeling (PLS-SEM) on a sample of 544 employees of private healthcare institutions. The findings indicate that training satisfaction, benefits and incentives have a positive impact on an employee’s turnover intentions. Moreover, employee’s resistance to change is influenced by both training satisfaction and benefits and incentives. Further, the investigation established that employee’s resistance to change influences employee turnover intentions. The thoughtful mechanisms of how the running of private healthcare institutions in Ghana can be enhanced are expanded by the empirical results obtained through how employees can be satisfied by training and the application of rewards to reduce turnover. Moreover, administrators of private healthcare organizations are forewarned of the implications of employees’ resistance to change and its effect on employee turnover intentions. Acknowledgment This study was supported by Tomas Bata University in Zlín, through IGA/FaME/2020/003 “Training and development programs and the consequence on employee’s commitment, satisfaction and organizational performance: analysis from Czech public service sector”.
Highlights
The most exclusive and treasured asset which requires effective investment in any entity is its human capital (Wang et al, 2020)
This study draws on extant literature and subsequently proposes a hypothetical argument on the effect of training satisfaction, benefits and incentives on employee turnover intentions as well as resistance to change while establishing the nexus between turnover intentions and resistance to change
The study proposes a training satisfaction, benefits and incentives, resistance to change, turnover intentions (TOI)-model and use primary data from employees of private health care institutions in sub-Saharan African country Ghana to empirically examine the effect of training satisfaction, employee benefits and incentives on TOI and the link between TOI and resistance to change
Summary
The most exclusive and treasured asset which requires effective investment in any entity is its human capital (Wang et al, 2020). Private healthcare industries must re- which a company or business alters a major comthink the price of not providing training for their ponent of its organization such as its culture, the employees This may lead to rooftop turnover of underlying technologies or infrastructure it uses employees circulating frequent hiring to operate, or its internal processes Even though researchers and petitiveness of time wastage in consistently hiring organizations continually find it foremost chal- and training new employees results in decreased lenging to identify resistance to change, yet em- quality of service, reduction in clients’ attendance, ployees need inclusive information about the na- and loss of revenue in the long term ture, processes, and consequences of organiza- (Jaworski et al, 2018). Ees active contributors to the accomplishment of change (Busari et al, 2020)
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