Department of Organisation and Human Resource Management (OHRM)

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Occupational Health And Safety As A Predictor Of Commitment Among Workers In The Ghanaian Mining Sector
(University Of Ghana, 2014) Muah, P.
This study sought to examine and establish the relationship and effect of occupational health and safety on organizational commitment. First, it was proposed that occupational health and safety would have a positive relationship with affective, normative and continuance commitment. Next, job safety, co-worker safety, supervisor safety, safety programs and management safety practices were expected to predict affective, normative and continuance commitment. Descriptive, cross-sectional survey design was used and the sample on which conclusions were based consisted of 370 employees of the Ghanaian mining industry who were selected using simple random sampling method. OHS was measured using instrument develop by Hayes et.al, (1998). The survey instrument has five construct made up of job safety, co-worker safety, supervisor safety, safety programs and management safety practices. Also, organizational commitment was measured using commitment instrument developed by Allen and Meyer (1997) with three dimensions (affective, normative and continuance). Correlational and hierarchical regression analyses were used to test for proposed hypotheses. The correlational analysis showed a positive significant relationship between OHS and affective, normative and continuance commitment. Further the hierarchical regression showed that co-worker safety and management safety practices had a significant effect on affective, normative and continuance commitment. However, job safety, supervisor safety and safety programs did not predict affective, normative and continuance commitment. It was concluded that Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely to stay. Also invest in the protection of employees‘ health and safety on the job since that would improve employees‘ commitment to the organization.
Application Of Eclectic Theory Of Internationalisation To Ghanaian Firms: The Case Of Blue Skies Ghana Limited.
(University Of Ghana, 2020-07) Afriyie-Ahenkan, M.
Internationalisation activities of firms have increased significantly over the last two decades due to globalization. In the past two decades, internationalisation activities of firms from merging and developing countries have increased significantly. Internationalisation activities of firms are becoming more and more diverse due to increasing integration of global markets and opportunities in both developed and developing countries. Using Dunning’s Eclectic theory of internationalisation, this study examines how ownership, location and internalisation advantages have influenced the internationalisation activities of Ghanaian firms using Blue Skies Ghana Limited as a Case Study. Through qualitative approach within an interpretivist paradigm, this study generated in-depth explanations on the internationalisation activities of Blue Skies. Six managerial staff of Blue Skies were purposively selected and interviewed. The data collected was analyzed using the Miles & Huberman (1994) approach to qualitative data analysis. The findings reveal that Blue Skies possesses certain ownership advantages (O), location, and internalisation advantages that have successfully influenced its internationalisation activities. These advantages have strongly informed its internationalisation activities in subsidiary countries such as South Africa, Egypt, United Kingdom and Brazil and its export countries such as France, Netherlands, Belgium, Denmark Dubai and Switzerland. The study concludes that the eclectic theory (OLI paradigm) has successfully explained the international business activity of Blue Skies.
The Effect Of Talent Management On Organizational And Employee Task Performance: Evidence From The Ghanaian Banking Industry
(University of Ghana, 2021-07) Awadzi
ABSTRACT The study broadly examines the effect of talent management practices on employee task performance and organisational performance in the Ghanaian banking industry. The research design adopted was the convergent parallel mixed-method research design. The survey sample size was 250 gathered from a self-administered structured questionnaire for the quantitative data and five interviewees using an interview guide for the qualitativedata. Structural Equation Modelling (SEM) was used to analyse the quantitative data and thematic data analysis was adopted to analyse the qualitative data of this study. The results showed that there is a significant positive relationship between talent management and organisational performance, and a meaningful relationship betweentalent management and task performance. In addition, the qualitative data analysed indicated that talent management impacts positively on task and organisational performance. These findings were discussed in relation to extant literature and conclusions were drawn. Recommendations were then made in relation to policy, practiceand areas for further research.
The Impact Of Mental Health On Mineworkers’ Safety Behaviours: The Moderating Role Of Safety Climate
(University Of Ghana, 2021-10) Amoako, E.K.
