ghanaopendata/ghanaian-research-english huggingface dataset:
WORKING CAPITAL MANAGEMENT PRACTICES OF SMALL SCALE ENTERPRISES IN THE CENTRAL REGION OF GHANA

The main thrust of this study is to unveil the working capital management practices of SSEs in the Central Region of Ghana. The study used descriptive statistics for the presentation and analysis of findings. The results show that 38 percent of SSEs received credit from their suppliers and the average credit period ranged between two weeks to one month. On the other hand, the credit period given by SSEs to their credit customers ranged between less than a month and 60 days. From the study, two main problems faced by SSEs in dealing with credit customers are late payment and bad debt. The results show that 50 percent of respondents use notebooks while only 0.7 percent uses computers for inventory control. Fifty-seven percent of the respondents had bank account for their businesses. Personal savings accounted for about 60 percent of start-up capital and SSEs consider inflation/price increases to be more problematic than even high debtors turnover period and low stock turnover. Consequently, it is recommended that there should be greater collaboration between the Business Advisory Centres (BACs) and the various associations of SSEs for the financial training of entrepreneurs. Government will have to expand the BACs currently located in only the district and regional capitals. The National Board for Small Scale Industries (NBSSI) should design and print more simplified record keeping documents, like their current cash book, for use by the SSEs. The SSEs should use their associations in a cooperative manner to procure inventory.

Source: UCC
Working conditions of health personnel: its implications for the sustainability of the national health insurance scheme in Cape Coast metropolis

The inadequacy of reach-all health budgets in many developing countries has usually been a matter of political and social concern in several countries affected by budgetary constraints. In a bid to achieve some level of equity in health care, Ghana officially introduced National Health Insurance Scheme (NHIS) in 2004. This study sought to investigate conditions under which health personnel work to ensure the sustainability of the NHIS. The study used triangulation method, which involved the use of multiple sources and methods to collect data from health workers and some clients of the NHIS. Results of the study showed that health personnel had limited personal experiences with the legal framework establishing the scheme. It was also, revealed that notwithstanding the increases in patronage of health services since the introduction of the NHIS, this has not been matched with required health infrastructure. Nonetheless, most of the health personnel are relatively satisfied in responding to the needs of NHIS policyholders. Some policy holders are equally satisfied with services provided them by health workers and that they were willing to sustain their membership of the scheme. To make the NHIS more sustainable, it is recommended that the authorities should provide some incentives to the workers as well as commit some of their proceeds to improving health infrastructural facilities that provide services to majority of their clients.

Source: UCC
Working conditions of male and female artisanal and small-scale Gold miners in Ghana: Examining existing disparities

Artisanal and small scale mining (ASM) provides a livelihood to more than 100 million men and women Worldwide, mostly in the global south. Although the sector is male-dominated, the number of women engaged in its activities has increased dramatically in recent years, underscoring the need for critical assessment of their environmental, health and safety working conditions. Based on a cross-sectional survey of482 male and 106 female artisanal and small-scale gold miners in Ghana, this study examines the disparities in the mean scores of the environment, health, safety and economic working conditions between male and female gold miners. Using four counter factual decomposition techniques, inequality in working conditions was disaggregated according to group differences in the magnitudes of the Determinants and group differences in the effects of the determinants. The difference in the mean value of the estimated coefficients accounts for much of the difference in environment, health, safety, and economic working conditions between the male and female artisanal and small-scale gold miners. This implies that the gap in working conditions between the two groups may be attributed to discrimination, but it may also emanate from the influence of unobserved variables. Gender-specific differences exist for the artisanal and small-scale gold miners surveyed: age and years of experience are salient for men, whereas education and number of years lived in the community are more important for women

Source: UCC
Working with the Informal Service Chain as a Locally Appropriate Strategy for Sustainable Modernization of Municipal Solid Waste Management Systems in Lower-Middle Income Cities: Lessons from Accra, Ghana

Twenty years of formal private sector participation in solid waste management in Ghana has failed to deliver an increase in collection coverage and recycling rates. This article shares lessons and experiences from Accra, Ghana, a middle-income city where researchers and municipal solid waste managers have collaborated to modernize the municipal solid waste management system by working together to develop a locally appropriate response to the informal waste service sector. Stakeholders have used inclusive decision-making and participatory research methods to bring formal service providers to work in partnership with their informal counterparts to improve collection and recycling. The Waste aware benchmark indicator framework has been used to assess and compare the improvements in the physical and governance aspects of the municipal solid waste management system, supplemented y statistical analysis of responses to a survey on the socio-economic contribution of the informal service providers in the city. Within two years of their inclusion, the number of informal service providers has increased y 71 percent, from 350 to 600, creating new livelihoods and contributing to poverty reduction. The informal service providers have been able to increase collection coverage from 75% to 90%, waste capture from 53% to 90%, and recycling rates from 5% to 18%, saving the municipality US$5,460,000.00 in annual operational costs. The results have influenced the decision-makers to move towards structural integration of the informal service providers into the formal waste service system. The shift towards practical, locally responsive interventions in Accra provides a positive example of sustainable waste management modernization, and key lessons for cities in similar economies

