Work involvement and retirement planning of public sector workers in Ghana: the role of organizational support and education

Work involvement and retirement planning of public sector workers in Ghana: the role of organizational support and education | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article Work involvement and retirement planning of public sector workers in Ghana: the role of organizational support and education Alhassan Musah, Abigail Padi, Abigail Awuah, Phyllis Asorh Oteng This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6134713/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 12 You are reading this latest preprint version Abstract The study focuses on work involvement, organizational support, and some key demographic factors that influence retirement planning among Ghanaian public sector workers by taking moderating roles of organizational support and education. Samples from 414 public sector employees were selected through stratified sampling techniques and analysed using partial least squares-structural equation modelling (PLS-SEM) for assessing both direct and interaction effects on retirement planning. The results show that work involvement and organizational support are strongly and positively associated with retirement planning; hence, the more involved the worker and the more organizational support provided, the better the planning for retirement. Education and income levels are also positively associated with retirement planning, underlining the primacy of these demographic factors. Importantly, organizational support and education were also found to moderate the association of work involvement with retirement planning, the higher level of which extended the positive influence of work involvement on retirement planning. work involvement organisational support education retirement planning public sector workers Ghana Figures Figure 1 1. Introduction Retirement has gradually changed from being a rare phenomenon in older workers to an issue in which both developed and developing nations are interested (Sarpong-Kumankoma, 2023 ). The country of Ghana has shifted from purely agrarian with extended family units and very few outside employers to one with much larger corporate employers and increased government employment, which means retirement planning has become part of reality for employees who attain the statutory age of 60 years (Oteng et al., 2022 ). Traditionally, Ghana would depend on a strong extended family system to take care of the elderly, but the change in economic structures has made pension planning very important for financial security at the post-labour phase. Defined as withdrawal from regular occupation upon reaching a specified age, retirement nowadays requires considerable consideration and planning. In Ghana, for example, the retirement age ranges between 55 and 60 years, but the stage of life is not only related to cessation from work. Pension planning has been associated with the psychological, social, and financial aspects one requires to be satisfied and secure in later life. La Rue et al. ( 2023 ) and Bordia et al. ( 2020 ) argue that as life expectancies increase and workforce dynamics change, planning for retirement becomes an integral part of an individual's overall career development. Work involvement is becoming a popular concept in explaining the inter-relationship between employee performance and working life quality (van der Zwaan et al., 2019 ). It therefore, in relation to retirement, assumes a critical role in shaping the attitude of people towards retirement. Work is usually perceived as a core value in the lives of people, hence affecting their identity, attitude, and behaviour (Woodford et al., 2023 ). To many, entry into retirement is a major transition that changes lifestyle, self-esteem, and vocation (Oteng et al., 2024 ). An understanding of the attitude of Ghanaian employees towards retirement is important in view of the challenges and adjustments characteristic of this life stage (Sarpong-Kumankoma, 2023 ). Equally essential is the organizational support emanating from the principle of reciprocity, where managers' concern for employee commitment is matched by employees' reliance on the organization for socio-emotional and tangible resources. Organizational programs for retirement planning also enrich employees' expectations and, therefore, have major impacts on their post-retirement experiences (Dose et al., 2019 ). Indeed, according to Topa et al. ( 2018 ), the most important sources of income in Ghana among retirees are monthly pension payments from the Social Security and National Insurance Trust, the SSNIT, which testifies to how organizational support plays an important role in retirements that are well-heeled. Theoretically, work involvement demonstrate how attachment to a job influences planning for and adjustment to retirement (van der Zwaan et al., 2019 ). Also, the influence of perceived organizational support on retirement decisions highlighted that organizations should go about taking proactive approaches and communicating well with their workforces (Garcia et al., 2021 ). With more than a million people retiring yearly, contributing to demographic changes in Ghana, understanding the dynamics of retirement planning is essential for individuals, organizations, and society as a whole. Most workers are generally not ready for retirement because of procrastination, since most staff leave planning for retirement until the last minute (Oteng et al., 2024 ). With the labour market constantly and continued expansion, people leave the workforce either of their own volition or involuntarily and plunge into the dark uncertainty that comes with retirement (Sarpong-Kumankoma, 2023 ). Many workers perceive retirement as a threat mainly because they may be ignorant about how life should progress after the end of work life (Oteng et al., 2024 ; Pazzim & Marin, 2018 ). This immediately raises the pertinent question as to whether the frenetic involvement in work leaves employees with insufficient time to prepare properly for retirement or whether organizations fail to provide sufficient support for retirement planning (van der Zwaan et al., 2019 ). Retirement planning is usually taken for granted in developing countries, particularly in Ghana (Oteng e al., 2024). Workers, both in private and public sectors, invest in their roles with wholeheartedness, contributing passionately toward the success of their various organizations with so much passion (Ofori, 2021 ; Adam et al., 2017 ). However, it is usual to find many retirees caught off guard when reality is revealed, particularly when they are asked to vacate their positions (Oteng et al., 2022 ; Andoh-Robertson et al., 2022 ). Some employees, though involved in their jobs, still presume their pensions would be enough, hence neglecting the need for effective retirement planning (Ofori et al., 2021; Oteng et al., 2022 ). This lack of foresight is worsened by the fact that organizations mainly conduct retirement programs for older workers nearing the exit, thereby creating no urgency for younger employees to plan for the inevitable years of retirement (Sarpong-Kumankoma, 2023 ; Ofori, 2022). Work-engaged persons get satisfaction from their jobs and thus often neglect the need to prepare for retirement (van der Zwaan et al., 2019 ; Topa et al., 2018 ). This becomes more critical when retirement is a matter of choice because personal habits and social relationships will therefore change and may cause stress (Oteng et al., 2022 ; Dovie, 2018 ). The personal impact of failing to plan for retirement can also spill into society at large. In fact, researchers in retirement planning, especially in Ghana, have been emphasizing that financial planning is an important predictor of successful financial planning for retirement. Indeed, recent studies such as Sarpong-Kumankoma ( 2023 ), Ofori ( 2021 ), Dovie ( 2018 ), Oteng et al. ( 2022 ), and Adam et al. ( 2017 ) emphasize that an important predictor is financial planning. While there is extensive research on other variables that influence retirement planning, such as social protection, psychological factors, health, and wealth (La Rue et al., 2023 ; Bordia et al., 2018; Kerry, 2018 ; Mukku et al., 2018 ), little emphasis has been placed, for instance, on individual variables (e.g., work involvement) and organizational variables (e.g., organizational support) in influencing retirement planning. The study will, therefore, fill this gap in the literature by examining the influence of work involvement and organizational support on retirement planning in the Ghanaian workforce. Besides, most research concerning retirement planning is based on Western countries, and the cultural difference between the West and developing countries like Ghana calls for an examination of the generalization of the findings to the Ghanaian context. Observations among retired workers reveal a general absence of retirement plans; thus, serious research is called for in this field. This paper contributes to the literature by extending our knowledge of how work involvement and organizational support are related to retirement planning, with a special focus on public sector workers in Ghana. The results show that both work involvement and organizational support enhance retirement planning significantly; it means that those employees who have been highly involved with their work and perceive that they are well-supported by their organizations tend to be more actively engaged in retirement planning. This study represents an additional kick in the search for the moderating roles of education and organizational support in that relationship. These findings thus suggest that both personal factors, such as education, and situational factors, such as organizational support, are salient in shaping retired behaviours. This is particularly relevant for developing economies such as Ghana, since retirement planning is usually accorded low priority; hence, there is a literature gap on the factors that influence retirement preparedness in such settings. From a policy and practice perspective, these findings emphasize the need for targeted interventions to improve retirement planning among public sector employees. Policymakers can implement programs that promote workplace engagement and allow for permissive organizational settings as part of a broader strategy toward improving retirement security. Concretely, policies can encourage organizations to deliver resources and develop educational programs about retirement planning and financial literacy that will aid employees in becoming more capable and independent from employers in their retirement decisions. For organizational leaders, this suggests an enabling culture and the need for education in both the low- and high-education employees in trying to develop knowledge of retirement preparation. In a way of enhancing preparatory support for organizations and individuals in one stroke, such policies may realize positive returns in laying a foundation for the workforce to be financially secured and help to ensure stability in the public sector for their employees. 2. Literature Review Work involvement and retirement planning The literature on either work involvement or retirement planning have relied on several theoretical frameworks; some of them include role theory, social learning theory, and self-determination theory. According to role theory, proposed by Kahn et al. ( 1964 ), individuals are influenced by their social roles; therefore, retirement is a transition from an active role to a potentially 'role-less' lifestyle, promoting anxiety or depression, especially among people who were highly invested in their work roles (van der Zwaan et al., 2018; Curl & Ingram, 2013; Zhang & Wang, 2019). Social learning theory points out how individuals learn to value work through cultural and social influences. It ascribes the prominence of socialization factors in shaping work involvement (Wong & Earl, 2009 ). It also stresses the importance of seminars based on groups and support from an organization for retirement planning. Retirement planning seminars provide information and necessary advice for adaptive pre-retirement planning behaviours. According to self-determination theory (Deci & Ryan, 1985) employees who perceive better organisational support may feel more independent and actively participate in retirement and other future planning. The organisational support may not only be in financial aspects such as social security and provident funds but also pre-retirement programs and other supportive measures (Jiang et al., 2021). According to Garcia et al. ( 2021 ), retirement can be frustrating, depressive, and boring if there is no organizational support. This literature basically underlines how work involvement, organizational support, and retirement planning are all interlinked, supported by theoretical spectacles such as role theory, social learning theory, and self-determination theory which could help explain the complexities within the retirement process. This provides a broad understanding from which the influence of work involvement and organizational support on retirement planning becomes meaningful to investigate, particularly in the Ghanaian workforce context. The study is based on the assumption that work involvement predicts retirement planning of employees. Previous studies especially in western cultures shows that people are highly involved in their work are less likely to plan for their retirement (Jiang et al., 2021). However, Dufour et al. ( 2021 ) in a related study in Canada found a significant positive relationship between committed employees who are attached to their jobs with planned retirement. On the basis of the mixed results, the study hypothesizes that; H1: High work involvement influence retirement planning of public sector workers in Ghana Organizational support and retirement planning The literature on organizational support and retirement planning represents an increasingly collaborative relationship between organizations and employees, essentially calling for education programs like retirement planning (Bockerman & Ilmakunnas, 2020). Pre-retirement counselling is one such program that not only helps in retirement adjustment but also promotes early retirement (Kumar et al., 2019 ). Two major factors could explain the effectiveness of pre-retirement counselling: first, through the availability of full information on pension benefits and related aspects of finance; counselling alleviates anxieties related to financial security; second, well-informed counselling helps the staff to gradually get oriented towards retirement and hence aids in adopting an active approach towards lifestyle modification (Pazzim & Marin, 2018 ). Organizations are viewed as subsystems interacting with the environment that utilize retirement-based human resource policy and benefits in order to nurture employee satisfaction and commitment (Murari et al., 2021 ; Kerry, 2018 ). These policies, such as ample pension payment and post-retirement health care benefits, are useful in helping to influence job satisfaction and organizational commitment (Bockerman & Ilmakunnas, 2020). Cultural variables also influence retirement planning, as demonstrated by the studies on Dutch and American workers. These studies have demonstrated that individual and cultural variables must be considered if pension reforms emphasize individual responsibility for retirement planning. This is driven by the theory of planned behavior (Ajzen, 1991) which emphasizes that retirement planning is a result of attitudes, norms, and perceived behavioral control, which may be impacted by education and organizational support. In Ghana, the cultural influences also follow the general global trends, as many Ghanaians have tendencies to delay savings on retirement at later stages of life, due partly to job changes and delay in the understanding of retirement plans until later in life. This aspect of culture makes it very relevant that context-specific approaches are designed for retirement planning programs amidst such diverse cultural backgrounds. Organizational support in this context are structures and system that are in place in an organisation incusing periodic seminars in retirement planning to help employees plan towards their retirement. On the basis of the arguments above, the study hypothesizes that; H2: Organizational support influence retirement planning of public sector workers in Ghana. Moderating role of organisational support on the relationship between work involvement and retirement planning The factor of organizational support has increasingly been subject to examination both in the literature on organizational behaviour and retirement for its potential role as a moderator of the relationship between work involvement and retirement planning. Work involvement is a state of psychological investment in work that, in turn, may prove to have a positive influence on retirement planning by getting employees to think about their long-term future (Jang et al., 2021). However, perceived organizational support