ghanaopendata/ghanaian-research-english huggingface dataset:
Employee development and performance at Jaman North District Health Directorate, Ghana

The study examined employee development and performance at the Jaman North District Health Directorate in the Bono Region, Ghana. Specifically, four research objectives were investigated; i.e., to analyse the effect of mentoring on employee performance at Jaman North District Health Directorate; to examine the effect of training on employee performance at Jaman North District Health Directorate; to analyse the effect of participation on employee performance at Jaman North District Health Directorate; and to assess the effect of delegation on employee performance at Jaman North District Health Directorate. The study relied on the quantitative approach and correlational design. A structured questionnaire was used to gather data from 169 respondents in the facilities. Using the census method, 150 valid responses with a response rate of 89% was used for data analysis. The data was then processed using the IBM SPSS Statistics (version 26) and SmartPLS (version 3) software. Inferential statistics (multiple regression through partial least squares) was used to address the objectives of the study. The study found that mentoring, training, participation and delegation as dimensions of employee development significantly and positively affect the performance of the employees in the directorate studied. The study therefore recommended that Ghana Health Service (GHS) and Ministry of Health (MoH) should emphasise on continuously strengthening the employee development in the sector.

Source: UCC
Employee downsizing and career management in Vodafone Ghana

The general objective of the study was to investigate career management in a firm engaged in downsizing, with special reference to Vodafone Ghana. Specifically, the study sought the causes of downsizing in a firm, the consequences of downsizing on the individual and the organization, the extent to which a firm can manage careers when downsizing and the strategies that can be adopted for a successful career management while downsizing. The research design adopted for the study was descriptive. The simple random sampling technique was used to select respondents for the study. A total of 100 respondents were used for the study. This comprised 80 employees and 20 top management officials. The questionnaire was the main instrument used for data collection and analysis was done using the Statistical Product and Service Solutions to generate figures, frequencies, percentages and tables. The study revealed that the possible causes of downsizing include loss in companies, economic crisis, decrease in sales leading to decreased population and a significant change in the management roles. It is therefore recommended that Vodafone Ghana must exhaust all other forms of cost-savings decisions, identify and address the root causes of events that led to the downsizing exercise.

Source: UCC
Employee Empowerment And Employee Job Performance Among Teaching Staff Of Senior High Schools In The Cape Coast Metropolis

This research analysed the influence of employee empowerment on job performance among teaching staff of Senior High Schools in the Cape Coast Metropolis. The study employed the human capital theory and social exchange theories. Three hypotheses were developed and tested from the study’s objectives which looked at the level of employee empowerment in Senior High Schools in the Cape Coast Metropolis, the level of teachers’ job performance in Senior High Schools in the Cape Coast Metropolis and the effect of employee empowerment on employee performance among teaching staff of Senior High Schools in the Cape Coast Metropolis. The study was conducted using the quantitative approach and both the descriptive and explanatory designs. Using the simple random sampling technique the sample for the study based on the table developed by Yamene (1973), with a population size of about 534 and to ensure a 5 percent margin error, the minimum sample size was 229. Based on the sample size, a total of 250 questionnaires were distributed. The data was then analysed using IBM SPSS Statistics version 26 and Smart PLS 4. The study found that employee empowerment has a positive and significant influence on the performance of teaching staff at the selected SHS in Cape Coast metropolis. Secondly, the performance level of the teaching staff at the selected SHS were high even though the level of empowerment was low. As a result, the study recommended that policymakers and management of the schools should adequately empower their teaching staffs in order for them to intensify their level of performance.

Source: UCC
Employee Empowerment and Productivity in Some Selected Public Sector Institutions in the Accra Metropolitan Assembly

The main purpose of the study is to investigate the effect of employee empowerment and productivity from some selected public sector institutions in the Accra Metropolitan Assembly. The case study design which considered quantitative and qualitative paradigm was adopted for this study. In all 384 respondents were sampled to represent the population. Purposive sampling was used to select 10 managing directors and 10 human resource managers of the various public service departments. This gives the overall sample size of 404 respondents. The lottery method of the simple random sampling was used in ensuring that each respondent stood equal chance of selection. Purposive sampling was also adopted to select respondents for the focus group discussion and interviews. However, the questionnaire was the main data collection instrument. Statistical product for service solution (SPSS version 21) was used to analyze the data. Frequencies and Percentages, Mean and Standard deviations, thematic analysis and narratives were all considered for this study. The study however concluded that granting sufficient autonomy, clearly articulating the scope of the individual’s job and employees being bold enough to face situations and avoid fear of failure are not strategies for employee empowerment. Public institutions in Ghana should come out with positive strategies that would reward increased work effort, inspire creative thinking, appreciate the efforts of employees, giving assistant that is required to staff to do their task better, provide emotional assistant by paying attention and caring about manpower work-life needs, give adequate freedom, autonomy and discretion.