Despite the heavy investment in health and safety, the Ghanaian mining industry continues to record a high number of accidents and workplace injuries. The cost of accident compensations coupled with the loss of productive work hours as well as work-related diseases emanating from accidents and injuries at the workplace are excruciating. Mine workers compliance with safety rules and regulations and the active participation in safety initiatives and activities which could be improved through a good safety climate and enhancing mine workers mental health will contribute to reducing workplace accidents and injuries. To this end, the current study investigates the impact of mental health (anxiety and depression) on employee safety behaviours (compliance and participation) whiles examining whether safety climate moderates the relationship between mental health and safety behaviours. Grounded in the social exchange theory, the study adopted a quantitative research approach with an explanatory cross-sectional survey research design. A total of two-hundred and seventy-four (274) mine workers purposively selected participated in the study. Responses were obtained from participants through a structured questionnaire which was analyzed using the partial least square structural equation modelling with smart PLS (v.3). The study found that anxiety had a significant negative effect on safety compliance but not participation. Depression was found to have a significant negative effect on mine workers safety compliance and participation behaviours. The findings of the study also show that safety climate moderates the relationships between the dimensions of mental health and mine workers safety behaviour except for the relationship between anxiety and mine workers safety participation behaviour. The study recommends the need for mining companies to develop industry-specific policies on mental health and employee’s assistance programs in mental health that will seek to identify and address mental health challenges among mine workers.
Perceptions Of Organisational Politics And Life Satisfaction: The Mediating Roles Of Job Satisfaction, Affective Commitment And Work Engagement
(University Of Ghana, 2022-08) Asante, C.
The purpose of this study was to explore the effect of perceptions of organisational politics (POP) on employees’ life satisfaction. Additionally, the study was aimed at examining whether job satisfaction, affective commitment, and work engagement mediated the relationship between POP and life satisfaction. This study adopted a quantitative approach and cross-sectional research design. Convenient sampling technique was utilised to draw a sample of 282 employees who work as senior administrators in two selected public universities in Ghana. Data were collected through self-administered questionnaires. Questionnaires were administered at two points in time (Time 1 and Time 2 questionnaires) to participants via a time interval of two weeks. Hypotheses were tested via structural equation modeling. Analyses revealed support for all the hypotheses. Specifically, the findings showed that POP was negatively influenced life satisfaction. Furthermore, POP predicted life satisfaction via affective commitment, work engagement, and job satisfaction. The study is important because it is the first to identify POP as an antecedent of life satisfaction. In addition, the findings of the study extend our knowledge on POP and life satisfaction thorough three mediating mechanisms. Management of universities can enhance employees’ work and non-work outcomes through practices that diminish POP. These practices may include providing a clear definition for performance appraisal guidelines to reduce ambiguity, and incentivizing team efforts rather than personal efforts.
The Mediating Role of Leadership Style in Organisational Ethics and Workplace Incivility: Empirical Evidence from MTN Ghana
(University of Ghana, 2021-09) Tabi, M.W.
The purpose of the study was to examine relationships between leadership style, organisational ethics and workplace incivility amongst telecommunication workers in MTN Ghana. Specifically, the study explored the relationship between organisational ethics and workplace incivility. Also, the mediating effect of leadership style between organisational ethics and workplace incivility was assessed. Methodologically, the study was quantitative in nature. Using a cross-sectional survey design, data was collected from employees of MTN Ghana in Accra by means of a structured questionnaire. A sample of 209 respondents were conveniently drawn for the study. Results from structured equation model (SEM) analysis indicated that organisational ethics was significantly and positively related to workplace incivility. The study found that transformational leadership style did not mediate the relationship between organisational ethics and employee workplace incivility. However, transactional leadership partially mediated the relationship between organisational ethics and workplace incivility. It is recommended that management emphasize transactional leadership behaviours such as motivating workers through the use of rewards and also putting in place fair and appropriate measures in ensuring discipline among workers. This potentially could engender appropriate conduct among employees which may lower workplace incivility in the company.