has been may meaningfully moderate this relationship especially support towards retirement planning. Organizational support can be defined as the resources, encouragement, and guidance accorded to the workers of a particular organization and in the context towards retirement planning (Murari et al., 2021 ). Organizational support can, therefore, help strengthen the relationship between work involvement and retirement planning by providing equipment and giving employees confidence in effectively planning their retirement. It has been suggested from research that when perceived organizational support is high, employees are very likely to engage in proactive retirement planning because such support gives them a sense of security; it reduces anxiety about retirement and enhances the habit of thinking forward. Further, research has identified that organizational support can mitigate the challenges in retirement planning for highly work-involved employees by providing resources such as financial planning workshops, counselling services, and retirement seminars (van der Zwaan et al., 2019 ). This is particularly the case for those who may be so focused on their current work involvement that they may fail to plan for their future retirement needs. Organizational support bridges this gap by incorporating retirement planning into the workplace experience and thus increases the possibility that work-involved employees will be more likely to engage in retirement preparation (Topa et al., 2018 ). This kind of support also avails the organization with an avenue to communicate to the workers the importance of retirement planning and instil the notion that long-term financial security between the employer and the employee is a collective responsibility. The literature underlines that organizational support plays the role of a catalyst and strengthens the influence of work involvement in retirement planning by building up an enabling environment within which employees feel motivated as well as capable of undertaking such planning for their post-employment years. On the basis of the above arguments, the study hypothesizes that; H3: Organisational support moderates the relationship between work involvement and retirement planning of public sector workers in Ghana. Level of education as a moderator between work involvement and retirement planning Education has been widely regarded as one influential factor in retirement planning, which implies that the level of education can moderate the relationship between work involvement and retirement preparedness. This is hinged on the human capital theory (Becker, 1964), which concurs that education enhances workers' abilities, financial literacy, and capacity for long-term decision-making, including retirement planning. Better-educated people are usually more knowledgeable about issues related to financial and retirement planning. Thus, they are more capable of prudent decisions regarding their future financial security (Blay et al., 2024 ; Ofori et al., 2021). The educated group is more likely to appreciate early retirement planning since they are better placed in accessing information about finance, have a clearer understanding of retirement benefits, and the ability to seek out and interpret available resources for retirement planning (Sarpong-Kumankoma,2023). While relating this to work involvement, better-educated persons are often more capable of balancing their current involvement in work with their future retirement needs. On the one hand, literature suggests that education enhances the ability of an employee to handle even complicated financial planning processes while still staying involved in his work; hence, education leads to the establishment of more complete retirement plans over time due to improved knowledge and abilities (Oteng et al., 2024 ). On the other hand, education also impacts attitudes and behaviour in regard to work involvement and retirement planning as individuals become more aware of possible risks associated with retirement and the necessity of early preparation. For example, there is evidence to prove that educated workers, even though intensely involved in their work, can anticipate certain problems they are likely to face in retired life, such as inflation or healthcare costs, for example, and take anticipatory action to prepare themselves better for retired life (Blay et al.,2024). Furthermore, education may endow individuals with better-developed critical thinking and problem-solving skills, enabling them to perceive work involvement in the context of a broader career life course-a cycle that naturally and logically ends with retirement. Such a perspective helps the educated worker to conceptualize the importance of embedding retirement planning within a continuing work life. The literature would therefore suggest that education plays a moderating role in enhancing the positive relationship between work involvement and retirement planning, hence making educated persons more prepared and adaptable for life after their respective careers. On the basis of the above arguments, the study hypothesizes that; H4: Level of education moderates the relationship between work involvement and retirement planning of public sector working 3. Methodology Data and Sample The data collection was through a structured survey designed to capture the relevant variables of interest for this study on work involvement, organizational support, and retirement planning among public sector workers in Ghana. A sample representative of this target population, approximately 600,000 public sector employees, is drawn through a stratified random sampling approach. Stratification ensured broad representation across different departments and agencies in the public sector. This had allowed the segmentation of the workforce across factors such as age, education and income to ensure that responses truly reflect the diverse demographics present within the public sector. Work involvement and organizational support, retirement planning, demographic information, and items to assess the moderating influence of education and organizational support on retirement planning. Data collection was collected through digital and physical survey methods, aimed at maximizing the reach with the intention of increasing response rates among the employees in a manner which would accommodate those who may have limited access to digital platforms. In this respect, for sample size calculation, the research study used a large population-based formula with 95% level of confidence and 5% margin of error. Against such a backdrop, the sample size targeted a statistically sufficient number close to about 385, which would work out in order to rightly gauge opinions of the public sector employees. However, this number was increased to 500 to account for non-responses and incomplete surveys. This was done to add more reliability and validity to the findings, since this larger sample size would provide a sufficient dataset to analyse. Moreover, a pilot study was also conducted prior to the actual survey to check the reliability of the instrument itself, such that the questions are appropriately understood by the respondents. The final sample represented a wide cross-section of the population of public sector workers and, as such, presents useful insights into the ways that work involvement, organizational support, and educational level influence retirement planning in this important sector. After reviewing the responses from the questionnaire, only 414 questionnaires were fully completed hence used for the analysis. Instrumentation The background data concerning the questionnaire covered demographic information and responses to the key variables: work involvement, organizational support, and retirement planning. The questions included in this regard, for respondent background data, were on gender, age, income level, and level of education, all of which the research team was able to use as a basis for analysis of the influence of these demographic factors on retirement planning among public sector workers in Ghana. These variables were included to capture more depth in the diverse workforce and also because previous studies argue that these demographic factors influence retirement planning (Sarpong-Kumankoma, 2023 ; Dufour et al., 2021 ). In this section, different multiple-choice options were utilized to categorize the responses in which participants could easily and as accurately as possible provide the information required. The key variables measured included items on work involvement, organizational support as one of the moderators, and retirement planning. In measuring these variables, a 5-point Likert scale was employed, where respondents indicated the level of their agreement or disagreement with various statements, which ranged from "strongly disagree" to "strongly agree." Items for the measurement were adapted from previously validated scales in related studies. For instance, work involvement questions were adapted from van der Zwaan et al. ( 2019 ), Jiang et al. ( 2022 ) and Murari et al. ( 2021 ). Organizational support questions were adopted from Esienberger et al.'s (1997) scale and previous studies such as Surujlal ( 2016 ). The questions for retirement planning were adopted from the work of Sarpong-Kumankoma ( 2023 ), Oteng et al. ( 2024 ) and Dovie ( 2018 ). Nonetheless, they have been adapted to best suit the peculiar context of public sector workers in Ghana as well as retirement planning. For example, organizational support statements reflected certain resources and policies available within Ghanaian public institutions that promotes and support retirement planning. This approach, besides allowing the researcher to collect valid data, ensured that every item would be relevant within the context of the study, covering perceptions of work involvement, the role of organizational support, and retirement planning, while emphasizing cultural and institutional nuances. Data Analysis Data analysis for this study was done through Partial Least Squares Structural Equation Modelling using Smart PLS software. This technique has been selected because it is appropriate when the model is intricate, and when relationships among various constructs have to be modelled. First of all, the construct validity assessment has been carried out in this research, reviewing for the indicator loadings, Cronbach's alpha, composite reliability, and AVE so that the appropriate level of the reliability and validity could be found for the measurements. Next, the Fornell-Larcker criterion was applied when checking discriminant validity, confirming that a particular construct differed from any other in the model. PLS-SEM allowed the concurrent estimation of measurement and structural models; hence, it provided the relations that existed among the work involvement, organizational support, educational level, and retirement planning. Considering unobserved heterogeneity may also provide a better fitness of the structural model. The fitness of the structural model has been checked by SRMR and other model fitness indices which ensure that the model represents data adequately and all constructs satisfy required thresholds for reliability and validity. 4. Results/Findings Table 1 Respondents Demographics Variable Frequency Percentage Gender Male 274 66.18% Female 140 33.82% Age 20–29 84 20.29% 30–39 88 21.26% 40–49 204 49.28% 50–60 38 9.18% Above 60 0 0% Education Level SHS Education 84 20.28% Diploma-HND 66 15.94% First degree 106 25.60% Post degree 152 36.71% Income Level Below 2,500 44 10.63% 2,501-5,000 46 11.11% 5,001–7,500 140 33.7% 7,501-9,999 152 36.60% Above 10,000 32 7.73% In this study on work involvement, organizational support, and retirement planning, the demographic profile of the respondents showed a majority of male composition at 66.18%, while females are represented by 33.82%. By age, the group is composed of a mature workforce that is probably focused on retirement planning, with a dominant age bracket of 40–49 years (49.28%), while younger workers aged 20–29 years are only 20.29%, suggesting that younger workers may have lesser immediate concern for retirement planning. About 36.71% of the respondents have post-degree qualifications, and this should therefore be an assurance in positively influencing their awareness and planning for retirement, while 25.60% of the people possess a first degree. This relatively high level of educational attainment does indeed suggest that the workforce is one that would value long-term financial planning and may, therefore, have an impact on the variables in this study. On income, 70.3% earn between GHS 5,001–9,999 and may thus fall within the threshold to afford them financial stability to support retirement planning. Put together, these demographics provide a strong context in which to investigate how work involvement and organizational support, along with education and income, relate to retirement planning among public sector workers in Ghana. Validity and Reliability In the present research, different validity and reliability analyses were performed to ensure that measurement instruments express a valid and consistent reflection of the constructs of interest: work involvement, organizational support, and retirement planning. We then analysed our data using Partial Least Squares Structural Equation Modelling (PLS-SEM) through SMART PLS. For each construct, reliability was checked using Cronbach's Alpha and Composite Reliability, which identified that the measurement of the constructs was reliable. Further construct validity was measured by the Average Variance Extracted (AVE) to establish convergent validity, which gives the extent to which a set of items reflects a single construct. Another test performed was discriminant validity through the Fornell-Larcker criterion just to ensure that each construct differed and measured something unique regarding the framework. Together, these analyses provided confirmation that the instruments used were both reliable and valid for testing the relationships in the model. Indicator Reliability The study examined indicator reliability using the indicator loadings. According to Henseler et al. ( 2009 ) the standard threshold for indicator loading is 0.7 and above even though an indicator loading of 0.6 can be acceptable. The results of the indicator loading for each item is presented in Table 2 below Table 2 Indicator Loadings Code Item Loadings Work involvement WKI1 I feel deeply involved in my work on a daily basis 0.746 WKI2 I am willing to put in extra effort to ensure the success of my work tasks 0.779 WKI3 My work is an important part of who I am 0.838 WKI4 I often think about my work even when I am not at work 0.802 WKI5 I am highly engaged in my work activities 0.837 WKI6 I feel a strong sense of responsibility for the outcome of my work 0.817 WKI7 I am motivated to do my best in my job 0.814 WKI8 I find my work to be personally fulfilling and meaningful 0.834 Organisational Support ORGS1 My organization provides me with information and resources to help me plan for retirement 0.762 ORGS2 I feel that my organization encourages employees to think about and prepare for retirement 0.772 ORGS3 My organization offers financial planning assistance specifically for retirement 0.870 ORGS4 I believe my organization is supportive of my efforts to plan for retirement 0.794 ORGS5 My organization offers workshops or seminars on retirement planning and savings 0.855 Pension Planning PP1 I have a clear plan in place for my retirement 0.849 PP2 I regularly contribute to a retirement savings plan 0.898 PP3 I feel confident that I will have sufficient funds for my retirement 0.908 PP4 I understand the retirement benefits offered by my organization and how to access them. 0.914 PP5 I actively seek information and resources to help with my retirement planning 0.924 The results in Table 2 shows that all the items had an indicator loading above 0.7 which implies that all the indicators loaded well unto their construct. The path analysis diagram further provides evidence of the indicators loading and the relationship among the variables as presented below. The results of the figure above suggest that indeed all the indicators loaded well unto their construct. Internal Consistency and Convergent Validity The study further examined internal consistency using the Cronbach alpha and construct validity using the composite reliability and the AVE. The results of these test are presented in Table 3 below. Table 3 Internal consistency and convergent validity Variable Cronbach's alpha Composite reliability (rho_a) Composite reliability (rho_c) Average variance extracted (AVE Organisational Support 0.870 0.875 0.906 0.659 Pension Planning 0.940 0.941 0.955 0.808 Work involvement 0.925 0.929 0.938 0.654 The results of CA in Table 3 shows that all the constructs had a CA of 0.7 and above suggesting that there is evidence of strong internal reliability among the indicator. The composite reliability also showed evidence of construct reliability since all the construct had a composite reliability of 0.7and above. Finally, the