Source: UCC
Worklife Balance and Employee Performance Among Senior Staff at the University of Cape Coast

ABSTRACT The aim of this study was to examine the influence of work life balance on performance of senior staff at the University of Cape Coast. There were three main specific objectives, among them were to identify the level of work life balance of senior staff of the University of Cape Coast; examine the level of performance of senior staff at the University of Cape Coast; and examine the effect of work life balance on the performance of senior staff at the University of Cape Coast. The study was based on the views of 281 senior staff from the study area. It was a quantitative study with self-administered questionnaire as the main research instrument. The results from the survey were processed with the help of the Statistical Package for the Social Sciences (SPSS v26.0). The results of the study concluded that the senior staff find it difficult in balancing both work role and family or personal roles. Also, it was found that, senior staff at the University of Cape Coast had high levels of performance within the organisation. Lastly, there was a positive relationship between work life balance and employee performance. The study therefore recommended that, for the senior staff to be effective, the authorities must institute effective work life balance policies to explain the causes of imbalance and strategies for upgrading the quality of lives to create the life and work goals.

Source: UCC
Workplace bullying among nurses in the Upper West Region of Ghana.

Workplace bullying (WPB) is a multi-dimensional concept characterized by a constellation of actions taken and those not taken in workplaces and include but not limited to hostile remarks, spreading of rumours and intimidation. Nursing is a caring profession where effective communication, interpersonal relationships and teamwork are essential. However, over the years, bullying among nurses has become endemic and presents serious safety and health hazards which can result in physical and psychological difficulties for victims. This compromises the quality of care, patient safety and the wellbeing of the nurses, yet there is paucity of research on the subject in Ghana. The purpose of this study was to determine the prevalence of WPB among nurses in the UWR of Ghana using a cross-sectional design. Three hundred and twenty-three (323) nurses were recruited using a multistage sampling technique and data collected through a self-administered questionnaire with a 98.5% (N=318) response rate. Data analysis was done using SPSS version 22. The results indicate a high prevalence of WPB among this study group. Eighty percent (80%; n=252) and 54.6% (n=172) were classified as being bullied over a six-month period by the operational and self-labelling methods respectively. WPB was also found to have strong positive linear relationships with both intentions to quit (r=0.487; N=315, p<0.001), and depression among the nurses (r=0.559; N=315; p<0.001). The results further indicate that WPB occurs irrespective of the nurses’ gender or professional nursing background. WPB is a common phenomenon in this study area. Hence, all stakeholders should institute measures aimed at reducing its incidence and mitigating against its consequences on nurses and other employees.

Source: UCC
Workplace conflicts in district assemblies in Ghana

Many studies have explored the relation between psychological distress and self-esteem. However, the present study aimed at assessing the incidence of psychological distress (depression, anxiety and stress) among women with infertility and explore the relationship that exists between these two variables when duration in marriage in controlled. Finally, the study aimed at finding the predictive power of depression, anxiety and stress on self-esteem. The research was a correlational study and employed 99 infertile women from three different sites in Ghana. The Beck Depression Inventory, the Beck Anxiety Inventory, the Perceived Stress Scale and the Rosenberg Self Esteem Scale were used to collect data. The results indicated that there was a positive relationship between depression and anxiety, a negative relationship between depression and self-esteem and a significant negative relationship between psychological distress and self-esteem when duration of marriage is controlled. Furthermore, the results suggested that anxiety was a significant predictor of depression, it was also found that depression but not anxiety nor stress was a significant predictor of self-esteem. The study therefore recommended the need to treat infertility as a condition that requires psychological input in its treatment. Gynaecologists attending to women with infertility should refer these women to clinical health psychologists for professional assistance. Lastly, it was recommended that religious leaders, family and stakeholders in society need to be educated that infertility is not a condition of choice in order to reduce the stigma and consequently psychological distress associated with the condition.