Corporate Social Responsibility, Organisational Citizenship Behaviour and Job Satisfaction of a Leading Hotel in Ghana
(University of Ghana, 2020-07) Atua - Ntow, N.Y.O.
This study examines the relationship between corporate social responsibility (CSR), organisational citizenship behaviour and job satisfaction in a leading hotel in Ghana. The study examines the nature and form of CSR practices of a hotel, the influence of employees’ perception of corporate social responsibility and organisational citizenship behaviour as well as the independent relationship between job satisfaction and organisational citizenship behaviour. A Four-Star hotel in the heart of Accra was selected. Specifically, Marriott International Hotel, Accra was the organisation used for this study. The study employed the concurrent mixed-method approach to gather data at a point in time. Regression analysis was used in analysing the survey data of 162 respondents. Content analysis was also used in analysing the 2018 annual report of the hotel as well as the 2019 annual report of their corporate social responsibility program. Findings from the study showed that the CSR practices of the hotel were more economic in nature and it focused more on education and training. Results from the quantitative analysis showed that, employees had a positive perception of the hotel’s CSR practices. Further analysis showed that, employees’ perception of CSR practices influenced organisational citizenship behaviour. Specifically, economic CSR had the strongest predictor on organisational citizenship behaviour. Again, results from the independent relationship between organisational citizenship behaviour and job satisfaction showed that, job satisfaction significantly predicted organisational citizenship behaviour. Given the findings, it was recommended that, the hotel should focus more on its philanthropic CSR practices to increase the pro-social behaviours of employees.
Understanding the Dynamics of Teachers’ Quality and Students’ Acquisition of Quality Learning at the Basic School Level in the Accra Metropolis
(University of Ghana, 2019-09) Addico, S.A.
The purpose of this study is to provide an understanding as to how the inadequacy of quality trained teachers at the Junior High School Level in both public and private schools affects students’ acquisition of quality learning. Guided by literature on the dynamics of teachers’ quality and students’ acquisition of quality learning at the basic school, data was collected from forty-one basic school teachers in the Accra Metropolitan area using a self-administering questionnaire and analyzed descriptively. Based on the analysis, nine best practices that guided the success of quality trained teachers and contributed to students’ achievement were identified. These included: completion of formal training in a recognized educational institution and also being certified to teach, having positive behavior and knowledge of the curricular, knowledge and skills through teacher professional development, better disposition and understanding of the subject matter, pedagogical orientation and teachers decisiveness in the classroom. Based on the findings, it was concluded that the success of quality trained teachers was guided by nine best practices that range from teacher certification to teacher decisiveness in the classroom. It is recommended that these identified nine best practices be documented and further developed by policy makers to enhance the quality of teaching and learning at the Junior High School level in both private and public schools.
Examining Corporate Governance Practices among SMEs in Ghana: A Case Study of Some Selected SMEs in Accra
(University Of Ghana, 2020-09) Neequaye, K.J.A.
The subject Corporate Governance has been a topical agenda among SMEs in Ghana. Nonetheless, there has been less effort in ensuring that SMEs practice good corporate governance unlike the efforts being put in large firms. As a result of this, the research seeks to identify corporate governance practices among SMEs, their challenges and the benefits they derive from it. An interview guide was adopted to collect data from selected SMEs. The study revealed some constraints in their performance of corporate governance. Some of the challenges they faced were financial constraint, their inability to have the right professional mix on the board and management, inconsistency in the practice good governance in their operation as business and founders or entrepreneurs not giving their full attention to the businesses they've created because of their commitment in other businesses they are employed in. In assessing the challenges, relevant recommendations were suggested for three categories of people: Policy Makers, Shareholders, Executive and Non-Executive Directors. Some of the recommendation given are: to empower NBBSI to regulate and ensure SMEs practice good governance, government policies on corporate governance should be fine-tuned to suit SMEs, government should remove superfluous legal and regulatory limitations in the establishment of SMEs, and continues training for shareholders and directors, and finally adopting alternative ways of rewarding NEDs.