AVE values in Table 3 I above 0.5 for all the constructs which implies that the latent construct can explain more than half of the variability of the items which provides string evidence of sufficient construct validity. Discriminant Validity The study examined discriminant validity using Heterotrait-monotrait ratio (HTMT) and Fornell-Larcker criterion to determine discriminant validity. Discriminant validity determines the extent to which the constructs are actually differing from each other. The threshold for HTMT is that the values should not exceed 0.9 (Henseler et al., 2015). With respect to Fornell-Larcker criterion the value across the diagonal should be 0.5 and above. The results of the above test are summarised in Tables 4 and 5 below Table 4 Heterotrait-monotrait ratio (HTMT) Age Educ Gender Income ORGS PP WKI ORGSxWKI Age Education 0.591 Gender 0.100 0.035 Income 0.702 0.487 0.075 ORGS 0.306 0.282 0.135 0.313 PP 0.301 0.363 0.141 0.368 0.699 WKI 0.287 0.345 0.139 0.363 0.828 0.814 ORGS x WKI 0.105 0.058 0.013 0.144 0.526 0.300 0.389 Education x WKI 0.167 0.200 0.002 0.000 0.107 0.081 0.120 0.197 The results of the HTMT test shows that none of the values are equal to 9 or above which indicates the presence of discriminant validity Table 5 Fornell-Larcker criterion Variable Age Education Gender Income ORGS PP WKI Age 1.000 Education 0.591 1.000 Gender 0.100 0.035 1.000 Income 0.702 0.487 0.075 1.000 Organisational support 0.290 0.267 0.124 0.297 0.812 Pension planning 0.292 0.353 0.137 0.357 0.637 0.899 Work involvement 0.281 0.335 0.137 0.356 0.741 0.841 0.809 The results of the cross-diagonal values of the Fornell-Larcker criterion exceed 0.5 which implies the presence of discriminant validity. The effect of the two-discriminant validity test is that there is presence of discriminant validity and that all the latent variables are distinct and different from each other. Structural path analysis In our next step, we evaluate the structural model to test the hypothesis to enable us draw conclusion from the hypothesized relationships. The variance inflation factor (VIF) for all the indicators were below 5; in fact, only RT5 that had a VIF of 4. The rest had far below that which suggest that there is no problem of multicollinearity. The study also estimated the coefficient of determination (R 2 ) and the predictive relevance (Q 2 ). The study examined the hypothesized relationships using the bootstrapping technique in SMART PLS. The results of the test are presented in Table 6 below. Table 6 Hypothesis Testing Hypothesis Association Coefficient T-value P-value Decision R 2 F 2 Q 2 1 Age -> RT -0.079 1.58 0.114 Rejected 0.06 2 Education -> RT 0.268 3.118 0.002 Accepted 0.118 3 Gender -> RT 0.039 0.619 0.538 Rejected 0.091 4 Income -> RT 0.193 2.071 0.038 Accepted 0.186 5 ORGS-> RT 0.316 2.708 0.007 Accepted 0.206 6 WKI-> RT 0.786 13.317 0.000 Accepted 0.408 7 ORGS x WKI -> RT 0.764 6.971 0.000 Accepted 0.213 8 Educ x WKI -> RT 0.174 2.939 0.003 Accepted 0.717 0.198 0.232 The results in Table 6 shows an R 2 value of 71.7% which implies that the independent variables can explain almost 72% of the variations in the dependent variable. On the results of the F 2 values as reported in Table 6 , work involvement relationship and retirement planning have the highest F 2 value of 0.408 which indicate a strong effect size. The rest of the variables showed medium effect size except age which had F 2 value of 0.06, gender with 0.09 and education with 0.11 which are evidence of weak effect size. The Q 2 value of 0.232 is above zero which shows that the exogeneous variables have predictive relevance over other exogeneous variables (Hair Jr et al., 2017 ). The results in Table 6 depicts the hypothesized relationships of various factors on retirement planning among respondents. The nature of the relationship, in terms of path coefficients' magnitude and related t-values and p-values, were identified based on statistical significance. Age → RT: The coefficient is negative, -0.079, the t-value is 1.58, and the p-value is 0.114. So, we cannot say that age influences retirement planning significantly. Hence, the hypothesis is rejected. Education→ RT: The positive coefficient, 0.268, significant at t = 3.118 and p = 0.002, infers that education and retirement planning are positively related. In other words, higher levels of education are associated with better retirement planning. The hypothesis is therefore accepted. Gender → RT: The coefficient for gender is very small, 0.039, with a t-value of only 0.619 and the p-value as high as 0.538, thus proving that gender is not a significant determinant of retirement planning. A hypothesis which therefore can be rejected. Income → RT: With a coefficient value of 0.193, a t-statistics of 2.071, and a p-value of 0.038, higher income levels are positively correlated with superior retirement planning. Hence, this hypothesis can be accepted. Organisational support (ORGS)→RT: The positive coefficient is 0.316, with the t-value being 2.708 and the p-value being 0.007, which evidences that organisational support has a significant positive effect on retirement planning. Therefore, higher the organisational support, the higher the retirement planning. Thus, this hypothesis is accepted. WKI → RT: The work involvement, with a very high positive coefficient of 0.786, t-value of 13.317, and a p-value of 0.000 is very strongly and significantly positively related to retirement planning. It means that with increased work involvement, retirement planning improves considerably. The hypothesis is accepted. Interaction of ORGS and WKI → RT: The coefficient of this interaction term is positive, at 0.764, with a t-statistic of 6.971 and p-value of 0.000. This indicates that organizational support significantly moderates the effect of work involvement on retirement planning. The hypothesis is thus accepted since organizational support enhances the positive effect of work involvement on retirement planning. Interaction of Education and WKI → RT: This interaction term also presents a positive coefficient, 0.174, with a t-value of 2.939 and a p-value of 0.003. It therefore gives an indication of the significant moderation effect of education on the relationship between work involvement and retirement planning, which means that education strengthens the influence of work involvement on retirement planning. This hypothesis is accepted. 5. Discussion of Findings With a very high coefficient of 0.786, a t-value of 13.317, and a p-value of 0.000, there is a strong positive relationship between work involvement and retirement planning, thus proving that higher work involvement significantly improves the retirement planning efforts of employees. This is in consonance with the previous research that established the influence of work engagement on future-oriented behaviours of employees, such as financial and retirement planning, by Kim and DeVaney ( 2005 ) and Topa et al. ( 2018 ). This result contract some studies that argue that high work involvement may allow employees not to plan for their retirement because they are too attached to wok and may not wish to retire (Jiang et al., 2022 ; van der Zwaan et al., 2019 ). Employees who are highly involved in their work are bound to be more committed to their organization and thus show proactive planning behaviours because of their engagement. This theoretically resonates with Social Exchange Theory: The meaningful work and engagement of employees are leading them to invest in the long-term planning activities-retirement planning-finding some returns for the investment derived from their work environment. This result indicates that developing work involvement might be a means for organizations to enhance retirement readiness among their employees and support employees' financial security in later life. The study also found positive relation between organizational support and retirement planning as the coefficient reads 0.316, the t-value equals 2.708 and p-value is 0.007. The results suggest that supportive workplace environment which provides information and opportunities on retirement planning influence public sector retirement planning in Ghana. The findings showed that employees are most likely to take initiatives in retirement planning whenever the organizations provide resources, information, and encouragement to better prepare for retirement. This is supported by earlier research, which indicates that employees who perceive a higher extent of organizational support are more likely to show greater commitment to retirement planning (Garcia et al., 2021 ; van der Zwaan et al., 2019 ; Dufour et al., 2021 ). Organizational support in retirement planning could be seen as a resource that lessens the level of stress that one feels, hence leading to a window toward making prudent long-term financial decisions. Hence, supportive environments are likely to play a very important role in organizational functions toward employees' financial preparedness for retirement. By using the coefficient, t-value, and p-value of 0.268, 3.118, and 0.002, respectively, the positive and significant relationship of education with retirement planning proves that the higher education attainment an individual has, the more likely he or she is bound to plan for retirement. The human Capital Theory supports these findings, and it argues that schooling develops people's cognitive capabilities and improves their knowledge such that they can make sound financial decisions in relation to retirement planning. In general, the level of education is related positively to the financial literacy of people, placing them in a better position in terms of appreciating the need for retirement planning and, hence, planning for retirement more effectively. Previous studies have also recorded that education is an important determinant in retirement preparedness, as educated people are usually more aware of financial products and more familiar with strategies for long-term financial planning (Sarpong-Kumankoma, 2023 ; Oteng et al., 2024 ; Dovie, 2019). These findings underline how important educational interventions are in promoting better outcomes at retirement; education lays a foundation for better financial decisions and retirement security. The interaction of ORGS and WKI on RT, which had a coefficient estimate of 0.764 with a t-statistic of 6.971 and a p-value of 0.000, indicating that organizational support significantly moderates the relation between work involvement and retirement planning. The finding showed that the positive influence of work involvement on retirement planning is further enhanced when organizational support is available, which further justifies the fact that supportive work environments can enable employee engagement in retirement planning initiatives. This finding also coincides with Social Exchange Theory, which has stated that supportive organizational practices create a sort of reciprocating environment between employees and employers which leads to increased job satisfaction and commitment. Evidence from the literature also suggests that organizational support increases retirement planning by workers. Organisations providing support in terms of resources and information on retirement planning, and encouraging workers to do so, are found to significantly improve the preparedness and participation of employees in retirement-planning activities. This indicates the importance of incorporating support mechanisms within organizations that can best facilitate an employee's retirement outcome and also practically manifests these findings to be important for human resource practices and policy development within organizations. Finally, an interaction of work involvement and education, WKI × EDU results in a positive coefficient: 0.174; t = 2.939 and p = 0.003, showing that education significantly moderates the relation between work involvement and retirement planning. This may support the notion that higher levels of education enhance the positive effect of work involvement on retirement planning, such that educated people are more likely to use work involvement to initiate activities related to retirement planning. This finding is consistent with the Human Capital Theory, which projects that individual with higher attainment of education have greater knowledge and competencies that enable them to make better decisions about their financial futures. Moreover, past research has also continuously established that educated workers are more active in terms of retirement planning due to the fact that they are more aware of the complexities associated with retirement savings and its investment options alike (Topa et al., 2019). 6. Conclusion This current study has sort to improved our understanding of how work involvement, organizational support, education, and retirement planning are related in public sector workers in Ghana. The results also show that both work involvement and organizational support are positively related to retirement planning, in that a supportive work environment and encouraging active employee involvement in work-related activities are paramount predict retirement planning in Ghana. More fundamentally, the interactions of education in the relationship of work involvement with retirement planning underline the crucial role that attainment of education plays in the course of empowering employees toward making informed decisions about retirement. These insights contribute to the ever-growing literature and carry important implications for the policymakers and organizational leaders who seek to enhance retirement preparedness among public sector employees. The results of this study indicate that work involvement and comprehensive organizational support systems would benefit employees in terms of their retirement planning. Since the workers would feel wanted, appreciated, and be able to participate more in their jobs, it would be possible for organizations to facilitate a workplace culture that embraces proactive retirement planning. Furthermore, the investment in educational programs aimed at improving financial literacy will provide employees with the knowledge and ability to manage their own retirement planning process. In sum, this study calls for a comprehensive approach-integrating work involvement, organizational support, and education-to optimize retirement planning strategies for public sector workers for their long-term financial security and well-being. This theoretically enhances the literature of retirement planning by embedding those insights arising from human capital theory as well as social support theory. The high positive associations between work involvement and organizational support and retirement planning confirm human capital theory because it is hypothesized by the theory that investment in employees' involvement and competencies is liable to yield better results. This study also confirms that education is an important part of human capital, acting to enhance one's capability to plan for the future, showing that education moderates the association between work involvement and retirement planning. The role also finds further support for the moderating organizational support for social support theory, given that supportive relationships and environments make a number of positive behavioural outcomes more likely, such as retirement planning. This is a theoretical contribution because it sets a framework through which further research can explore how these constructs interact across contexts and demographics. More practically, these findings offer insights with specific action for organizational leaders, policymakers, and human resource managers within the public sectors. Organizations should, among other things, foster a work culture that supports effective involvement of an employee with appropriate resources that enable him to be actively involved in retirement planning. Policies designed to enhance organizational support through practices such as mentorship programs, workshops in financial planning, and retirement education sessions may be of help. Additionally, investment in educational programs aimed at enhancing employees' financial literacy and retirement preparedness will further consolidate the impact of work involvement on retirement planning outcomes. The findings inform the policymakers that policies that encourage educational and organizational supportive initiatives are those that eventually bring about a work force which is well-set for retirement and financially secure in the long run. Declarations Funding Declaration The authors received no funding for this research Clinical Trial number Not applicable Ethics The authors got ethical clearance from the Research and Ethics Committee of the Takoradi Technical University. The researchers sought to consent of all participants for the research. Ethical Guidelines All methods in this study were carried out in accordance with the relevant ethical guidelines and regulations, ensuring the protection of participants' rights and privacy throughout the research process. The study adhered to the ethical standards set by Takoradi Technical University to maintain integrity and respect for participants. Consent to Publish I have the consent of the listed authors to submit this paper to your journal for consideration and publication Declaration of Competing interest The authors all declare that we have no competing interest with respect to this submission Informed Consent/Consent to Participate In this study, informed consent was obtained from all participants through written consent forms, confirming their voluntary participation and agreement to publish the results. All respondents were above 18 years of age, and no consent was required from parents or legal guardians. Author Contribution A. A conceived the topic and the research idea, P. O write the literature Review, A. P wrote the introduction to the paper, A. M wrote the methodology and run the data, A.A did a draft analysis. A.M presented the draft paper. A.P and P.O reviewed the draft paper. The final paper was reviewed by all authors before submission References Adam, A. M., Frimpong, S., & Boadu, M. O. (2017). 