ghanaopendata/ghanaian-research-english huggingface dataset:
Training and its challenges to hospital staff under Ghana health service: a case study of trauma and specialist hospital, Winneba

The study examined the training and its challenges to hospital employees under the Ghana Health Service of the Trauma Hospital at Winneba in the Central Region. The case study research design was adopted for the study. Through the use of census sampling and the simple random sampling procedures 60 hospital employees were selected to participate in the study. The questionnaire was used to gather the requisite data for the study. The data were analyzed through the computation of descriptive statistics such as frequencies, percentages, as well as mean of means distributions. The study among other things found out that training is organized for the employees only once in a while i.e. once in a year. With this, the hospital staffs are mostly offered with both on-the-job and off-the-job training. Job instructional training was the type of on-the-job training that was mostly offered to the employees whereas the off-the-job type of training was offered during workshop to hospital staff. Also, it was found out that, there is lack of interest and committed management; insufficient budget; lack of motivation; lack of recognition of performance of hospital employees; and lack of promotion characterized the kind of environment at the workplace of the hospital employees. The study recommended that frequent training, on-the-job and off-the-job training, should be organized for the hospital staff both senior and junior staff members so that staff members are abreast with current trends of attending to the health needs of patients. Again, management should show interest, commitment, and active participation towards and during organizing training programmes in order to motivate hospital employees to also take part in training programmes in order for hospital staff members to recognize the need for such training programmes to their development.

Source: UCC
Training and job performance of administrative senior Staff at the University of Cape Coast

This study aimed at assessing training and job performance among administrative senior staff at the University of Cape Coast. Specifically, the study sought to assess the level of effectiveness of training among the administrative senior staff; evaluate the job performance of the administrative senior staff; and finally assess the effect of training on the job performance of the administrative senior staff. Using Krejcie and Morgan’s (1970) statistical table, 214 administrative senior staff were sampled out of 478. Data was obtained through a self-administered questionnaire and the results were analysed by the use of the Statistical Package for Social Sciences (SPSS, V21.0) software and the SMART PLS (V3). The findings revealed that there was a moderate level of job performance in all the dimensions of performance. For example, the level of performance among the administrative senior staff was moderate in terms of decision making and individual composure. It was also found that, training had the highest impact on adaptive performance at UCC. This was followed by contextual performance and the least being task performance. The study concludes that training among the administrative senior staff has been successful in influencing how they adapt, though generally, it can be concluded that other variables that influence performance were not included. This study recommends that the Training and Development Section at UCC should ensure Section-specific, Unit-specific and Department specific needs assessment for training that is based on job performance requirements for such Sections, Units and Departments.

Source: UCC
Training and job performance of employees at Prudential Bank Limited Cape Coast

The purpose of this paper is to analyse the impact of training on job performance of employees at Prudential Bank Limited’s Cape Coast branches. Descriptive survey design is employed in this study. Using questionnaires, responses were sourced from fifty-six (56) staff who were selected using census sampling technique and analysed using multiple regression analysis. The result of the study revealed that training programmes at the bank usually take the form of on-the-job training (coaching, workshops, mentoring and internship) and off-the-job training (conferences, simulation, discussion and role play). The study further revealed that the objective of the training programmes was to help improve employees’ performance. Using OLS regression to analyse the impact of training on performance, it can be inferred that training that bothers on job knowledge, skills, abilities and morale have a positive effect on employee performance. The study subsequently recommends that the managers of the bank should ensure adequate budget for training activities and utilise the allocated resources in efficient manner for organisational success. Employee training and development should be a priority in order to get the best out workforce as well as improving the organisation’s productivity.

Source: UCC
Training and Performance of Administrative Staff at the University of Cape Coast

Employee training plays a tremendous role in promoting employee performance across organisations, including the University of Cape Coast (UCC), Ghana. Employee training unlocks employees' potential growth and development opportunities to enable them to use advanced technologies while gaining robust skills and competencies to handle complex tasks. As such, this study investigates how training influences the performance of administrative staff at UCC. It also specifically assesses the perceived purposes of training and the actors influencing the performance of administrative staff at the university. To achieve these objectives, the study adopted the quantitative approach, descriptive survey design and structured questionnaire. A valid data of 130 were retrieved from the 148 administrative staff at UCC. The IBM SPSS Statistics programme version 26 was then used to process and analysed the data using mean scores and linear regression statistical tools. The study found career or development training as the key and major type of training organised for the staff at UCC. Also, on-the-job and off-the-job training was found to significantly and positively improve employee performance at the university. It was recommended that the management of UCC should develop a more comprehensive approach towards employee training to ensure that their implementation directly addresses possible performance constraints of the senior administrative staff.