Source: UCC
Employee Motivation and Job Satisfaction in Academic Libraries in Ghana: A Comparative Study of Sam Jonah and Osagyefo Libraries

This study compared the extent to which employee motivation and job satisfaction promote productivity among the staff of Sam Jonah and Osagyefo libraries. The study used a cross-sectional survey design. Census sampling and a questionnaire were used to collect data from 184 library staff of both Sam Jonah and Osagyefo libraries in Ghana based on the objectives identified. The study revealed that hygiene factors such as salary, working conditions, supervision, policies, interpersonal relation, security, and fringe benefits could serve as determinants of job satisfaction of staff of Sam Jonah and Osagyefo libraries. Also, motivation was identified to be a factor that contributes to employees’ job satisfaction of staff of both libraries. The study recommends that the management of the two libraries should focus on the non-financial issues related to motivation such as occupational safety and security. Moreover, special cognizance should be given to different staff categories in these institutions and their preferred motivational conditions.

Source: UCC
Employee motivation and productivity in three organizations in Accra

Policy makers in the country see the private sector as the engine of growth. It is the pivot around which our quest for the middle-income status revolves. However, productivity is generally low in Ghana mainly because employees are poorly motivated. The study, therefore, assessed the perception of employees on the relationship between motivation and productivity in some selected private organisations in Accra. Both primary data comprising field survey and secondary data mainly obtained from available journals, newsletters, books and newspapers were employed to investigate the set objectives of the study. For reason of convenience, three private organisations namely Poly Products Ltd, Pipes and Plastics Ltd and Peace FM were selected for the study. Quotas of respondents were allotted to the various organisations based on their population. The study revealed that, like the public sector, the Ghanaian Private organisations are bedevilled with poor condition of service that has occasioned the general low productivity in the country. From the study it came out that Ghanaian employees, generally, regardless of occupation or position are basically motivated to work by salaries and bonuses than other issues like achievement and promotion. Based on the findings, it is recommended among others that employees should be fairly compensated for the wealth they help to create. They should also be made part owners of the organisation.

Source: UCC
Employee motivation and retention: a case of three selected district assesmblies in Volta Region

In recent years, service organisations have instituted various mechanisms to ensure “long stay” of employees in the organisations. These strategies are targeted at employee’s intrinsic and extrinsic drive in order to ensure that employees stay in the organization for long time. These motivational packages includes: workfamily support, good employee-employer relation, reward and recognition systems, and training and career enhancement opportunities. While extent studies exist in the private sector, little empirical studies have investigated the relationship between motivation strategies and employee loyalty (retention) in the public sector. This study therefore investigated the extent to which motivational packages influence staff decision to remain in the organization. Using quantitative survey design, the study employed convenience sampling technique to sample 250 respondents from three selected district assemblies in Volta region of Ghana. Descriptive and regression analysis were performed to achieve the study result. The study result found a positive effect of employee motivation on employee retention. Specifically, the study found a significant effect of work-family support, employee-employer relation, reward and recognition, training and career enhancement, on employee retention. However, the study did not find any relationship between self-empowerment and employee retention. The study further recommends that management of District Assemblies in Volta region must improve their relationship with employees, intensify their reward and recognition systems in order to improve employee commitment and loyalty in the public sector

