ghanaopendata/ghanaian-research-english huggingface dataset:
Work-Life Balance and Psychological Wellbeing of Nurses in the Cape Coast Teaching Hospital

The study sought to address the role that work life balance plays in ensuring psychological wellbeing of nurses within the Cape Coast Teaching Hospital in the Central region of Ghana. Specifically, the study assessed the effects of work-life balance indicators including; family support, organisational support, co-worker support, reduced part time, time management and workload management on psychological wellbeing indicators such as positive relation, self-acceptance, happiness, autonomy and personal growth. It employed quantitative approach using an explanatory design. Nurses within the study area were given questionnaires. The study employed descriptive and inferential statistical tools to analyse the responses. The study revealed that family support, time management and workload management are the work-life indicators that have a positive significant effect on positive relation and self-acceptance. It further found a positive significant effect of family support and time management on happiness. Also, autonomy was influenced by time management and reduced part time. Finally, family support, organisational support, time management and social also had a positive significant effect on personal growth. The study recommended that, management should organise staff and family get together programmes and discuss measures that the family can put in place in order to improve on their support for the nurses. It is further recommended that management should put policies and measures in place in order to make the working environment a conducive place for the nurses.

Source: UCC
Work-life Balance at the Forestry Development Authority and Jhpiego, Liberia: Perspective of Employees and Employers

The purpose of the study was to study perspectives of the employer and employee about work-life balance in Monrovia, in the Forestry Development Authority and JHPIEGO. The study used the structured survey questionnaires for the gathering of the primary data. Interview guide was also used as the tool to gather data from employers. The data collected through the self-administered questionnaire and interview guide were the main source of primary data. For the purpose of this study preliminary statistics such as descriptive statistics (percentage distribution, frequencies, mean and standard deviation), was obtained for all the variables on the questionnaire. The qualitative data obtained from the semi- structured interviews was transcribed verbatim in order to aid easy analysis. The study found that employee’s understanding of work-life balance was not within job security, and organisational impact. Again, it was found that the employers’ understanding of work-life balance was high and concerns an individual’s work, family and other activities that the individual engages in, and for the management of health policies at their organisation, employees have been helped to keep fit. It was recommended among other things that stakeholders should take the right action by intensifying the involvement of employees when planning and executing work-life balance policies in the organisation. However, more emphasis should be directed to the conditions that positively affect the efficient implementation of work-life balance concerning employees.

Source: UCC
Work-life balance policies among generational cohorts: evidence from the University of Cape Coast

This study was conducted to investigate work-life balance policies among generational cohorts: evidence from University of Cape Coast, Ghana. This study reinforces the differences that exist among generational cohorts causing complex organisational challenges. Descriptive research design was employed. Stratified random sampling technique was adopted to select a total of 333 respondents out of a population of 714. Closed ended questionnaires was used to collect data which was analysed using means, ANOVA and MANOVA. The study discovered that differences existed among generational cohorts’ preference for flexible work arrangement, wellness and personal development policies and dependent care assistance, but no differences existed in Leave Arrangement. Also, with the exception of Generation Y which showed differences in gender of Wellness and Personal Development construct, no differences were found in gender among the cohorts. It was recommended that work-life balance policies need to take into consideration generational differences and be revised to make adjustment for the new generations

Source: UCC
Work-Life Conflict, Personal Resources and Well-Being of Employees in The Ghana Prisons Service

The prison officer pursues one of the most stressful occupations (Akoensi, 2018; Brodsky, 1982; Johnson et. al., 2005) and, the difficulty associated with combining work with life responsibilities - the work-life conflict - is a key precursor to stress (Lambert et al., 2002; Triplett et al., 1999). The purpose of this study was to ascertain the moderating role of personal resources on the relationship between work-life conflict and wellbeing of employees in the Ghana Prisons Service. Based on quantitative survey, a cross sectional study of employees of the Ghana Prisons Service was conducted. Data from 416 respondents were collected using questionnaires and analysed with frequencies and partial least squares structural equation modelling (PLS-SEM). The study revealed that work to life conflict had a negative relationship with the wellbeing of employees. Dimensionally, time-based work to life conflict was a significant negative predictor of wellbeing. Behaviour-based work to life conflict was a significant positive predictor of wellbeing but strain-based work to life did not significantly predict wellbeing. It was also found Life to work conflict had a significant positive relationship with the wellbeing of employees. Time-based life to work conflict was a significant positive predictor of wellbeing but behaviour-based and strain-based life to work conflict had no significant relationship with the wellbeing of employees. Emotional intelligence did not moderate; however, Spiritual intelligence moderated the interaction between work to life conflict and wellbeing but not life to work conflict and wellbeing. The study contributes to policy and knowledge by highlighting the role of emotional intelligence and spiritual intelligence on the work-life and wellbeing nexus.

