Perceived Organizational Climate and Organizational Tenure on Organizational Citizenship Behaviour: Empirical Study among Ghanaian Banks

Research into organizational citizenship behaviour has engaged the attention of Industrial and Organizational Psychologist in recent times with a lot of focus devoted to identifying the antecedents of such behaviours. The researcher sought to determine the extent to which engagement in organizational citizenship behaviour was influenced by perceived organizational climate and organizational tenure of employees in the banking industry of Ghana. Using correlational and cross-sectional survey designs, the researcher drew 152 respondents conveniently from the banks involved in the study. Pearson Product-Moment correlation and Independent t-tests were the statistical tools used for the analysis of the 2 hypotheses. Analysis of results indicates that employee’s perception of organizational climate positively influenced OCB. There was no significant relationship between bankers’ organizational tenure and OCB in the Ghanaian context. This study provides human resource practitioners with insights into the relationship between perceived organizational climate, tenure and OCB as a desirable work attitude. The implications of the study are discussed. Keywords: Social Exchange Theory, Organizational Climate, Organizational Tenure, Organizational Citizenship Behaviour, Ghan

Perceived Organizational Justice and Employees’ Organizational Citizenship Behaviour in Ghana

The study investigated how employees’ perception of organizational justice affect the extent to which they go beyond formally prescribed roles in their organizations (OCB) in the Ghanaian setting. Three dimensions of fairness perception of employees were studied. Using a cross-sectional survey design, 147 (81 males and 66 females) permanent employees from 13 insurance organizations within Accra-Tema Metropolis were conveniently sampled for the study. Statistical tools used for the analysis of the hypotheses were the Standard Multiple Regression and Hierarchical Multiple Regression. A significant positive relationship was observed between employees’ organizational justice perception and OCB. Analysis of results indicates that employees’ decision to engage in OCBs is influenced more by their perception of interactional justice than the distributive and procedural justice in the Ghanaian context. This study provides human resource practitioners with insight that employees’ are more likely to engage in OCBs when they are treated with dignity, respect and stateliness rather than ensuring procedural or distributive justice. Keywords: Social Exchange Theory, Organizational Citizenship Behavior, Organizational Justice Procedural Justice, Distributive Justice, Interactional Justice, Ghan

Demographic Factors and Attitude toward Disable Employees: Empirical Evidence from Ghana

The study investigated the effect of demographic factors on attitude towards disable employees in public and private sector organizations in Ghana. Using cross-sectional survey design, data were collected from 188 participants within the Greater Accra Metropolis with reliable questionnaire. Independent t-test was used to test each of the hypotheses in the study. It was observed that, older employees demonstrated significantly more positive attitude towards disable employees than younger employees. Similarly, employees with higher level of education showed significantly more positive attitude towards disable employees than their counterparts with lower level of education. However, irrespective of sector of employment of the employee, attitude towards disable employees was not significantly different. The implications of the findings and limitations are discussed. Keywords: Attitude, disable employees, demographic factors, public sector, private sector, Ghan

Influence of Demographic Factors on Job Stress and Job Satisfaction among Custom Officials in Ghana

The occupation of customs and excise officers has received relatively limited attention. The present study investigated the influence of demographic factors on job stress and job satisfaction among Ghanaian custom officials. A total of 130 custom officials comprising of both males (n=64) and females (n=66) were sampled using quota sampling technique from all divisions and administered with questionnaires that measured their job stress and satisfaction. Officers in preventive services were found to have experienced greater job stress and lesser job satisfaction compared to officers in custom and excise services. In terms of gender, males and females did not differ on job stress and job satisfaction. Similarly, job rank had no impact on job stress and job satisfaction of custom officials from the Ghanaian setting. The implications of the findings and recommendations for future research are discussed Keywords: Demographic Factors, Job Stress, Job Satisfaction, Custom Officials, Ghana