Source: UCC
Employee motivation in the value Added Tax Service of Ghana

Organisations achieve good results when the employees are motivated. This study was conducted to assess the factors of motivation that influence staff of Value Added Tax (VAT) Service to remain committed to the Service and their job. Descriptive research design was used for the study. Of the required sample size of 278 from a study population 1094 from 27 regional offices, mixed method comprising purposive, stratified and randomsampling was used to arrive at a sample size of 111. This was made of 14 management staff, 75 senior staff and 22 junior staff. Data were collected through questionnaire and analyzed with the support of Statistical Product and Service Solution (SPSS) Software version 15. The study revealed that VAT Service had some motivational policies in place. These include working conditions, organizational culture, level of feedback on performance and job variety. Employees were not satisfied with some of these policies and packages such as level of involvement in decision making, salary, end-of- service benefits, undefined careerpath, freedom and autonomy. Staff felt that management should take a holistic look at the motivational packages. They were strongly of the view that the incentives should be made attractive to encourage staff retention. By this revenue will be maximized to the state. Management commended both junior and senior staffs’ commitment to work and also commented on the meagerness of the end-of service benefit.However, one big challenge management wished could be addressed was political interferences in the leadership and management of the Service.

Source: UCC
Employee motivation on commitment to work in Sekyere Presbytery of the Presbyterian Church of Ghana

The research examined the effect of employee motivation on commitment to work at Sekyere Presbyterian Church of Ghana. The research design for the study was a descriptive survey design. 160 participants (consisting of Reverend Ministers, Catechist, and the full-time staff at the office of the Presbytery) were selected through a simple random sampling technique using random assigned numbers. Collection of data was done with the help of questionnaires. The study results revealed the staff of Sekyere presbytery were both intrinsically and extrinsically motivated. In addition, the study demonstrated a high degree of commitment among the workers of the Sekyere Presbytery. Sekyere Presbytery Church workers were motivated to a degree that has influenced their commitment to the Church and their respective duties toward the Church activities. There was a statistically significant correlation between the motivation of the Sekyere Presbytery workers and their commitment to work. It was concluded that, workers of the Sekyere Presbytery are highly intrinsically and extrinsically motivated hence a high level of commitment to the church’s activities. It was therefore recommended that the systems put in place to motivate workers should be maintained to ensure continual commitment on the part of the staff.

Source: UCC
Employee orientation and performance at Ghana Library Authority, Ghana

In this study, an attempt was made to investigate the extent of effect of orientation programmes on the job performance of employees at Ghana library Authority. Using survey design, the study employed a two stage sampling technique to select respondents for this work. At the first stage a simple random sampling technique was used to select 5 regional libraries including Greater Accra, Central, Western, Ashanti and Eastern Regional Libraries. At the second stage 241 respondents were sampled from Regional libraries in Ghana. Descriptive and regression analysis were performed to achieve the study results. The study result found a positive effect of employee orientation and job performance. Specifically, the study found a significant effect of self directed orientation, mentored orientation and formal orientation programmes on employee job performance. Based on the findings of the study, it was recommended that management of Ghana library Authority must improve the mentorship orientation programmes. The study further recommended the provision of motivational packages and resources for libraries in Ghana in order to help management to improve their orientation programmes, especially allowances and compensation for mentors who help new recruits in the organisation.

Source: UCC
Employee Oriented Management Practices And Employees’ Attitude: Empirical Evidence From GCB Bank Limited And Barclays Bank Ghana Limited In The Accra Metropolis

This study examined the relationship between employee-oriented management practices and employees’ attitude in GCB Bank and Barclays Bank Ghana Limited (BBGL), in the Accra Metropolitan Assembly base on the social exchange and X and Y management theories. The study looked at the availability and use of work-family support services by employees of GCB Bank and BBGL, examined how family support services, training and development and personal and career counselling relate to employees’ attitude. Explanatory design was used and undertaken in 14 out of 45 branches of GCB Bank and BBGL. Simple random sampling was used to select 291 employees from 14 branches. Descriptive and inferential statistical techniques were used for analysis. Furthermore, Structural Equation Model (SEM) was assessed through partial least square (PLS) to test the hypotheses. Results from the study showed that all the three dimensions of the employee-oriented management practices relate positively and significantly to employees’ attitude. That is, the result established positive significant relationship between availability of work family support services, family support services, training and development, personal and career counselling and employees’ attitude counselling and employees’ attitude. Also, among all the work- family support services provided by the banks, training and development was the most used. It is recommended that GCB Bank Limited and Barclays bank Ghana Limited should implement wide range of friendly management practices for every employee to benefit in order for them to reciprocate.

