Browsing by Author "Abdul-Nasiru, I."
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Item Attitudes toward the insanity defense: Examination of the factor structure of Insanity Defense Attitude-Revised (IDA-R) Scale in Ghana.(Taylor & Francis, 2016) Adjorlolo, S.; Abdul-Nasiru, I.; Chan, H.C.; Bentum, F.Decades of research have revealed the potential of individuals to be partial toward defendants pleading insanity at the time of offense. This study examines the internal structure of the Insanity Defense Attitude-Revised (IDA-R) scale as well as predictors of insanity defense attitude in a Ghanaian sample (N D 253). Using principal component analysis, we identified three distinct latent factors, two (i.e., strict liability, unprofessional behavior and safety concerns) of which corroborate the findings of previous studies, and a unique factor- expression of sympathy. Participants who were highly involved in religious activities were more likely to be sympathetic. Views regarding the causes and treatability of mental illness did not significantly predict insanity defense attitudes.Item Career adapt-abilities scale in Ghana: Psychometric properties and associations with individual-level ambidexterity and employees’ service performance(Current Psychology, 2019-08-13) Abdul-Nasiru, I.; Affum-Osei, E.; Antwi, C.O.; Asante, E.A.; Aboagye, M.O.This study examined the psychometric properties of the Career Adapt-Abilities Scale (CAAS) in Ghana and its associations with individual-level ambidexterity and employees’ service performance. The CAAS International-Form constitutes four sub-scales, each with six items, which measure career concern, career control, career curiosity, and career confidence as self-regulatory resources that could help individuals to effectively manage occupational transitions, developmental tasks, and work roles. We hypothesized that career adaptability relates positively to the two outcomes. We tested the internal consistency, factor structure, and the hypotheses with 443 service representatives in Ghana. Results indicated that the overall CAAS score and sub-scales were good and reliable. The factor structure was identical to that of the CAAS International-Form. As expected, career adaptability positively related to individual-level ambidexterity and employees’ service performance. These findings provide insights for research and career development.Item Career adapt-abilities scale in Ghana: Psychometric properties and associations with individual-level ambidexterity and employees’ service performance(Current Psychology, 2021) Affum-Osei, E.; Antwi, C.O.; Abdul-Nasiru, I.; Asante, E.A.; Aboagye, M.O.; Forkouh, S.K.This study examined the psychometric properties of the Career Adapt-Abilities Scale (CAAS) in Ghana and its associations with individual-level ambidexterity and employees’ service performance. The CAAS International-Form constitutes four sub-scales, each with six items, which measure career concern, career control, career curiosity, and career confidence as self-regulatory resources that could help individuals to effectively manage occupational transitions, developmental tasks, and work roles. We hypothesized that career adaptability relates positively to the two outcomes. We tested the internal consistency, factor structure, and the hypotheses with 443 service representatives in Ghana. Results indicated that the overall CAAS score and sub-scales were good and reliable. The factor structure was identical to that of the CAAS International-Form. As expected, career adaptability positively related to individual-level ambidexterity and employees’ service performance. These findings provide insights for research and career development.Item Career adaptability and ambidextrous behavior among customer-service representatives: the role of perceived organizational support(Journal of Personal Selling and Sales Management, 2019-05) Affum-Osei, E.; Adom Asante, E.; Kwarteng Forkouh, S.; Abdul-Nasiru, I.With the increasing need for dynamism in the world, organizations and researchers have been interested in how employees can easily cope with change and be flexible on the job by using their foreknowledge and still being open to new ideas to boost their work output. Consequently, there has been an increase in research on ambidexterity. However, much is still unknown regarding the determinants of individual-level ambidexterity. This article examines the importance of career adaptability resources in predicting employees’ ambidextrous behavior and service performance. Our study also demonstrates the mediation role of ambidexterity in the career adaptability–service performance relationship as well as the moderating role of perceived organizational support (POS) in the ambidexterity–service performance relationship. Data were collected from 443 service representatives of telecommunication organizations in two timepoints. Structural equation modeling (SEM) was used to test the research hypotheses. SEM results show that career