ghanaopendata/ghanaian-research-english huggingface dataset:
Work environment and Organisational commitment of non-teaching senior staff at the University of health and allied sciences in the Ho municipality

The study analysed the effect of the work environment on the organizational commitment of non-teaching senior staff of the University of Health and Allied Sciences (UHAS) in the Ho municipality. The specific research objectives were to examine the nature of the work environment at the University of Health and Allied Sciences in the Ho municipality, to assess the level of organisational commitment among staff at the University of Health and Allied Sciences in the Ho municipality and finally, to determine the relationship between work environment and organisational commitment among staff of the University of Health and Allied Sciences in the Ho municipality. The study relied on the quantitative approach and descriptive research design to address the objectives. A structured questionnaire was used to gather data from all the 220 non-teaching senior staff of UHAS in the Ho municipality. The data was then processed using the IBM SPSS Statistics (version 26). Both descriptive (mean and standard deviation) and inferential statistics (Pearson Product Moment correlation were used to address issues in the study. The study found that the nature of the work environment of non-teaching senior staff of UHAS is characterised by both physical and psychosocial factors. The commitment level of employee commitment of the non-teaching senior staff of UHAS was very high. The study further found a moderate and statistically significant positive nexus between work environment and organisational commitment. The study, therefore, recommended that the management of the University management should create a conducive workplace environment that stimulates employee’s continuous commitment level to the University.

Source: UCC
Work life balance and career progression of female workers at ministry of gender, children and social protection

The purpose of the study was to examine the effect of work life balance (WLB) on career progression of female workers at Ministry of Gender, Children and Social Protection (MoGCSP), Ghana. The role scarcity theory by Goode (1960) was used to underpin the study. Quantitative approach and both descriptive and the explanatory research design were used to guide the study. A sample size of 108 was randomly sampled out of 144 female employees for the analysis. The research instrument used was questionnaire. Frequencies and percentage count tables were used to analyse the demographic data from the respondents; mean and standard deviation and regression analysis were used to analyse the research questions. The study found that management do not understand family issues of female staff well and this led to their lower job satisfaction, dedication and commitment to work. The study again found that career progression of women at MoGCSP is favourable such that the female staff are able to progress in their career and their jobs set the foundation for them to realise of their career goals. Lastly, it was found that work life balance practices have a significant effect on career progression of female workers such as attaining career goals; development of professional ability; speed in promotion; as well as a growing salary. Overall, based on the findings, it can be concluded that work life balance practice is a good predictor of career progression of female workers at MoGCSP. It was recommended that management should put measures in place to enable them build their career by offering professional training and invest in personal development of their staff.

Source: UCC
Work Life Balance and Employee Performance Among Administrative Staff at the University of Cape Coast: Moderating Such Nexus with Gender Differences

The research aimed to examine the impact of work-life balance on employee performance among administrative staff at the University of Cape Coast, with a focus on the moderating role of gender differences. The specific objectives were to investigate the effect of work-life balance factors (flexible work arrangements, leave policies, dependent care assistance, and wellness and personal development programs) on employee performance, and to analyze how gender differences influence the relationship between work-life balance and employee performance. The study employed an explanatory research design using a quantitative approach. The sample size was determined as 269 participants based on the Krejcie and Morgan table, with a response rate of 81% (218 responses). Data analysis was conducted using IBM SPSS (version 26) and SmartPLS (version 3.3.3) software. The findings revealed that all dimensions of work-life balance had a significant positive influence on employee performance. Dependent care assistance and flexible work arrangements had the largest significant and positive impact on employee performance. Additionally, the study established that gender differences moderated the relationship between work-life balance and employee performance, specifically regarding the implementation of leave arrangements and dependent care assistance. Based on the results, the recommendation is that the design and implementation of work-life balance policies should be tailored to accommodate all employees without discrimination based on gender, as the university seeks to enhance employee performance. The policies should consider the diverse needs and preferences of both male and female administrative staff.

