ghanaopendata/ghanaian-research-english huggingface dataset:
Employee perception of management leadership styles and the effect on employee performance at the Tema Branch of Toyota Ghana Company Limited

The study aimed at assessing employee’s perception of management leadership style and its effect on their performance. The main objective of the study was to investigate employees’ perception of management leadership styles (democratic, job-centred and employee-centred) and its effects on their performance. A survey research strategy was used in which a well-structured questionnaire was adopted to collect data of leadership styles and employees’ performance. Out of the population of 90 employees, 88 usable questionnaires were collected them. The data were analysed using descriptive and inferential statistics. Pearson’s correlation and regression analysis were used to assess both the relationship and effect as per the hypothesis of the study. The results show that job-centred leadership style is the most practiced at Toyota Ghana Company Limited with a little of employee-centred leadership style exhibited. Employees performance was found to be above average. Results for job centred leadership style was found to strongly correlated with employee performance. The results showed that management ability to make employees stick to plan and frequently review task to make sure project is on track could enhance employee performance. From the results it is recommended for leaders to have enough knowledge about the project to be done in order to be able to create easy-to-follow steps and develop realistic schedule for the quality and timely completion of project.

Source: UCC
Employee perceptions of performance appraisal and job performance at blue skies product limited

The study analyzed the perception of performance appraisal and employee performance. The main objective of the study was to examine the relationship between performance appraisal and employee performance of employee from Blue Skies Product Limited at Nsawam in the Eastern Region. Data for this present study was collected through a biographical questionnaire, performance appraisal questionnaire and employee performance questionnaire. The census method was employed which was made up of the entire population made up of three hundred and fifty employees. The data was then analyzed using a statistical package for the social sciences (SPSS). The analysis of the multiple regression confirms the hypothesis that performance appraisal has a significant and positive relationship with employee performance. This implies that performance appraisal initiatives have the capability of enhancing employee performance positively. The study also came out with the recommendations that, to ascertain an employee performance in relation to performance appraisal, it is important to know how the preceding performance appraisal processes show their influence when the management has an insight into the motives of their employees, hence it will be necessary to use this information by making decisions with regard to best practices with respect to performance appraisal packages

Source: UCC
Employee Performance Appraisal and Employee Satisfaction: The Mediating Role of Trust in Supervisor Among Staff of the University of Cape Coast

The purpose of the study was to investigate the relationship between supervisor trust and employee happiness and appraisals among University of Cape Coast employees. The study was conducted using the explanatory research design, which was supported by the quantitative inquiry. Chief administrative assistants, administrative assistants at the University of Cape Coast, principal administrative assistants, and senior administrative assistants were among the target group. Using a standardized questionnaire, 249 senior administrative staff members of the University of Cape Coast were sampled and surveyed for the study. For the study's primary data, 249 responses were obtained using structured questionnaires. To achieve its goals, the study also used inferential statistics including mediation analysis and linear regression. According to the study's findings, employee appraisals are normally at a moderate level of effectiveness. Additionally, among administrative personnel at the University of Cape Coast, the study's findings showed a statistically significant positive moderate linear association between employee happiness and employee assessment. The study also showed that supervisor trust has a statistically significant predictive ability to influence employee satisfaction in a favorable but modest way. Additionally, among administrative personnel at the University of Cape Coast, the study found that supervisor trust enhances the impact of employee appraisals on employee happiness. The University was advised to enhance and improve its evaluation procedures and standards as a result. This might entail more regular feedback meetings, more transparent performance evaluations, and alignment with both personal and corporate objectives.