adaptability positively relates to ambidextrous behavior and service performance. While POS interacts with ambidexterity to positively predict service performance, ambidexterity serves as a mechanism through which career adaptability influences service performance. The study provides insight for practitioners to offer adequate guidance and a supportive working environment for both existing and prospective employees toward training and performance.Item Examining the Factorial Validity of the Entrepreneurial Career Motives Scale: A Five-Nation Comparison(Journal of Career Development, 2020-01-21) Abdul-Nasiru, I.; Affum-Osei, E.; Goto, S.G.; Yeung, J.C.; Wang, R.; Lam, H.; Chan, D.K.S.This study validates Shane et al.’s Entrepreneurial Career Motives Scale across nations. A total sample of 948 undergraduate and postgraduate students from five nations (China ¼ 229, Hong Kong ¼ 213, Holland ¼ 136, United States ¼ 155, and Ghana ¼ 215) were recruited to complete a survey designed to measure their entrepreneurial motives and other related constructs. Confirmatory factor analysis supported the hypothesized four-factor structure, namely, perceived recognition, sense of independence, pursuit of learning, and perceived roles. Results of the measurement invariance comparisons satisfactorily established measurement equivalence of the scale across nations, language versions, and genders. Both convergent and discriminant validities were established as the motives were associated with different constructs in an expected manner. Interestingly, different patterns in the entrepreneurial career motives emerged across nations. Overall, our findings provide support for the construct validity of the Entrepreneurial Motives Scale. Implications for practice, limitations, and future research directions are discussed.Item From Handmaidens to POSH Humanitarians: The Case for Making Human Capabilities the Business of I-O Psychology(Industrial and Organizational Psychology, 2017) Gloss, A.; Carr, S.C.; Reichman, W.; Abdul-Nasiru, I.; Trevor Oestereich, W.Industrial-organizational (I-O) psychology has begun to shed its reputation as a handmaiden to corporate and managerial interests, in part, through its engagement with humanitarian concerns. However, as highlighted by recent commentary, I-O psychology still has a decidedly POSH perspective on the world; that is, it has focused on Professionals who hold Official jobs in a formal economy and who enjoy relative Safety from discrimination while also living in High-income countries. This POSH perspective reflects an underlying bias away from people living in multidimensional poverty. We empirically illustrate some of the connections between a POSH perspective and poverty by reviewing 100 years of research in I-O psychology, and then we make a case for why a neglect of people living in poverty undermines the discipline's science, its practice, and its humanist charge. As moral justification for greater engagement with humanitarian concerns and as a guide to navigate the difficult ethical quandaries involved in doing so, we suggest that I-O psychologists should consider the capability approach. We discuss the concept of human capabilities, relate it to I-O psychology, and demonstrate its utility in the form of three hypothetical scenarios. Perhaps our most controversial claim is that there is a moral imperative for I-O psychology to overrepresent people living in the deepest forms of poverty in both its science and practice. © 2017 Society for Industrial and Organizational Psychology.Item The impact of stakeholders and mobile phone use on educational achievement in Ghana: A humanitarian work psychology study(Humanitarian Work Psychology and the Global Development Agenda: Case Studies and Interventions, 2016-01) Abdul-Nasiru, I.; Toaddy, S.Several initiatives are in place to support educational success in Ghana. In this study, the positive and negative effects of the use of mobile phones to support primary schooling were examined. Using qualitative and exploratory methodology, the authors worked with various stakeholders in selected rural communities in Ghana to identify major benefits and drawbacks of mobile-phone use in not only the educational but also the larger sociopolitical contexts. Ties to the larger practices of humanitarian work psychology, future directions, and recommendations for mobile-phone use best practices in the educational context are discussed. The Impact of Stakeholders and Mobile Phone Use on Educational Achievement in Ghana: A Humanitarian Work Psychology Study | Request PDF. Available from: https://www.researchgate.net/publication/284663975_The_Impact_of_Stakeholders_and_Mobile_Phone_Use_on_Educational_Achievement_in_Ghana_A_Humanitarian_Work_Psychology_Study [accessed Sep 12 2018].Item International development and I-O psychology in sub-Saharan Africa: Perspectives from local and expatriate standpoints(Industrial and Organizational Psychology Help the Vulnerable: Serving the Underserved, 