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All Journal Golden Ratio of Human Resource Management
Ofori Appiah, Salomey
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Social Sciences

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Journal : golden ratio of human resource management

 1 
Work-Family Conflict and Career Satisfaction of Employees in The Banking Industry of Ghana: The Role of Spiritual Intelligence Essandoh, Emmanuel; Ofori Appiah, Salomey; Tetteh Kwao, Isaac; Amfo-Antiri, Dorothy
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.286

Abstract

The study empirically examined the role of spiritual intelligence in the nexus between work-family conflict and employees’ career satisfaction in the banking industry of Ghana. Design, methodology/approach-Given the reliance on explanatory research design, the study utilized structured questionnaire for gathering the primary data quantitatively from 335 randomly selected participants. A second-order model was configured in SMART PLS for testing of the directional hypotheses formulated. Findings- Both family-to-work and work-to-family conflict account for significant changes in employee career satisfaction. Also, the moderation analysis showed that spiritual intelligence brought variance into the model and had a small but significant positive effect on the relationship between work-to-family conflict and career satisfaction. The second effect of spiritual intelligence also brought variance into the model and had a small but significant negative effect on the relation between family-to-work and career satisfaction. Research limitations- Rural banks and other financial institutions were not included in the study, hence limiting the generalization of the findings from this perspective. Practical implication- Management of banks in Ghana would be encouraged to take specific actions that are likely to reduce the conflict between work and family roles to help their employees achieve their career satisfaction. Again, spiritual intelligence can be taught and encouraged at the workplace to help mitigate the psychological disorder created because of work-family conflict. Originality/value-Empirically, this study is the first of its kind that has sought to shed light on an understanding of the moderating effect spiritual intelligence on the nexus between work-family conflict and employees' career satisfaction in the Ghanaian banking sector the in Sub-Saharan country-context.
Engagement as a Lever: The Impact of Talent Management on Turnover Intentions at Ghana's Lands Commission Ofori Appiah, Salomey; Boateng, Richard kofi
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February (Article in Press)
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.450

Abstract

This study examined the moderation effect of employee engagement in the relationship between talent management and turnover intentions of workers at the Ghana Lands Commission. The study used the human capital and equity theories to explain the relationships among the constructs. The study used the quantitative approach and structural equation modelling (SEM) and employed structural equation modeling (SEM). Data was obtained from 300 employees using a three-wave survey approach that assured accuracy and reduced common method bias, resulting in a final sample of 250 respondents. The study found a positive significant effect of talent management on turnover intention. Again, employee engagement was found to significantly reduce employees’ intentions to quit, showing engagement's protective role against the potentially negative consequences of certain talent management practices. Finally, the study found engagement as a significant negative moderator on the link between talent management and turnover intentions. This emphasizes the need to cultivate a work environment that promotes participation, equality, and transparency in people management practices to reduce employee turnover and increase organizational stability.
Engagement as a Lever: The Impact of Talent Management on Turnover Intentions at Ghana's Lands Commission Ofori Appiah, Salomey; Boateng, Richard kofi
Golden Ratio of Human Resource Management Vol. 5 No. 1 (2025): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i1.450

Abstract

This study examined the moderation effect of employee engagement in the relationship between talent management and turnover intentions of workers at the Ghana Lands Commission. The study used the human capital and equity theories to explain the relationships among the constructs. The study used the quantitative approach and structural equation modelling (SEM) and employed structural equation modeling (SEM). Data was obtained from 300 employees using a three-wave survey approach that assured accuracy and reduced common method bias, resulting in a final sample of 250 respondents. The study found a positive significant effect of talent management on turnover intention. Again, employee engagement was found to significantly reduce employees’ intentions to quit, showing engagement's protective role against the potentially negative consequences of certain talent management practices. Finally, the study found engagement as a significant negative moderator on the link between talent management and turnover intentions. This emphasizes the need to cultivate a work environment that promotes participation, equality, and transparency in people management practices to reduce employee turnover and increase organizational stability.
Work-Family Conflict and Career Satisfaction of Employees in The Banking Industry of Ghana: The Role of Spiritual Intelligence Essandoh, Emmanuel; Ofori Appiah, Salomey; Tetteh Kwao, Isaac; Amfo-Antiri, Dorothy
Golden Ratio of Human Resource Management Vol. 3 No. 1 (2023): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v3i1.286

Abstract

The study empirically examined the role of spiritual intelligence in the nexus between work-family conflict and employees’ career satisfaction in the banking industry of Ghana. Design, methodology/approach-Given the reliance on explanatory research design, the study utilized structured questionnaire for gathering the primary data quantitatively from 335 randomly selected participants. A second-order model was configured in SMART PLS for testing of the directional hypotheses formulated. Findings- Both family-to-work and work-to-family conflict account for significant changes in employee career satisfaction. Also, the moderation analysis showed that spiritual intelligence brought variance into the model and had a small but significant positive effect on the relationship between work-to-family conflict and career satisfaction. The second effect of spiritual intelligence also brought variance into the model and had a small but significant negative effect on the relation between family-to-work and career satisfaction. Research limitations- Rural banks and other financial institutions were not included in the study, hence limiting the generalization of the findings from this perspective. Practical implication- Management of banks in Ghana would be encouraged to take specific actions that are likely to reduce the conflict between work and family roles to help their employees achieve their career satisfaction. Again, spiritual intelligence can be taught and encouraged at the workplace to help mitigate the psychological disorder created because of work-family conflict. Originality/value-Empirically, this study is the first of its kind that has sought to shed light on an understanding of the moderating effect spiritual intelligence on the nexus between work-family conflict and employees' career satisfaction in the Ghanaian banking sector the in Sub-Saharan country-context.
Co-Authors Amfo-Antiri, Dorothy Boateng, Richard kofi Essandoh, Emmanuel Tetteh Kwao, Isaac