Retaining Talent in Sierra Leone: A Triadic Organizational Model of Workforce Dynamics

The paper analyzes the links among job satisfaction, employee motivation, and retention within the banking industry in Sierra Leone, and the Triadic Organizational Model of Workforce Dynamics is proposed. The purpose is primarily to examine the roles of job satisfaction and motivation in employee retention, both separately and in their interaction. A quantitative study methodology was employed, and the study relied on a cross-sectional survey sample of 203 full-time bank employees. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to analyze the data. Findings indicate that job satisfaction plays a crucial role in employee motivation and retention, with employee motivation serving as both a mediator and moderator of the connection between satisfaction and retention. Precisely, the study finds that job satisfaction directly increases retention, but this effect is enhanced when it is accompanied by high motivation. Also, lower satisfaction and motivation lead to a higher employee turnover rate. These findings suggest that organizations should invest in enhancing job satisfaction and motivation by implementing targeted interventions, such as pay rises, career development, and fostering a conducive work environment, to reduce turnover. The implications of this study underscore the importance of implementing context-sensitive, integrated human resource practices in organizations experiencing high rates of employee turnover, particularly in resource-constrained environments such as Sierra Leone. Thus, organizations should retire one-size-fits-all retention solutions and implement a comprehensive retention plan that includes pay adjustments and business enhancement efforts.