Browsing by Author "Quartey, S.H."
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Item Examining occupational stress, job satisfaction and gender difference among bank tellers: evidence from Ghana(International Journal of Productivity and Performance Management, 2020-01-27) Dartey-Baah, K.; Quartey, S.H.; Osafo, G.A.Purpose – Bank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender difference among bank tellers in Ghana. Design/methodology/approach – Using a cross-sectional survey approach, the authors used questionnaires to collect data from bank tellers in Ghana. Valid questionnaires were retrieved from 112 tellers across four banks. The hypotheses were tested using Pearson r-test, standard multiple regression and independent t-test. Findings – The results revealed that tellers are more likely to exhibit counterproductive behaviours such as job dissatisfaction due to work-related stress. The results further showed that gender is not a strong determinant of job satisfaction and occupational stress among the bank tellers. Thus, both male and female tellers can have similar stress perceptions and experiences. Also, both male and female tellers can be satisfied with their jobs. Research limitations/implications – The findings must be interpreted with caution because crosssectional surveys are often criticised for causality issues. The causality issue here is that the use of crosssectional data did not allow the study to examine any changes in some of the constructs examined with time. Also, the results are occupation, industry and country-specific. Practical implications – To reduce counterproductive behaviours due to occupational stress, human resource managers and line managers of the banks urgently need to train bank tellers on stress management. Emotional intelligence training is also necessary for bank tellers to obtain the needed resources and competencies to deal with daily stress. Social implications – A stressful work environment negatively affects employee and organisational productivity and performance. The socioeconomic consequences of occupational stress are expensive for organisations, economies and society. The indirect effect of stress on employees’ families and friends are often ignored by organisations. Originality/value – The transactional stress theory has been applied towards an understanding of occupational stress and job satisfaction among bank tellers. The examination and establishment of particular relationships between occupational stress, job satisfaction and gender difference are significant for human resource managers and other line managers.Item Examining the nexus between human resource leadership and corporate sustainability: views of human resource professionals in Ghanaian SMEs(Inderscience, 2022) Quartey, S.H.; Dartey-Baah, K.; Essiaw, M.N.Abstract This paper examines the nexus between human resource leadership (HRL) and corporate sustainability (CS) in small and medium-sized enterprises (SMEs) in Ghana. Though HRL and CS are interrelated, the growing strategic concern is recognising senior human resource professionals as leaders capable of corporate change towards more sustainable organisations. This paper utilised exploratory qualitative research techniques by interviewing 15 senior human resource managers working in SMEs in Ghana. The data were analysed using the grounded theory method. The findings suggest that some of the HRL practices are being utilised more than the others, with some activities critical to CS design and implementation. Some of the CS practices supported by HR leaders are traditional and basic. Certain organisational factors were discovered as critical to the effective design and implementation of sustainability practices. Some practical, theoretical, and research implications for understanding and embedding sustainability within organisations were discussed.Item Examining toxic leadership, pay satisfaction and LMX among nurses: evidence from Ghana(Industrial and Commercial Training, 2023) Dartey-Baah, K.; Quartey, S.H.; Asante, K.G.Purpose – The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana. Design/methodology/approach – Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling. Findings – The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant. Research limitations/implications – Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time. Practical implications – Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development. Social implications – Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations. Originality/value – Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economyItem Exploring female lawyers’ competence in Ghanaian law firms: clients’ perspective(Taylor & Francis Group, 2021) Quartey, S.H.; Akuffo-Kwapong, B.; Etone, D.This paper aims to explore how clients perceive the competence of female lawyers in Ghanaian law firms. As an exploratory qualitative study, thematic analytic approach was used to analyse the interview data gathered from 15 clients of law firms. The findings reveal that clients consider the gender of lawyers when making hiring decisions and determining competence. The findings also suggest that clients consider legal expertise, professionalism, knowledgeability, gender attributes, and social interaction as critical determinants of female lawyers’ competence in law firms. We suggest that managers of law firms should understand and consider the role of clients in competence development. Managers of law firms could also manage gender-based competence biases of clients and improve practice management by implementing effective gender policies and client–lawyer relationship management strategies. The wider implication for the gender schema theory is that gender schemas of clients affect competency measurement and assessment. The current competence-based theorizations in management science could consider client perspective.Item Human Development and Net Migration: the Ghanaian Experience(Springer, 2021) Amoah, A.; Tetteh, C.; Korle, K.; Quartey, S.H.This study examines human development as a key economic driver of net migration in Ghana. The study uses annual time series data spanning the period of 1980–2020. An instrumental variable econometric approach is used for the analysis based on its strength in addressing identifcation challenges such as serial correlation and endogeneity issues commonly associated with time series data. Other econometric techniques are also used for robustness purposes. The study shows evidence of a negative and statistically signifcant relationship between human development and net migration in Ghana. This finding implies that improving human development negatively drives net migration in favour of emigration. The study recommends that efforts towards improving education, health and income should be strengthened to reduce emigration especially skilled and illegal migrants. This study concludes that human development is a key socio-economic driver of net migration in Ghana.Item Investigating intellectual capital, corporate environmental sustainability strategy, and management commitment: Evidence from Ghanaian hotels(Knowledge and Process Management, 2022) Quartey, S.H.; Mensah, M.This study investigates the impact of intellectual capital (IC) on corporate environmental sustainability strategy (CESS) and the moderating effect of management commitment (MC) on the link between IC and CESS in hotels in Ghana. As a cross-sectional survey, data was collected from 185 managers from 30 hotels and analyzed using standard multiple regression analyses. The results revealed that there is a positive link between IC and CESS. The results further showed that MC has a significant positive moderating effect on the link between IC and CESS. The study's findings provide evidence to support the view that MC can enhance IC's contribution to the environmental sustainability performance of hotels in Ghana. This study extends the natural resource-based theory by showing IC as strategic capability and resource for achieving corporate environmental sustainability strategies.