ghanaopendata/ghanaian-research-english huggingface dataset:
Organisational culture and employee performance in the Sanctuary Montessori in Takoradi, Ghana

The study sought to examine the influence of organisational culture on employee performance in The Sanctuary Montessori in Takoradi, Ghana. The specific objectives of this study were to: assess the organisational culture that existed in The Sanctuary Montessori in Takoradi, Ghana; ascertain the level of employee performance in The Sanctuary Montessori in Takoradi, Ghana; and finally to examine the effect of organisational culture on employee performance in The Sanctuary Montessori in Takoradi, Ghana. The research approach was quantitative, the research design was descriptive-explanatory and the study design was cross-sectional. All teaching and non-teaching staffs of The Sanctuary Montessori in Takoradi-Ghana, numbering 82 formed the population of the study. A census was employed to select all 82 teaching and non-teaching staff of The Sanctuary Montessori in Takoradi, Ghana to serve as a sample size for this study. However, the returned and usable response for the study was 75 representing 91.5%. A semi-structured questionnaire was the instrument used for data collection and it was self-administered. IBM SPSS Statistics for Windows, version 23 was the software used to analyze the data. Mean, standard deviation, and standard regression tools were employed. Among other findings, this study found a positive significant effect of organizational culture on employee performance. This study concluded that a strong corporate culture propels employees to superior performance and vice versa. The study, therefore, recommended that the management of The Sanctuary Montessori should maintain a strong corporate culture within the organization to propel employees to continuously perform well.

Source: UCC
Organisational Culture and Employees’ Commitment at Timber Industry Development Division of the Forestry Commission, Takorad

ABSTRACT The study examined the influence of organisational culture on the commitment of employees at the Timber Industry Development Division (TIDD) of the Forestry Commission, Takoradi. Specifically, three research objectives were set and investigated namely; to assess the indicators of organisational culture in TIDD; to assess the levels of employee commitment in TIDD; and to analyse the influence of organisational culture on employee commitment in TIDD. The study adopted the positivism philosophy thus relying on the quantitative approach and correlational design. Structured questionnaire was used to gather data from 105 employees of the organisation. The data was then processed using the IBM SPSS Statistics (version 26) software. Both descriptive (means and standard deviations) and inferential statistics (multiple regression) were used to address issues in the study. The study found involvement, consistency, adaptability and mission as the dimensions of organisational culture; that there is high level of employee commitment at the TIDD; and that organisational culture through the indicators had significant positive influence on employees’ commitment at the TIDD. The study recommends that management of the TIDD should emphasise on continuously strengthening its organisational culture

Source: UCC
Organisational Culture and Innovation Capability Among Freight Forwarding Firms in Ghana Stewart

This study assesses the mediating role of business ecosystem learning between dimensions of organisational culture and innovative capability. Further the study explores the moderating role of perception of procedural fairness between business ecosystem learning and innovative capability among freight forwarding firms in Ghana. Grounded in the positivist philosophical paradigm, a quantitative approach was adopted. A simple-random sampling technique was used in the selection of 327 employees of freight forwarding firms who answered questions on organisational culture, business ecosystem learning, perception of procedural fairness and innovative capability. A structured, pre-tested, self-administered and validated questionnaire was employed for data collection. Further, a simple random sampling technique, as well as, a convenience sampling technique were employed in the thesis. The findings reveal that business ecosystem learning mediates between all dimensions of organisational culture and innovative capability. Further, the results show that perception of procedural fairness significantly moderates between business ecosystem learning and innovative capability among freight forwarding firms. The study concludes that clan, adhocracy and market cultures may deliver positive learning outcomes for adaptation among firms. The study adds that perception of procedural fairness may further enhance these positive outcomes of relational embeddedness among freight forwarding firms. The study recommends that owners and managers of freight forwarding firms in Ghana should build firm value systems and normative guidelines that promote clan, adhocracy and market cultures.