2014-01) Abdul-Nasiru, I.; Gloss, A.E.This chapter describes the work of the two authors who served separately to help improve the quality of education in different sub-Saharan African countries: Ghana and South Africa. While both authors were not I-O psychologists at the time, their experiences involved applying industrial and organizational (I-O) psychology principles and helped shaped their current perspectives, and careers, as I-O psychologists. While both authors were associated with development initiatives tied to the United States, their perspectives represent different sides of traditional development projects as one brought the perspective of someone from the United States to South Africa while the other brought a local Ghanaian perspective and expertise to his project in Ghana. The authors' projects involved a range of topics from I-O psychology including motivation and organizational development, but they highlight select challenges and priorities that are frequently prominent in development work, namely, communication difficulties, the importance of strengthening relationships between stakeholders, and physical security. They discuss and explore the ramifications of these challenges and priorities, including how they reflect on the importance of issues of identity, power, and justice in international development work. © Walter Reichman 2014. All rights reserved.Item Mental Health Professionals’ Attitudes Toward Offenders With Mental Illness (Insanity Acquittees) in Ghana(International Journal of Offender Therapy and Comparative Criminology, 2018-02) Adjorlolo, S.; Abdul-Nasiru, I.; Chan, H.C.Mental health professionals’ attitudes toward offenders with mental illness have significant implications for the quality of care and treatment rendered, making it imperative for these professionals to be aware of their attitudes. Yet, this topical issue has received little research attention. Consequently, the present study investigates attitudes toward offenders with mental illness (insanity acquittees) in a sample of 113 registered mental health nurses in Ghana. Using a cross-sectional survey and self-report methodology, the participants respond to measures of attitudes toward offenders with mental illness, attitudes toward mental illness, conviction proneness, and criminal blameworthiness. The results show that mental health nurses who reportedly practiced for a longer duration (6 years and above) were more likely to be unsympathetic, while the male nurses who were aged 30 years and above were more likely to hold offenders with mental illness strictly liable for their offenses. Importantly, the nurses’ scores in conviction proneness and criminal blameworthiness significantly predict negative attitudes toward the offenders even after controlling for their attitudes toward mental illness. Yet, when the nurses’ conviction proneness and criminal blameworthiness were held constant, their attitudes toward mental illness failed to predict attitudes toward the offenders. This initial finding implies that the nurses’ views regarding criminal blameworthiness and conviction may be more influential in understanding their attitudes toward offenders with mental illness relative to their attitudes toward mental illness.Item Organisational Commitment in the Public Service of Ghana: An Empirical Study.(International Knowledge Sharing Platform, 2014) Abdul-Nasiru, I.; Mensah, R.; Amponsah-Tawiah, K.; Simpeh, K.N.; Kumasey, A.S.Overall performance of an organisation depends on several factors including organisational commitment. This phenomenon is a valuable factor that affects policy direction of organisations of today. The current study examines commitment of workers in the civil/public service of Ghana. In the process, the researchers also investigated differences in commitment in terms of age and length of service. Subjects were 343 male and female civil/public servants, drawn from various ministries, departments and agencies. Analyses show that males are more committed than their female counterparts. It was further revealed that age is positively associated with employee commitment, and that longer serving employees are more committed than staff with short tenure in an organisation. The implications were discussed and recommendations made.Item Organisational Culture, Change Readiness and Successful Change Implementation in Universities in Ghana(University of Ghana, 2014-06) Abdul-Nasiru, I.; Puplampu, B. B.; Opoku, J. Y.; Danquah, S. A.; Asumeng, M. A.; University of Ghana, College of Humanities, School of Social Sciences, Department of PsychologyUniversities have unique features from regular business entities. However, like any other organisation the environment in which they operate is constantly changing, and they need to change not only to survive but to compete successfully to achieve set objectives. This study examines universities and how they achieve success in change implementation, given their culture and readiness for change tendencies. A total of 