The Impact of Workforce Diversity on Cross-Cultural Communication Competence and Task Performance of Employees in Multinational Companies in Ghana
(University Of Ghana, 2020-06) Mensah, D.
This study investigated the impact of workforce diversity on cross-cultural communication competence and task performance of employees in multinational companies (MNCs) in Ghana. The study employed mixed method approach. This includes the use of both quantitative and qualitative research method. Employees of some multinational companies took part in the survey as well as some managers were interviewed. 231 valid questionnaires were used for the quantitative survey analysis and 5 recorded and transcribed interviews were used for the qualitative analysis. Structural equation modeling (SEM) was used to analyze the quantitative data to address the hypothesized relationships whilst thematic analysis was used to analyze the qualitative data. The study found that workforce diversity has a positive relationship with cross-cultural communication competence of employees in multinational companies in Ghana. The study further found that workforce diversity (age and gender) has an impact on task performance of employees while culture does not impact task performance of employees. The study found that the type of task given to employees also impact their task performance. This study concludes that workforce diversity has a positive impact on cross-cultural communication competence of employees and also has a relationship with task performance in the area of age and gender. However, culture does not have any relationship with task performance of employees. This research recommends that human resource managers develop diversity policies on how to manage diversity at the workplace and to develop cross-cultural communication competence of employees.
Leaders Emotional Intelligence and Employee Creativity in Indigenous Ghanaian Banks: The Mediating Role of Employee Voice
(University of Ghana, 2019-05) Tetteh, V.
The main aim of this study was to assess how leaders’ emotional intelligence influence the creativity of employees in indigenous Ghanaian banks. Moreover, the study examined how employee voice acts as a mediator for the leaders’ emotional intelligence-employee creativity relationship. Specifically, the objectives of the study were to examine the relationship between leaders emotional intelligence and employee creativity in indigenous Ghanaian banks; to determine the relationship between leaders emotional intelligence and employee voice; to assess the relationship between employee voice and employee creativity; to identify the relationship between leadership style (transformational and transactional) and employee creativity and to find out whether employee voice mediate the relationship between leaders emotional intelligence and employee creativity. A cross sectional study was conducted among four indigenous Ghanaian banks, namely; Agricultural Development Bank, Consolidated Bank, Ghana, National Investment Bank and GCB Bank. An explanatory sequential mixed method led by the quantitative approach was employed in this study. This involved the use of questionnaires to gather data from 266 employees and the use of semi- structured interview guide to gather data from 18 branch managers (leaders) of the banks used for the study. The findings of this study revealed that, leaders Emotional Intelligence (EI) has a significantly positive influence on Employee Creativity. Additionally, leaders EI was significantly and positively related to Employee Voice (EV). Employee voice was also observed to show positive regression with EC. For leadership style, it was found that both transformational leadership and transactional leadership significantly and positively predicted employee creativity in indigenous Ghanaian banks, even though transformational leadership was associated more with employee creativity than transactional leadership. Regarding the mediator role, EV was supported as a mediator between leaders’ EI and employee creativity. It was therefore suggested that leaders in indigenous Ghanaian banks should be emotionally intelligent and also practice a mix of transformational - transactional leadership, in order to create a conducive environment that will awaken their employees’ creativity. This would help in the development of innovative and attractive products and services that meet customers’ satisfaction and give competitive advantage to their banks.
Leaders Emotional Intelligence and Employee Creativity in Indigenous Ghanaian Banks: The Mediating Role of Employee Voice
(University of Ghana, 2019-05) Tetteh, V.