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J., Haslam, C., Bentley, S. V., Lam, B. C., Steffens, N. K., Branscombe, N. R., ... & Cruwys, T. (2023). Groups 4 retirement: A new intervention that supports well‐being in the lead‐up to retirement by targeting social identity management. Journal of Occupational and Organizational Psychology . 0(0), 1-26. DOI: 10.1111/joop.12458 Mukku, S. S. R., Harbishettar, V., & Sivakumar, P. T. (2018). Psychological morbidity after job retirement: A review. Asian journal of psychiatry , 37 , 58-63. doi.org/10.1016/j.ajp.2018.08.003 Murari, K., Shukla, S., & Adhikari, B. (2021). Do psychological social and financial perceptions of post-retirement life and demography influence the retirement planning behaviour?. International Journal of Social Economics , 48 (11), 1545-1566. doi.org/10.1108/IJSE-08-2020-0581 Ofori, E. (2021). Financial planning for retirement of self-employed workers in the Ghanaian economy. International Journal of Social Economics , 48 (6), 811-825. doi.org/10.1108/IJSE-04-2020-0189. Oteng, S. A., Manful, E., & Akuoko, K. O. (2022). From Social Protection to Personal Protection: Implications for an Integrated Framework of Retirement Planning for Informal Workers in Ghana. Global Social Welfare , 1-8. https://doi.org/10.1007/s40609-022-00235-w Oteng, S. A., Manful, E., & Akuoko, K. O. (2024). From social protection to personal protection: Implications for an integrated framework of retirement planning for informal workers in Ghana. Global Social Welfare , 11 (1), 37-44. doi.org/10.1007/s40609-022-00235-w Pazzim, T. A., & Marin, A. H. (2018). Retirement preparation program: evaluation of results. Psicologia: Reflexão e Crítica , 30 . doi.org/10.1186/s41155-017-0079-3 Sarpong-Kumankoma, E. (2023). Financial literacy and retirement planning in Ghana. Review of Behavioral Finance , 15 (1), 103-118. doi.org/10.1108/RBF-05-2020-0110 Surujlal, J. (2016). Influence of organizational support on retirement planning and financial management of professional soccer players. Polish journal of management studies , 13 (2), 164-174. DOI10.17512/pjms.2016.13.2.16 Topa, G., Lunceford, G., & Boyatzis, R. E. (2018). Financial planning for retirement: a psychosocial perspective. Frontiers in psychology , 8 , 2338. doi.org/10.3389/fpsyg.2017.02338 van der Zwaan, G. L., Oude Hengel, K. M., Sewdas, R., de Wind, A., Steenbeek, R., van der Beek, A. J., & Boot, C. R. (2019). The role of personal characteristics, work environment and context in working beyond retirement: a mixed-methods study. International Archives of Occupational and Environmental Health , 92 , 535-549. doi.org/10.1007/s00420-018-1387-3 Wong, J. Y., & Earl, J. K. (2009). Towards an integrated model of individual, psychosocial, and organizational predictors of retirement adjustment. Journal of Vocational Behavior , 75 (1), 1-13. doi.org/10.1016/j.jvb.2008.12.010 Woodford, K., Hutchinson, S., & Ausman, C. (2023). Retiring from ‘University Life’: Critical Reflections on a Retirement Lifestyle Planning Program. International Journal of the Sociology of Leisure , 6 (1), 111-133. doi.org/10.1007/s41978-022-00123-9 Additional Declarations No competing interests reported. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-6134713","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":445213095,"identity":"57fbdad6-f269-4805-9ccc-be5b30540c15","order_by":0,"name":"Alhassan Musah","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAABBUlEQVRIiWNgGAWjYDACdh4kDmODDYQBEjTApYUZVUuaBA+pWg4T1sLfzHvw448/dnkMYmeMP/zccb7OXiKB8cHbNga77Ti0SBzmS5bmbUsuZpDOMZPsPXNbgkcigdlwbhtD8s4GHHoO8xhIMzYwJzYAtTDwtoG1sAENYUg2OIBdh/xhHuOfP/7Ug7QYf/zbdg6khf03Pi0Gh3nMJHjYDoO0GAANPwC2hRmoxQ6XFkOgFmvetuOJbdJpZdKybcmSPWceNkvOOSeRgEuL3PEe45s//lQn9ksnb/74ts2On709+eCHN2U29ri0wAEbgsnYACQkEhsI6MAE9iTrGAWjYBSMguEKAI+LU7L7HQY3AAAAAElFTkSuQmCC","orcid":"","institution":"Takoradi Technical University","correspondingAuthor":true,"prefix":"","firstName":"Alhassan","middleName":"","lastName":"Musah","suffix":""},{"id":445213097,"identity":"98545a48-14f8-4457-ab09-d45d9c30e44c","order_by":1,"name":"Abigail Padi","email":"","orcid":"","institution":"Takoradi Technical University","correspondingAuthor":false,"prefix":"","firstName":"Abigail","middleName":"","lastName":"Padi","suffix":""},{"id":445213098,"identity":"36e7acf9-b5d3-4bce-9159-7724771a7c10","order_by":2,"name":"Abigail Awuah","email":"","orcid":"","institution":"Academic City College University","correspondingAuthor":false,"prefix":"","firstName":"Abigail","middleName":"","lastName":"Awuah","suffix":""},{"id":445213100,"identity":"da6f9693-7d29-4479-8a23-fd4ccf2dbe2e","order_by":3,"name":"Phyllis Asorh Oteng","email":"","orcid":"","institution":"Takoradi Technical University","correspondingAuthor":false,"prefix":"","firstName":"Phyllis","middleName":"Asorh","lastName":"Oteng","suffix":""}],"badges":[],"createdAt":"2025-03-01 12:38:17","currentVersionCode":1,"declarations":"","doi":"10.21203/rs.3.rs-6134713/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6134713/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":81005318,"identity":"5ce9e068-93c0-45dc-93db-2353197afa41","added_by":"auto","created_at":"2025-04-21 06:57:52","extension":"jpeg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":404552,"visible":true,"origin":"","legend":"\u003cp\u003eUnnumbered image in the Methodology section.\u003c/p\u003e","description":"","filename":"floatimage2.jpeg","url":"https://assets-eu.researchsquare.com/files/rs-6134713/v1/61a70963f6bd0d985d13d27d.jpeg"},{"id":81006332,"identity":"4dc242c6-9ab5-42f3-826d-9144debc6aca","added_by":"auto","created_at":"2025-04-21 07:13:54","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1464080,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6134713/v1/44492440-d66a-405b-b2f7-c38636589a2d.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"Work involvement and retirement planning of public sector workers in Ghana: the role of organizational support and education","fulltext":[{"header":"1. Introduction","content":"\u003cp\u003eRetirement has gradually changed from being a rare phenomenon in older workers to an issue in which both developed and developing nations are interested (Sarpong-Kumankoma, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). The country of Ghana has shifted from purely agrarian with extended family units and very few outside employers to one with much larger corporate employers and increased government employment, which means retirement planning has become part of reality for employees who attain the statutory age of 60 years (Oteng et al., \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Traditionally, Ghana would depend on a strong extended family system to take care of the elderly, but the change in economic structures has made pension planning very important for financial security at the post-labour phase. Defined as withdrawal from regular occupation upon reaching a specified age, retirement nowadays requires considerable consideration and planning. In Ghana, for example, the retirement age ranges between 55 and 60 years, but the stage of life is not only related to cessation from work. Pension planning has been associated with the psychological, social, and financial aspects one requires to be satisfied and secure in later life. La Rue et al. (\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2023\u003c/span\u003e) and Bordia et al. (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2020\u003c/span\u003e) argue that as life expectancies increase and workforce dynamics change, planning for retirement becomes an integral part of an individual's overall career development.\u003c/p\u003e \u003cp\u003eWork involvement is becoming a popular concept in explaining the inter-relationship between employee performance and working life quality (van der Zwaan et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). It therefore, in relation to retirement, assumes a critical role in shaping the attitude of people towards retirement. Work is usually perceived as a core value in the lives of people, hence affecting their identity, attitude, and behaviour (Woodford et al., \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). To many, entry into retirement is a major transition that changes lifestyle, self-esteem, and vocation (Oteng et al., \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). An understanding of the attitude of Ghanaian employees towards retirement is important in view of the challenges and adjustments characteristic of this life stage (Sarpong-Kumankoma, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Equally essential is the organizational support emanating from the principle of reciprocity, where managers' concern for employee commitment is matched by employees' reliance on the organization for socio-emotional and tangible resources. Organizational programs for retirement planning also enrich employees' expectations and, therefore, have major impacts on their post-retirement experiences (Dose et al., \u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Indeed, according to Topa et al. (\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), the most important sources of income in Ghana among retirees are monthly pension payments from the Social Security and National Insurance Trust, the SSNIT, which testifies to how organizational support plays an important role in retirements that are well-heeled.\u003c/p\u003e \u003cp\u003eTheoretically, work involvement demonstrate how attachment to a job influences planning for and adjustment to retirement (van der Zwaan et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Also, the influence of perceived organizational support on retirement decisions highlighted that organizations should go about taking proactive approaches and communicating well with their workforces (Garcia et al., \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). With more than a million people retiring yearly, contributing to demographic changes in Ghana, understanding the dynamics of retirement planning is essential for individuals, organizations, and society as a whole. Most workers are generally not ready for retirement because of procrastination, since most staff leave planning for retirement until the last minute (Oteng et al., \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2024\u003c/span\u003e). With the labour market constantly and continued expansion, people leave the workforce either of their own volition or involuntarily and plunge into the dark uncertainty that comes with retirement (Sarpong-Kumankoma, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Many workers perceive retirement as a threat mainly because they may be ignorant about how life should progress after the end of work life (Oteng et al., \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Pazzim \u0026amp; Marin, \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). This immediately raises the pertinent question as to whether the frenetic involvement in work leaves employees with insufficient time to prepare properly for retirement or whether organizations fail to provide sufficient support for retirement planning (van der Zwaan et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eRetirement planning is usually taken for granted in developing countries, particularly in Ghana (Oteng e al., 2024). Workers, both in private and public sectors, invest in their roles with wholeheartedness, contributing passionately toward the success of their various organizations with so much passion (Ofori, \u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Adam et al., \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2017\u003c/span\u003e). However, it is usual to find many retirees caught off guard when reality is revealed, particularly when they are asked to vacate their positions (Oteng et al., \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; Andoh-Robertson et al., \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Some employees, though involved in their jobs, still presume their pensions would be enough, hence neglecting the need for effective retirement planning (Ofori et al., 2021; Oteng et al., \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). This lack of foresight is worsened by the fact that organizations mainly conduct retirement programs for older workers nearing the exit, thereby creating no urgency for younger employees to plan for the inevitable years of retirement (Sarpong-Kumankoma, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Ofori, 2022). Work-engaged persons get satisfaction from their jobs and thus often neglect the need to prepare for retirement (van der Zwaan et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e; Topa et al., \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). This becomes more critical when retirement is a matter of choice because personal habits and social relationships will therefore change and may cause stress (Oteng et al., \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; Dovie, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). The personal impact of failing to plan for retirement can also spill into society at large.\u003c/p\u003e \u003cp\u003eIn fact, researchers in retirement planning, especially in Ghana, have been emphasizing that financial planning is an important predictor of successful financial planning for retirement. Indeed, recent studies such as Sarpong-Kumankoma (\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), Ofori (\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e2021\u003c/span\u003e), Dovie (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), Oteng et al. (\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e2022\u003c/span\u003e), and Adam et al. (\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2017\u003c/span\u003e) emphasize that an important predictor is financial planning. While there is extensive research on other variables that influence retirement planning, such as social protection, psychological factors, health, and wealth (La Rue et al., \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Bordia et al., 2018; Kerry, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2018\u003c/span\u003e; Mukku et al., \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e2018\u003c/span\u003e), little emphasis has been placed, for instance, on individual variables (e.g., work involvement) and organizational variables (e.g., organizational support) in influencing retirement planning. The study will, therefore, fill this gap in the literature by examining the influence of work involvement and organizational support on retirement planning in the Ghanaian workforce. Besides, most research concerning retirement planning is based on Western countries, and the cultural difference between the West and developing countries like Ghana calls for an examination of the generalization of the findings to the Ghanaian context. Observations among retired workers reveal a general absence of retirement plans; thus, serious research is called for in this field.\u003c/p\u003e \u003cp\u003eThis paper contributes to the literature by extending our knowledge of how work involvement and organizational support are related to retirement planning, with a special focus on public sector workers in Ghana. The results show that both work involvement and organizational support enhance retirement planning significantly; it means that those employees who have been highly involved with their work and perceive that they are well-supported by their organizations tend to be more actively engaged in retirement planning. This study represents an additional kick in the search for the moderating roles of education and organizational support in that relationship. These findings thus suggest that both personal factors, such as education, and situational factors, such as organizational support, are salient in shaping retired behaviours. This is particularly relevant for developing economies such as Ghana, since retirement planning is usually accorded low priority; hence, there is a literature gap on the factors that influence retirement preparedness in such settings.