Source: UCC
Employee performance appraisal practices of World Vision – Ghana rural water project (GRWP)

The study investigated the employee performance appraisal practices of the World Vision’s Ghana Rural Water Project (GRWP) and how effective the practices are. The problem under investigation was a fact-finding research so the appropriate research design used was exploratory. The study also used a descriptive survey because it involved collection of data, which informed the answers to the problem stated. The population for the study was the staff of the Ghana Rural Water Project and the total number was 70, which was further sub-divided into namely, senior management and junior staff. The sample size for the study was 40 and out of the 40 questionnaire that were distributed, 30 responded. The study relied on both primary and secondary source of data and the researcher solely collected the data for the study, through the administering of questionnaires to the respondents in both senior and junior staff categories. Interpretation of quantitative data was done mostly by the use of tables and the data gathered from the in-depth interviews were analysed in a narrative form using the research questions raised for the study in relation to the main sections of the interview guide and the questionnaire. Data were analysed with the use of Statistical Package for Social Sciences (SPSS). The study revealed that the current appraisal practices were not as effective as it was expected. The annual assessment, was the cause of disagreements between appraisee and appraiser. This is so because set targets were not discussed at the beginning of the assessment period.

Source: UCC
Employee relations and productivity: a study of selected publishing firms in the Accra Metropolis

This study investigated the influence of employee relations on productivity of selected publishing firms in Accra Metropolis. Using the noninterventional quantitative research design, correlational study design, and multi-stage sampling method (lottery techniques, census method); structured questionnaires were administered to 135 regular staffs of six selected publishing firms in the Accra Metropolis. However, 125 questionnaires were valid and usable for the purposes of data analysis hence a response rate of 92.59%. Preceding the main survey collection, a pre-test on 30 staffs was conducted in a similar setup. All 30 questionnaires administered to the respondents were recovered. A self-administered questionnaire process was used to collect primary data for the main survey. The data collected were analysed using descriptive statistical tools (median, mean) as well as inferential statistics (Pearson’s’ correlation coefficient) with the help of SPSS for windows version 21. The findings revealed that there is good employeeemployer relations in the selected publishing firms in Accra Metropolis. In ranking, shared goals and values had the highest degree of consent from employees, then human resource practices, followed by communication and then leadership styles and lastly, trust. Further analysis showed that, there is high level of productivity among the selected publishing firms in the Accra Metropolis over the past two years. More importantly, employee-employer relations had a positive and significant relationship with the productivity of the selected publishing firms in the Accra Metropolis (r = .608, n = 125, sig value < 0.01). The study concluded that employee-employer relationship is vital to the success of any company or business. It is recommended that future research extends the population to cover publishing firms across all the 10 regions in Ghana so as to establish the general situation of employee relations in publishing firms in Ghana. Also, mixed-method approach is recommended for future research in order to better explain the entire phenomenon in details.

Source: UCC
Employee Retention Strategies In Tertiary Institutions In Ghana: Evidence From Cape Coast Technical University

The study assessed employee retention strategies in tertiary institutions in Ghana, Cape Coast Technical University in the Central Region being the study area. Descriptive research design and quantitative research approach were adopted to address the research objectives. A well-designed questionnaire was used to collect the data. A survey of 175 sampled employees were selected using a census sampling methodology. In the analysis, both descriptive (mean and standard deviation) and inferential (multiple regression by partial least squares) statistics were employed. The results of the Smart PLS structural equation modelling revealed that working environment positively influences employee retention in Cape Coast Technical University. The study further revealed that compensation and staff training have a positive influence on the retention of Cape Coast Technical University employees. The study recommended that Cape Coast Technical University’s management should approve working environment conditions that meet the requirements of the employees in which they manage. In addition, Cape Coast Technical University management should strengthen their compensation packages to meet employees’ complaints. Lastly, Cape Coast Technical University's management should consider leveraging their employees’ training policies to improve customer loyalty and employee retention.

Source: UCC
Employee Retention, Commitment And Staff Performance In Selected Public And Private Universities In Ghana

The study examined employee retention commitment and staff performance in selected public and private universities in Ghana. Specifically, the study sought to investigate the extent to which retention, and commitment influence performance of staff working in Valley View and University of Cape Coast. The study was quantitative research that adopted the descriptive cross-sectional survey design. The population of the study comprised of some selected senior staff at the University of Cape Coast and Valley View University College. The simple random sampling technique and census method was utilised to select 336 respondents for the study. The study employed a questionnaire developed on a five-point Likert scale to solicit responses from the respondents. The data obtained were analysed using descriptive and inferential statistics such as percentages, mean and standard deviation as well as multiple linear regression analysis. The study revealed that retention and commitment levels of staff working in both public and private universities in Ghana are very high. The study concluded that both retention and commitments have significant positive effects on the performance of senior staff working in both private and public universities in Ghana. The study recommended that management of the higher academic institution should prioritize employee retention and commitment strategies such as advancements of growth, conducive working environment, staff empowerment, allowances, and recognition among others as they positively correlate with high staff performance.