The main aim of this study was to assess how leaders’ emotional intelligence influence the creativity of employees in indigenous Ghanaian banks. Moreover, the study examined how employee voice acts as a mediator for the leaders’ emotional intelligence-employee creativity relationship. Specifically, the objectives of the study were to examine the relationship between leaders emotional intelligence and employee creativity in indigenous Ghanaian banks; to determine the relationship between leaders emotional intelligence and employee voice; to assess the relationship between employee voice and employee creativity; to identify the relationship between leadership style (transformational and transactional) and employee creativity and to find out whether employee voice mediate the relationship between leaders emotional intelligence and employee creativity. A cross sectional study was conducted among four indigenous Ghanaian banks, namely; Agricultural Development Bank, Consolidated Bank, Ghana, National Investment Bank and GCB Bank. An explanatory sequential mixed method led by the quantitative approach was employed in this study. This involved the use of questionnaires to gather data from 266 employees and the use of semi- structured interview guide to gather data from 18 branch managers (leaders) of the banks used for the study. The findings of this study revealed that, leaders Emotional Intelligence (EI) has a significantly positive influence on Employee Creativity. Additionally, leaders EI was significantly and positively related to Employee Voice (EV). Employee voice was also observed to show positive regression with EC. For leadership style, it was found that both transformational leadership and transactional leadership significantly and positively predicted employee creativity in indigenous Ghanaian banks, even though transformational leadership was associated more with employee creativity than transactional leadership. Regarding the mediator role, EV was supported as a mediator between leaders’ EI and employee creativity. It was therefore suggested that leaders in indigenous Ghanaian banks should be emotionally intelligent and also practice a mix of transformational - transactional leadership, in order to create a conducive environment that will awaken their employees’ creativity. This would help in the development of innovative and attractive products and services that meet customers’ satisfaction and give competitive advantage to their banks.
The Role of Social Networking Websites in Recruitment and Selection of Employees in Multi- National Companies in Ghana.
(University of Ghana, 2019-05) Boachie – Ansah, R.A.
The purpose of this study aimed at investigating the extent to which social networking websites are used in the recruitment and selection of employees by Multi-national companies. Accordingly, using Ghana as a study, this research adopted the qualitative approach and phenomenology research design to unearth the lived experiences of participants on social networking websites use in the recruitment and selection of employees. Participants comprised of twenty (20) senior human resource personnel from twenty (20) Multi-national companies who shared their experiences in face-to-face semi-structured interviews. Findings revealed that Multi-national companies used social networking websites to post job advertisements, assess and screen candidates for recruitment, and identify candidates for person-job fit. Results also indicated that the impression formed about candidates from information obtained via social networking websites do influence employment decisions. In addition, findings indicated that social networking websites were used with the well-established methods of recruitment and selection especially during the recruitment process. Hence, social networking websites were considered as more of a recruitment tool than that of a selection tool. Thus, this research recommends that human resource managers should be blend social networking websites use with the traditional modes of recruitment and selection to achieve the desired outcome. Also, human resource managers should be mindful of how information on social networking websites are used in inferring employment decision as information gathered could be inaccurate.
Influence of Employee Engagement and Psychological Empowerment on the Relationship between Job Satisfaction and Organisational Citizenship Behaviour of First Line Employees in One-Two Star Hotels in Ghana.
(University of Ghana, 2019-05) Abubakar, S.K.
The purpose of this study was to provide an understanding of how employee engagement and psychological empowerment influences the relationship between job satisfaction and organisational citizenship behaviour of first line employees in one-two star hotels in Ghana. The study employed a cross-sectional design and a quantitative method approach. The data was gathered with the use of standardised questionnaire, a total of 302 first line employees from 25 hotels in the Upper West Region responded to the questionnaire. The data was analysed using Pearson product moment correlation and simple linear regression analysis. The findings of the study showed that job satisfaction is positively related and predicted organisational citizenship behaviour. That is an increase in job satisfaction of first line hotel employees lead to increase in their organisational citizenship behaviour. The findings also revealed that employee engagement is positively related and predicted both job satisfaction and organisational citizenship behaviour. Thus an increase in employee engagement leads to increase in both job satisfaction and organisational citizenship behaviour of first line hotel employees. Also, psychological empowerment is positively related and predicted both job satisfaction and organisational citizenship behaviour, that is an increase in psychological empowerment leads to increase in job satisfaction and organisational citizenship behaviour of first line hotel employees. As such, both employee engagement and psychological empowerment moderated the relationship between job satisfaction and organisational citizenship behaviour. These findings suggest that job satisfaction is a good predictor of organisational citizenship behaviour of first line hotel employees in Ghana, and both employee engagement and psychological empowerment enhances the positive effect of job satisfaction on organisational citizenship behaviour. In view of the findings from the study, it is recommended that management should put in place effective policies, regulations and systems geared towards empowering and engaging employees in organisational activities, this will adequately boost their job satisfaction and thus result in organisational citizenship behaviour that support quality service and organisational growth.
