Purpose Research has established that 38%, 56% and 66% of training is not transferred to work imm... more Purpose Research has established that 38%, 56% and 66% of training is not transferred to work immediately, six months and 12 months after training, respectively. This has led scholars to advocate the continuous examination of factors that enhance training transfer to have a comprehensive understanding of the factors that enhance it. As a result, this study aims to examine transfer opportunity as a pretraining factor and its influence on assimilated training content (in-training factor); the influence of assimilated training content on motivation to transfer (post-training factor) and training transfer; the influence of motivation to transfer on training transfer; and the mediating role of motivation to transfer in the relationship between assimilated training content and training transfer. Design/methodology/approach A structural equation model is developed to test the five hypotheses formulated in this study using survey data obtained from 195 respondents who attended various train...
PurposeCustomised capacity building is thought to be essential for organisations. However, empiri... more PurposeCustomised capacity building is thought to be essential for organisations. However, empirical studies are lacking with respect to its effect on employee outcomes. This study aims to examine the effect of customised capacity building on employee outcomes including employee empowerment and employee engagement through employee learning in Ghanaian local government institutions.Design/methodology/approachValid responses from 281 employees of Metropolitan, Municipal, and District Assemblies (MMDAs) in Ghana were collected through a survey. A structural equation model was used to analyse the data and test the hypotheses formulated.FindingsThe results showed that customised capacity building has an effect on employee learning, employee empowerment, and employee engagement. Employee learning also had an effect on employee empowerment and employee engagement. In addition, employee learning partially mediated the effect of customised capacity building on both employee empowerment and e...
Purpose The purpose of this study was to examine effects of the human aspects of the learning org... more Purpose The purpose of this study was to examine effects of the human aspects of the learning organisation (i.e. continuous learning; inquiry and dialogue; team collaboration and learning; and employee empowerment) on the performance of a public university’s administrative staff. Differences in the human aspects of the learning organisation across perhaps the two most important demographic characteristics (educational attainment and years of experience) were also examined. Design/methodology/approach This study focused exclusively on the human aspect of the dimensions of the learning organisation questionnaire. Specifically, differences in the people aspect of learning organization (PALO) across demographic characteristics were analysed using the Kruskal–Wallis test with a Bonferroni adjustment to the alpha values in the Mann–Whitney U tests that followed. Hierarchical linear regression using the standard (enter) method was adopted in analysing the PALO and administrative staff perf...
PurposeThis study aims to examine the mediating role of resource capacity on the effect of admini... more PurposeThis study aims to examine the mediating role of resource capacity on the effect of administrative capacity on local level development.Design/methodology/approachData is obtained from three Metropolitan, Municipal and District Assemblies (MMDAs) in the Central Region of Ghana using a survey. A structural equation modelling that includes a formatively measured construct (administrative capacity) is used in the analyses.FindingsLeadership, human resource management, financial resource management, technical and adaptive capacities are supported as formative constructs of administrative capacity. More so, it is established that administrative capacity has an effect on resource capacity. Also, administrative capacity and resource capacity each has an effect on local level development. The mediation analysis shows that resource capacity mediates the effect administrative capacity has on local level development.Practical implicationsAdministrative capacity is a necessity for local g...
Purpose Research has established that 38%, 56% and 66% of training is not transferred to work imm... more Purpose Research has established that 38%, 56% and 66% of training is not transferred to work immediately, six months and 12 months after training, respectively. This has led scholars to advocate the continuous examination of factors that enhance training transfer to have a comprehensive understanding of the factors that enhance it. As a result, this study aims to examine transfer opportunity as a pretraining factor and its influence on assimilated training content (in-training factor); the influence of assimilated training content on motivation to transfer (post-training factor) and training transfer; the influence of motivation to transfer on training transfer; and the mediating role of motivation to transfer in the relationship between assimilated training content and training transfer. Design/methodology/approach A structural equation model is developed to test the five hypotheses formulated in this study using survey data obtained from 195 respondents who attended various train...
