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The Role of Motivation in the Retention of Employees: Evidence from Christian Service University College, Ghana

Received: 27 July 2016     Accepted: 9 February 2017     Published: 1 March 2017
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Abstract

The study investigated the role of motivation in employee retention using Christian Service University College (CSUC) as the study area. The study adopted quantitative survey and randomly sampled 108 staff of CSUC. The findings indicated the institution currently operate relatively ‘enviable’ motivational schemes including salary, commuting allowance, free family medical care among others and its impact on employee motivation and retention is seemingly significant although with regard to non financial motivation, management has not pay much attention to it. The researcher therefore recommends that any retention strategy to be adopted by Christian Service University College should encompass both financial and non-financial elements of motivation in order to guarantee employee retention. The institution should work towards building better employee relationship; improving on the bonuses and allowances of staff and ensure equity and fairness. Finally, staff’s personal and professional development must be given priority to ensure quality delivery of service to improve retention.

Published in European Business & Management (Volume 3, Issue 1)
DOI 10.11648/j.ebm.20170301.12
Page(s) 9-15
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2017. Published by Science Publishing Group

Keywords

Motivation, Staff, Retention, CSUC, Ghana, Satisfaction

References
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[4] Curtis, S. & Wright, D. (2001). Retaining Employees- The Fast Track to Committee. Management Research News. Vol. 24 Number 8, pp. 59-64.
[5] Frank, Frederic D. &Taylor, Craig, R. (2003). Talent Management: Trends that will shape the future. HR. Human Resource Planning. Vol. 27, No. 1 Jacobsen & Thorsvik. (2002). Hurmoderna organisationer fungerar. Studentlitteratur, lund.
[6] Lee, T. W. &Mauerer, Steven, D. (1997). The retention of knowledge workers with the unfolding model of voluntary turnover, Human Management Resource Review. Vol. 7. No. 3.
[7] Lindmark, A. and Önnevik, T. (2006) Human Resource Management –The organization's Heart, College Literature.
[8] Ljungberg A & Larsson E, (2005). Processbaser adverksamhet sutveckling. Student litteratur, lund.
[9] Martin, A. (2001). Goal orientation and academic achievement. Oxford: Routledge.
[10] McGovern, P. (1995). To retain or not to retain? Multinational firms and technical labour. Human Resource Management Journal. Vol. 5. No. 4.
[11] Mitchell, T. R, Holtom, B. C, &Lee, T. W. (2001) How to Keep Your Best employees: Developing an Effective Retention Policy. Academy of Management Executive, Vol. 15 No4 pp. 96-107.
[12] Mulvey, P. W., LeBlanc, P. V, Heneman, R. L. and Mclnerney, M. (2002). Study Finds that Knowledge of Pay Process Can Beat Out Amount of Pay in Employee Retention, Organizational Effectiveness, Journal Of Organizational Excellence, Vol. 21, No. 4, pp. 29- 42. Oxford, England: Oxford University Press.
[13] O'Connell, 2. (2001). Can loyalty schemes really build loyalty?. Marketing Intelligence & Planning, 47-55.
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[16] Shield, J. (2007). Managing employee performance and reward: Concepts, practices, strategies. Melbourne: Cambridge University Press.
[17] Sigler, K. (1999). Challenges of Employee Retention. Management Research News. Vol. 22 No. 10. Pp. 1-5 Stockholm: Ekerlids Forlag.
[18] Storey, J. (ed.) (1995). Human Resource Management: A Critical Text. London: Routledge.
[19] Taylor, C. R. (2002). Focus on talent. Training and Development, December 2002, pp. 26-31.
Cite This Article
  • APA Style

    Adwoa Benewaa Brefo-Manuh, Victoria Mensah, Isaac Ampong, Eunice Aidoo. (2017). The Role of Motivation in the Retention of Employees: Evidence from Christian Service University College, Ghana. European Business & Management, 3(1), 9-15. https://doi.org/10.11648/j.ebm.20170301.12

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    ACS Style

    Adwoa Benewaa Brefo-Manuh; Victoria Mensah; Isaac Ampong; Eunice Aidoo. The Role of Motivation in the Retention of Employees: Evidence from Christian Service University College, Ghana. Eur. Bus. Manag. 2017, 3(1), 9-15. doi: 10.11648/j.ebm.20170301.12

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    AMA Style

    Adwoa Benewaa Brefo-Manuh, Victoria Mensah, Isaac Ampong, Eunice Aidoo. The Role of Motivation in the Retention of Employees: Evidence from Christian Service University College, Ghana. Eur Bus Manag. 2017;3(1):9-15. doi: 10.11648/j.ebm.20170301.12

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  • @article{10.11648/j.ebm.20170301.12,
      author = {Adwoa Benewaa Brefo-Manuh and Victoria Mensah and Isaac Ampong and Eunice Aidoo},
      title = {The Role of Motivation in the Retention of Employees: Evidence from Christian Service University College, Ghana},
      journal = {European Business & Management},
      volume = {3},
      number = {1},
      pages = {9-15},
      doi = {10.11648/j.ebm.20170301.12},
      url = {https://doi.org/10.11648/j.ebm.20170301.12},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ebm.20170301.12},
      abstract = {The study investigated the role of motivation in employee retention using Christian Service University College (CSUC) as the study area. The study adopted quantitative survey and randomly sampled 108 staff of CSUC. The findings indicated the institution currently operate relatively ‘enviable’ motivational schemes including salary, commuting allowance, free family medical care among others and its impact on employee motivation and retention is seemingly significant although with regard to non financial motivation, management has not pay much attention to it. The researcher therefore recommends that any retention strategy to be adopted by Christian Service University College should encompass both financial and non-financial elements of motivation in order to guarantee employee retention. The institution should work towards building better employee relationship; improving on the bonuses and allowances of staff and ensure equity and fairness. Finally, staff’s personal and professional development must be given priority to ensure quality delivery of service to improve retention.},
     year = {2017}
    }
    

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    AU  - Victoria Mensah
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    AB  - The study investigated the role of motivation in employee retention using Christian Service University College (CSUC) as the study area. The study adopted quantitative survey and randomly sampled 108 staff of CSUC. The findings indicated the institution currently operate relatively ‘enviable’ motivational schemes including salary, commuting allowance, free family medical care among others and its impact on employee motivation and retention is seemingly significant although with regard to non financial motivation, management has not pay much attention to it. The researcher therefore recommends that any retention strategy to be adopted by Christian Service University College should encompass both financial and non-financial elements of motivation in order to guarantee employee retention. The institution should work towards building better employee relationship; improving on the bonuses and allowances of staff and ensure equity and fairness. Finally, staff’s personal and professional development must be given priority to ensure quality delivery of service to improve retention.
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Author Information
  • Department of Management Studies, Kumasi Polytechnic, Kumasi, Ghana

  • Registry, Presbyterian University College, Accra, Ghana

  • Department of General Management Studies, Christian Service University College, Kumasi, Ghana

  • Faculty of Business, Baptist University College, Kumasi, Ghana

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