\u003c/p\u003e \u003cp\u003eFrom a policy and practice perspective, these findings emphasize the need for targeted interventions to improve retirement planning among public sector employees. Policymakers can implement programs that promote workplace engagement and allow for permissive organizational settings as part of a broader strategy toward improving retirement security. Concretely, policies can encourage organizations to deliver resources and develop educational programs about retirement planning and financial literacy that will aid employees in becoming more capable and independent from employers in their retirement decisions. For organizational leaders, this suggests an enabling culture and the need for education in both the low- and high-education employees in trying to develop knowledge of retirement preparation. In a way of enhancing preparatory support for organizations and individuals in one stroke, such policies may realize positive returns in laying a foundation for the workforce to be financially secured and help to ensure stability in the public sector for their employees.\u003c/p\u003e"},{"header":"2. Literature Review","content":"\u003cp\u003e \u003cb\u003eWork involvement and retirement planning\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe literature on either work involvement or retirement planning have relied on several theoretical frameworks; some of them include role theory, social learning theory, and self-determination theory. According to role theory, proposed by Kahn et al. (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e1964\u003c/span\u003e), individuals are influenced by their social roles; therefore, retirement is a transition from an active role to a potentially 'role-less' lifestyle, promoting anxiety or depression, especially among people who were highly invested in their work roles (van der Zwaan et al., 2018; Curl \u0026amp; Ingram, 2013; Zhang \u0026amp; Wang, 2019). Social learning theory points out how individuals learn to value work through cultural and social influences. It ascribes the prominence of socialization factors in shaping work involvement (Wong \u0026amp; Earl, \u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). It also stresses the importance of seminars based on groups and support from an organization for retirement planning. Retirement planning seminars provide information and necessary advice for adaptive pre-retirement planning behaviours. According to self-determination theory (Deci \u0026amp; Ryan, 1985) employees who perceive better organisational support may feel more independent and actively participate in retirement and other future planning. The organisational support may\u003c/p\u003e \u003cp\u003enot only be in financial aspects such as social security and provident funds but also pre-retirement programs and other supportive measures (Jiang et al., 2021). According to Garcia et al. (\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2021\u003c/span\u003e), retirement can be frustrating, depressive, and boring if there is no organizational support. This literature basically underlines how work involvement, organizational support, and retirement planning are all interlinked, supported by theoretical spectacles such as role theory, social learning theory, and self-determination theory which could help explain the complexities within the retirement process. This provides a broad understanding from which the influence of work involvement and organizational support on retirement planning becomes meaningful to investigate, particularly in the Ghanaian workforce context. The study is based on the assumption that work involvement predicts retirement planning of employees. Previous studies especially in western cultures shows that people are highly involved in their work are less likely to plan for their retirement (Jiang et al., 2021). However, Dufour et al. (\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) in a related study in Canada found a significant positive relationship between committed employees who are attached to their jobs with planned retirement. On the basis of the mixed results, the study hypothesizes that;\u003c/p\u003e \u003cp\u003eH1: High work involvement influence retirement planning of public sector workers in Ghana\u003c/p\u003e \u003cp\u003e \u003cb\u003eOrganizational support and retirement planning\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe literature on organizational support and retirement planning represents an increasingly collaborative relationship between organizations and employees, essentially calling for education programs like retirement planning (Bockerman \u0026amp; Ilmakunnas, 2020). Pre-retirement counselling is one such program that not only helps in retirement adjustment but also promotes early retirement (Kumar et al., \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Two major factors could explain the effectiveness of pre-retirement counselling: first, through the availability of full information on pension benefits and related aspects of finance; counselling alleviates anxieties related to financial security; second, well-informed counselling helps the staff to gradually get oriented towards retirement and hence aids in adopting an active approach towards lifestyle modification (Pazzim \u0026amp; Marin, \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2018\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eOrganizations are viewed as subsystems interacting with the environment that utilize retirement-based human resource policy and benefits in order to nurture employee satisfaction and commitment (Murari et al., \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Kerry, \u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). These policies, such as ample pension payment and post-retirement health care benefits, are useful in helping to influence job satisfaction and organizational commitment (Bockerman \u0026amp; Ilmakunnas, 2020). Cultural variables also influence retirement planning, as demonstrated by the studies on Dutch and American workers. These studies have demonstrated that individual and cultural variables must be considered if pension reforms emphasize individual responsibility for retirement planning. This is driven by the theory of planned behavior (Ajzen, 1991) which emphasizes that retirement planning is a result of attitudes, norms, and perceived behavioral control, which may be impacted by education and organizational support.\u003c/p\u003e \u003cp\u003eIn Ghana, the cultural influences also follow the general global trends, as many Ghanaians have tendencies to delay savings on retirement at later stages of life, due partly to job changes and delay in the understanding of retirement plans until later in life. This aspect of culture makes it very relevant that context-specific approaches are designed for retirement planning programs amidst such diverse cultural backgrounds. Organizational support in this context are structures and system that are in place in an organisation incusing periodic seminars in retirement planning to help employees plan towards their retirement. On the basis of the arguments above, the study hypothesizes that;\u003c/p\u003e \u003cp\u003eH2: Organizational support influence retirement planning of public sector workers in Ghana.\u003c/p\u003e \u003cp\u003e \u003cb\u003eModerating role of organisational support on the relationship between work involvement and retirement planning\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe factor of organizational support has increasingly been subject to examination both in the literature on organizational behaviour and retirement for its potential role as a moderator of the relationship between work involvement and retirement planning. Work involvement is a state of psychological investment in work that, in turn, may prove to have a positive influence on retirement planning by getting employees to think about their long-term future (Jang et al., 2021). However, perceived organizational support has been may meaningfully moderate this relationship especially support towards retirement planning. Organizational support can be defined as the resources, encouragement, and guidance accorded to the workers of a particular organization and in the context towards retirement planning (Murari et al., \u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Organizational support can, therefore, help strengthen the relationship between work involvement and retirement planning by providing equipment and giving employees confidence in effectively planning their retirement. It has been suggested from research that when perceived organizational support is high, employees are very likely to engage in proactive retirement planning because such support gives them a sense of security; it reduces anxiety about retirement and enhances the habit of thinking forward.\u003c/p\u003e \u003cp\u003eFurther, research has identified that organizational support can mitigate the challenges in retirement planning for highly work-involved employees by providing resources such as financial planning workshops, counselling services, and retirement seminars (van der Zwaan et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). This is particularly the case for those who may be so focused on their current work involvement that they may fail to plan for their future retirement needs. Organizational support bridges this gap by incorporating retirement planning into the workplace experience and thus increases the possibility that work-involved employees will be more likely to engage in retirement preparation (Topa et al., \u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). This kind of support also avails the organization with an avenue to communicate to the workers the importance of retirement planning and instil the notion that long-term financial security between the employer and the employee is a collective responsibility. The literature underlines that organizational support plays the role of a catalyst and strengthens the influence of work involvement in retirement planning by building up an enabling environment within which employees feel motivated as well as capable of undertaking such planning for their post-employment years. On the basis of the above arguments, the study hypothesizes that;\u003c/p\u003e \u003cp\u003eH3: Organisational support moderates the relationship between work involvement and retirement planning of public sector workers in Ghana.\u003c/p\u003e \u003cp\u003e \u003cb\u003eLevel of education as a moderator between work involvement and retirement planning\u003c/b\u003e \u003c/p\u003e \u003cp\u003eEducation has been widely regarded as one influential factor in retirement planning, which implies that the level of education can moderate the relationship between work involvement and retirement preparedness. This is hinged on the human capital theory (Becker, 1964), which concurs that education enhances workers' abilities, financial literacy, and capacity for long-term decision-making, including retirement planning.\u003c/p\u003e \u003cp\u003eBetter-educated people are usually more knowledgeable about issues related to financial and retirement planning. Thus, they are more capable of prudent decisions regarding their future financial security (Blay et al., \u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Ofori et al., 2021). The educated group is more likely to appreciate early retirement planning since they are better placed in accessing information about finance, have a clearer understanding of retirement benefits, and the ability to seek out and interpret available resources for retirement planning (Sarpong-Kumankoma,2023). While relating this to work involvement, better-educated persons are often more capable of balancing their current involvement in work with their future retirement needs. On the one hand, literature suggests that education enhances the ability of an employee to handle even complicated financial planning processes while still staying involved in his work; hence, education leads to the establishment of more complete retirement plans over time due to improved knowledge and abilities (Oteng et al., \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2024\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eOn the other hand, education also impacts attitudes and behaviour in regard to work involvement and retirement planning as individuals become more aware of possible risks associated with retirement and the necessity of early preparation. For example, there is evidence to prove that educated workers, even though intensely involved in their work, can anticipate certain problems they are likely to face in retired life, such as inflation or healthcare costs, for example, and take anticipatory action to prepare themselves better for retired life (Blay et al.,2024). Furthermore, education may endow individuals with better-developed critical thinking and problem-solving skills, enabling them to perceive work involvement in the context of a broader career life course-a cycle that naturally and logically ends with retirement. Such a perspective helps the educated worker to conceptualize the importance of embedding retirement planning within a continuing work life. The literature would therefore suggest that education plays a moderating role in enhancing the positive relationship between work involvement and retirement planning, hence making educated persons more prepared and adaptable for life after their respective careers. On the basis of the above arguments, the study hypothesizes that;\u003c/p\u003e \u003cp\u003eH4: Level of education moderates the relationship between work involvement and retirement planning of public sector working\u003c/p\u003e"},{"header":"3. Methodology","content":"\u003cp\u003e \u003cb\u003eData and Sample\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe data collection was through a structured survey designed to capture the relevant variables of interest for this study on work involvement, organizational support, and retirement planning among public sector workers in Ghana. A sample representative of this target population, approximately 600,000 public sector employees, is drawn through a stratified random sampling approach. Stratification ensured broad representation across different departments and agencies in the public sector. This had allowed the segmentation of the workforce across factors such as age, education and income to ensure that responses truly reflect the diverse demographics present within the public sector. Work involvement and organizational support, retirement planning, demographic information, and items to assess the moderating influence of education and organizational support on retirement planning. Data collection was collected through digital and physical survey methods, aimed at maximizing the reach with the intention of increasing response rates among the employees in a manner which would accommodate those who may have limited access to digital platforms.\u003c/p\u003e \u003cp\u003eIn this respect, for sample size calculation, the research study used a large population-based formula with 95% level of confidence and 5% margin of error. Against such a backdrop, the sample size targeted a statistically sufficient number close to about 385, which would work out in order to rightly gauge opinions of the public sector employees. However, this number was increased to 500 to account for non-responses and incomplete surveys. This was done to add more reliability and validity to the findings, since this larger sample size would provide a sufficient dataset to analyse. Moreover, a pilot study was also conducted prior to the actual survey to check the reliability of the instrument itself, such that the questions are appropriately understood by the respondents. The final sample represented a wide cross-section of the population of public sector workers and, as such, presents useful insights into the ways that work involvement, organizational support, and educational level influence retirement planning in this important sector. After reviewing the responses from the questionnaire, only 414 questionnaires were fully completed hence used for the analysis.\u003c/p\u003e \u003cp\u003e \u003cb\u003eInstrumentation\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe background data concerning the questionnaire covered demographic information and responses to the key variables: work involvement, organizational support, and retirement planning. The questions included in this regard, for respondent background data, were on gender, age, income level, and level of education, all of which the research team was able to use as a basis for analysis of the influence of these demographic factors on retirement planning among public sector workers in Ghana. These variables were included to capture more depth in the diverse workforce and also because previous studies argue that these demographic factors influence retirement planning (Sarpong-Kumankoma, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Dufour et al., \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). In this section, different multiple-choice options were utilized to categorize the responses in which participants could easily and as accurately as possible provide the information required. The key variables measured included items on work involvement, organizational support as one of the moderators, and retirement planning. In measuring these variables, a 5-point Likert scale was employed, where respondents indicated the level of their agreement or disagreement with various statements, which ranged from \"strongly disagree\" to \"strongly agree.