Source: UCC
Work-life management of employees of banks in cape Coast Metropolis

The study aimed at assessing work-life management of employees of banks in Cape Coast Metropolis with specific focus on the relative degree of stressfulness and work-life conflict, work-life management policies and strategies put in place in the banks as well as the extent to which issues related to work-life management are of concern to males and females working in the banks. The study was a cross-sectional survey which used self-developed questionnaires in collecting data from 109 employees of seven banks in the metropolis. Statistical Product and Services Solution (SPSS) version 21 was used to process data collected. Frequencies and percentages were used in presenting of the data. Chi-square statistics was also used in analyzing relationships between variables. The study revealed that employees of the various banks work throughout the five working days. They however work on weekends in addition to working over-time for an average of three hours on every working day. The participants generally start work at either 8:00 or 8:30 am and close officially at 4:00pm or 5:00pm. They actually however leave the workplace at 8:00pm. They therefore feel much stressed after work. The bankers as such, were unable to effectively combine their works with personal/family life as they devote more time to their work than personal life. The study showed that there were policies at the various banks studied, which were meant to enable workers effectively manage their work and personal life which include annual leave, casual leave, sick leave and study leave and off days. Issues related to work-life management were found to be of more concern to females than to males. More labour should be hired by banks to ease pressure on existing ones, aside accommodating them close to the banks.

Source: UCC
Work-Life-Balance and Employee Satisfaction in the Ghana Health Service: A Case of Cape Coast Metropolis

With a descriptive outlook, this study investigated the effect of work-life-balance and job satisfaction among health workers within Cape Coast. Specifically, the study sought to examine the factors that determine work-life-balance at the GHS in the metropolis; analyse the influence of poor (negative) work-life-balance on job satisfaction among GHS workers in the metropolis; and finally, to examine the influence of good (positive) work-life-balance on job satisfaction among GHS workers in the metropolis. The study had three hospitals in scope – Adisadel health centre, Ewim Poly Clinic and Cape Coast District Hospital. It adopted the quantitative research approach. Data was gathered from 85 sampled respondent through the use of survey questionnaires. The study found that factors that influence work-life-balance of employees in the selected healthcare facilities included leave policy, management styles, personal lives, flexibility of job, control over work, among others. It was also found that negative work-life-balance does influence Job satisfaction and this influence was found to be statistically significant. Also, positive work-life-balance was also a good predictor of job satisfaction. To improve work-life-balance and the ensuing job satisfaction, the study recommended that management of these three healthcare facilities through the Ghana Health Service, should recruit more health professionals. It is also recommended that the provision and enforcement of mandatory leave for nurses, doctors, etc.

Source: UCC
Work-stress and its management among senior staff of the University of Cape Coast

The prevalence of job stress among academic and general staff of universities across the globe is increasing as a result of remarkable organizational changes taking place in recent times. The University of Cape Coast, in its quest to strive for academic excellence has made performance expectations higher which the staff must contend with. It was alerted by the University management that, some staff hardly go on leave and so, casual leave had become rampant among them. This study was conducted to investigate whether job stress was prevalent among the senior staff of the University of Cape Coast. It focused on factors responsible for stress, symptoms, gender difference and coping strategies of the stress phenomenon. Stratified random sampling was used to select 242 respondents. However, a total of 208 senior staff (122 males and 86 females) responded to the questionnaire. Sixteen interviewees selected randomly (12 Heads of Departments, 2 doctors and 2 counselors of the University) also participated in the study. The instrument for data collection involved a questionnaire and an interview guide. The study discovered that respondents experienced both physiological and psychological symptoms of stress. Findings from the study indicate that respondents reported high levels of stress on interpersonal and environmental stressors. It was also evident that workload, lack of recognition for good effort, and inadequate opportunities for career development were prominent stressors among the respondents. However, there was no significant gender difference in relation to stress among the respondents. Basically, respondents adopted problem-focused and emotion-focused coping skills in the management of stress. The study therefore recommended among others that stress management interventions should be increased and taking of annual leave enforced.

