ghanaopendata/ghanaian-research-english huggingface dataset:
An empirical investigation into the effect of monetary policy on inflation in Ghana

This study investigated the effect of monetary policy on inflation in Ghana using a modeling technique of the Autoregressive Distributed Lagged Model (ARDL) over a period of 1980 to 2014. The monetary variables considered for the study include , , and monetary policy rate. Furthermore, interest rate and exchange rate were also included. The stationarity test results showed a mix order of integration among the variables understudy. Hence offering support for the use of the bounds test approach to cointegration. The study finds a stable long-run relationship amongst the variables and also finds evidence of long-run and short-run dynamics. The results show that there’s a statistically significant positive short-run and long-run relationship between money supply and inflation in this study. An expected statistically significant negative relationship between monetary policy rate and inflation according to conventional banking practice was confirmed. Furthermore, this study revealed a statistically significant positive relationship between inflation and interest rate in Ghana in both the long-and short-run. Economic growth was also found to have a negative impact on inflation in the long-run. An expected positive relationship between government expenditure and inflation in both short-run and long-run was revealed. Trade openness has a negative impact on inflation in the long-run and short-run.The study recommends that immediate measures need to be adopted by the Central Bank to reduce money supply. Thus, Bank of Ghana should sell more government securities in order to reduce the total amount of money in the economy. However, this will be more effective if the size of the securities market is large. Hence, more financial institutions and non-financial institutions should be motivated in participating in the activities of government securities. Fiscal discipline is also required to reduce excess money supply emanated from large scale financial deficit.

Source: KNUST
Empirical Parameters for Assessing the Performance of Consultancy firms in the Procurement of Construction Projects in Techiman, Ghana

The art of consulting has existed for many years now. Its main aim is to offer advice to clients in order to find solutions to problems confronting them in many dimensions of corporate, governmental and on social issues. Consultants are normally engaged to render services of varying degrees to their clients depending on their capabilities. One area of operation which has immensely consumed the services of consulting is the construction industry. In spite of many services that consultants provide to the construction industry in terms of project supervision, design and many others; the performance of consultants has been called into question several times as clients do not realize value for their money in the engagement of consultants. This study sought to devise parameters that would be adopted in the measurement of consultants’ performance in terms of construction projects. The study adopted the quantitative approach with a sample size of 72 yielding a response rate of 90 per cent. The SPSS was used in processing the data and key statistical tools such as the chi-square test, and the Relative Importance Index (RII) were used in analyzing the data. The study unfolded challenges confronting the performance of consultants as failure to establish rapport with the client; taking the client for granted; lack of effective communication; and lack of flexibility on the part of both the client and the consultant during consultancy service delivery. Consultancy performance indicators and performance process must be identified and agreed upon by all stakeholders; and Consultancy performance measurement must be aimed towards the reformation and refinement of the consulting processes and the achievement of clients’ satisfaction leading to value for money.

Source: KNUST
Empirical study of Akuapem Odwira festival and traditional state symbols: a means for design and production of textile regalia for Akuapem Paramount Chief

Unity we say “is strength”. Akuapem is a major ethnic group in the eastern region of Ghana which consists of 16 different towns and kingship. Lack of one’s knowledge about his or her roots makes him/her feel rejected. Additionally, divisions among the chiefs over the years has been a setback to the Akuapems thereby hindering developments in the area. This empirical study sought to contribute to the unity of the Akuapem state through the design and production of selected regalia after taking inspiration from Akuapem traditional symbols and activities of the Akuapem Odwira festival. It is in the light of this that the study observed, documented and described the significant role textiles play in the Akuapem Odwira festival using universal research design methodology. The study discussed the philosophical meanings with respect to status of the chiefs for unification and development. This was driven by a conceptual basis ‘‘reuniting Akuapem State for socio-cultural and economic development’’, a concept developed from the adage ‘Nsa baako nkura adesua’. The researcher employed the universal research design approach to identify and describe legal issues relating to the study and some of the symbolic qualities in the design and production process. This study therefore seeks to look at how to design traditional regalia such as palanquin and an umbrella using all the symbols of the divisional chiefs and clan symbols to promote and reinforce the unification of the Akuapem state. The new regalia produced, that is a figurative palanquin and the triple headed umbrella (ebi si bi so si bi so) contain the main symbol of the Akuapem State, the five divisional symbols and the eight Akan totems to reaffirmed the unity of the state and also indicates the hierarchy of chieftaincies system in the Akuapem State. The new regalia are recommends to be used by the Omanhene during Odwira festival to permit the divisional chiefs also to use the double headed umbrella whilst the sub-chiefs use the single headed umbrella for easy identification.