Source: UCC
Work life balance and employee performance among university of cape coast administrators

The purpose of the study sought to examine the effect of work-life balance and employee (Administrators) performance at University of Cape Coast. The study adopted a quantitative approach and the design was both the descriptive and explanatory research design. The study also used a simple random technique to select 310 respondents from a population of 1659. The Research instrument used was questionnaire and the findings were that the administrators were not entirely able to balance both work and personal/life roles and there were differences in mean score for male and female in balancing work and life roles. Also, it was found that a moderate and positive significant relationship between work life balance and performance of administrative staff. The study concluded that there is difference in mean score for work-life balance for male and female and work life balance practice is an important factor in increasing employee performance. The study recommends that the authorities must institute effective work load management to minimise the causes of imbalance and strategies for upgrading the quality of lives to create the life and work goals, especially for the female counterparts.

Source: UCC
Work Life Balance and Employees’ Intentions to Quit: Evidence From Bawku Technical Institute, Ghana

The Bawku Technical Institute’s quest to gain global recognition in terms of its operations has put considerable pressure on its workforce making it difficult for them to balance their work and family demands increasing their inclination to quit job. This phenomenon lured the researcher interest to examine the effect of work life balance and intentions to quit among employees at the Bawku Technical Institute. The study employed on the quantitative approach an explanatory research design. A structured questionnaire was used to gather primary data from the respondents. Both descriptive and inferential statistics was employed as statistical tools to address the study objectives with the aid of IBM-SPSS version 26. The study first found a high-level intention to quit among employees at the Bawku Technical Institute. The study further found a statistically significant moderate negative nexus between both organisational and family support and employees’ intention to quit. Lastly, the findings revealed that the ability of the employees to balance their demand of the personal and work life has the potency of reducing their inclination to leave the organisation. The study concluded employees at Bawku Technical Institute have dire intentions to quit their job due to their inability to strike an even balance between their work and family demands. The study recommends that Management of the Bawku Technical Institute (GES) should implement a leave plan or a day off for employees so that employees have enough time to attend to their personal, family and work demands this will relief employees from developing their intention to quit. Management should also provide the necessary support to enable employees deal work and family related issues.

Source: UCC
Work Life Balance and Employees’ Performance at the Central Regional Coordinating Council, Cape Coast

The study examined Work Life Balance (WLB) and employee’s performance at the Central Regional Coordinating Council. Specifically, three research objectives were investigated to assess WLB policies among employees at the Central Regional Coordinating Council (CRCC), to determine the perception of employees on WLB at the CRCC and to analyse the WLB effect on employee’s performance at the Central RCC, Cape Coast. The study relied on the quantitative approach and explanatory design. Questionnaires were used for data gathering. A sample of 120 respondents was used. Data was processed using the IBM SPSS Statistics and analyses was carried out using descriptive (means and standard deviations) and inferential statistics (simple regression). The study found that some of the WLB policies being used at the institution were leave policy, telecommuting, experience advancement for people with special needs, and flexible work designs. The study further found that employees of the RCC had high perception level regarding their WLB. Finally, the results showed WLB as a significant indicator that have positive effect on employee’s performance at the Central RCC. The study, therefore, recommends Ministry of Local Government and Rural Development (MLGRD) should come out policies and programmes such as training on family life, emotional balance and work, introducing more leave periods and holding dialogues with employees on how best to improve on the employees work life.

Source: UCC
Work Life Balance and Staff Performance of Basic Schools within the Cape Coast Metropolis

This study examined work-life balance and teacher performance at basic schools in the Cape Coast Metropolis. The study adopted both the quantitative and qualitative method and used the simple random sampling procedure to select a sample of 200 respondents. Data were collected using questionnaire while data analysis was done using descriptive statistics such as frequencies, percentages, means and standard deviation. Independent-samples t-test and simple regression analysis was conducted to achieve the third and fourth objective of the study. It was found that the determinants of work-life balance among the basic school teachers include work arrangements, working hours, organizational culture, time management, family support policies and reward schemes. Also, it was found that extreme commitment to professional and domestic responsibilities, absence of opportunity to express one’s view on issues, lack of formal policies, high rate of absenteeism and non-standard work hours cause work-life imbalance. Moreover, it was revealed that there was significant difference between work life balance of male and female teachers at the basic schools. Finally, work-life balance positively affect teachers’ performance. It was recommended that Ministry of Education through the Ghana Education Service should set up a work-life balance policy and programs that would support teachers at the basic schools in fulfilling their official work at school and their individual responsibilities outside the school as well.