Source: UCC
Workplace conflicts in district assemblies in Ghana

The study focuses on assessing workplace conflicts in the District Assemblies in Ghana through literature review and quantitative analysis of primary data. The study seeks to bring to fore the need for managers of District Assemblies and by extension other Public Institutions to identify early warning signs or prevalence of workplace conflict, the undercurrent issues, appreciation of the consequences and where appropriate, managing it expeditiously. The study indicates that management style is a key factor determining high and low points of a destructive workplace conflict in an organisation, although not a grounded theory. It therefore specifically identifies personality clashes and warring egos as well as poor management as critical and complex factors affecting levels of destructive conflict in organization; gender differences also cause conflict when accompanied by disrespect but might not necessarily be problematic. The paper therefore recommends the pragmatic measures of improving management of workplace conflict and other grey areas of possible further research in the subject area.

Source: UCC
Workplace Environment And Employee Engagement Of Administrative Senior Staff At The University Of Cape Coast: The Mediating Role Of Organisational Justice

This study sought to examine workplace environment‟s influence on employee engagement of administrative senior staff at the University of Cape Coast and the role of organisational justice in mediating such a nexus. The study adopted a quantitative approach. The simple random sampling technique was used to collect data from 209 staff from the University of Cape Coast through selfadministered questionnaires out of a population of 478. Partial Least Squares (PLS) structural equation modelling was used to test the hypotheses postulated. The findings revealed that only two workplace environment variables (physical and workplace flexibility) had a positive significant influence on employees‟ engagement. Given the second study objective, the study found that organisational justice had a significant positive influence on employee engagement within the University. Finally, the study proved organisational justice mediated only the relationship between three workplace environments (physical, workplace flexibility and social) and employees‟ engagement. The study concludes that workplace flexibility work environment, a dimension of workplace environment, can only influence employee engagement by ensuring an atmosphere of justice and fairness as perceived on the part of employees. Therefore, the study recommends that the University management put mechanisms in place to allow employees to experience more engagement, supportive justice, and fairness at the workplace.

Source: UCC
Workplace Environment And Employee Job Satisfaction In The Banking Sector: Evidence From Consolidated Bank Ghana (Cbg) Limited

The study examined the effect of workplace environment and job satisfaction of employees in the Banking sector with evidence from Consolidated Bank Ghana (CBG) Limited. Specifically, four research objectives guided the study; to ascertain the overall satisfaction level of employees at Consolidated Bank Ghana (CBG) Limited, to analyse the physical workplace factors affecting work environment of employees at Consolidated Bank Ghana (CBG) Limited, to examine the psychosocial workplace factors affecting work environment of employees at Consolidated Bank Ghana (CBG) Limited, and to determine the effect of workplace environment on job satisfaction of employees at Consolidated Bank Ghana (CBG) Limited. The study relied on the quantitative approach and explanatory research design. A structured questionnaire was used to gather data from all the 250 respondents across CBG branches in the Greater Accra. The data gathered was then processed using the IBM SPSS Statistics (version 26). Both descriptive (mean and standard deviation) and inferential statistics (simple regression) were used to address issues in the study. The study found employee job satisfaction to be high among staff of CBG. The study revealed that work environment of Consolidated Bank Ghana (CBG) Limited was characterised by both physical and psychosocial factors. Finally, the study found a moderate effect of work environment on job satisfaction of employee at Consolidated Bank Ghana. The study, recommended that management of Consolidated Bank Ghana (CBG) Limited ensure that, the best workplace environment practices are instituted in order to gain satisfaction of staff who can help the banks achieve its strategic goals.

Source: UCC
Workplace Environment and Employee Retention at Agona Swedru Municipal Hospital

ABSTRACT The main purpose of the study was to examine the nexus between workplace environment and employee retention at Agona Swedru Municipal Hospital. In order to achieve the purpose of the study, the following objectives were set; assessing the work environment of Agona Swedru Municipal Hospital, assessing the level of retention of employees and examine the effect of work environment on employees’ retention at Agona Swedru Municipal Hospital. This study adopted a quantitative approach and used a descriptive survey design to ensure an accurate account of the characteristics of the study population. Out of 140 staff, a sample of 103 were randomly selected. The research instrument used was questionnaire. The analyses were done and descriptive statistics such as frequencies, percentages mean, standard deviation and inferential statistics were used to tackle the objectives. The study revealed that there are health and safety mechanisms, cordial relationship exists among both co-workers and supervisors at Agona Swedru Municipal Hospital. High retention was manifested when the employees revealed that they would work for the hospital in the coming years and would stay for the foreseeable future. The model showed that 16.2% of employee retention at Agona Swedru Municipal Hospital is explained by the work environment. It is concluded that work environment contributed a small change in employee retention at Agona Swedru Municipal Hospital. It was found that work environment caused a small change in the retention of employees and this is not pleasing. Therefore, management of Agona Swedru Municipal Hospital should enhance the elements given in the study to enhance the change in retention caused by work environment