Source: UCC
Employee Participation and Job Satisfaction at the Central Region Lands Commission

ABSTRACT The study's goal was to assess the effect of employees’ participation and their job satisfaction at the central region lands commission (CRLC). Specifically, the study sought to address the effect of staff empowerment, orientation and capacity on job satisfaction. The study adopted a quantitative method of research and a sample size of 78 which also the entire population size was selected using a census sampling technique. Structured questionnaires was used as the research instrument and the data was inputted into the Statistical Package for Social Sciences Version 24 (SPSS 24) for the processing of data. Findings from the study revealed that staff empowerment had a positive but weak significant effect on job satisfaction, it further revealed that staff orientation had a positive but weak significant effect on job satisfaction and finally, the result found that staff capacity had a strong positive significant effect on job satisfaction customer satisfaction. The study recommended that Government as well as the local governance should establish practices to enhance their staff capacity, orientation and empower them to improve on their satisfaction and subsequently improve on their performance

Source: UCC
Employee Participation and Organizational Performance at Imperial General Assurance

The purpose of this study was to assess the influence of employee participation in decision making on the organizational performance of Imperial General Assurance. There were three main specific objectives, which the study aimed to achieve. These were: to examine the influence of employee consultation on the organizational performance; assess the influence of employee delegation on the organizational performance; determine the effects of collective bargaining on the organizational performance. The study was based on the views of 159 employees from the study area. A self-administered questionnaire was the main research instrument. SPSS and Smart PLS 4 were used to analyse the study objective. The major findings, as they related to the specific objectives of the study, have been summarized as follows. The results of the regression analysis indicated that there is a significant and strong positive relationship between individual consultation and performance of Imperial General Assurance. The study also found that employee delegation has a positive and significant impact on the performance of Imperial General Assurance. Finally, the study found out that that collective bargaining has a positive and significant impact on the performance of Imperial General Assurance. The study concluded that employee participation enhances organizational performance. The recommended that the management must give full support to employee participation in decision making as that could help workers to have an increased confidence and value which will in turn make the employees become loyal and committed leading to higher performance.

Source: UCC
Employee Participation in Decision Making and Employee Commitment: Evidence from Ghana Revenue Authority (GRA), Takoradi

The purpose of the study is to investigate employee participation in decision making and employee commitment of Ghana Revenue Authority (GRA), Takoradi. The specific objectives were to examine the influence of employee participation in decision making on continuance commitment; assess the influence of employee participation in decision making on affective commitment and finally examine the influence of employee participation in decision making on normative commitment of the staff of Ghana Revenue Authority (GRA), Takoradi. The study adopted the quantitative research method. The study was a descriptive and inferential statistics with 200 employees surveyed. A self-administered questionnaire was the main research instrument and the study surveys were analysed with the help of the Statistical Package for the Social Sciences (SPSS 22.0 version) software. The findings have revealed that employee participation in decision making has a positive influence on all the three dimensions of employee commitment. This was noted through the use of regression analysis, which showed that the coefficient of determination indicates a positive influence of employee participation in decision making on all the three dimensions of commitment; namely affective, normative and continuance. Additionally, the study found that employee participation in decision making has a positive correlation with employee commitment. Based on these findings it was recommended that Management should encourage employee participation in decision making to enhance employees’ commitment.

Source: UCC
Employee perception about performance appraisal system in St. Theresa’s Hospital, Nandom

Performance appraisal is considered as one of the key human resource practices in recent times since it covers a variety of activities through which organisations seek to assess employees and develop their competences in order to enhance their performances. The study sought to examine health workers’ perception of the performance appraisal system in St. Theresa’s Hospital, Nandom in the Upper West region of Ghana. The study employed the quantitative approach and descriptive research design. The study randomly sampled 186 out of 360 health workers from the hospital and administered structured questionnaires to them. The study employed descriptive tools including frequencies and percentages in analysing the data. The study found that, health workers at the hospital were satisfied with the nature and purpose of the performance appraisal system. In a bid to improve upon health workers’ current level of satisfaction with the system, the study recommended that, authorities at St. Theresa’s Hospital should regularly review the performance appraisal system in order to improve upon its content. The study also recommended that, the hospital authorities should adopt more innovative strategies and techniques in order to make the system more purposeful. These strategies could include regular formal training programmes to help reduce subjective errors and ensure constant interaction between authorities and the health workers.

Source: UCC