ghanaopendata/ghanaian-research-english huggingface dataset:
Organisational learning and employee performance: evidence from the Adentan municipal health directorate, Accra.

The study examined the effect of organisational learning on performance employee at the Adentan Municipal Health Directorate, Accra. Specifically, three research objectives were investigated; to analyse the level of employee performance at the Adentan Municipal Health Directorate, to examine the factors influencing organisational learning at the Adentan Municipal Health Directorate, to analyse the effect of organisational learning on employee performance at the Adentan Municipal Health Directorate. The study adopted the quantitative approach and descriptive correlational design. A structured questionnaire was used to gather data from a total of 201 respondents derived from a sample frame of 420 employees using krejcie and Morgan (1970) sample size determination table. The data was then processed using the IBM SPSS Statistics (version 26). Both descriptive (mean and standard deviation) and inferential statistics (simple regression were used to analyse the data. The study found that there was a low level of employee performance; Factors such as continuous learning, inquiry and dialogue collaboration and team learning, empowerment toward a collective vision of Adentan Municipal Health Directorate were found to be the key determining factors of Organisational Learning. The study also found a positive and statistically significant effect of organisational learning on employee performance at the Adentan Municipal Health Directorate. The study, therefore, recommended that Regional Directors and the Municipal Health Directorates, should embrace and formalise organisational learning since it has the potency of improving employee performance.

Source: UCC
Organisational Learning and Performance at Volta River Authority, Takoradi: Mediating Role of Organisational Design

The main purpose of the study was to analyse the mediating effect of organisational design on the relationship between organisational learning and organisational performance. In order to achieve the purpose of the study, three specific objectives were stated. The study adopted quantitative research approach. Also, the explanatory design was adopted for the study. A total sample size of 291 respondents were considered. The data collection instrument for the study was questionnaire. The structural equation model partial least square (SEM-PLS) version 4 was employed in analysing the objectives of the study. The study found that there is a positive and significant relationship between continuous learning opportunities and organizational performance. However, there was no significance relationship between inquiry and dialogue on organisational performance. There was a positive and significant relationship between employee empowerment, shared learning, collaboration and team learning, and organisational performance. There was no relationship between strategic leadership and organisational performance. Organisational design had a positive and significant effect on organisational performance. Continuous learning opportunities, inquiry and dialogue, employee empowerment, shared learning and collaboration had a positive and significant effect on organisational design. Organisational design mediated the relationship between inquiry and dialogue, employee empowerment, shared learning, collaboration and team learning and organisational performance The study recommended that management must align Organizational Design with Learning Objectives.

Source: UCC
Organisational Politics and Job Satisfaction at Cape Coast Technical University in the Central Region of Ghana

The study sought to examine how organisational politics influence job satisfaction at Cape Coast Technical University in the Central region of Ghana. Specifically, the study sought to assess the effects of relationships on employees‘ job satisfaction, examine how communication affects job satisfaction, evaluate how resources impact job satisfaction, analyse the effect of reputation on employees‘ job satisfaction and analyse the influence of decisions on the job satisfaction of employees at the Cape Coast Technical University in the Central region of Ghana. The study employed an explanatory research design because the approach to data analysis was quantitative. A sample of two hundred (200) employees were selected and convinced to participate and they were convinced to participate and was surveyed through self-administration of the questionnaire. Analyses on how relationships, communication, resources, reputation and decisions influences job satisfaction were done using regression of IBM SPSS Statistic version 27. The study's findings revealed that relationships, communication, resources, reputation and decisions have a positive relationship with job satisfaction and was statistically significant. It is also recommended that that organizations‘ administrators must make human resource aware of damages caused by organizational politics. the study recommended that more frequent coaching, mentoring and counselling of a subordinate, especially employees, should aid individuals to develop an improved comprehension of the supervisor‘s priorities and help refine what is expected of the employees if they are to be successful.