Source: UCC
Workplace Sexual Harassment Of Nurses And Midwives In Healthcare Facilities In The Central Region Of Ghana

This study sought to investigate the prevalence and determinants of workplace sexual harassment (WSH) against nurses and midwives in the Central Region of Ghana. Using a mixed methods design, an adapted questionnaire was used to collect data (online) from 1494 nurses and midwives, recruited through a census technique, while purposive approaches were used to obtain qualitative data through written narratives (13) and interviews (11). Quantitative data were analysed using binary logistic regression and partial least squared structural equation modelling (PLS-SEM). Interpretive phenomenological approach (IPA) was used to analyse qualitative data. Prevalence of WSH among the nurses and midwives was 43.6% with behavioural-list questions, and 22.6% with a direct question. Gender (aOR = 1.59, 95% C.I [1.23, 2.07]), work experience (aOR = 0.86, 95% C.I [0.80, 0.93]), marital status (aOR = 0.54, 95% C.I [0.41, 0.72]), and respondents’ work facility (aOR = 0.49, 95% C.I [0.36, 0.68]) predicted WSH. Among the dimensions of WSH, sexist behaviour (β = 1.09, 95%CI [0.62, 1.67], p = .001), and sexual coercion (β = 0.31, 95%CI [0.13, 0.51], p = .001) influenced victims’ health and safety. Besides, policy (β = 0.10, 95%CI [0.08, 0.13], p = .001) and sexual harassment climate [SHC] (β = -0.68, 95%CI [-0.78, -0.59], p = .001) influenced WSH. Moreover, policy moderated the relationship between SHC and WSH (β = 0.21, 95%CI [0.11, 0.32], p = .001). Also, the IPA showed that nurses and midwives experienced varied forms of WSH, often committed by physicians, nurses, patients, and patients’ relatives, which affected victims’ health and safety. Thus, managers of healthcare facilities in the region need to institute measures such as education, training, and policy to address the problem of WSH.

Source: UCC
Workplace Violence And Employees‘ Turnover Intention In The Hospitality Industry: A Case Of The Elmina Beach Resort And Coconut Grove Beach Resort

The purpose of the study is to investigate the association between workplace violence (WPV) and employees‘ turnover intention (ETI) in selected facilities in the hospitality industry in Elmina. Specifically, the study sought to examine the prevalence of WPV in the hospitality industry; examine the prevalence of employees‘ turnover intentions in the hospitality industry; assess the association between WPV and employees‘ turnover intentions in the hospitality industry; and, examine the role of demographic, socio-economic, and organisational factors on ETI in the hospitality industry. In all, 104 employees participated in the study. Self-administered questionnaires were employed to solicit for participants‘ responses. The data analyses were done using STATA version 14. A bivariate and multivariate logistic regression was fitted to examine the association between WPV and ETI at a 95% confidence interval. Emotional violence was the most reported violence experienced at the workplace (18.27%). There was a high turnover intention (53.85%). Employees who experienced WPV had significantly reduced odds of turnover intentions (AOR=0.12, 95% CI = 0.24-0.63). High perceived organisational support was significantly associated with lower turnover intentions (AOR=0.21, 95% CI = 0.07-0.61). Employees who perceived their socio-economic condition as supportive were less likely to have turnover intentions (AOR=0.71, 95% CI=0.23-0.63). The findings underscore the importance of creating safe and respectful work environments, promoting organisational support, and fostering positive management-employee relationships to mitigate turnover intentions and retain valuable talent. In conclusion, although there is a low prevalence of WPV among employees in the hospitality industry, there is a high turnover intention. The study highlights a need for training programs and policies that promote respectful and supportive work environments.

Source: UCC
Workstress and Marital Relations

The aim of the study was to find out the bi-directional relationship between workstress and marital relation. The purpose was to develop an understanding of the psychological interface of such a complex relationship by specifically examining the positive and negative spill over between work and marital roles with their antecedents and outcomes. Using mail survey and a total sample of fifty (50), dual earner persons made of twenty one (21) females and twenty nine (29) males from Ghana, linear regression analysis was employed to test the various hypotheses. Findings indicate that the hypothesis that workstress would impact negatively on marital relations was supported (P<0.01, F (8, 442) = 0.006). In addition, the hypothesis that males and females would be significantly different with regard to the coping mechanism used as a result of the interaction between workstress and marriage was not confirmed (P>0.05,F (1, 19)= 0.23); (P>0.05,F (1, 23)= 0.69). Finally, the hypothesis that there would be significant relationship between one’s coping strategy and the quality of family relations was not supported (P>0.01, F=. 653).

Source: UCC