An Exploratory Study of Human Resource (HR) Analytics: Implications for Human Resource Management Practice
(University of Ghana, 2019-05) Boakye, A.
Effectively managing human capital is very critical to organisations today. This has strategic implications for businesses that want to gain competitive advantage over others. HR analytics is gaining widespread attention in businesses with the goal of increasing their competitiveness. This study, therefore, sought to investigate the implications of HR analytics on human resource management practice in Ghana. Adopting a qualitative approach to research, twenty organisations were purposively sampled with ten each from public and private organisations. Data was collected in a span of two months with the appropriate institutional approvals. The interviews lasted for thirty (30) to forty (40) minutes where responses were audio recorded. The data collected were analysed using the thematic analysis. The findings showed that Microsoft Excel, Microsoft Power BI and regression and decision tree were the predominant tools and methodologies used in HR analytics. The study further found that the use of HR analytics use has brought great gains on how applicants are recruited in job roles, performance has increased both at the individual and organisational levels and the best talents retained for continuous growth and effectiveness. Finally, the study revealed that organisations that use HR analytics have faced several challenges as: lack of HR analytics competency, lack of management support and poor data and tools management in appropriately digging into their employee data. Through the study findings, it was recommended that, the Government of Ghana draft a policy document to promote the use of HR analytics in public organisations due to the benefits that comes with its usage. Also, educational and professional institutions need to review their course catalogues to include courses in HR analytics to train experts in the field. The Ghana Employers Association need to encourage their members to take advantage of HR analytics especially to member firms that are currently not using it and to recommend to other sister companies. Conducting further research into the field will help establish strong connections between HR analytics and other Human Resource Management practices. Value can be created by promoting the use of analytics in the HR unit or organisation to reap the enormous benefits
The Effect of Organisational Structure on the Effective Management of the Ministry Of Defence
(University of Ghana, 2019-10) Oklu, E.M.
This study seeks to examine how organisational structure affects organisational effectiveness at the Ministry of Defence. The study employed the qualitative research methodology where senior management staff comprising civil servants and military officers on attachment from the Ghana Armed Forces were interviewed. The use of semi-structured interviews were employed to collect data from twelve (12) senior staff members of the Ministry. The findings from the study revealed that the organisational structure at the Ministry is hierarchical. Also, regarding how the organisational structure affects organisational effectiveness, the findings revealed that duties and responsivities are not well allocated and reporting lines in some cases were not clear. Integration of the military into the structure was also not effective and this was affecting organisational effectiveness. Further to this, findings revealed that there were bottlenecks in the current structure of the ministry, some of the bottlenecks identified are miscommunication, slow information flow, undefined roles, poor communication and an unfavourable environment for meeting critical deadlines as the bottlenecks. The study recommends that the validation and dissemination of the organisational manual must be undertaken, to ensure employee engagement and involvement. Management of the Ministry must also be flexible in the design and implementation of organisational structure to reduce bureaucracies, increase creativity and ensure timely delivery of task. There was also the need to improve communication flow within the Ministry ensuring that there was a sense of camaraderie and shared vision.
Organisational Work Environment and Employee Job Satisfaction: The Case of Judicial Service
(University of Ghana, 2019-07) Mohammed, H.A.