Source: KNUST
Empirical understanding of the status of professional project management practices in the Ghanaian building industry

Professional project management practice has become a vital discipline in the modern construction practices in the world over all. The antecedent of its practice and application is perceived by practitioners and researches as vehicle for efficient goods and services delivery in the construction industry. In this perspective, professional project management has been practiced in the Ghanaian Building Industry since the 1980s; since the first attempt was made, not much has been done in the practical application and regulation of the practice. Moreover, stakeholders appear to be confused of what constitute the professional practice and application of project management in the industry. Today, the adoption of the project management practice has extended to the business and manufacturing sector in Ghana but yet it practice remains not well regularized from being fully integrated into the Ghanaian Building Industry. This study sought to identify the challenges and opportunities for effective project management practice in the Ghanaian Building Industry (GBI) by adopting two stages data collection entailing qualitative and quantitative techniques. The qualitative help in identifying eighteen project management variables that stakeholders believe are posing challenges to good project management practices in Ghana. To help understand these factors better, factor analysis was used to analyse the eighteen factors identified. The findings highlighted on five major constraints to the development of PMPP namely: weak project management knowledge base; lack of clearly defined role for project managers; poor procurement management practices; weak institutional framework and poor communication management. Descriptive data collected also revealed that even though the conditions of contract for medium-size projects made mention of the title project manager for public sector works, the practice of the project management is yet to be fully integrated into Building Industry in Ghana. The study concludes with six (6) most significant strategies geared towards the improving of the professional project management practices in GBI. These strategies includes the following: i) setting-up of regulatory institutions ii) encouraging stakeholder's engagement and round table discussions among project participants, iii) policy makers recognising the benefits of the practice and enforcing procurement laws iv) encouraging continuous professional developments, v) awareness creation among organisations and institutions; and vi) developing an attitude at the corporate level by treating any assignment as project management task. It is anticipated that the conclusion made in this study will provide a basis for new strategies to promote the development of professional project management practices in Ghana.

Source: KNUST
An empirical study of attitude towards mobile insurance in Accra

Attitude towards mobile insurance products and services are influenced by socio-economic and background characteristics of the mobile phone users. This study examined possible determinants of attitude towards mobile insurance in Accra. The data for the study was obtained through the use of a questionnaire. Exploratory Factor Analysis (EFA) and Binary Logistic Regression were used to analyze and fit the data for predicting uptake or otherwise of mobile insurance. The findings of the study revealed that there are three main factors explaining the attitude towards mobile insurance products and services in Accra. These factors are the affect (feelings) attitude, cognitive and conative or behaviour. The findings of the study showed the attributes of risk, convenience, price and investment as the main (significant) predictors of attitude toward mobile insurance in Accra. Gender, age, income status, employment status, number of dependents were found to be significant at 5% level of significant as predictors of attitude towards mobile insurance in Accra. It is recommended that the insurance companies on the mobile platform take advantage of the results on the attributes and the socio-economic and background characteristics that influence attitude towards m-insurance to formulate and implement relevant marketing strategies, aimed at improving their existing marketing strategies and most importantly targeting the uninsured.

Source: KNUST
Employee involvement as an effective management tool in decision-making: a case study of Merchant Bank (Ghana) Limited