Source: UCC
Workforce Diversity and Employee Performance of Selected Banks in Cape Coast: The Role of Job Satisfaction

The study examined the effect of workforce diversity on employee performance in selected banks in Cape Coast through the mediating role of job satisfaction. The specific objectives were to determine the effect of age diversity on employee performance. Also, to analyse the effect of gender diversity on employee performance. Again, to examine the effect of ethnic diversity on employee performance and lastly to investigate the mediating role of job satisfaction of the relationship between workforce diversity and employee performance of selected banks in Cape Coast. The study adopted the positivism philosophy. The quantitative approach and correlational design were used for the study. A structured questionnaire was used to gather data from 140 bank employees through census approach in Cape Coast. The data was then processed using the IBM SPSS Statistics (version 26) and SmartPLS 4 software. inferential statistics through partial least square structural equation modelling was used to address objectives in the study. The study found that work force diversity in terms of gender and ethnicity have significant positive influence on employee performance of the banks. However, age diversity did not have a significant effect on employee performance. The study further found that job satisfaction mediates the link between gender diversity and ethnic diversity, and employee performance but not age diversity. The study recommended that banks should prioritize initiatives that promote gender and ethnic diversity within their workforce. This includes actively recruiting and retaining a diverse talent pool, providing equal opportunities for career advancement, and implementing leadership and mentorship programs that support underrepresented groups.

Source: UCC
Workforce Diversity Management, Duty Orientation, Diversity Strategy And Employee Performance Of Multinational Mining Companies In Ghana

The study assessed the relationship between workforce diversity management and employee performance (in-role performance, extra-role performance, engagement) among employees in the multinational mining companies in Ghana. It further examined the mediating role of duty orientation and moderating role of diversity strategies on this direct relationship. The study employed the positivist philosophical paradigm, quantitative research approach, explanatory research design and a cross-sectional study design. A structured self-administered questionnaire was utilised for data collection. The simple random sampling technique was adopted to sample 368 respondents for the study. The analysis of data was done using the partial least squared structural equation modelling. The study found a significant positive relationship between workforce diversity management and employee performance dimensions (in-role performance, extra-role performance, engagement). This positive relationship was further mediated by duty orientation. In addition, the study found that diversity strategies moderate the relationship between workforce diversity management and employee extra-role performance and engagement but failed to moderate the in-role performance path. The study recommended that management of mining companies should target at diversity management policies that foster inclusiveness, shunning racism and incorporating cultural differences of the employees. Also, diversity management strategies such as flexible working arrangements, education and training, business linkage and unbiased performance appraisal procedures should be part of the workforce diversity management policies of the firms to improve employee performance.

Source: UCC
Working capital management and firm performance in Ghana

Working Capital Management is necessary to achieve success in the operation of businesses as a result of its important effect on profitability and liquidity. The purpose of this study is to examine the impact of the various components of working capital management on firm profitability of non-financial firms in Ghana during the period 2005-2015. Previous studies on working capital in Ghana examined the relationship between working capital management and profitability for only one industry (out of nine industries) for less than six years. This paper used secondary data collected from 21 non-financial firms in Ghana covering the period from 2005-2015. Using Pearson’s correlation and regression analysis, the significant result of the study was that, profitability of non-financial firms in Ghana as measured by return on asset is influenced by firm age, current ratio and firm growth. These results imply that firms which hold adequate current assets will be able to kickoff their current liabilities leading to increase in profitability. Also, firms that have advanced in years of experience can adopt appropriate strategies to make them achieve higher profitability. Moreover, the ability to obtain an alternative or external source of funding can increase a firm’s profitability. Besides, the study recommended that proper management of working capital by managers could ensure that firms survive since it enables firms to overcome liquidity crisis and boost their profitability. Non-financial firms in Ghana can explore the opportunities of increasing profitability through their firm age, firm growth and current ratio. Therefore, a prudent working capital policy by managers of firms is crucial.