Source: UCC
Employee Rewards and Performance of Public Sector Nurses in Ghana: Mediating Roles of Psychological Conditions, Employee Engagement and Causality Orientations

Psychological conditions, employee engagement and causality orientations play vital roles in the employee rewards- performance relationship. Due to limited knowledge on the roles of these factors in this relationship, it was essential to examine the mediation roles of these factors in the employee rewards-nurses’ performance relationship of public sector nurses in Ghana. The mixed methods research approach and the sequential explanatory designs were adopted for the study. The multi-stage sampling technique was used to select 761 respondents. Ten key informants were also selected using purposive sampling. Data were collected using a questionnaire and interview guide. Analysis of the data involved Smart PLS-SEM and inductive thematic analysis. The study found that social reward positively and significantly predicted adaptive performance and contextual performance, while social reward's effect on counterproductive performance was negative and insignificant. Besides, personal value, high moral standard, adherence to rules and reputation damage explained low levels of counterproductive performance. The study also found that psychological meaningfulness and availability significantly and positively mediated the relationships between social reward and contextual performance, while psychological safety did not. Additionally, the study revealed significant and positive serial mediations for social reward, engagement, control orientation and contextual performance. It is recommended that the public sector nurses should request their institutions to institutionalise social rewards, psychological conditions, employee engagement and causality orientations through training and regular employee surveys.

Source: UCC
Employee training and development programme at the coca-cola bottling company of Ghana Kumasi

The purpose of this study was to describe the nature of the employee training and development programmes that exist at the Coca-Cola Bottling Company of Ghana (Kumasi). It also ascertained the modes of conducting employee training programmes and identified the challenges of planning and implementation of the training programme in the company. Descriptive survey method was used for the study. Census was the sampling method used on a population size of 230 employees of the company who were given questionnaire to respond to provide data for the study. The findings indicated that, over 45 percent of the management were due for retirement at 60 years, whereas, close to 75% of the non-management staff were below 45 of age. It was found that the training and development programme of the company was industrial based to suit job requirements of the company rather than relying on external institutional based programmes for individual professional development. It was concluded that, despite the attention given to staff development at the company, the definition of the company’s employee training and development programme is not comprehensive enough to embrace all the characteristics and the two dimensions of staff development programmes which involves Corporate and individual needs. This implies that the mission and primary objectives of profit making organisation and human service organisation are not the same. The researcher recommended that, the need to develop a more comprehensive needs assessment and content seem to be necessary and could be achieved; if individuals are encouraged to make inputs to the needs assessment. The needs assessment and the content could be broadened to embrace both company and personal needs of the employees. It was also recommended that, there is the need to train some of the youth to assume management positions as a majority of the current management would be retiring in five years time.

Source: UCC
Employee training and productivity: A case study of West African mills company limited (WAMCO)

The quality of the human resource of an organization is essential to its success. As such, every organization must seek to improve the quality of its workforce through training. Training has a direct impact on the performance of employees hence improving the company’s output and productivity. Therefore this study sought to analyses how employee training programs influence performance of West African Mills Company Limited. Data was derived through questionnaires administered to sampled employees of West African Mills Company Limited.The results revealed that West African Mills Company Limited had various comprehensive (planned and systematic) in house training programs for different departments of the company to help improve both individual and organizational performance. Almost all employees without respect to educational background had benefited from in house training program. Training for supervisors was more frequent than subordinates. Also employees preferred on job training more than other forms of training schemed implemented by WAMCO. Lastly supervisors confirmed that training always improved performance and efficiency of their subordinates; hence productivity.