Source: UCC
Organisational Politics and the Performance of Employees of Bekwai Municipal Assembly

Organizational politics has become a common life experience in numerous corporations across the globe whereas, the concept of organizational politics has become a recent topic of debate in modern management literatures. Existing literatures suggest that the perception of organizational politics negatively influence employees’ performance in the workplace, and these negative influences can be reduced by numerous mitigating factors. The study examined the effect of organizational politics (existence of dominant players, organisational reward practices and political behaviours) on the performance of the employees of Bekwai Municipal Assembly. One hundred and seven (107) employees were the respondents for the study. Explanatory research design was adopted and random sampling technique was used for the selection of the respondents. The adoption of quantitative research approach made it possible for the application of statistical techniques for analyzing the primary data. The study adopted descriptive statistics (frequency and percentages), and inferential statistics (regression) to analyse the data. The researcher first conducted normal distribution test for the variables to establish the normality of the data. The study revealed that the existence of dominant groups at Bekwai Municipal Assembly significantly and positively influenced employee performance. Also, organizational reward practices significantly and positively influenced employee performance. Political behaviours at the Bekwai Municipal Assembly significantly and positively influence employee performance. The study therefore recommended that organizational reward practices should be implemented more effectively since it was found to be the highest contributor of employee performance at Bekwai Municipal Assembly. In essence, providing employees with rewards serves a form of motivation and is an essential way of improving their performance. Overall, the assembly should put measures in place to ensure the existence of dominant groups, organizational reward practices and political behaviours are all geared towards achieving organizational goals as these are essential ways of improving employee performance.

Source: UCC
Organisational politics in cape coast polytechnic: Causes, prevention and management

Organisational politics plays a large role in how most organisations function and develop. Thus, organisational politics is an unavoidable factor at the workplace, and has so many influences on the affairs and behaviour of employees in an organisation. It is in recognition of these facts that an effort was made in this research to find out the causes, prevention and management of organisational politics in Cape Coast Polytechnic. The target population for the study consisted of employees (teaching and non-teaching staff) of the Cape Coast Polytechnic. Stratified random sampling method was used in selecting both the teaching and non-teaching staff. Questionnaires as well as structured interviews were used to gather data from respondents. Statistical tools used to analyse the data included frequencies, percentages, means and T-tests. The findings revealed that unclear job descriptions, power struggle, favouritism, competition and inadequate information were responsible for organisational politics in Cape Coast Polytechnic. It was concluded that organisational politics, if not managed appropriately could create a hostile organisational environment which would hamper the growth of the organisation. It was therefore recommended that both Management and employees set aside their personal interests and go along with the mission and vision of the organisation for the achievement of stated goals.

Source: UCC
Organisational Politics on Workplace Incivility: The Moderating Role of Resilience of Senior Staff at the University of Cape Coast, Ghana.

The study was conducted to examine the influence of organisational politics on workplace incivility: the moderating role of employee resilience of senior staff at the University of Cape Coast, Ghana. The study used an explanatory research design supported by a quantitative research approach. A total of 310 senior staff were sampled from their population using a simple random sampling procedure, out of which 293 were considered appropriate for analysis. Structured questionnaire is used for primary data collection. The SMART PLS 3 statistics tool were used to analyze the specific research hypotheses. The results of the study concluded that organisational politics are only beneficial to minimize the adverse effect on incivility at the workplace when it is assumed to be healthy, hence, to enhance productivity, performance and growth. The study finally concluded that employee resilience does not moderate the relationship between organisational politics and workplace incivility. The study recommends that, conscious managerial effort needs to be expended to create, maintain and promote a healthy political climate within the organisation that builds the level of performance among senior staff at the University of Cape Coast, resulting in a conducive working environment necessary for organisational growth. The study recommended that, the development of resilience training programmes would advance the awareness of the influence of organisational politics in the development of employee resilience and workplace incivility.