\" Items for the measurement were adapted from previously validated scales in related studies. For instance, work involvement questions were adapted from van der Zwaan et al. (\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e), Jiang et al. (\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2022\u003c/span\u003e) and Murari et al. (\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Organizational support questions were adopted from Esienberger et al.'s (1997) scale and previous studies such as Surujlal (\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2016\u003c/span\u003e). The questions for retirement planning were adopted from the work of Sarpong-Kumankoma (\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), Oteng et al. (\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2024\u003c/span\u003e) and Dovie (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Nonetheless, they have been adapted to best suit the peculiar context of public sector workers in Ghana as well as retirement planning. For example, organizational support statements reflected certain resources and policies available within Ghanaian public institutions that promotes and support retirement planning. This approach, besides allowing the researcher to collect valid data, ensured that every item would be relevant within the context of the study, covering perceptions of work involvement, the role of organizational support, and retirement planning, while emphasizing cultural and institutional nuances.\u003c/p\u003e \u003cp\u003e \u003cb\u003eData Analysis\u003c/b\u003e \u003c/p\u003e \u003cp\u003eData analysis for this study was done through Partial Least Squares Structural Equation Modelling using Smart PLS software. This technique has been selected because it is appropriate when the model is intricate, and when relationships among various constructs have to be modelled. First of all, the construct validity assessment has been carried out in this research, reviewing for the indicator loadings, Cronbach's alpha, composite reliability, and AVE so that the appropriate level of the reliability and validity could be found for the measurements. Next, the Fornell-Larcker criterion was applied when checking discriminant validity, confirming that a particular construct differed from any other in the model. PLS-SEM allowed the concurrent estimation of measurement and structural models; hence, it provided the relations that existed among the work involvement, organizational support, educational level, and retirement planning. Considering unobserved heterogeneity may also provide a better fitness of the structural model. The fitness of the structural model has been checked by SRMR and other model fitness indices which ensure that the model represents data adequately and all constructs satisfy required thresholds for reliability and validity.\u003c/p\u003e"},{"header":"4. Results/Findings","content":"\u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eRespondents Demographics\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFrequency\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePercentage\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e274\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e66.18%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e140\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e33.82%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e20\u0026ndash;29\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e20.29%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e30\u0026ndash;39\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e88\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e21.26%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e40\u0026ndash;49\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e204\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e49.28%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e50\u0026ndash;60\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e9.18%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAbove 60\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation Level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSHS Education\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e84\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e20.28%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDiploma-HND\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e66\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e15.94%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFirst degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e106\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e25.60%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePost degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e152\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e36.71%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIncome Level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBelow 2,500\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e44\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e10.63%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e2,501-5,000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e46\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e11.11%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e5,001\u0026ndash;7,500\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e140\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e33.7%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e7,501-9,999\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e152\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e36.60%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAbove 10,000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e7.73%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eIn this study on work involvement, organizational support, and retirement planning, the demographic profile of the respondents showed a majority of male composition at 66.18%, while females are represented by 33.82%. By age, the group is composed of a mature workforce that is probably focused on retirement planning, with a dominant age bracket of 40\u0026ndash;49 years (49.28%), while younger workers aged 20\u0026ndash;29 years are only 20.29%, suggesting that younger workers may have lesser immediate concern for retirement planning. About 36.71% of the respondents have post-degree qualifications, and this should therefore be an assurance in positively influencing their awareness and planning for retirement, while 25.60% of the people possess a first degree. This relatively high level of educational attainment does indeed suggest that the workforce is one that would value long-term financial planning and may, therefore, have an impact on the variables in this study. On income, 70.3% earn between GHS 5,001\u0026ndash;9,999 and may thus fall within the threshold to afford them financial stability to support retirement planning. Put together, these demographics provide a strong context in which to investigate how work involvement and organizational support, along with education and income, relate to retirement planning among public sector workers in Ghana.\u003c/p\u003e \u003cp\u003e \u003cb\u003eValidity and Reliability\u003c/b\u003e \u003c/p\u003e \u003cp\u003eIn the present research, different validity and reliability analyses were performed to ensure that measurement instruments express a valid and consistent reflection of the constructs of interest: work involvement, organizational support, and retirement planning. We then analysed our data using Partial Least Squares Structural Equation Modelling (PLS-SEM) through SMART PLS. For each construct, reliability was checked using Cronbach's Alpha and Composite Reliability, which identified that the measurement of the constructs was reliable. Further construct validity was measured by the Average Variance Extracted (AVE) to establish convergent validity, which gives the extent to which a set of items reflects a single construct. Another test performed was discriminant validity through the Fornell-Larcker criterion just to ensure that each construct differed and measured something unique regarding the framework. Together, these analyses provided confirmation that the instruments used were both reliable and valid for testing the relationships in the model.\u003c/p\u003e \u003cp\u003e \u003cb\u003eIndicator Reliability\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe study examined indicator reliability using the indicator loadings. According to Henseler et al. (\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e2009\u003c/span\u003e) the standard threshold for indicator loading is 0.7 and above even though an indicator loading of 0.6 can be acceptable. The results of the indicator loading for each item is presented in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e below\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eIndicator Loadings\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCode\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eItem\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eLoadings\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eWork involvement\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel deeply involved in my work on a daily basis\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.746\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI am willing to put in extra effort to ensure the success of my work tasks\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.779\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMy work is an important part of who I am\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.838\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI often think about my work even when I am not at work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.802\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI am highly engaged in my work activities\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.837\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel a strong sense of responsibility for the outcome of my work\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.817\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI am motivated to do my best in my job\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.814\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI find my work to be personally fulfilling and meaningful\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.834\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eOrganisational Support\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eORGS1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMy organization provides me with information and resources to help me plan for retirement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.762\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eORGS2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel that my organization encourages employees to think about and prepare for retirement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.772\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eORGS3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMy organization offers financial planning assistance specifically for retirement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.870\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eORGS4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI believe my organization is supportive of my efforts to plan for retirement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.794\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eORGS5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMy organization offers workshops or seminars on retirement planning and savings\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.855\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003ePension Planning\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePP1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI have a clear plan in place for my retirement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.849\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePP2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI regularly contribute to a retirement savings plan\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.898\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePP3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI feel confident that I will have sufficient funds for my retirement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.908\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePP4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI understand the retirement benefits offered by my organization and how to access them.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.914\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePP5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eI actively seek information and resources to help with my retirement planning\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.924\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThe results in Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e shows that all the items had an indicator loading above 0.7 which implies that all the indicators loaded well unto their construct. The path analysis diagram further provides evidence of the indicators loading and the relationship among the variables as presented below.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cp\u003eThe results of the figure above suggest that indeed all the indicators loaded well unto their construct.\u003c/p\u003e \u003cp\u003e \u003cb\u003eInternal Consistency and Convergent Validity\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe study further examined internal consistency using the Cronbach alpha and construct validity using the composite reliability and the AVE. The results of these test are presented in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e below.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eInternal consistency and convergent validity\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"5\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCronbach's alpha\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eComposite reliability (rho_a)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eComposite reliability (rho_c)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eAverage variance extracted (AVE\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOrganisational Support\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.870\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.875\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.906\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.659\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePension Planning\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.940\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.941\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.955\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.808\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWork involvement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.925\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.929\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.938\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.654\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThe results of CA in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e shows that all the constructs had a CA of 0.7 and above suggesting that there is evidence of strong internal reliability among the indicator. The composite reliability also showed evidence of construct reliability since all the construct had a composite reliability of 0.7and above. Finally, the AVE values in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003eI above 0.5 for all the constructs which implies that the latent construct can explain more than half of the variability of the items which provides string evidence of sufficient construct validity.