STM Article Repository

This chapter focuses on stress, burnout, job dissatisfaction and turnover within the Ghanaian education sector, by investigating the impact of occupational stress and burnout on turnover intentions among senior high school teachers in the cape coast metropolis, Ghana. Job Stress is considered as a stimulator of turnover intentions among the employees of any organization. As the teachers belong to a noble profession i.e. profession of the Prophets, hence the researchers, in order to verify this supposition, conducted this descriptive, co-relational and cross-sectional study for determining the relationship between job stress and turnover intentions among different categories of teachers.

The study setting was Cape Coast Metropolis in the Central Region of Ghana. Cape Coast is the capital of the Central Region of Ghana and it is referred to as the citadel of education. The study employed the descriptive survey design and made use of both descriptive and inferential data analysis approaches. Teachers from the fifteen senior high schools in the Ghanaian Central Region's Cape Coast city made up the population. A multi-stage sampling technique was used in the investigation. In order to incorporate all of the teachers from the ten schools that were chosen, the study also used a census method.

The study revealed that occupational stress and burn out had significant impact on turnover intention among Senior High School teachers in Cape Coast Metropolis. F (2, 517) = 9.898, p < 0.05. Also, the results of the study indicated that generally job dissatisfaction had statistically significant impact on turnover intention of the participants. F (1, 518) = 82.163 p < 0.05. The result of the study implies that as teachers continuously experience burnout, they develop coping strategies that help them to mitigate job stress and still carry on with their teaching job.

It was suggested that administrators of senior high schools should be able to plan efficient initiatives such staff professional development programs, motivational speeches, and workshops on stress management and instructor awareness-raising. Employers provide sufficient support for the well-being and working environment of teachers. Programs like workshops, in-service training, and a remunerating package should be continuously designed by schools to encourage and support teachers to remain in their positions despite the most difficult obstacles they may encounter.