Like all developing economies, Ghanaian industries are facing competitive pressures and rapidly changing market conditions. Decision-making and its implementation is therefore very crucial to the fortunes of any organization as it is through the successful implementation of policy decisions that the goals and objectives of an organization can be achieved to improve organizational performance. Employees are the fuel that runs the engine of the organization and it is believed that their non-involvement in the decision-making process creates tensions between management and staff. It leads to lost man hours among others which adversely affect the fortunes of the organization. This study, therefore, sought to determine the impact of employee involvement as a management tool in decision-making and its implementation in organizations by determining the causes of low employee involvement in decision-making and the consequences of such action on implementation of decisions. The type of research design for this study is exploratory and it relied on secondary information such as reviewing available literature and primary data. The research findings suggested that employee involvement in decision-making contributes to effective decision implementation and also creates an enabling environment for creativity and growth as employees see themselves as stakeholders and owners of the decision making implementation smooth. It was also revealed from the research that when employees see themselves as not being part of the decision-making process, they become discontented and apathetic which is likely to adversely affect organizational performance. It is recommended that employees’ views are sought on matters that affect their lives and work and they should also be empowered to take decisions through which they will have a sense of self-worth and a feeling of belonging that will make them give of their best in the organization.

Source: KNUST
Employee performance appraisal, rewards & recognitions – a case study of Barclays Bank of Ghana Limited

Few issues in management stir up more controversy than performance appraisal. There are many reputable sources - researchers, management commentators, and psychometricians - who have expressed doubts about the validity and reliability of the performance appraisal process. Some have even suggested that the process is so inherently flawed such that it may be impossible to perfect it. Performance appraisal - whatever its practical flaws - is the only process available to help achieve fair, decent and consistent reward outcomes. An attempt was made to find out what employees feel about the whole process of Performance Appraisal (as part of Performance Development [PD]) and how it is practiced as well as how it is linked to rewards and recognitions in Barclays Bank of Ghana. Questionnaires were administered to the Retail Function employees only, using a combination of techniques; simple random sampling, purposive sampling and quota sampling. Secondary data on PD were reviewed and Management of the Bank was contacted through the Human Resource Department to show how the PD system should work and how it feels about employee satisfaction as far as PD is concerned. Data was analyzed using qualitative and quantitative techniques as appropriate. From results obtained, employees made it clear that line managers do not always carry out the face to face appraisals or reviews and feed backs not given after such sessions. They were with the views that, instead of making the PD process a developmental tool to enhance performance, it has been turned into a discriminatory, punitive and/ or judgmental process, where cronyism and biased considerations dominate rather than objectivity. While Management of the Bank rated the PD process as very effective, employees think otherwise and stated among other things that they are rather demoralized and demotivated by the way appraisals are carried out and fed into the PD process for rewards and recognitions. Staff are not satisfied while Management insists there is everything in place to make them satisfied. These show the break in communication as far as Performance Development is concerned, between Management of the Bank and employees. It was then recommended that monitoring measures be put in place to ensure that the right things are done and line managers carry out the face to face review discussions and provide feedback to team mates as well as ensure team work by making all staff aware of the performance improvement measures available to poor or low performers. These among others would go a long way to help in the achievement of organizational goal, of becoming the best retail and commercial bank in the industry in Ghana.

Source: KNUST
Employee perspective on site accidents and corporate reputation in developing countries

Brief introduction to the Problem: Construction accident studies often overlook the internal perspective of employees on site accidents' impact on corporate reputation. Purpose: This study investigates the effects of construction site accidents on corporate reputation from an internal viewpoint of stakeholders, focusing on employees. It also determines the extent of the association between site accidents and corporate reputation in middle-income economies. Design/methodology/approach: A quantitative approach was used, with 150 survey questionnaires administered to employees in construction firms using purposive sampling. Descriptive and inferential statistical tools, including the Pearson correlation and factor analysis, were used to analyse the results. Findings: Site accidents have 17 identified effects on corporate reputation, negatively impacting leadership, financial management, ethics, shareholder value, and sustainability. Originality: This study highlights the significant impact of construction site accidents on corporate reputation from an internal perspective of employees and identifies the need for more research on this issue. It has the potential to influence construction health and safety research focus, which has previously not addressed the issue of corporate reputation from an internal perspective.

