Abstract
The main objective of the study was to assess the impact of money on non-managerial and managerial employees’ joining, staying and leaving behaviours of selected Ghanaian organizations. The survey research design was used for the study. Primary data was collected using a well structured questionnaire administered on 150 non-managerial and managerial employees of selected organizations in the Greater Accra Metropolis. The ANOVA test of independence, the T-test of independence and correlation were used in testing the hypotheses. The study revealed that employees have different views as to the reasons why they stay in, or leave their organizations. It was revealed that money significantly influence employees staying or leaving organizations. The study showed that money is a motivator at work; both the symbolic and instrumentality meaning of money revealed its influence to motivate, energize and direct employment decision and its important role in an organization’s ability to attract and retain qualified, high-performance workers. A major limitation of the study is that, due to financial constraints, it was conducted in only few organizations in one region. Therefore, the findings may not be described as a reflection of the general state of affairs in other organizations in the country.
Highlights
The issue of employees’ performance in furtherance of organizational objectives has occupied attention for long
Due to the pervasive and insidious nature of money and its effects in Ghanaian organizations, at large, one is, tempted to ask: Whether money impacts on joining, continuing and leaving behaviours of employees in organizations? Is the claim that, for the vast majority of people, money is important and a motivator at work true? Is motivation much more about money? If it is, to what extent and how important is this at the different levels of staff in organizations? The main aim of the study was to assess the impact of money on joining, staying and leaving behaviours of non-managerial and managerial employees of selected Ghanaian organizations
The objectives of the study were to examine whether money was a motivator at the workplace, to find out whether money mediated between joining, staying and leaving behaviours of employees in Ghana, and to determine monetary rewards’ influence at the different levels of staff in organizations
Summary
The issue of employees’ performance in furtherance of organizational objectives has occupied attention for long. There has been a discernible trend towards the belief in economic needs motivation in an attempt to enhance organizational performance. Others work because they gain satisfaction in doing something worthwhile Some factors such as a sense of achievement, prestige, recognition, opportunity to utilise and develop abilities, scope to exercise power and cohesion are factors that most people consider as reasons for working. For these and other reasons, work in organizations should be more liveable and satisfying. Motivating employees to give their best ability and knowledge in work is very essential. Meeting the needs of employees serves as motivation and, in return, the organization enjoys satisfactory input from the employees
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