Department of Organisation and Human Resource Management
Permanent URI for this collectionhttp://197.255.125.131:4000/handle/123456789/23062
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Item Mediation role of diversity climate on leadership and job satisfaction in the Ghanaian public sector(World Journal of Entrepreneurship, Management and Sustainable Development, 2020-05-15) Anlesinya, A.; Mickson, M.K.; Malcalm, E.Purpose This study examines the mediation role of diversity climate in the relationship between transformational leadership, transactional leadership and job satisfaction from the two-factor perspectives of intrinsic and extrinsic job satisfactions among local government servants in Ghana. Design/methodology/approach The study uses cross-sectional data from 322 employees in local government service of Ghana in the Greater Accra Region using purposive and stratified sampling methods. Bootstrapping method of mediation estimated using structural equation modelling is employed to test the hypothesized relationships. Findings The results find a differential effect of leadership behaviours on intrinsic and extrinsic job satisfaction, where transformation and transactional leadership relate positively to intrinsic and extrinsic job satisfaction respectively. Furthermore, the empirical findings reveal that diversity climate has mediated the relationship between transformational leadership and intrinsic job satisfaction, implying that diversity climate is an important process through which transformational leadership behaviours can elicit intrinsic job satisfaction among local government servants. Surprisingly, however, diversity climate does not serve as an important transmission mechanism in the relationship between transactional leadership and extrinsic job satisfaction. Practical implications This means that public sector leaders or managers can improve intrinsic job satisfaction among local government servants and by extension public sector employees by creating an ideal climate for diversity by transforming the work environment through leadership, specifically, transformational leadership behaviours. Originality/value Although studies abound on the link between leadership behaviours (transformational and transactional) and job satisfaction, the mediating effect of diversity climate as a mechanism in this relationship is very scarce and rare to find. Hence, our study has made original contributions to theory and practice by highlighting the role of diversity climate in converting leadership behaviours, specifically; transformational leadership into creating intrinsically satisfied workers in the public sectorItem Do high-performance work systems mediate the relationship between HR practices and employee performance in multinational corporations (MNCs) in developing economies?(African Journal of Economic and Management Studies, 2020-03-25) Abugre, J.B.; Nasere, D.Purpose – The purpose of this paper is to examine the mediating role of job involvement as high-performance work system (HPWS) on the relationship between human resource (HR) practices and employee performance in multinational corporations (MNCs) in developing economies using Ghana as a case study. Design/methodology/approach – Using questionnaires to collect data from 317 employees and ten MNCs in Ghana, structural equation modeling (SEM), multiple regression and bootstrapping analysis were used to analyze the data. Findings – The results showed that an HPWS proxy as job involvement fully mediates the relationship between HR practices and employee performance. The findings also showed that training and development and compensation and reward have a significant and direct positive effect on employee performance. Practical implications – This paper provides a practical guide to management and corporations on the significance of training and compensation on employee performance in MNCs. The study, therefore, recommends managers of firms and corporations to take a serious look at their HR practices and institute an HPWS, which can positively improve both corporate and employee performance. Originality/value – This paper enhances our understanding of micro-level HPWS in the form of job involvement as a positive mediator between training and development and employee performance on the one hand, and between compensation and reward and employee performance on the other hand in work organizations in a less-studied context.Item Corporate governance mechanisms and firm performance in a developing country(International Journal of Law and Management, 2020-03-31) Anlesinya, A.; Puni, A.Purpose – The purpose of this study is to examine the influence of corporate governance mechanisms recommended by the Securities and Exchange Commission (SEC) of Ghana on firm performance as measured by accounting-based ratios (return on assets, return on equity and earning per share) as well as market-based measure (Tobin’s Q) among listed Ghanaian companies from 2006 to 2018. These mechanisms are: board composition (board size, inside directors and outside directors), board committees (audit, remuneration and nomination), chief executive officer (CEO) duality/separation, board meetings and shareholder concentration. Design/methodology/approach – The study used panel regression analysis of data from 38 listed firms in Ghana from 2006 to 2018 to test how each corporate governance variable initiated by the SEC of Ghana contributed to firm performance. Data were extracted from the annual reports of listed companies. Findings – The study found that the presence of both insiders and outsiders on the corporate board improved financial performance. Similarly, board size, frequency of board meetings and shareholder concentration/ownership structure generally had a positive impact on financial performance. However, the presence of board committees generally had a negative impact on financial performance while CEO duality had no impact on financial performance. Practical implications – The study contributes to the understanding of how good corporate governance practices affect firm performance for both academics and particularly Ghanaian policymakers. Originality/value – This study provided new findings to bridge the gaps in the general corporate governance literature relative to the lack of consensus on financial impacts of corporate governance mechanisms. The finding contributes to knowledge by providing new and original evidence that some current corporate governance mechanisms are not effective in minimizing the agency problem in a developing setting. Furthermore, the authors anticipate that the outcomes of this research, which so far is the most comprehensive study in the Ghanaian context in terms of the coverage of corporate governance mechanisms specified by the SEC of Ghana, can significantly shape corporate governance discourse, practices and policies in Ghana, particularly and in other developing countries generally to improve financial performance and corporate sustainability.Item Beyond the job description Exploring the mediating role of leaders’ emotional intelligence on the nexus between leadership styles and voluntary workplace behaviours in the Ghanaian banking sector(Journal of Management Development, 2020-03-06) Dartey-Baah, K.; Mekpor, B.Purpose – The primary aim of this study was to determine whether or not leaders’ emotional intelligence plays a mediating role in the relationship between leadership styles and voluntary work behaviours among employees of selected banks in Ghana. Specifically, the objective was to determine