Examining the Influence of Internal Social Responsibility on Employee Turnover Intention in Sierra Leone’s Banking Sector: Mediating the Effect of Job Satisfaction and Moderating the Effect of Organizational Commitment. (Case Study: - Rokel Commercial Bank (SL) Ltd.)
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Date
2026-04-02
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Addis Ababa University
Abstract
Employee retention has become a critical challenge in Sierra Leone's banking sector due to increasing competition for skilled labor, particularly from foreign and Pan-African banks. While many banks invest significantly in external Corporate Social Responsibility (CSR) activities, limited attention has been given to Internal Social Responsibility (ISR), which focuses on employee welfare through training and development, health and safety, work-life balance, and organizational justice. This study examined the influence of Internal Social Responsibility on employee turnover intention at Rokel Commercial Bank (SL) Ltd, while investigating the mediating role of job satisfaction and the moderating role of organizational commitment. The study was anchored on the Social Exchange Theory. A quantitative, explanatory, and cross-sectional research design was employed. Data were collected from permanent employees of Rokel Commercial Bank branches within the Western Area of Sierra Leone using a structured questionnaire. The study adopted stratified random sampling to ensure representation across management and non-management staff categories. Data were analyzed using advanced statistical techniques, including Structural Equation Modeling (SEM) and Hayes' Conditional Process Analysis, to test both mediation and moderation effects. The findings revealed that Internal Social Responsibility significantly influences employee turnover intention. Employees who perceived higher levels of ISR practices reported greater job satisfaction and lower intentions to leave the organization. The results further indicated that job satisfaction serves as a significant mediating mechanism through which ISR affects turnover intention. Additionally, organizational commitment was found to moderate the relationship between job satisfaction and turnover intention, such that employees with higher levels of commitment exhibited lower intentions to leave even when job satisfaction declined. The study concludes that Internal Social Responsibility is a strategic human resource management tool capable of enhancing employee retention in Sierra Leone's banking sector. It recommends that Rokel Commercial Bank and other financial institutions prioritize employee-centered policies, including career development opportunities, fair treatment, workplace safety, and work-life balance initiatives. The study contributes to the limited literature on ISR in Sierra Leone and provides empirical evidence supporting the application of a moderated-mediation framework in understanding employee retention behavior within developing economies
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Keywords
: Internal Social Responsibility, Job Satisfaction, Organizational Commitment, Turnover Intentions.