Purpose This study aims to examine the web of relationships among training value, employee intern... more Purpose This study aims to examine the web of relationships among training value, employee internal states (psychological empowerment, employee engagement and motivation to transfer) and training transfer. Design/methodology/approach Data is obtained from different categories of employees a few months after attending different training programs organized by their organization. Structural equation modeling is used to analyze the data. Bias-corrected and accelerated (BCa) confidence intervals are used to determine the significance of the hypothesized paths. Findings This study finds that training value relates to motivation to transfer, psychological empowerment and employee engagement. Motivation to transfer also relates to training transfer and employee engagement. Again, psychological empowerment relates to motivation to transfer, employee engagement and training transfer. Concerning the mediated relationship, psychological empowerment and motivation to transfer fully mediate the r...
Purpose Training evaluation is an important part of training programs and evaluating the reaction... more Purpose Training evaluation is an important part of training programs and evaluating the reactions of trainees is of immense value, but there are few studies on this level of evaluation, as it is a neglected area of research. More so, when trainee reactions to training are poor, human resource managers together with learning and development professionals are able to improve on training programs. Nonetheless, no study has focussed on the aversions of trainees to training, and so this study aims to investigate the aversions of trainees regarding employee training. Design/methodology/approach This study uses the exploratory research design and obtains data from trainees in an online survey using an open-ended question. Thematic text analyses of the statements of 118 respondents are performed using a two-level coding process. Findings A total of 15 first-level codes are identified from the texts and categorized into five second-level codes. Further analyses culminate in the identificati...
The study examines the importance of employee retention to the attainment of organisational goals... more The study examines the importance of employee retention to the attainment of organisational goals at the Ghana Commercial Bank (GCB), Kumasi branch offices. Using a quantitative research design, specifically a correlational study design, 98 out of the 111 members of staff were selected for the. The data were analysed with hierarchical multiple regression tools in the Statistical Product and Service Solutions Software (version 17). The findings of the study revealed that among all independent and mediating variables of the study, job satisfaction and employee retention were the highest contributors to the attainment of organisational goals. In addition, human resource factors and organisational factors also contributed to the attainment of organisational goals. However, their contribution was stronger when they were mediated by job satisfaction, commitment and employee retention. It is recommended that employees and branch managers should pay more attention to organisational factors,...
Employee performance is very key to the survival and growth of institutions. Leadership behaviour... more Employee performance is very key to the survival and growth of institutions. Leadership behaviour plays a dynamic role for the attainment of employee performance. The purpose of this research was to describe the nature of leadership behaviour pattern and employee performance in selected Public Technical Universities in Ghana. The study relied on both primary and secondary data. The primary data was obtained from questionnaires, interview schedules and personal observations whilst secondary data was obtained from literature. There was some amount of data conversion, thus, changing raw data that was collected into usable format fed into the computer statistical package for the social sciences (SPSS) for processing. Descriptive statistical analysis was performed to ascertain the leadership behaviour patterns practiced at public technical universities in Ghana. Delegating of responsibilities, monitoring operations, empowering followers, solving the problems that workers were faced with ...
Performance management system renders numerous benefits to the implementing organisations. Ghana ... more Performance management system renders numerous benefits to the implementing organisations. Ghana Health Service is one of the public sector institutions that practices PMS for higher productivity and effective service delivery. The purpose of this study was to assess the PMS at Ghana Health Service in the Central Region of Ghana. Simple random sampling technique was used to select health directorates for the study. Questionnaire was distributed to and collected from ninety-three respondents from the selected Health Directorate in the Central Region. The findings indicated that most employees performed their duties based on set objectives. The category of workers who sometimes had targets were the Community Health Nurses and Disease Control Officers. It was revealed that performance review as an aspect of PMS was intermittently organised. Meetings were held to review the performance of workers, challenge under performance and set new performance targets given the various health indic...