Source: UCC
Work Life Balance Policies and Performance of Senior Members at University of Cape Coast

The study assessed the influence of work-life balance policies on senior members performance at the University of Cape Coast, Ghana. The survey and quantitative research methods were used to collect data from 287 respondents using the stratified and simple random sampling techniques respectively. Data collected were processed using the Statistical Package for Social Sciences (SPSS version 26) to develop percentages, frequencies as well as regression analysis to establish the relationship among the variables. The study found that there was a positive and statistically significant relationship between leave policies, flexible work arrangements, and performance of senior members of the University of Cape Coast. However, there was a negative and no statistically significant relationship between welfare policies and employees’ performance. It was recommended that organisations, should implement suitable work-life balance policies to augment their operations since effective work-life balance practices provides enormous benefits and improves employees’ performance. Further research is suggested to help improve upon literature on the topic in the Ghanaian context and also to investigate other work-life balance practices that have the potential to have great influence on employees’ performance

Source: UCC
Work Life Balance, Self Efficacy and Employee Performance: The Case Of Bayport Savings and Loans Limited

This study examines the relationship between work-life balance (WLB), self-efficacy, and employee performance at Bayport Savings and Loans Limited, focusing on the effect of work-life balance on employee performance, effect of self-efficacy on employee performance and the moderating role of self-efficacy. Employing a positivist philosophy and quantitative research approach, the study utilised a correlational design with data collected from 175 employees through structured questionnaires. Structural Equation Modeling (SEM) was used to analyse the data. The findings revealed that WLB positively and significantly influences employee performance, with employees reporting higher productivity and job satisfaction when personal and professional commitments are well-managed. Furthermore, self-efficacy directly enhances performance and moderates the relationship between WLB and performance, demonstrating that employees with higher confidence and resilience leverage WLB policies more effectively. Based on these results, the study recommends the implementation of flexible work arrangements, training programs to enhance self-efficacy, and the integration of supportive organizational policies to foster employee well-being and optimize performance. The study contributes to the literature by providing practical and theoretical insights into the interplay of WLB, self-efficacy, and performance, while suggesting directions for future research, such as longitudinal studies and sectoral comparisons, to further explore these dynamics.

Source: UCC
Work Meaningfulness: A Moderator in the Relationship Between Causal Attributions and Safety Performance of Ghanaian Local Artisans

The health and safety of workers, irrespective of the type of work, is crucial for the growth of the economy and the well-being of the workforce. Several studies have been conducted in the formal sector to find out the antecedents, correlates, determinants or predictors of safety performance. However, there is a dearth of empirical studies regarding the health and safety of workers in the informal sector. This study investigated the extent to which causal attributions predict safety performance among Ghanaian local artisans and the moderating role of their perception of how meaningful their work is to them. One hundred and seventy-seven workers (172 males and 5 females) involved in welding and fabrication, auto-mechanics, auto spraying and vulcanizing purposively sampled were studied in a cross-sectional survey. The results showed that both external and internal causal attributions significantly predicted safety performance of the artisans, with external relating stronger to safety performance than internal attributions. When meaningfulness of work was entered into the equation, the effect of external attribution was still significant, but internal attribution was not. Meaningfulness of work moderated the effect of internal (but not external) causal attribution on safety performance. The practical significance and implications for further research were discussed.

Source: UCC
Work practices of mortuary attendants in Sekondi-Takoradi Metropolis: the role of health and safety guideline of the ministry of health, Ghana

Mortuary Attendants (MAs) have 100-200 times greater chance of experiencing unknown threats while processing dead bodies (Chui, Chong, Chong, & Wagener, 2007). Therefore, there is the need to protect them from these threats. The purpose of this study was to explore how the Occupational Health and Safety (OHS) Policy Guideline of Ministry of Health (MoH) was influencing the work practices of MAs in the Sekondi-Takoradi Metropolis (STM). A descriptive qualitative method was used to study the MAs. Three purposively sampled mortuary facilities (Effman’s Clinic, Takoradi Hospital, Western Regional Hospital), with a total population of 37 participants were studied. They included all the 16 MAs and 21 Senior Hospital Officers as key informants on safety issues at the morgues. A researcher-generated interview guide, Botha’s Interview Guide, and an adapted mortuary assessment checklist were used to collect data. Qualitative content analysis was used to analyse data, reporting the data verbatim and organising it under themes based on the research objectives. The results revealed low awareness and knowledge among MAs about the OHS Policy Guide of MoH. Also, MAs in STM reported many health and safety hazards, which may adversely affect their health conditions, especially at long-term. Further, managers of health facilities in STM have not provided enough structures towards improving safety working environment for MAs. Health managers in STM are entreated to increase the provision of Personal Protective Equipment to MAs and intensify monitoring and supervision of mortuary facilities.