Source: UCC
Working capital management practices and financial performance of small and medium enterprises (SME) in Ashanti Region

Working capital management is a very sensitive area in the field of financial management. The working capital management of a firm in part affects its profitability. A firm is required to maintain a balance between liquidity and profitability while conducting its daily operations. The aim of this study is to investigate the effect of working capital management practices on financial performance of Small and Micro Enterprise in Sokoban Wood Village in Ashanti region. This objective was accomplished through establishing the effect of inventory, receivables and payables and cash management practice on the financial performance. Cross-sectional survey was adopted where quantitative data was collected from a paper-based questionnaire. A stratified random sampling technique was used to sample one hundred and fifteen owners of SMEs in Sokoban Wood village. Data was analyzed using descriptive statistics such as frequency distribution, percentages, means and standard deviation. Multiple regressions were used to test the main hypothesis of this study. It was found that various inventories are kept by different SMEs in Sokoban Wood Village but majority of them keep finished goods, and have a system in place which they use for stock counting. The study established that there was a statistical significant relationship between all the factors: inventory, accounts receivables and payables, and cash management practices and firm’s profitability. As inventory, accounts receivables and payables, and cash management practices values increase profitability also increases in value.

Source: UCC
Working capital management practices of small and medium enterprises in the Sekondi-Takoradi Metropolis

This study was conducted on selected businesses in the Sekondi-Takoradi Metropolis of the Western Region of Ghana with the purpose of assessing the practices small and medium enterprises (SMEs) in the metropolis adopt in managing their working capital through the use of the descriptive research design. A sample of 300 respondents was chosen using the stratified random and purposive sampling techniques from a population consisting of entrepreneurs and their employees responsible for managing their firms’ working capitals. The resulting data which was gathered using interview guide was analysed using statistical techniques such as means, percentages, Chi-square and reliability analyses. It was found out that most of the businesses were not engaged in strong cash management practices though most of them were operating bank accounts. Their inventory management practices, were found to be fairly good with most coming short at preparing budgets for their different types of inventory. The study recommends that owners and managers of the SMEs should ensure that there is regular and frequent physical stocktaking of inventories; introduce and improve the ICT systems of their businesses to enhance their operations; train their staff on ICT devices and the latest industrial technologies; and formulate, keep and implement well-documented polices on providing services or selling products on credit. It is recommended that, owners and managers of the SMEs should ensure that physical stocktaking of inventories are conducted regularly and frequently, while introducing information and communication technology systems of their businesses.

Source: UCC
Working capital management practices of small and medium scale enterprises in the Agona West Municipal Assembly of the Central Region of Ghana

The study was to examine working capital management among small and medium scale enterprises (SMEs) in the Agona West Municipal Assembly in the Central Region. The study employed a survey research design of which the targeted population was the SME operators in the Agona West Municipal Assembly. The study sampled 155 respondents using simple random sampling technique. Questionnaire was the main data collection instrument. Furthermore, the data were processed using SPSS version 21.0. The analysis was done using percentages and frequencies and results were presented using tables and charts. The study found that SMEs do not follow a formalize working capital policy (cash management, inventory management, receivable management and payables management) and therefore are not able to analyse properly their effectiveness and efficiency in managing working capital. Finally, Computer illiteracy of accountants, insufficient funds to employ professional accountants and upgrading the skills of non-professional accountants were some of the challenges that impeded the smooth utilisation of working capital by the entrepreneurs. The study concluded that most SME operators do not have proper working capital management practices. It is therefore, recommended that established organisations and groups like civil society organisations, regional, district, community and interest groups should jointly organise and sponsor training programmes for their accounting personnel. Also, SMEs should formulate credible credit policies for their enterprises and should create a re-order level policy for their businesses that will create an enabling environment for them to request for the supply of moderate and high quality stocks.

Source: UCC