Source: UCC
Employee turnover and performance of national disaster management in the Central Region of Ghana

Human resource management is one of the most important practices which help to ensure retention of staffs in organisations. The National Disaster Management Organisation (NADMO) in Ghana has been under intense pressure by citizens to revamp their workforce in order to achieve high performances. However, the institution has failed to be proactive in its responses to disaster management in the country. This study therefore examines the effect of employee turnover on performance of NADMO. Descriptive design of the quantitative method of research was employed for the study. The simple random sampling method was used in selecting respondents. Questionnaire was the main data collection instrument and a sample size of 221 employees was used. Frequencies, tables, and percentages were also used to present the data. The research found that employee turnover in NADMO is at a high rate. It was also revealed that the institution is highly under resourced with human personnel and logistics and staffs are poorly paid attributing to the high employee turnover. The study also showed a negative relationship between employee turnover and performance. It is recommended that management should provide improved remunerations to staffs and make available logistics in carrying out the duties of the organization. It is therefore concluded that inadequate logistics and resources and high turnover affect the organisation which lead to a lower productivity and performance.

Source: UCC
Employee turnover in opportunity international savings and loans limited

Employee turnover in nearly all organizations worldwide have raised great concern. Rapid exit and entry of employees into an organization presents serious obstacles to organizations in achieving their organizational goals. Employee turnover should be analyzed in order to identify various reasons for people leaving the organization. Thus, the study sought to analyze employee turnover in Opportunity International Savings and Loans Limited (OISL) and to establish its causes, effects and recommendations on how to retain employees. Data was collected through the use of interview guide and structured questionnaires. Data was analyzed descriptively by the use of mean, frequencies and percentages. Findings of the study suggested that employee turnover in the company was real and that poor reward and compensation system, low employee motivation, delays in promotions and poor career progression scheme are the major causes of employee turnover. The study also found major effects of the phenomenon to be high operational cost, separation cost, replacement cost, training cost, reduced organizational profits and distorted manpower planning. Recommendations were made that retention strategies should be implemented and that more emphasis should be placed on human resource and the development of people in order to reach the core objective of the company through contented and well developed employees.

Source: UCC
Employee turnover in the hotel industry in Cape Coast and Elmina

Employee turnover is a problem for organizations and is one of the challenges facing human resource managers. This study was motivated by the desire to find out the nature of employee turnover in the hotel industry in Cape Coast and Elmina, the factors that account for it and probable solutions to the problem. A stratified sampling procedure was used to select 240 employees and 40 management personnel for the study. Primary data were gathered through the administration of questionnaires. Statistical tools employed to analyze the data were frequencies, means and standard deviation, Chi square, independent sample T-tests, Analysis of Variance and binary logistic regression. The results revealed that: 1) The front-office, accommodation and food and beverage were more prone to turnover. 2) Dissatisfaction with pay, perceived alternative employment opportunities, and lack of motivation account for employee turnover in the hotel industry in Cape Coast and Elmina. 3) Recognition, reward for a good work done, competitive compensation influence employees’ intention to stay with organizations. The educational level of respondents had an effect on intention to quit. As a result of the findings, it is recommended that hotel management put in place effective compensation policies. The study recommends that further research be conducted in the area of managerial turnover and also find the relationship between training and development and employee turnover.

Source: UCC
Employee-Employer Relations and Employee Performance Among Small and Medium Enterprises in Central Region

This study was aimed on the examination of the effect of employer-employee-employer relations on employee performance. Specifically, the study sought to examine the employee-employer relations among Small and Medium Enterprises in the Central Region; to assess the level of employee performance among Small and Medium Enterprises in the Central Region; to examine the relationship between employee-employer relations and employee performance among Small and Medium Enterprises in the Central Region. The study was centered on the Herzberg’s two-factor theory and Locke’s theory of goal setting. 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 326. Descriptive statistics and structural equation model were employed to analyse the objectives of the study. The study found that employees in the region generally perceived their organizations as fostering positive relations with their employers. Key aspects such as open communication, support from colleagues and supervisors, and the opportunity for professional growth were highly rated by the respondents. The study found that employees in the SMEs studied generally rated their performance highly. The results from the structural equation model indicated that improvements in employee-employer relations are associated with higher levels of employee performance. The recommended that employees of small and medium enterprises must foster a culture of open communication.

Source: UCC