Employee empowerment, organizational commitment and turnover intentions among employees of Tropical Bank Uganda Limited (Kampala branch)

Abstract

Abstract The purpose of the study was to examine the relationship between employee empowerment, organizational commitment and turnover intentions among employees from Tropical Bank Uganda limited in Kampala district. The study used the correlational study design with the quantitative approach and the sample constituted 66 subjects that were given a questionnaire that were required to answer. The researcher adopted a self-administered questionnaire with closed ended questions to collect data for the study. Findings showed that there is a significant positive relationship between employee empowerment and organizational commitment (p=.000<0.01 at r=.809**), showed that organizational commitment and turnover intentions have a negative significant relationship with each other, (p=.000<0.01 at r= -.596**), a significant negative relationship between employee empowerment and turnover intentions (p=.000<0.01 at r = -.457**). Based on results of the current study, it can be concluded that employee empowerment is related to organizational commitment and turnover intentions, which is consistent with the findings of other previous researchers. The increasing effect of turnover intentions among employees has got two main costs: financial costs (such as productivity loss, law suits and compensation, reputation) and social costs (such as mental and physical injuries, psychological withdrawal, Job dissatisfaction). Despite the costs and prevalence of turnover intentions behaviors in organizations, the information related to this problem is limited. So it is important that we reduce turnover intentions behaviors to improve the well-being of our organizations and employees. It is important that the management provides grounds for employee empowerment behaviors. This will provide an attachment to the organization characterized by an intention to remain with the organization, identification with the values and goals of organization. This can be achieved by removing problems at the workplace which make employees at the workplace to have intentions to leave the organization for example low payments, poor working environment among others.