\u003c/p\u003e \u003cp\u003e \u003cb\u003eDiscriminant Validity\u003c/b\u003e \u003c/p\u003e \u003cp\u003eThe study examined discriminant validity using Heterotrait-monotrait ratio (HTMT) and Fornell-Larcker criterion to determine discriminant validity. Discriminant validity determines the extent to which the constructs are actually differing from each other. The threshold for HTMT is that the values should not exceed 0.9 (Henseler et al., 2015). With respect to Fornell-Larcker criterion the value across the diagonal should be 0.5 and above. The results of the above test are summarised in Tables\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e and \u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e below\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eHeterotrait-monotrait ratio (HTMT)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"9\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEduc\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eIncome\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eORGS\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003ePP\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eWKI\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c9\"\u003e \u003cp\u003eORGSxWKI\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.591\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.100\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.035\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIncome\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.702\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.487\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.075\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eORGS\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.306\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.282\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.135\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.313\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePP\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.301\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.363\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.141\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.368\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.699\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWKI\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.287\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.345\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.139\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.363\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.828\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.814\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eORGS x WKI\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.105\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.058\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.013\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.144\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.526\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.300\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.389\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation x WKI\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.167\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.200\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.002\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.107\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.081\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.120\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e0.197\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThe results of the HTMT test shows that none of the values are equal to 9 or above which indicates the presence of discriminant validity\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eFornell-Larcker criterion\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"8\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEducation\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eIncome\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eORGS\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003ePP\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eWKI\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAge\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.591\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGender\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.100\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.035\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIncome\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.702\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.487\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.075\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e1.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eOrganisational support\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.290\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.267\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.124\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.297\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.812\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePension planning\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.292\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.353\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.137\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.357\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.637\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.899\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eWork involvement\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e0.281\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.335\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.137\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.356\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.741\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.841\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.809\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThe results of the cross-diagonal values of the Fornell-Larcker criterion exceed 0.5 which implies the presence of discriminant validity. The effect of the two-discriminant validity test is that there is presence of discriminant validity and that all the latent variables are distinct and different from each other.\u003c/p\u003e \u003cp\u003e \u003cb\u003eStructural path analysis\u003c/b\u003e \u003c/p\u003e \u003cp\u003eIn our next step, we evaluate the structural model to test the hypothesis to enable us draw conclusion from the hypothesized relationships. The variance inflation factor (VIF) for all the indicators were below 5; in fact, only RT5 that had a VIF of 4. The rest had far below that which suggest that there is no problem of multicollinearity. The study also estimated the coefficient of determination (R\u003csup\u003e2\u003c/sup\u003e) and the predictive relevance (Q\u003csup\u003e2\u003c/sup\u003e). The study examined the hypothesized relationships using the bootstrapping technique in SMART PLS. The results of the test are presented in Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e below.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab6\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 6\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eHypothesis Testing\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"9\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eHypothesis\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAssociation\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eCoefficient\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eT-value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eP-value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eDecision\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eR\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003eF\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c9\"\u003e \u003cp\u003eQ\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAge -\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.079\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.58\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.114\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eRejected\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.06\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEducation -\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.268\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.118\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.002\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAccepted\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.118\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGender -\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.039\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.619\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.538\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eRejected\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.091\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eIncome -\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.193\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2.071\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.038\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAccepted\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.186\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eORGS-\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.316\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2.708\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.007\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAccepted\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.206\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eWKI-\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.786\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e13.317\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAccepted\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.408\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eORGS x WKI -\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.764\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6.971\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.000\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAccepted\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.213\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEduc x WKI -\u0026gt; RT\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e0.174\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2.939\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e0.003\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAccepted\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.717\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c8\"\u003e \u003cp\u003e0.198\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c9\"\u003e \u003cp\u003e0.232\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eThe results in Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e shows an R\u003csup\u003e2\u003c/sup\u003e value of 71.7% which implies that the independent variables can explain almost 72% of the variations in the dependent variable. On the results of the F\u003csup\u003e2\u003c/sup\u003e values as reported in Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e, work involvement relationship and retirement planning have the highest F\u003csup\u003e2\u003c/sup\u003e value of 0.408 which indicate a strong effect size. The rest of the variables showed medium effect size except age which had F\u003csup\u003e2\u003c/sup\u003e value of 0.06, gender with 0.09 and education with 0.11 which are evidence of weak effect size. The Q\u003csup\u003e2\u003c/sup\u003e value of 0.232 is above zero which shows that the exogeneous variables have predictive relevance over other exogeneous variables (Hair Jr et al., \u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e2017\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThe results in Table \u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e depicts the hypothesized relationships of various factors on retirement planning among respondents. The nature of the relationship, in terms of path coefficients' magnitude and related t-values and p-values, were identified based on statistical significance.\u003c/p\u003e \u003cp\u003eAge \u0026rarr; RT: The coefficient is negative, -0.079, the t-value is 1.58, and the p-value is 0.114. So, we cannot say that age influences retirement planning significantly. Hence, the hypothesis is rejected.\u003c/p\u003e \u003cp\u003eEducation\u0026rarr; RT: The positive coefficient, 0.268, significant at t\u0026thinsp;=\u0026thinsp;3.118 and p\u0026thinsp;=\u0026thinsp;0.002, infers that education and retirement planning are positively related. In other words, higher levels of education are associated with better retirement planning. The hypothesis is therefore accepted.\u003c/p\u003e \u003cp\u003eGender \u0026rarr; RT: The coefficient for gender is very small, 0.039, with a t-value of only 0.619 and the p-value as high as 0.538, thus proving that gender is not a significant determinant of retirement planning. A hypothesis which therefore can be rejected.\u003c/p\u003e \u003cp\u003eIncome \u0026rarr; RT: With a coefficient value of 0.193, a t-statistics of 2.071, and a p-value of 0.038, higher income levels are positively correlated with superior retirement planning. Hence, this hypothesis can be accepted.\u003c/p\u003e \u003cp\u003eOrganisational support (ORGS)\u0026rarr;RT: The positive coefficient is 0.316, with the t-value being 2.708 and the p-value being 0.007, which evidences that organisational support has a significant positive effect on retirement planning. Therefore, higher the organisational support, the higher the retirement planning. Thus, this hypothesis is accepted.\u003c/p\u003e \u003cp\u003eWKI \u0026rarr; RT: The work involvement, with a very high positive coefficient of 0.786, t-value of 13.317, and a p-value of 0.000 is very strongly and significantly positively related to retirement planning. It means that with increased work involvement, retirement planning improves considerably. The hypothesis is accepted.\u003c/p\u003e \u003cp\u003eInteraction of ORGS and WKI \u0026rarr; RT: The coefficient of this interaction term is positive, at 0.764, with a t-statistic of 6.971 and p-value of 0.000. This indicates that organizational support significantly moderates the effect of work involvement on retirement planning. The hypothesis is thus accepted since organizational support enhances the positive effect of work involvement on retirement planning.\u003c/p\u003e \u003cp\u003eInteraction of Education and WKI \u0026rarr; RT: This interaction term also presents a positive coefficient, 0.174, with a t-value of 2.939 and a p-value of 0.003. It therefore gives an indication of the significant moderation effect of education on the relationship between work involvement and retirement planning, which means that education strengthens the influence of work involvement on retirement planning. This hypothesis is accepted.\u003c/p\u003e"},{"header":"5. Discussion of Findings","content":"\u003cp\u003eWith a very high coefficient of 0.786, a t-value of 13.317, and a p-value of 0.000, there is a strong positive relationship between work involvement and retirement planning, thus proving that higher work involvement significantly improves the retirement planning efforts of employees. This is in consonance with the previous research that established the influence of work engagement on future-oriented behaviours of employees, such as financial and retirement planning, by Kim and DeVaney (\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e2005\u003c/span\u003e) and Topa et al. (\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). This result contract some studies that argue that high work involvement may allow employees not to plan for their retirement because they are too attached to wok and may not wish to retire (Jiang et al., \u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; van der Zwaan et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Employees who are highly involved in their work are bound to be more committed to their organization and thus show proactive planning behaviours because of their engagement. This theoretically resonates with Social Exchange Theory: The meaningful work and engagement of employees are leading them to invest in the long-term planning activities-retirement planning-finding some returns for the investment derived from their work environment. This result indicates that developing work involvement might be a means for organizations to enhance retirement readiness among their employees and support employees' financial security in later life.\u003c/p\u003e \u003cp\u003eThe study also found positive relation between organizational support and retirement planning as the coefficient reads 0.316, the t-value equals 2.708 and p-value is 0.007. The results suggest that supportive workplace environment which provides information and opportunities on retirement planning influence public sector retirement planning in Ghana. The findings showed that employees are most likely to take initiatives in retirement planning whenever the organizations provide resources, information, and encouragement to better prepare for retirement. This is supported by earlier research, which indicates that employees who perceive a higher extent of organizational support are more likely to show greater commitment to retirement planning (Garcia et al., \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; van der Zwaan et al., \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e2019\u003c/span\u003e; Dufour et al., \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Organizational support in retirement planning could be seen as a resource that lessens the level of stress that one feels, hence leading to a window toward making prudent long-term financial decisions. Hence, supportive environments are likely to play a very important role in organizational functions toward employees' financial preparedness for retirement.