Purpose Research has established that 38%, 56% and 66% of training is not transferred to work imm... more Purpose Research has established that 38%, 56% and 66% of training is not transferred to work immediately, six months and 12 months after training, respectively. This has led scholars to advocate the continuous examination of factors that enhance training transfer to have a comprehensive understanding of the factors that enhance it. As a result, this study aims to examine transfer opportunity as a pretraining factor and its influence on assimilated training content (in-training factor); the influence of assimilated training content on motivation to transfer (post-training factor) and training transfer; the influence of motivation to transfer on training transfer; and the mediating role of motivation to transfer in the relationship between assimilated training content and training transfer. Design/methodology/approach A structural equation model is developed to test the five hypotheses formulated in this study using survey data obtained from 195 respondents who attended various train...
PurposeCustomised capacity building is thought to be essential for organisations. However, empiri... more PurposeCustomised capacity building is thought to be essential for organisations. However, empirical studies are lacking with respect to its effect on employee outcomes. This study aims to examine the effect of customised capacity building on employee outcomes including employee empowerment and employee engagement through employee learning in Ghanaian local government institutions.Design/methodology/approachValid responses from 281 employees of Metropolitan, Municipal, and District Assemblies (MMDAs) in Ghana were collected through a survey. A structural equation model was used to analyse the data and test the hypotheses formulated.FindingsThe results showed that customised capacity building has an effect on employee learning, employee empowerment, and employee engagement. Employee learning also had an effect on employee empowerment and employee engagement. In addition, employee learning partially mediated the effect of customised capacity building on both employee empowerment and e...
Purpose The purpose of this study was to examine effects of the human aspects of the learning org... more Purpose The purpose of this study was to examine effects of the human aspects of the learning organisation (i.e. continuous learning; inquiry and dialogue; team collaboration and learning; and employee empowerment) on the performance of a public university’s administrative staff. Differences in the human aspects of the learning organisation across perhaps the two most important demographic characteristics (educational attainment and years of experience) were also examined. Design/methodology/approach This study focused exclusively on the human aspect of the dimensions of the learning organisation questionnaire. Specifically, differences in the people aspect of learning organization (PALO) across demographic characteristics were analysed using the Kruskal–Wallis test with a Bonferroni adjustment to the alpha values in the Mann–Whitney U tests that followed. Hierarchical linear regression using the standard (enter) method was adopted in analysing the PALO and administrative staff perf...
PurposeThis study aims to examine the mediating role of resource capacity on the effect of admini... more PurposeThis study aims to examine the mediating role of resource capacity on the effect of administrative capacity on local level development.Design/methodology/approachData is obtained from three Metropolitan, Municipal and District Assemblies (MMDAs) in the Central Region of Ghana using a survey. A structural equation modelling that includes a formatively measured construct (administrative capacity) is used in the analyses.FindingsLeadership, human resource management, financial resource management, technical and adaptive capacities are supported as formative constructs of administrative capacity. More so, it is established that administrative capacity has an effect on resource capacity. Also, administrative capacity and resource capacity each has an effect on local level development. The mediation analysis shows that resource capacity mediates the effect administrative capacity has on local level development.Practical implicationsAdministrative capacity is a necessity for local g...
Purpose Research has established that 38%, 56% and 66% of training is not transferred to work imm... more Purpose Research has established that 38%, 56% and 66% of training is not transferred to work immediately, six months and 12 months after training, respectively. This has led scholars to advocate the continuous examination of factors that enhance training transfer to have a comprehensive understanding of the factors that enhance it. As a result, this study aims to examine transfer opportunity as a pretraining factor and its influence on assimilated training content (in-training factor); the influence of assimilated training content on motivation to transfer (post-training factor) and training transfer; the influence of motivation to transfer on training transfer; and the mediating role of motivation to transfer in the relationship between assimilated training content and training transfer. Design/methodology/approach A structural equation model is developed to test the five hypotheses formulated in this study using survey data obtained from 195 respondents who attended various train...