528 participants made up of academic and non-teaching staff, as well as students were selected from ten (10) public and private universities in Ghana for the study. The mixed method was used for the data collection and analysis. Quantitative data gathered through questionnaires were analysed using the Pearson Product-Moment Correlation, Multivariate Analysis of Variance (MANOVA) and Multiple Regression. For the interviews, Thematic Analysis was used for the analysis. Results show that private universities have significant features of clan and adhocracy cultures compared with public universities. Furthermore, readiness for change mediated the relationship between organisational culture and successful change implementation (measured in terms of technology acceptance). However, data showed that there is no significant difference between public and private universities in terms of change implementation success. The findings were discussed and recommendations made in terms of strategies for achieving successful change implementationItem Organisational Culture, Change Readiness and Successful Change Implementation in Universities in Ghana(University of Ghana, 2014-06) Abdul-Nasiru, I.; Puplampu, B. B.; Opoku, Y. J.; Danquah, A. S.; Asumeng, A. M.Universities have unique features from regular business entities. However, like any other organisation the environment in which they operate is constantly changing, and they need to change not only to survive but to compete successfully to achieve set objectives. This study examines universities and how they achieve success in change implementation, given their culture and readiness for change tendencies. A total of 528 participants made up of academic and non-teaching staff, as well as students were selected from ten (10) public and private universities in Ghana for the study. The mixed method was used for the data collection and analysis. Quantitative data gathered through questionnaires were analysed using the Pearson Product-Moment Correlation, Multivariate Analysis of Variance (MANOVA) and Multiple Regression. For the interviews, Thematic Analysis was used for the analysis. Results show that private universities have significant features of clan and adhocracy cultures compared with public universities. Furthermore, readiness for change mediated the relationship between organisational culture and successful change implementation (measured in terms of technology acceptance). However, data showed that there is no significant difference between public and private universities in terms of change implementation success. The findings were discussed and recommendations made in terms of strategies for achieving successful change implementationItem Personality and Demographic Variables: Antecedents of Job Satisfaction Among Selected Employees in the Ghanaian Banking Sector.(European Journal of Business and Managemen, 2016) Abdul-Nasiru, I.; Mensah, R.Different people have varying feelings when they engage in work related behaviours. The study examines how psychosocial variables (such as personality and demographic characteristics) predict job satisfaction among selected employees in the Ghanaian banking sector. The main objectives of the study were to understand the extent to which the five-factor personality traits influence job satisfaction, and to explore the link between some demographic variables and job satisfaction. The study adopted a quantitative research, cross-sectional and explorative research design. A sample of four hundred and eighty-three (483) employees in the banking industry was used in this study. Data analysis reveals a strong relationship between job satisfaction and three of the fivefactor personality traits: neuroticism, agreeableness and conscientiousness. The study also reveals that, age as a demographic variable predicts job satisfaction of banking staff. There are different dimensions of influence that personality traits could have on organisational attitudes such as job satisfaction especially when measured among staff with varying backgrounds. This study reveals that it will be useful for organisations to devote time and resources in dealing with the unique sensitivities of employees, and ensuring that the right people with the requisite attributes are placed in appropriate positions to enhance increased satisfaction on the job which has the tendency of predicting overall productivity.Item The role of change readiness in the relationship between learning organisation and successful change implementation(Journal of Organizational Change Management, 2024) Abdul-Nasiru, I.Purpose – Although change is a necessary part of organisational life, achieving a successful change is complex. Change readiness is a critical element in successful change implementation, yet studies assessing change readiness as an underlying mechanism in the link between organisational-level factors and successful change implementation are scarce, particularly in the African context. Accordingly, the present