the mediating effect of leaders’ emotional intelligence on the relationship between transactional and transformational leadership styles and organizational citizenship behaviours (OCB) and counterproductive workplace behaviours (CWB). Design/methodology/approach – The quantitative approach to research was adopted to collect data from 234 respondents. More so, both purposive and simple random sampling techniques were used for the selection of respondents for the study. Findings – The findings of the study revealed that amongst the various leadership styles and OCB and CWB relationships, only the relationship between transformational leadership and OCB was mediated by leaders’ emotional intelligence. Practical implications – It was however recommended that transformational leadership style be adopted in the quest to encourage employees to exhibit OCB and mitigate employees’ involvement in CWB since such leaders are more prone to exhibiting high levels of emotional intelligence in the dealing with employees. Originality/value – For the first time in the Ghanaian banking sector, this research explores the leaders’ emotional intelligence as mediator on the nexus between leadership styles and voluntary work behaviours of employees of selected banks in Ghana.Item Towards a responsible talent management model(European Journal of Training and Development, 2020-01-11) Anlesinya, A.; Amponsah-Tawiah, K.Purpose – This study aims to critically examine talent management practices and strategies from ethical and responsible management perspectives. Design/methodology/approach – It achieves its aim through conceptual analysis by theorising through the lenses of talent philosophies, the organisational justice theory, the stakeholder theory and extant literature. Findings – A responsible talent management construct andmode to guide the practice of talentmanagement in a socially responsible way is developed. It argues that inclusivity; corporate responsibility; and equity and equal employment opportunity are the key underlying principles of a responsible talent management system. This study further argues that responsible talent management practices promote achievement of multilevel sustainable outcomes such as decentwork, employee well-being and organisational well-being. Practical implications – Emphasising responsible management and ethical concerns in organisational talent strategies and practices is non-negotiable, given the current level of interest in sustainable work and employment and in the quest to achieve sustainable human and organisational outcomes through management and organisational practices. Originality/value – The development of a responsible talent management construct and model is original and novel and is expected to shape thinking and drive new research directions in the field of talent management. It further contributes directly to knowledge and practice by demonstrating how organisations can manage their talents in a responsible wayItem 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 Regulations and Employees’ Commitment to Change: Does Emotional Intelligence Matter?(International Conference on Applied Human Factors and Ergonomics, 2018-06-27) Anku-Tsede, O.; Ametorwo, A.M.; Akudugu, A.M.This paper examined literature on emotional intelligence, commitment to change and the role of regulations in change management. Empirical and theoretical literature were analysed, together with secondary data from the Ghana Revenue Authority. Commitment levels of employees is a key determinant of the success of any change action. However, to achieve this success, those leading the change effort together with those affected by the change must all exhibit high levels of emotional intelligence. Drawing on institutional theory, the study found that regulations serve as both catalyst and vanguard of any change program. The study contributes to the basket of literature examining the link between institutional regulations and commitment to change, and the role of emotional intelligence in such link. Regulations play a very significant role in any change effort.Item Benevolence and Negative Deviant Behavior in Africa: The Moderating Role of Centralization(Journal of Business Ethics, 2019-11-16) Zoogah, R.B.; Zoogah, D.B.The growing interest in Africa as well as concerns about negative deviant behaviors and ethnic structures necessitates examination of the effect of ethnic expectations on behavior of employees. In this study we leverage insight from ethnos oblige theory to propose that centralization of ethnic norms moderates the relationship between benevolence expectations and negative deviant behavior. Using a cross-sectional design and data from two countries (Ghana: n = 328 and Botswana: n = 100) as well as moderation and cross-cultural analytic techniques, we find support for three-way interactions where the relationship between benevolence and negative deviant behavior is moderated by centralization and culture. We discuss the implications of the findings which support the dynamic perspective of management in Africa.Item The influence of business schools on the ethical behavior of students: A study from Ghana(Africa Journal of Management, 2019-07-08) Damoah, O.B.O.; Appiah, E.W.Business schools are key actors in the education of the future managers of corporate bodies. The incessant business scandals and negative environmental impact by businesses across the world are exposing business school shortcomings. To instill the benefits of ethical practices at the individual, corporate, national and global level in the next generation of managers, business schools are being encouraged to purposefully incorporate business ethics education as a key component of responsible management education in their practices. This study examines the influence of business schools on students’ ethical behavior. The study employs structural equation modeling to validate the hypotheses developed from the literature review. Using empirical data from Ghana, the results firstly show that compared to business schools with public ownership, those with private ownership impact more positively on students’ ethical behavior. Secondly, is found that business schools which have an affiliation status with bigger business schools impact positively on students’ ethical behavior. Lastly, the findings show that teaching of business ethics in business schools, whether as a core course or an elective, has no significant effect on the ethical behavior of students. Implications of the findings on responsible management education, policy and practice are suggestedItem Regulations and employees’ commitment to change: Does emotional intelligence matter?(Springer, Cham, 2018-06-27)This paper examined literature on emotional intelligence, commitment to change and the role of regulations in change management. Empirical and theoretical literature were analysed, together with secondary data from the Ghana Revenue Authority. Commitment levels of employees is a key determinant of the success of any change action. However, to achieve this success, those leading the change effort together with those affected by the change must all exhibit high levels of emotional intelligence. Drawing on institutional theory, the study found that regulations serve as both catalyst and vanguard of any change program. The study contributes to the basket of literature examining the link between institutional regulations and commitment to change, and the role of emotional intelligence in such link. Regulations play a very significant role in any change effort.