Source: KNUST
Employee recruitment and selection practices in the construction industry in Ashanti Region

Recruitment and selection, as a human resource management function, is one of the activities that impact most critically on the performance of an organization in terms of achieving its ultimate goal (Costello, 2006).The purpose of this study is to identify employee recruitment and selection practices in the construction industry within the Ashanti region. The study focused particularly on identifying existing recruitment and selection methods adopted by construction companies, identifying challenges encountered and making some conclusion and recommendations based on my findings. The study also reviewed literature on recruitment and selection. An entire list of sixty-two (62) contractors obtained from Ashanti Region branch of Association of Building and Civil Engineering Contractors of Ghana (ABCECG, 2014) was used for the study. Questionnaires comprising of both closed and open-ended multi-choice type of questions were used to ascertain respondents‟ views on peculiar issues pertaining to employee recruitment and selection practices. The data obtained from the survey were then analyzed with the use of SPSS. The findings of the study revealed that out of the 16 identified recruitment and selection methods, the most frequently used medium of employee selection, in the order of highly recognized method includes newspaper advert, in-house (internal recruitment), labour office, employee referrals, radio advert and lastly internet recruitment. In-house recruitment, Initial job offers, internet recruitment, newspaper advert and radio advert are five (5) key quantifiable recruitment and selection methods, which influence construction workers‟ performance. A number of challenges were identified as barriers hindering effective recruitment and selection of workers, which includes: poor human resource (HR) planning, ineffective job analysis, competency level on the part of employee, cost of recruitment and selection of employees, lack of human resource department and poor working conditions of workers. It was recommended that before recruitment and selection all job profiles reflect the real requirements of the job.

Source: KNUST
Employee satisfaction and commitment as antecedents to service quality in hospital service delivery system

The healthcare sector is a sensitive industry that informs how healthy a society, community and nation is. As a result of the subtle nature of the services involved in healthcare delivery, the necessary and best attributes must be inherent in employees in the sector to deliver at utmost best, service quality wise. The study was on employee satisfaction and commitment as antecedents to service quality in hospital service delivery system. The total population used for the survey was estimated to be 500 out of which a sample of 300 was drawn. The study was conducted using the explanatory approach and adopted convenience sampling technique in selecting the respondents using structured questionnaires as data collection tool. Retrieved questionnaires amounted to 224 representing a response rate of 75%. The breakdown of respondents was 105 nurses from public hospital, 19 nurses from private hospitals and 100 nurses from mission hospitals. Data gathered was analysed using Statistical Package for Social Sciences (SPSS IBM 20). Descriptive analysis, confirmatory factor analysis, structural equation model analysis and correlation statistical analysis performed on the data discovered a positive relationship between employee commitment and service quality and a positive relationship between employee satisfaction and employee commitment. These results largely support the hypothesised association between the variables under study. However, contrary to previous studies, the findings revealed a negative relationship between employee satisfaction and service quality and thus do not support existing literature. In sum, the study indicated that although employee satisfaction does not directly affect service quality, its effect passes through employee commitment which in turn affects service quality. This implies that, employee commitment fully mediates the relationship between employee satisfaction and service quality. In all, the study’s proposed model was able to explain 43.0% and 21.0% variations in employee commitment and service quality respectively. The study therefore recommends that management endeavour to ensure consistency in fostering relationship with employees as high level support from the organisation is more likely to bring about satisfaction and obligation to repay the organisation in terms of commitment towards delivering service quality.

Source: KNUST
Employee training and development in the microfinance industry: A case of some selected microfinance companies in the Kumasi Metropolis

Many micro finance institutions employ the services of fresh graduates and people with little or no knowledge in Finance. This does not help in securing competitive advantage since today’s competitive market needs professional competence. This poses a lot of threats to the survival of most micro finance institutions and has driven most of them out of the market. However, others have been able to groom their employees to become professionals and experts in the financial market. Training and development encourages and assists both professionals and personal growth. This helps employees to achieve personal goals, which in turn increases the individual's contribution to the company, leading to heightened job satisfaction; it is against this backdrop that the study seeks to address the issue of training and development in the micro finance sector. The study intended to identify the current training needs and programme of the micro finance institutions, determine how training programmes are implemented, and determine the influences of training on individual and organizational performance. The researcher adopted a survey, and using questionnaires, data was collected, collated and analysed. The researcher found out that the microfinance institutions were doing well with the issue of training since their employees are well versed with practices and skills required for their performance. The organizations employ the on-the-job training method. They also organize training and development programmes which are geared towards capacity building. However, some of the employees indicated that they are not satisfied with the training programme. It was also identified that training has positive impact on the individual and organizational performance. It was recommended that there should be a structure set up for periodic monitoring of employees performance over time to ascertain the impact of training programme on individual and organizational performance.

Source: KNUST