Source: UCC
Organisational Restructuring and Employees’ Commitment at Gbewaa College of Education, Pusiga

To assessed organisational restructuring on employees’ commitment at Gbewaa College of Education, Pusiga. Purposive sampling was used for this research of which eighty-one (81) respondents were interviewed. Both qualitative and quantitative method or approach covering this study. The research data obtained from two sources namely; Primary and Secondary source. Statistical analysis with descriptive approach such as frequencies, percentages with means analysed data. Results from this approach were explored in tables, pie charts and bar graphs. The results show majority of the respondents (81%) were males while (19%) of the respondents were females. Workload, work safety and promotion were the most important factors affects employee commitment and their work performance. Fairness, good leadership and a good working environment were the most important factors for employee commitment after the restructuring process. This report reveals effects on the implications for Gbewaa College of Education, in light of findings and explored suggestions for improving staff’s commitment levels during and following a restructuring exercise. This means that, the restructuring commitment had rising significantly. From the findings of the study, it was concluded; workload, work safety and promotion are factors that affects employee commitment and their work performance. Following the organisational restructuring, commitment in staffs of the Gbewaa College of Education had rising significantly. The following recommendations were made; organisations should focus much on some key factors as workload, work safety with promotion of their employees to increase performance.

Source: UCC
Organisational support and commitment in selected MMDAS in Ashanti Region

This study sought to examine the effect of organisational support on commitment in selected MMDAs in Ashanti region. The specific objectives of the study adopted a quantitative approach and the simple random sampling technique was used to collect data from 242 employees of selected Metropolitan Municipals and District Assemblies in Ashanti Region through self-administered questionnaires. The study adopted positivism approach to research paradigm with explanatory research design. SPSS was used to process the data. A Pearson’s Correlation and regression analysis were conducted to explore the relationship between organisational fairness, supervisor support, reward and job condition and employees’ commitment. It was discovered that, there was a statistically significant positive correlation between organisational support (supervisor support, organisational rewards and job recognition, organisational fairness) and commitment. The study further found that all the dimensions of organisational support (supervisor support, organisational rewards and job recognition, organisational fairness) have a positive effect on the commitment in the selected MMDAs in Ashanti region. The study recommends that the management of selected MMDAs in Ashanti region should recognise different intercessions that can be executed to increase employees’ commitment within the organisation and ensure that employees work for the organisation and eventually show optional exertion and improve commitment.

Source: UCC
Organising and decent work conditions among informal stone quarry workers in Ghana

Informal workers as active agents could use collective identity as a means to achieve better working conditions for themselves. This study thus examined organising and decent work conditions among informal stone quarry workers in Ghana. The interpretivist approach and exploratory qualitative research design were adopted. A sample of 121 respondents from a population of 39,536 was selected from four districts. Purposive and snowball sampling techniques were used to sample waged and self-employed quarry workers, representatives from the Labour Department, Environmental Protection Agency, Ghana Trade Union Congress (TUC), and Minerals Commission for the study. In gathering data, unstructured interview guide, focus group discussion guide, and a non-participant observation guide were the instruments used. Forty-seven (47) individual in-depth interviews, three group interviews and 12 focus group discussions were conducted. The study found that membership-based organisation was a temporal organising strategy for formal trade union organising which had only started in one quarry firm. Workers have signed a collective bargaining agreement (CBA) with management. Indicators of existing working conditions of quarry workers which had decent work deficits per the labour laws of Ghana and International Labour Organisation’s decent work framework were found to be decent under the CBA yet to be implemented, suggesting that organising leads to decent working conditions. It was recommended that TUC should capitalise upon membership-based organisation forms in other quarries and among self-employed quarry workers to organise and represent informal quarry workers as a move towards decent working conditions.

Source: UCC
Organising Rural Informal Agricultural workers for Decent work in Northern Ghana

The interest in the informal economy nowadays is increasing because a large share of the global workforce and economy is informal. Agriculture remains a critical sector for developing countries and rural workers in particular. The agricultural sector provides employment, export earnings, guarantees incomes for small-scale farmers, and also remains critical if a broad-base development and poverty reduction is to be achieved. Yet, rural informal agricultural workers are confronted with diverse challenges and their activities are often characterized by widespread decent work deficits. The study sought to explore the extent to which organising rural agricultural workers help them achieve decent work objectives of employment, social protection and social dialogue in northern Ghana. The study adopted the qualitative research approach and explanatory multiple-case study design specifically. The purposive sampling technique was used to select respondents for focus group discussions, in-depth and key person interviews. The data was analysed thematically and guided by the study’s conceptual framework. The study found that while the majority of rural workers were engaged in agriculture, they were taking initiatives by themselves or with support from NGOs to address their challenges. The study concluded that through their organisation into community groups, rural agricultural workers are able to increase their productions and incomes. They are also able to access some social protection programmes and dialogue with relevant duty bearers to address their concerns. It recommends that interventions to promote decent work for rural agricultural workers should address the challenges linked to agricultural and non-farm economic activities.