Source: UCC
Organisational Culture and Innovation in Public Universities in Ghana: The Mediating Role of Leadership Emotional Intelligence

This study was about investigating the extent to which the influence of organisational culture on innovation is mediated by leadership emotional intelligence in Public Universities in Ghana. Specifically, the study sought to; investigate the influence that organisational culture has on innovation, assess the relationship between innovation and leadership emotional intelligence, and finally, determine the mediating effect of leadership emotional intelligence on the relationship between organisational culture and innovation in the Public Universities in Ghana. The study was quantitative, with explanatory design. With a population of 3095 staff from the three selected Public Universities from three geographical zones in Ghana, 341 respondents were randomly sampled based on Krejcie and Morgan (1970) Table. In total, out of the 341 questionnaires, 255 valid responses were obtained from the three selected universities. In analysing the three main objectives of this study, partial least squares structural equation modeling techniques, with the aid of the SMART PLS version 3.0, were employed, while the descriptive statistics were processed with the SPSS Version 24. The main findings of the study indicated that with the exception of clan culture, the rest of organisational cultural dimensions such as adhocracy culture, market culture and hierarchical culture had a positive significant influence on innovation. Secondly, it was found that there was a positive relationship between innovation and leadership emotional intelligence. Finally, the study outcomes showed that leadership emotional intelligence mediated the relationship between organisational culture and innovation, particularly when there were adhocracy, market and hierarchical cultures. Based on the findings of the study, it was concluded that Public Universities in Ghana, in enhancing innovation, should pay more attention to their organisational culture with special interest in their leaders who are endowed with high emotional intelligence as it can be a key enabler or a major barrier against innovation.

Source: UCC
Organisational Culture And Innovation In Public Universities In Ghana: The Mediating Role Of Leadership Emotional Intelligence

This study was about investigating the extent to which the influence of organisational culture on ilmovation is mediated by leadership emotional intelligence in Public Universities in Ghana. Specifically, the study sought to; investigate the influence that organisational culture has on innovation, assess the relationship between ilmovation and leadership emotional intelligence, and finally, determine the mediating effect of leadership emotional intelligence on the relationship between organisational culture and innovation in the Public Universities in Ghana. The study was quantitative, with explanatory design. With a population 00095 staff from the tlu·ee selected Public Universities from three geographical zones in Ghana, 341 respondents were randomly sampled based on Krejcie and Morgan (1970) Table. In total, out of the 341 questiOlmaires, 255 valid responses were obtained from the three selected universities. In analysing the three main objectives of this study, partial least squares structural equation modeling teclmiques, with the aid of the SMART PLS version 3.0, were employed, while the descriptive statistics were processed with the SPSS Version 24. The main findings of the study indicated that with the exception of clan culture, the rest of organisational cultural dimensions such as adhocracy culture, market culture and hierarchical culture had a positive significant influence on innovation. Secondly, it was found that there was a positive relationship between innovation and leadership emotional intelligence. Finally, the study outcomes showed that leadership emotional intelligence mediated the relationship between organisational culture and innovation, particularly when there were adhocracy, market and hierarchical cultures. Based on the findings of the study, it was concluded that Public Universities in Ghana, in enhancing innovation, should pay more attention to their organisational culture with special interest in their leaders who are endowed with high emotional intelligence as it can be a key enabler or a major ban-ier against ilmovation.

Source: UCC
Organisational Culture and Senior Staff Performance in University of Cape Coast

ABSTRACT The aim of this study was to assess the effect of organisational culture on the performance of senior staff at the University of Cape Coast. The study sought to draw evidence from 249 employees from the study area. It was a quantitative study with self-administered questionnaire as the main research instrument. The results from the survey were analysed with the help of the Statistical Package for the Social Sciences (SPSS v26.0). The collected research data was analysed using descriptive and inferential statistics. The study found that with the right clan culture employed by the management of the institution significantly improves the performance of senior staff within the University of Cape Coast. The study also found that, the use of a conducive hierarchical culture environment in providing a positive influence on the performance of staff is supported by most staff at the University of Cape Coast. The findings revealed that the senior staff of the University of Cape Coast were guided by the organisations’ overall strategic plan in carrying out their work and employees completed work assigned to them as per the desired standards. The study recommends that management must create a favorable condition for staff in relation to the right organisational culture type and as to which level of employee performance that would best address certain negative influences on employee performance and dissatisfaction

Source: UCC
Organisational Culture and Work Life Balance Policies Among Healthcare Professionals at Tema General Hospital, Tema-ghana