This study investigated the impact of the working environment on employees’ job satisfaction in the Judicial Service, Accra. Specifically, the study analyzed the direct and indirect relationship among work environment, variables of safety, relationship with co-workers and motivation on job satisfaction. Methodologically, the study was a cross sectional quantitative survey that involved the use of self-administered structured questionnaire that gathered data from respondents of judicial service, Accra. Using a sample size of 150, convenience sampling technique was used to sample the respondents. The statistics and data (STATA) version 20.0 software was used to analyze the responses. Results of the findings revealed that employees viewed safety measure as the main determinant that affects their job satisfaction. Then again, the construct of motivation revealed that, employees are not satisfied with salaries been paid to them hence a direct relationship between motivation and job satisfaction. Findings also confirmed a significant relationship between working environment and employee job satisfaction. While the methodological limitation of the study is noted, the study offered useful theoretical and managerial contributions. The study recommended that management should consider the need to adjust wages and salaries of employees in their quest to ensuring a positive working environment that will result in employee job satisfaction.
Influence of External Director Recruitment on Employee Work Output: A Study of Volta River Authority of Ghana
(University of Ghana, 2019-07) Boateng, L.A.
Many factors influence employee work output. Literature and academic studies have over the years identified different kinds of factors that influence employee work output. Factors such as employee/employer ability and skills, organizational resources, leadership, compensations, job design, employee/employer attitudes and motivation were some major influencers of employee work output. However, there are other factors such as employee recruitment, that can also have effects on employee work output. Recruitment whether internal or external, can influence work outputs in different ways. More importantly, when it comes to director recruitments, the organization’s policy on recruiting internal or external candidates to fill these positions may have important effects on employee morale and consequently work outputs. This focus of this study was to assess the influence of external director recruitments on work outcomes in the Volta River Authority of Ghana. It aimed at identifying the modes of announcing vacant director positions, understanding how employees feel about external director recruitments and the identify the impacts of external directors on employee work outcomes. Using the purposive and the simple random sampling techniques, data was collected from a sample of a total seventeen management and lower level staffs of the Services Branch of the Volta River Authority in Accra. The data was analyzed and the results show that the organization uses advertisements and consultations mostly to fill vacant director positions. It also found that employees were divided on how they feel about external director recruitments. However, majority indicated that it affects the morale of existing employees who equally qualify for that position. finally, the study found that external directors do have some influence on employee work outcomes.
Mining and Development in Ghana: An Examination of Community Participation in the Ultilsation of the Mineral Development Fund (MDF) in the Tarkwa-Nsuaem Municipal Assembly
(University of Ghana, 2019-07) Atuburoah, E.
Using semi-structured interviews and Focus Group Discussions (FGDs), this study examined the level of participation of mining affected communities in the utilisation of the Minerals Development Fund with special reference to the Tarkwa-Nsuaem Municipal Assembly. The study found out that there are a number of projects executed and others still ongoing. However, it was evident that, there is no segregation of projects undertaken with the mineral royalties and that of the other sources of founding, such as the DACF and IGF. With regards to the level of participation of the mining affected communities, the study found that the level of community involvement was abysmally low. The interest areas were the identification, execution, evaluation, decision-making and monitoring processes of the project life. The study concludes that, the low level of participation can be attributed to individual, technical and leadership related issues.
Assessing Employees’ Attitudes towards Work and Job Performance, A Case of Koforidua Technical University.
(University of Ghana, 2019-10) Agyeman -Duah , A.T.
The study was to assess employees’ attitudes towards work and the effects these attitudes have on their job performance. The study employed the quantitative approach using forty- eight (48) respondents from Koforidua Technical University made up of male and female administrative staff both of the senior and junior level forming the target group for the study. Questionnaires administered to these sampled group examined employee attitudes on three phases namely, employee attitudes towards work, causes of employee attitudes and relationship between employee attitudes and employee job performances. Findings from the data collected showed that employees in KTU are aware of the impact of their attitudes whether positive or negative on their job performance. Further, the study revealed these factors which included promotions that are not fairly done, not involving employees in the affairs of KTU, not providing good working conditions as well as the needed working materials, personality traits, lack of training opportunities and low monetary benefits cause them to show such negative attitudes towards work. Findings from the study also revealed that employees of KTU are aware of the impact of their attitudes whether positive or negative on their job performances. They are also aware that their work attitudes can lead to an increase or a decrease in productivity in KTU.

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