Source: UCC
Training and work performance: Perception of employees of Ghana High Way Authority (GHA) in the Sunyani Municipality

This study is a descriptive survey, which sought to find out the perception of employees of Ghana Highway Authority, Sunyani with respect to the extent to which these employees perceive training as influencing their work performance in the organization. It also sought to determine the factors considered when selecting employees for a training programme. Furthermore, the study also sought to find out the perception of the employees on the extent to which training affect their performance and also the challenges encountered by them when they embark on a training programme. A total of seventy one respondents were randomly selected. The main research instruments used to collect data was the questionnaire. Descriptive statistics such as frequencies, percentages, means and standard deviation were used to analyze the data of respondents. Findings of the study showed that seniority was the main factor used in selecting an employee for a training program. The study also revealed that training helped in reducing the number of complaints received from clients. The researcher therefore recommends that need analysis should first be done to determine the training needs and based on the results determine who attends a training program. Furthermore, enough time should be allotted for training programs to allow for more practice at training sessions.

Source: UCC
Training as a tool for performance improvement in the modern banking industry: A case study of the rural banks in the Brong - Ahafo region

Training is a pre-requisite for the growth and survival of rural banks in this era of competitive banking. Indeed, the importance of training to the effective and smooth running of rural banks cannot be over-emphasised. The principal aim of the study was to ascertain whether training is a tool for performance improvement in the modem banking industry with particular reference to rural banks. The descriptive research design was used for the study. The target population comprised all the rural banks in the Brong-Ahafo Region. The research instruments used for collection of data were questionnaire, interviews schedule, documents, and observation. Frequency of responses, percentages and mean values were used to analyze the data collected. The types of training available in the rural banks are on-the-job and offthe-job. Although rural banks combine on-the-job and off-the-job training to develop their human resource capacities, prior attention is open to the former. An insignificant number of the staff and directors of rural banks are professional bankers. Rural banks are entangled in competitions to attract donor support in the form of funds and offerings of training opportunities to upgrade the knowledge, skills and attitudes of their staff. Also, they are competing with each other to attract and retain customers. Training of staff and directors of rural banks has proved to be an effective tool in enabling the banks to withstand the competition in the banking industry.

Source: UCC
Training college tutors' perception about the effectiveness of their principals' leadership practices in the Central region

If principals of teacher training colleges are to provide effective and efficient leadership that will ensure the attainment of their institutional goals, then they need to identify their own strengths and weaknesses. This will enable them to build on their strengths and improve upon their weaknesses. This study sought to explore how tutors of teacher training colleges in the Central Region perceive their principals' leadership role and what suggestions they have for improving the effectiveness of their principals' leadership role. Questionnaires, which were tested with reliability of 0.82, was used to collect data from the 151 tutors. Three principals were also interviewed. Among other things, the study found that that the tutors generally had a positive perception about their principals' leadership role. They, however, expected their principals to have good human relations with their tutors but at the same time be firm and seek the welfare of tutors. They should also encourage tutors to enroll for further studies and periodically organize in-service training (INSET) for tutors and also provide adequate learning and working resources to improve their effectiveness. Based on the findings, it is recommended that principals should set up committees to support their leadership task accomplishment. Old Students Associations could also be strengthened so that the alumni could contribute their quota to the provision of learning and working resources for the colleges.

Source: UCC
Training Needs Assessment of College of Education Tutors in the Central Region, Ghana

This study aimed to assess the training needs of tutors in the colleges of education in the Central Region of Ghana. A total of 111 Colleges of Education tutors participated in the study. Data obtained were analyzed using descriptive statistics. It was evident in the study that tutors find out about programmes from friends and coworkers. It was also revealed that most tutors had a favourable attitude towards available staff development opportunities. Again, most tutors considered available training programmes to be relevant to their areas of specialization. Based on the findings of the study, it was recommended that periodic orientation programmes should be organized by College of Education authorities to update College of Education tutors on available training programmes which are relevant to the performance of their academic duties.