The aim of this study was to examine the influence of organisational culture on the work life balance of healthcare professionals at Tema General Hospital in Tema, Ghana. There were four main objectives, among them were to investigate the influence of organisational culture on flexible working arrangement; organisational culture on leave arrangement; organisational culture on dependent care assistant; and organisational culture on wellness and personal development. The study was based on the views of 126 healthcare professional staff from the study unit. It was a quantitative study with self-administered questionnaire as the main research instrument. The results from the survey were analysed with the help of the Statistical Package for the Social Sciences (SPSS v26.0) and the Smart PLS 3 (v 3.3.8) software. The Structural Equation Model (SEM) was the main multivariate statistical analysis technique used in the study. The independent constructs were: clan, adhocracy, hierarchical and market cultures. The dependent constructs were: Flexible Working Arrangements; Leave Arrangements, Dependent Care Assistant and Wellness and Personal Development. In a nutshell, the study results indicated that all the independent constructs had influence on the Work Life Balance healthcare professionals. However, the nature of the influence depended on the Work Life Balance policy adapted by management. The study therefore recommended that, management of the healthcare center must create a favorable condition for healthcare professionals in relation to the right work life balance policies and as to which organisational culture dimension would best address certain negative influences on employee performance and dissatisfaction

Source: UCC
Organisational culture of the Ghana Revenue Authority:A study of the Okaishie Office, Accra

The study aimed to identify the dominant organisational cultural type/types, and figure out how these dominating organisational cultural types helped Okaishie Office of the Ghana Revenue Authority (ODTRD), to relate to customers and employees of the organisation. A structured questionnaire and interview guide were the data collection instruments employed to gather relevant information from management and staff of the Office. A sample size of eightytwo from a population of eighty-nine of comprising fourteen management staff and sixty-eight junior and senior staff members were used for the study. The study also revealed that strong, organisational culture had some impact on job performance. The impact was that, personnel of Okaishie Domestic Tax Revenue Division (ODTRD) had a comprehensive picture of the prevailing values in the organisation and the significance of their own work, the feedback they received, and their opportunities to influence the content and quality of their work was found to be predictive factors of specific organizational culture type. The study concluded that the results of the study may give the top management who are in charge insights to develop and maintain the strong organisational cultural system in ODTRD. The study recommended that top management of ODTRD should help maintain and improve the present culture to improve overall performance of the employees and the organisation.

Source: UCC
Organisational Culture, Leadership style and employee commitment in public organisations: A Case Study of Ghana Prison Service, Central Region

The purpose of the study was to examine how organisational culture and leadership styles can affect employee commitment in the public organisations using Ghana Prison Service (GPS), Central Region as a case study. The study adopted the descriptive survey design. The sample size for the study was 112, made up of 34 junior officers, 22 senior officers, and 56 non-commission officers of the GPS. The stratified sampling technique that makes use of the lottery method of simple random sampling was used to select the respondents. Questionnaire was the sole data collection instrument used with a reliability coefficient of 0.87. Both descriptive and inferential statistics were used to analyse the data. The findings of the study revealed that transformational leadership has been observed to be practiced at GPS, and that leadership style and organisational culture have influence on employees’ commitment to the GPS. The study indicated and concludes that the more employees of the GPS perceive the various leadership styles adopted by their immediate supervisors positively the more they become committed to the organisation. Furthermore, leadership style played a major role in nurturing the appropriate organisational culture which helped to improve the implementation of specific government reforms. Also, organisational culture and leadership style of officers of GPS in the Central Region of Ghana only predict employees’ commitment to the service when officers or employees of the organisation are satisfied with their job. The study recommends that management officers of the GPS should have the right person to do the right job and lead employees with appropriate and meaningful leadership style to increase their satisfaction with the job.