Source: UCC
Organization And Management Of Marching Bands In Senior High Schools In Cape Coast

The main objective of the study was to conduct in-depth exploration into the organization and management of marching bands in senior high schools within the Cape Coast metropolis in the Central Region of Ghana. The study deepens knowledge and insight into the documentation of marching band activities in Ghanaian senior high schools. The study was guided by four specific objectives and four research questions. Qualitative research method with exploratory case study research approach was adopted for the study. Purposive sampling technique was used in selecting five schools with relevant attributes to enrich the focus of the study. Interview and observation were the instruments for data collection. The study concluded that for marching band to have it continuality school management should fine ways of raising funds for the formation of marching bands to help with the intense desire to make music their career. It was discovered that the schools effectively managed the band through institution of mechanisms that foster prudent utilization of the available funds, students’ musical experience, collaboration and social interaction in harmony with the concept of leadership. The study also revealed that the students were well organized through flexible rehearsal and performance schedules and instructional approach revolving around students’ needs. It is therefore recommended that school management of various institution should recommend professionals to train student to develop into well-disciplined good musicians. Also, teacher should conform their teachings around student needs by exhibiting patience and understanding to those students with little no musical background since it could demoralize such students.

Source: UCC
Organization health and safety policies on employee performance in Kintampo-North Hospital

The study was conducted with the broad objective of finding out the relationship between employee’s health and safety and performance using Kintampo-North Municipal Hospital as study area. Relevant literature on health and safety were reviewed. Questionnaire was the main tool for data collection. Data was analysed using descriptive statistics. Proportions were used to summarise variables that were categorical in nature. The dependent variable in this study was binary in nature, therefore, the logistic regression was used to determine the relationship between the dependent variable and other explanatory variables in the study. The sample size for the study included all 75 nurses at the Kintampo hospital. The research identified employees’ health and safety as associated with the availability of resources such as access to welfare facilities. Majority of the respondents said management has been organising periodic health and safety discussions with them. Effective health and safety management have been discovered to have positive correlation with the increased organisational performance and profitability

Source: UCC
Organizational and Individual Consequences of Workplace Violence

Work is vital in the lives of people and it is important that the workplace is as safe as possible. However, there is an increasing trend of violence of various forms at the workplace. The increasing phenomenon has devastating consequences on the individual worker and the organisation, as well as witnesses and society at large. Certain types of violence tend to happen more in specific sectors than others. This paper presented the various conceptions of workplace violence, the prevalence and potential antecedents. The paper also discussed the individual and organisational consequences of workplace violence. These consequences could be in the form of physical harm to the victim, including death, psychological harm and financial. Productivity, work attitude and corporate image of an organisation could be affected as a result of incidences of workplace violence. Finally, recommendations for addressing the various kinds of violence and their concomitant consequences are presented.

Source: UCC
Organizational Change and Employee Behaviour at Lower Pra Rural Bank Limitted

This research specifically sought to assess employee perception towards technological change, behaviour of employees towards technological change and the effect of organizational change on employee behaviour at Lower Pra Rural Bank Limited. The study applied a quantitative research approach with an explanatory research design and a simple random sampling technique in selecting a sample from the chosen population for the study. The statistical tool used in the data collection process was a questionnaire. Data collected was analyzed with the statistical package for social science (SPSS) software. Findings from the study suggested employee perception towards technological change includes being confident about acquiring new skill set, being generally happy about the introduction of new technology and that work procedure require specific skill set. With regards to behaviour, employee turnover and job satisfaction were identified as key indicators. The effect of organizational change on employee behaviour was identified as being negative and significant in terms of employee turnover and positively significant with job satisfaction. In conclusion, management of the bank should ensure that there are appropriate support mechanisms for employees within the bank. The support mechanism should also be relevant to employees in order to make the change effective.

Source: UCC