\u003c/p\u003e \u003cp\u003eBy using the coefficient, t-value, and p-value of 0.268, 3.118, and 0.002, respectively, the positive and significant relationship of education with retirement planning proves that the higher education attainment an individual has, the more likely he or she is bound to plan for retirement. The human Capital Theory supports these findings, and it argues that schooling develops people's cognitive capabilities and improves their knowledge such that they can make sound financial decisions in relation to retirement planning. In general, the level of education is related positively to the financial literacy of people, placing them in a better position in terms of appreciating the need for retirement planning and, hence, planning for retirement more effectively. Previous studies have also recorded that education is an important determinant in retirement preparedness, as educated people are usually more aware of financial products and more familiar with strategies for long-term financial planning (Sarpong-Kumankoma, \u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Oteng et al., \u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Dovie, 2019). These findings underline how important educational interventions are in promoting better outcomes at retirement; education lays a foundation for better financial decisions and retirement security.\u003c/p\u003e \u003cp\u003eThe interaction of ORGS and WKI on RT, which had a coefficient estimate of 0.764 with a t-statistic of 6.971 and a p-value of 0.000, indicating that organizational support significantly moderates the relation between work involvement and retirement planning. The finding showed that the positive influence of work involvement on retirement planning is further enhanced when organizational support is available, which further justifies the fact that supportive work environments can enable employee engagement in retirement planning initiatives. This finding also coincides with Social Exchange Theory, which has stated that supportive organizational practices create a sort of reciprocating environment between employees and employers which leads to increased job satisfaction and commitment. Evidence from the literature also suggests that organizational support increases retirement planning by workers. Organisations providing support in terms of resources and information on retirement planning, and encouraging workers to do so, are found to significantly improve the preparedness and participation of employees in retirement-planning activities. This indicates the importance of incorporating support mechanisms within organizations that can best facilitate an employee's retirement outcome and also practically manifests these findings to be important for human resource practices and policy development within organizations.\u003c/p\u003e \u003cp\u003eFinally, an interaction of work involvement and education, WKI \u0026times; EDU results in a positive coefficient: 0.174; t\u0026thinsp;=\u0026thinsp;2.939 and p\u0026thinsp;=\u0026thinsp;0.003, showing that education significantly moderates the relation between work involvement and retirement planning. This may support the notion that higher levels of education enhance the positive effect of work involvement on retirement planning, such that educated people are more likely to use work involvement to initiate activities related to retirement planning. This finding is consistent with the Human Capital Theory, which projects that individual with higher attainment of education have greater knowledge and competencies that enable them to make better decisions about their financial futures. Moreover, past research has also continuously established that educated workers are more active in terms of retirement planning due to the fact that they are more aware of the complexities associated with retirement savings and its investment options alike (Topa et al., 2019).\u003c/p\u003e"},{"header":"6. Conclusion","content":"\u003cp\u003eThis current study has sort to improved our understanding of how work involvement, organizational support, education, and retirement planning are related in public sector workers in Ghana. The results also show that both work involvement and organizational support are positively related to retirement planning, in that a supportive work environment and encouraging active employee involvement in work-related activities are paramount predict retirement planning in Ghana. More fundamentally, the interactions of education in the relationship of work involvement with retirement planning underline the crucial role that attainment of education plays in the course of empowering employees toward making informed decisions about retirement. These insights contribute to the ever-growing literature and carry important implications for the policymakers and organizational leaders who seek to enhance retirement preparedness among public sector employees. The results of this study indicate that work involvement and comprehensive organizational support systems would benefit employees in terms of their retirement planning. Since the workers would feel wanted, appreciated, and be able to participate more in their jobs, it would be possible for organizations to facilitate a workplace culture that embraces proactive retirement planning. Furthermore, the investment in educational programs aimed at improving financial literacy will provide employees with the knowledge and ability to manage their own retirement planning process. In sum, this study calls for a comprehensive approach-integrating work involvement, organizational support, and education-to optimize retirement planning strategies for public sector workers for their long-term financial security and well-being.\u003c/p\u003e \u003cp\u003eThis theoretically enhances the literature of retirement planning by embedding those insights arising from human capital theory as well as social support theory. The high positive associations between work involvement and organizational support and retirement planning confirm human capital theory because it is hypothesized by the theory that investment in employees' involvement and competencies is liable to yield better results. This study also confirms that education is an important part of human capital, acting to enhance one's capability to plan for the future, showing that education moderates the association between work involvement and retirement planning. The role also finds further support for the moderating organizational support for social support theory, given that supportive relationships and environments make a number of positive behavioural outcomes more likely, such as retirement planning. This is a theoretical contribution because it sets a framework through which further research can explore how these constructs interact across contexts and demographics.\u003c/p\u003e \u003cp\u003eMore practically, these findings offer insights with specific action for organizational leaders, policymakers, and human resource managers within the public sectors. Organizations should, among other things, foster a work culture that supports effective involvement of an employee with appropriate resources that enable him to be actively involved in retirement planning. Policies designed to enhance organizational support through practices such as mentorship programs, workshops in financial planning, and retirement education sessions may be of help. Additionally, investment in educational programs aimed at enhancing employees' financial literacy and retirement preparedness will further consolidate the impact of work involvement on retirement planning outcomes. The findings inform the policymakers that policies that encourage educational and organizational supportive initiatives are those that eventually bring about a work force which is well-set for retirement and financially secure in the long run.\u003c/p\u003e "},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eFunding Declaration\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors received no funding for this research\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eClinical Trial number\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthics\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors got ethical clearance from the Research and Ethics Committee of the Takoradi Technical University. The researchers sought to consent of all participants for the research.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eEthical Guidelines\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAll methods in this study were carried out in accordance with the relevant ethical guidelines and regulations, ensuring the protection of participants\u0026apos; rights and privacy throughout the research process. The study adhered to the ethical standards set by Takoradi Technical University to maintain integrity and respect for participants.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent to Publish\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eI have the consent of the listed authors to submit this paper to your journal for consideration and publication\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDeclaration of Competing interest\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors all declare that we have no competing interest with respect to this submission\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eInformed Consent/Consent to Participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eIn this study, informed consent was obtained from all participants through written consent forms, confirming their voluntary participation and agreement to publish the results. All respondents were above 18 years of age, and no consent was required from parents or legal guardians.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor Contribution\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA. A conceived the topic and the research idea, P. O write the literature Review, A. P wrote the introduction to the paper, A. M wrote the methodology and run the data, A.A did a draft analysis. A.M presented the draft paper. A.P and P.O reviewed the draft paper. The final paper was reviewed by all authors before submission\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAdam, A. M., Frimpong, S., \u0026amp; Boadu, M. O. (2017). Financial literacy and financial planning: Implication for financial well-being of retirees. \u003cem\u003eBusiness \u0026amp; Economic Horizons\u003c/em\u003e, \u003cem\u003e13\u003c/em\u003e(2). https://www.ceeol.com/search/article-detail?id=664718\u003c/li\u003e\n\u003cli\u003eAndoh-Robertson, T., Kploanyi, P. 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Retirement intention of older workers: The influences of high‐involvement work practices, individual characteristics, and economic environment. \u003cem\u003ePersonnel Psychology\u003c/em\u003e, \u003cem\u003e75\u003c/em\u003e(4), 929-958. doi.org/10.1111/peps.12480\u003c/li\u003e\n\u003cli\u003eKahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., \u0026amp; Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. https://psycnet.apa.org/record/1965-08866-000\u003c/li\u003e\n\u003cli\u003eKerry, M. J. (2018). Psychological antecedents of retirement planning: A systematic review. \u003cem\u003eFrontiers in psychology\u003c/em\u003e, \u003cem\u003e9\u003c/em\u003e, 1870. doi.org/10.3389/fpsyg.2018.01870\u003c/li\u003e\n\u003cli\u003eKim, H., \u0026amp; DeVaney, S. A. (2005). 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The role of personal characteristics, work environment and context in working beyond retirement: a mixed-methods study. \u003cem\u003eInternational Archives of Occupational and Environmental Health\u003c/em\u003e, \u003cem\u003e92\u003c/em\u003e, 535-549. doi.org/10.1007/s00420-018-1387-3\u003c/li\u003e\n\u003cli\u003eWong, J. Y., \u0026amp; Earl, J. K. (2009). Towards an integrated model of individual, psychosocial, and organizational predictors of retirement adjustment. \u003cem\u003eJournal of Vocational Behavior\u003c/em\u003e, \u003cem\u003e75\u003c/em\u003e(1), 1-13. doi.org/10.1016/j.jvb.2008.12.010\u003c/li\u003e\n\u003cli\u003eWoodford, K., Hutchinson, S., \u0026amp; Ausman, C. (2023). Retiring from \u0026lsquo;University Life\u0026rsquo;: Critical Reflections on a Retirement Lifestyle Planning Program. \u003cem\u003eInternational Journal of the Sociology of Leisure\u003c/em\u003e, \u003cem\u003e6\u003c/em\u003e(1), 111-133. doi.org/10.1007/s41978-022-00123-9\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"discover-psychology","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"discpsy","sideBox":"Learn more about [Discover Psychology](https://www.springer.com/44202)","snPcode":"","submissionUrl":"","title":"Discover Psychology","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Discover Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"work involvement, organisational support, education, retirement planning, public sector workers, Ghana","lastPublishedDoi":"10.21203/rs.3.rs-6134713/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6134713/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003eThe study focuses on work involvement, organizational support, and some key demographic factors that influence retirement planning among Ghanaian public sector workers by taking moderating roles of organizational support and education. Samples from 414 public sector employees were selected through stratified sampling techniques and analysed using partial least squares-structural equation modelling (PLS-SEM) for assessing both direct and interaction effects on retirement planning. The results show that work involvement and organizational support are strongly and positively associated with retirement planning; hence, the more involved the worker and the more organizational support provided, the better the planning for retirement. Education and income levels are also positively associated with retirement planning, underlining the primacy of these demographic factors. Importantly, organizational support and education were also found to moderate the association of work involvement with retirement planning, the higher level of which extended the positive influence of work involvement on retirement planning.\u003c/p\u003e","manuscriptTitle":"Work involvement and retirement planning of public sector workers in Ghana: the role of organizational support and education","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-04-21 06:57:48","doi":"10.21203/rs.3.rs-6134713/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Revision requested","date":"2025-05-27T12:21:26+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-05-26T08:04:13+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"7251516773943860923845991187143816589","date":"2025-05-12T05:58:47+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-04-11T01:16:42+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-04-10T11:12:19+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"89840602534558367190148922865870832842","date":"2025-04-05T14:07:02+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"317580127013982332819266699959339572678","date":"2025-04-05T07:12:38+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"158571131747461931980609676703420198586","date":"2025-04-02T15:42:51+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-03-31T13:06:27+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-03-31T12:08:59+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-03-31T11:54:49+00:00","index":"","fulltext":""},{"type":"submitted","content":"Discover Psychology","date":"2025-03-31T11:53:42+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"discover-psychology","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"discpsy","sideBox":"Learn more about [Discover Psychology](https://www.springer.com/44202)","snPcode":"","submissionUrl":"","title":"Discover Psychology","twitterHandle":"","acdcEnabled":true,"dfaEnabled":true,"editorialSystem":"stoa","reportingPortfolio":"Discover Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"df3f16a1-45fd-43a4-ac01-871de1a100d5","owner":[],"postedDate":"April 21st, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2025-07-08T07:54:05+00:00","versionOfRecord":[],"versionCreatedAt":"2025-04-21 06:57:48","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6134713","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6134713","identity":"rs-6134713","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}