Purpose This study aims to examine the web of relationships among training value, employee intern... more Purpose This study aims to examine the web of relationships among training value, employee internal states (psychological empowerment, employee engagement and motivation to transfer) and training transfer. Design/methodology/approach Data is obtained from different categories of employees a few months after attending different training programs organized by their organization. Structural equation modeling is used to analyze the data. Bias-corrected and accelerated (BCa) confidence intervals are used to determine the significance of the hypothesized paths. Findings This study finds that training value relates to motivation to transfer, psychological empowerment and employee engagement. Motivation to transfer also relates to training transfer and employee engagement. Again, psychological empowerment relates to motivation to transfer, employee engagement and training transfer. Concerning the mediated relationship, psychological empowerment and motivation to transfer fully mediate the r...
Purpose Training evaluation is an important part of training programs and evaluating the reaction... more Purpose Training evaluation is an important part of training programs and evaluating the reactions of trainees is of immense value, but there are few studies on this level of evaluation, as it is a neglected area of research. More so, when trainee reactions to training are poor, human resource managers together with learning and development professionals are able to improve on training programs. Nonetheless, no study has focussed on the aversions of trainees to training, and so this study aims to investigate the aversions of trainees regarding employee training. Design/methodology/approach This study uses the exploratory research design and obtains data from trainees in an online survey using an open-ended question. Thematic text analyses of the statements of 118 respondents are performed using a two-level coding process. Findings A total of 15 first-level codes are identified from the texts and categorized into five second-level codes. Further analyses culminate in the identificati...
The study examines the importance of employee retention to the attainment of organisational goals... more The study examines the importance of employee retention to the attainment of organisational goals at the Ghana Commercial Bank (GCB), Kumasi branch offices. Using a quantitative research design, specifically a correlational study design, 98 out of the 111 members of staff were selected for the. The data were analysed with hierarchical multiple regression tools in the Statistical Product and Service Solutions Software (version 17). The findings of the study revealed that among all independent and mediating variables of the study, job satisfaction and employee retention were the highest contributors to the attainment of organisational goals. In addition, human resource factors and organisational factors also contributed to the attainment of organisational goals. However, their contribution was stronger when they were mediated by job satisfaction, commitment and employee retention. It is recommended that employees and branch managers should pay more attention to organisational factors,...
Employee performance is very key to the survival and growth of institutions. Leadership behaviour... more Employee performance is very key to the survival and growth of institutions. Leadership behaviour plays a dynamic role for the attainment of employee performance. The purpose of this research was to describe the nature of leadership behaviour pattern and employee performance in selected Public Technical Universities in Ghana. The study relied on both primary and secondary data. The primary data was obtained from questionnaires, interview schedules and personal observations whilst secondary data was obtained from literature. There was some amount of data conversion, thus, changing raw data that was collected into usable format fed into the computer statistical package for the social sciences (SPSS) for processing. Descriptive statistical analysis was performed to ascertain the leadership behaviour patterns practiced at public technical universities in Ghana. Delegating of responsibilities, monitoring operations, empowering followers, solving the problems that workers were faced with ...
Performance management system renders numerous benefits to the implementing organisations. Ghana ... more Performance management system renders numerous benefits to the implementing organisations. Ghana Health Service is one of the public sector institutions that practices PMS for higher productivity and effective service delivery. The purpose of this study was to assess the PMS at Ghana Health Service in the Central Region of Ghana. Simple random sampling technique was used to select health directorates for the study. Questionnaire was distributed to and collected from ninety-three respondents from the selected Health Directorate in the Central Region. The findings indicated that most employees performed their duties based on set objectives. The category of workers who sometimes had targets were the Community Health Nurses and Disease Control Officers. It was revealed that performance review as an aspect of PMS was intermittently organised. Meetings were held to review the performance of workers, challenge under performance and set new performance targets given the various health indic...
Uploads
Papers by elizabeth annan-prah