Source: UCC
Training Transfer and Employee Performance at Volta River Authority (Vra) in Ghana

ABSTRACT The purpose of the study was to examine the training transfer and employee performance at Volta River Authority (VRA) in Ghana. The study adopted a quantitative research approach and the design was a descriptive survey design. A sample size of two hundred and thirty-two (232) respondents comprising those who had received technical training and non-technical training were used a simple random sampling method was used to select participants for the study. The Research instrument used was questionnaire. the study found out that there are more training programmes at their disposal. Among them were power system operating and maintenance training courses, power network and system protection courses. The study also found out that several factors hinder successful transfer of training to the job. Among these factors or indicators are inadequate or lack of support from both superiors and co-workers, employees normally face time constraints and most equipment are outdated. Further, the study found out that hinderances on training transfer‟ has a moderate negative significant relationship with employee performance. the study further concluded with confirmation to other studies and assertions that hindrances to training transfer is statistically significant and negatively related to VRA workers performance. However, the effect on employee‟s performance is moderate. The study recommended that management of Volta River Authority should ensure that there are adequate resources as well as proper tools equipment are made available for successful transfer of training

Source: UCC
Trans-Placental Transmission and Survival at Birth among Neonates of Chlamydia trachomatis Infected Mothers: A Cohort Study

Objective The study aimed at assessing trans-placental transmission of Chlamydia trachomatis (CT) and fetal survival at birth among CT infected mothers. Study Design This is a non-interventional prospective cohort study. Population /Study Setting The study was conducted among two thousand and fourteen pregnant women attending antenatal clinic at the Cape Coast Teaching Hospital. Methodology Cord blood from neonates born to one hundred and twelve (112) pregnant women whose cervical samples were positive for CT at first ANC visit were screened by Polymerase Chain Reaction (PCR) for CT infection. Transplacental transmission of CT was considered when CT DNA type-specific agreement was observed between the samples of maternal cervical specimen and the corresponding neonatal cord blood. A neonate who did not survive at birth at > 28weeks gestation or 1000g birthweight is considered stillbirth. Results There were one hundred and one (101) live births and eleven (11) stillbirths. Of the 101 live births, two (2) of the cord bloods were CT DNA positive whereas nine (9) of the eleven (11) stillbirths were cord blood positive for CT DNA. The two (2) neonates with cord blood positive for CT DNA developed early onset neonatal sepsis. There is therefore, a strong evidence that trans-placental CT infection is associated with stillbirth P< 0.001; OR, 38.5 ; 95% CI (6.91 – 412.3). Conclusion Antibiotic prophylaxis for pregnant women at risk for CT infection is recommended. Routine screening for all pregnant women should be considered for prenatal care in medium to long term planning.

Source: UCC
Transcranial dopplerography in acute left-hemispheric ischemic stroke.

Introduction: Stroke is the second most common cause of morbidity worldwide and is the leading cause of acquired disability. Emergent brain imaging is essential for evaluation of acute ischemic stroke. Transcranial dopplerography in triplex mode is a non-invasive approach to obtain quantitative parameters of blood flow. Objective: Transcranial dopplerography assessment of blood flow parameters in patients with left hemispheric stroke, caused by atherosclerosis of the internal carotid and middle cerebral artery. Materials and methods: A retrospective analysis of the results of transcranial dopplerography (TCD) of the middle cerebral artery was performed in 104 patients with left hemispheric ischemic stroke (IS) caused by atherosclerosis of the internal carotid (IC) and middle cerebral arteries (MCA). The age of the subjects was 41-80 years, among them 49 (47.1%) men and 55 (52.9%) women. The maximum systolic velocity (Vs), the end diastolic velocity (Vd), average systolic velocity (TAMX), the resistance and pulsativity indexes (RI, PI) in MCA were determined. Results: In 90 (86.5+3.4%) patients, Vs in the MCA did not exceed 70 cm/s and averaged 56.7 ± 6.6 cm/s. In 14 (13.5+3.4%) patients Vs varied within 71-118 cm/s and averaged 87.9 ± 9.3 cm/s. Among patients with a reduced velocity of blood flow in 83 (92.2%) cases, according to CT and MRI data, the size of the affected lesion in the left hemisphere varied within 1.0-2.0 cm, in 7 (7.8%) cases was less than 1.0 cm. TCD in 79 (87.8%) cases showed MCA stenosis, which was confirmed in 76 cases with MRI angiography. Vs among patients under 60 years old was 56.7 ± 6.6 cm/s, more than 60 years-48.5 ± 5.9 cm/s; Vd-19.0 ± 2.8 cm/s and 13.0 ± 2.0 cm/s; TAMX-27.5 ± 4.3 cm/s and 25.2 ± 4.2 cm/s; RI=0.67 ± 0.04 and 0.74 ± 0.04; PI-1.37 ± 0.09 and 1.41 ± 0.08 respectively. On the contralateral side, Vs was increased, Vd decreased. The diastolic blood flow velocity between patients <60 and >60 years was significantly different (P<0.05). In a patient with IS Vs in the deep medial cerebral vein was 24.6+3.8 cm/s; in the basal vein of the brain -24.6+3.8 cm/s; in the large vein of the brain -26.2+2.4 cm/s; in the direct sinus, 31.7 ± 2.4 cm/s, respectively. Conclusion: In patients with hemispheric chemical stroke, stenosis of the middle cerebral artery is often observed, a systolic blood flow velocity less than 70 cm/s, an increase in the resistance and pulsation index. On the contralateral side, in persons up to 60 years of age, the blood flow velocity may be slightly increased in comparison with healthy individuals. Reduction of systolic blood flow velocity, increase in resistance index more than 0.70, pulsative index more than 1.35, presence of deep incision on Doppler spectrum of blood flow in middle cerebral artery are prognostic signs of unfavorable course of ischemic stroke. With ischemic stroke on the side of the lesion, visualization of the deep veins of the brain improves because of the increase in speed in them.