Source: UCC
Organisational Culture, Work Ethics and Employee Performance at the University of Cape Coast

ABSTRACT Man's abysmal failure to uphold culture and ethical behaviour within the framework of employment relationship, necessitates continuous examination of the complex issues, which arise from the lopsidedness between organisational and employees' performance. The study was conducted to assess the effect of organisational culture, work ethics on employee performance among administrative staffs at the University of Cape Coast. The study employed an explanatory research design backed by quantitative research approach. Both inferential and descriptive statistics was used for the analysis of the data. Two hundred and sixteen (216) employees were sampled from the target population using the simple random technique. Structured questionnaire was used for the primary data collection. The findings of the study revealed that employee performance was perceived to be effective. Again, the study showed that there was also statistically significant positive correlation between organisational culture and employee performance even though there was a positive weak correlation between organisational culture and employee performance. Regarding the joint effect of organisational culture and work ethics on employee performance, the study revealed that organisational culture and work ethics is not a statistically significant positive predictor of employee performance. It was thus recommended that management of University of Cape Coast should institutionalize periodic research in its management of organisational culture and work ethics policies as to timely diagnose grey areas in its organisational culture and work ethics system that could be well-managed scientifically to improve the impact of performance of administrators

Source: UCC
Organisational factors influencing sustainability of local non-governmental organisations Lessons from a Ghanaian context

Purpose – Despite the role of non-governmental organisations (NGOs) as actors in development, the issue of local NGOs’ sustainability remains a major concern in many developing countries such as Ghana. This study seeks to determine key factors that can influence local NGOs based on a Ghanaian case study. Design/methodology/approach – The research used a combination of quantitative and qualitative research approaches. Findings – The study identifies that the availability of funds, quality material resources, supportive leadership, development of needs-based and demand-driven programmes, and effective management can have a significant influence on the sustainability of local NGOs. Significantly, leadership emerged as the most important factor to organisational sustainability of local NGOs. Equally, the availability and quality of material resources for work were least critical to local NGO sustainability, although they were all very important. Practical implications – The case study suggests that local NGOs can adopt several measures to ensure their sustainability. These include the writing of good needs-based and demand-driven project proposals, ensuring transparency and accountability, leadership training and lobbying for resources including funds, especially, from local sources. Originality/value – Although the findings are based on Ghanaian local NGO sustainability scenario, the lessons can be useful to NGOs within similar contexts

Source: UCC
Organisational factors influencing sustainability of local non-governmental organisations Lessons from a Ghanaian context

Purpose – Despite the role of non-governmental organisations (NGOs) as actors in development, the issue of local NGOs’ sustainability remains a major concern in many developing countries such as Ghana. This study seeks to determine key factors that can influence local NGOs based on a Ghanaian case study. Design/methodology/approach – The research used a combination of quantitative and qualitative research approaches. Findings – The study identifies that the availability of funds, quality material resources, supportive leadership, development of needs-based and demand-driven programmes, and effective management can have a significant influence on the sustainability of local NGOs. Significantly, leadership emerged as the most important factor to organisational sustainability of local NGOs. Equally, the availability and quality of material resources for work were least critical to local NGO sustainability, although they were all very important. Practical implications – The case study suggests that local NGOs can adopt several measures to ensure their sustainability. These include the writing of good needs-based and demand-driven project proposals, ensuring transparency and accountability, leadership training and lobbying for resources including funds, especially, from local sources. Originality/value – Although the findings are based on Ghanaian local NGO sustainability scenario, the lessons can be useful to NGOs within similar contexts.

Source: UCC
Organisational justice and organisational citizenship Behaviour among tutors of college of distance Education at the university of cape coast

The study sought to examine the effect of organisational justice on organisational citizenship behaviour among tutors of College of Distance Education at the University of Cape Coast, Ghana. The four specific objectives were to determine the level to which distributive justice, procedural justice, interpersonal justice and informational justice influence citizenship behaviour among course tutors of College of Distance Education (CoDE-UCC). The study employed a quantitative research approach and descriptive survey as the study design. The study was on the views of a sample of 340 tutors from the study area. Also, the researcher adopted a self-administered questionnaire as the main research instrument. The results were analysed using descriptive statistics and inferential data technique with the help of the Statistical Product and Service Solutions (SPSS 26.0 version) software. The study found out that that there was a positive and significant relationship between citizenship behaviour and distributive justice, procedural justice, interpersonal justice and informational justice. This implied that the frequent adoption of distributive justice, procedural justice, interpersonal justice and informational justice produced an improved citizenship behaviour at CoDE-UCC. Considering these findings, it was recommended that management of CoDE-UCC focuses on increasing the utilization of organisational justice strategies like distributive justice, procedural justice, interpersonal justice and informational justice to improve citizenship behaviour.

Source: UCC