Source: UCC
Work Related Stress and Performance of Nurses at Atua Governmental Hospital

This study was aimed to examined the effect of work-related stress on employee performance of Atua Government Hospital. Specifically, to analyse the work-related stress for staffs at the Atua Government Hospital; to analyse the perceived level of performance among staffs of the Atua Government Hospital; and to examine the effect of work-related stress on performance of staff of the Atua Government Hospital. The study was centered on the interactional theory and conservation of Resource (COR) theory. The “study employed the explanatory research design since the study tested the relationship between the various variables. The data collection instruments were questionnaire. The study employed the quantitative research approach. The simple random sampling technique was used in selecting a respondent of 185. Descriptive statistics and structural equation model were employed to analyse the objectives of the study. The study found that nurses frequently experience physical symptoms such as headaches or stomachaches due to work-related stress. The study also found that nurses often feel overwhelmed by the amount of work they do. They also often feel that workload is too much for them to handle. The study also found that employees are proactive in identifying and solving problems in the work area. Nurses effectively manage their time and prioritizes their tasks to ensure efficient workflow. Staff also consistently demonstrate a strong work ethic and dedication to their role. The study also found out there was a negative relationship between work related stress and staff performance. The study recommended that management must implement Stress Management Programs.

Source: UCC
Work-family conflict among female teachers in Komenda- Edina Aguafo Abrem Municipality

This study sought to address the determinants of work-family conflict among female teachers and how it affects their job satisfaction. The specific objectives of the study were to identify the determinants of work-family conflict; assess the differences between work-family conflict among married and unmarried female teachers; and examine the effect of work-family conflict on satisfaction of female teachers. A total of 250 respondents were used for the study. The lottery method of the simple random sampling was used to select respondents. Questionnaires were used to collect data and correlation, post-hoc Tukey test and regression analysis were ran. The study revealed that financial contributions; work overloads both at home and in school; number of students handled by teachers; as well as the number of family members one caters for determine work-family conflict among female teachers. The study again indicated that work-family conflict among married female teachers was higher than unmarried female teachers. It also emerged that there was a negative relationship between work-family conflict and job satisfaction of female teachers. It is recommended that female teachers must balance their loyalty to both their families and jobs; spouses, family members as well as supervisors must offer the needed support to female teachers to enable them give off their best. Again, financial pressure as well as high dependency on working female teachers must be reduced in order to reduce work-family conflict.

Source: UCC
Work-family conflict among hotel employees in Sekondi Takoradi metropolis, Ghana

Work-family conflict (WFC) is an inter role conflict that arises as a result of incompatible role pressures from the family and work domains. WFC issues have been left out of studies on human resources in the hospitality industry in Ghana. Therefore, this study examined work-family conflict among employees of hotels in the Sekondi-Takoradi Metropolis, Ghana. Questionnaires were used to collect the data from hotel employees in Sekondi-Takoradi. Convenient sampling method was employed to reach the respondent from March to May, 2013. A number of 177 usable data was obtained for the study. The Chi-square statistic and Factor analysis were employed in the analysis of the data. The study revealed that over two-thirds of the respondents, experienced work-family conflict (WFC) with the females being the most affected. Work-family interference was more common among the respondents than family-work interference. Four (4) main dimensions: spousal support, work involvement and flexibility, and job type were noted to account for WFC among the hotel employees. WFC was noted to have negative effects on the individual; the hotels, and the families of respondents. Employees of the hotels were noted to be reactive in their approach to coping with WFC. In the sense that they try to improve on the quality of role by reacting to the effects that WFC brings. It is recommended that the management of hotels should create a family supportive work environment to decrease the unfavourable effects of WFC on employees.

Source: UCC