Source: UCC
Transformational Leadership and Employee Creativity at the Weija-Gbawe Municipality: The Mediating Role of Resilience

The study examined transformational leadership, resilience and employee creativity at the Weija-Gbawe Municipal Assembly. Specifically, four research objectives were investigated; to examine the influence of transformational leadership on employee creativity; to analyze the influence of transformational leadership on resilience; examine the influence of resilience on the employee creativity of employees; to and analyze the mediating role of resilience in the relationship between transformational leadership and employee creativity. The study relied on the quantitative approach and explanatory-correlational design. A structured questionnaire was used to gather data from a sample response of 245 respondents in the company. The data was then processed using the IBM SPSS Statistics (version 25) and analyzed using partial least square structural equation modeling (PLS-SEM). The study found that transformational leadership has significant positive influence on employee creativity and resilience of the employees in the company. The study also found that employee resilience has a significant positive influence on the employee’s creativity. The findings further showed that resilience mediates the nexus between transformational leadership and employee creativity. The study, therefore, recommended that management of assembly should emphasize nurturing transformational leadership traits of the supervisors or leaders of respective departments and units in organisation. This can be done through seminars, conferences, meetings, and training workshops towards improving transformational leadership traits

Source: UCC
Transformational Leadership and Innovative Work Behaviour of Nurses at Cape Coast Metropolis: the Moderating Role of Public Service Motivation

The study aimed to research the results of Transformational Leadership and Innovative Work Behaviour of Nurses at Cape Coast Metropolis: The Moderating Role of Public Service Motivation. The study followed the positivism approach. The target population was nurses inside Cape Coast Metropolis and 581 were sampled. Stratified sampling techniques were utilized in the choice of the study respondents. Questionnaires were adopted by the researcher to gather data from the respondents within the hospitals. From the findings, it was found out that transformational leadership made a significant improvement in nurses� innovative work behaviours. Transformational leadership accounts for a considerable improvement in innovative work behaviours of nurses in Cape Coast Metropolis. Also, Public service motivation moderates significantly and positively on the impact of transformational leadership on innovative work. In the sight of this, recommended that those hospitals within Cape Coast Metropolis ought to adopt and apply transformational leadership and innovative work behaviours. The constraints of the study were that the study was also limited to only public nurses at cape Coast metropolis and that comprehensive analysis needs to be done across the country.

Source: UCC
Transformational leadership, employee psychological well-being, and work engagement in the University of cape coast

The study examined the link between transformational leadership, and employee psychological well-being (with the mediating role of employee psychological well-being). Specifically, the study aimed to examine the relationship between transformational leadership and employee psychological well-being, the relationship between transformational leadership and employee work engagement and whether the psychological well-being of employees will mediate the association between transformational leadership and employee work engagement. The study employed the survey design in which a questionnaire was used as a data collection instrument. The study’s sample size was 153 University of Cape Coast administrative staff. The data for the research questions were analysed with descriptive and inferential statistics, particularly mediation analysis. A moderately significant positive correlation was found between TL and EPW. The study found a moderately significant positive correlation between transformational leadership and employee work engagement. The study further examined the mediating role of EPW on the relationship between TL and EWE among administrative staff. The findings of this study revealed a statistically significant mediation effect of EPW in the relationship between TL and EWE. It can be concluded that for EPW to explain the variances in work engagement significantly, employee psychological well-being plays a critical role. It is recommended that leaders in UCC should be encouraged to do more coaching and mentoring and inspire subordinates because it will motivate them to go the extra mile to ensure that the organisation’s objectives are met. University of

Source: UCC