study examined the extent to which change readiness mediates the link between learning organisation and successful change implementation in the Ghanaian context. Design/methodology/approach – The study utilized a standardized questionnaire to collect data from 364 participants, working in public and private universities in Ghana. The participants were selected via the convenience sampling strategy to complete the survey on the main variables at a single point in time. The study was purely quantitative, as path analysis – a form of structural equation modelling was employed to test the hypothesized relationships in the study. Findings – The results show that both learning organisation and change readiness facilitated successful change implementation. Finally, it was observed that change readiness served as an important mediating mechanism in the link between learning organisation and successful change implementation. Practical implications – Change readiness was found to explain the link between learning organisation and successful change implementation. Thus, it is important that managers and leaders of public and private sector educational institutions in Ghana invest resources into preparing and getting employees to accept, be committed to and ready for change. Originality/value – The present study contributes to the scarce knowledge of the mediating role of change readiness in the link between learning organisation and successful change implementation in the African context.Item The role of leaders in building research cultures in sub-Saharan African universities: A six-nation study(Taylor & Francis Group, 2022) Puplampu, B.B.; Nkomo, S.; du Plessis, Y.; Kabagabe, J.B.; Garwe, E.C.; Namada, J.; Ogunyemi, K.; Thondhlana, J.; Abdul-Nasiru, I.; Agina, A.; Amponsah-Tawiah, K.; Danesi, R.; Djokoto, J.G.; Duncan, D.D.; Lekunze, J.; McGrath, S.; Ndegwa, J.; Ngowa, N.; Ntow, M.O.; Ondondo, E.A.; Rena, R.; Sandada, M.Existing research attributes the problem of weak research productivity of academics in African universities primarily to institutional resource poverty and inadequate research skills. However, there has been little attention to research cultures and the role of leaders in fostering productive ones. Drawing from the literature on organizational culture, this study examines the role of university leaders in developing research cultures. The study explores how institution leaders do this within the higher education contexts in their countries. The empirical work is based on qualitative interviews with senior and mid-level university leaders in six countries in sub-Saharan Africa. While all of the leaders espoused clear views about the elements of a productive research culture, results indicate a significant gap remains between espoused values for research and the actual research culture. Theoretically, the research extends the concept of research cultures by demonstrating the complex dynamics between research cultures, culture embedding mechanisms, and leader behavior within contextual constraints.Item Teachers’ promotion of creativity in basic schools(American Journal of Social and Management Science, 2013) Nyarko, K.; Akenten, W.; Abdul-Nasiru, I.The study was conducted to find out the role of tea chers in fostering creat ivity among basic school student s in Ghana . The sample was drawn on 172 teachers , with different teaching qualifications and experience between the ages of 20 and 60 years . The findings show that teachers at the basic level of educa t ion promote creativity among students through motivation, divergent thinking, and the promotion of a conducive learning environment. Again, it was found out that teachers view the promotion of creativity as a joint responsibility of parents and teachers. Finally, although teachers agree that creativity is fostered through motivation, there was no statistically significant difference between teachers who view creativity to be intrinsically motivated and those who view it to be extrinsically motivated. The i mplications of the findings are examined.Item Understanding the Role of Proactive Personality in Occupational Health and Safety at Oil and Gas Service Stations in Accra(SAGE Open, 2022) Bakidamteh, S.A.; Teye-Kwadjo, E.; Abdul-Nasiru, I.This study explored occupational health and safety among fuel pump attendants at selected oil and gas service stations in Accra, Ghana. Respondents completed a questionnaire battery on proactive personality, safety climate perceptions, safety compliance, and safety participation. Regression models showed that safety climate perceptions and proactive personality each had significant positive main effects on safety compliance and safety participation. Moreover, we found that the positive relationship between safety climate perceptions and safety compliance, and between safety climate perceptions and safety participation was weaker when proactivity was high than when it was low. The theoretical and managerial implications of the results are discussed.