Parental Personality and Parenting Style: A Ghanaian Perspective

This study was conducted to investigate the relationship between parental personality and parenting style among Ghanaian parents within the Accra-Metropolis. One hundred and twenty (120) respondents were sampled using purposive and snowball sampling technique and administered the Ten-Item Personality Questionnaire and the Parenting Style Questionnaire. Four hypotheses were tested using both One Way and Two Way Analysis of Variance and the‘t’ test for independent samples. Analysis of data revealed that Parents with agreeable personality are not more permissive than those with the other personality traits. Conscientious parents were significantly higher than extraversion, and agreeableness but not from neuroticism and openness on authoritative parenting. Male parents were more authoritarian than their female counterparts. No significant difference existed between parents with single child and those with two or more children on permissive parenting in the Ghanaian setting. From the results it is advised that parents must be aware that their personality and parenting style affect the way they raise their children. Keywords: Parental Personality, Agreeableness, Conscientious, Extraversion, Neuroticism, Openness, Parenting Style, Ghanaian Parents, Accra-Metropoli

Politico-economic Factors as Alternative to National Culture as Explanatory Factor in Cross-Cultural Psychology

In this paper, we examine how behavioural differences observed in cross-cultural studies are explained and the accuracy of such explanation. Often researchers fall on culture as an elucidation for the differences observed. However, we demonstrate in this paper how cultural explanation offers arguably a feeble and impractical scientific explanation for behavioural differences in transnational studies. It was shown that when psychologists refer to cultural differences to explain the observed behavioural differences, they are in fact explaining the observed behavioural differences with the expected differences in behaviour associated with societies to which the research participants belong respectively. However, it is concluded that a cultural explanation is an acceptable explanation for incompatibility and lack of fit for the import or export of best practices from one society to another but not an acceptable explanation for differences in the observed behaviours. In its place, politico-economic factors are offered as alternative, viable, and valid scientific explanations

Politico-economic Factors as Alternative to National Culture as Explanatory Factor in Cross-Cultural Psychology

In this paper, we examine how behavioural differences observed in cross-cultural studies are explained and the accuracy of such explanation. Often researchers fall on culture as an elucidation for the differences observed. However, we demonstrate in this paper how cultural explanation offers arguably a feeble and impractical scientific explanation for behavioural differences in transnational studies. It was shown that when psychologists refer to cultural differences to explain the observed behavioural differences, they are in fact explaining the observed behavioural differences with the expected differences in behaviour associated with societies to which the research participants belong respectively. However, it is concluded that a cultural explanation is an acceptable explanation for incompatibility and lack of fit for the import or export of best practices from one society to another but not an acceptable explanation for differences in the observed behaviours. In its place, politico-economic factors are offered as alternative, viable, and valid scientific explanations

Psychometric Properties and Correlates of Precarious Manhood Beliefs in 62 Nations

Precarious manhood beliefs portray manhood, relative to womanhood, as a social status that is hard to earn, easy to lose, and proven via public action. Here, we present cross-cultural data on a brief measure of precarious manhood beliefs (the Precarious Manhood Beliefs scale [PMB]) that covaries meaningfully with other cross-culturally validated gender ideologies and with country-level indices of gender equality and human development. Using data from university samples in 62 countries across 13 world regions (N = 33,417), we demonstrate: (1) the psychometric isomorphism of the PMB (i.e., its comparability in meaning and statistical properties across the individual and country levels); (2) the PMB’s distinctness from, and associations with, ambivalent sexism and ambivalence toward men; and (3) associations of the PMB with nation-level gender equality and human development. Findings are discussed in terms of their statistical and theoretical implications for understanding widely-held beliefs about the precariousness of the male gender role

Perceived Job Insecurity and Psychological Distress: The Moderating Role of Work Values

The changing nature of work these days has brought about issues of psychological well-being of employees affected by organizational change. The present study investigated the moderating effect of work values on the relationship between perceived job insecurity and psychological distress among 202 junior employees of selected public and private organizations in Ghana. Results showed that there is a positive relationship between perceived job insecurity and psychological distress whereas work values moderate this relationship. This implied that employees who value extrinsic aspects of work were highly distressed when job insecurity is also perceived to be high. Results were discussed with reference to the frameworks of psychological contract and latent deprivation theories as well as reviewed literature. The practical implication of the finding is that in times of organizational change, managers or change agents should manage negative feelings associated with the uncertainty of future continuance of one’s job and invest in human resource management practices that increase extrinsic values which could ultimately lead to employee psychological well-being

Does personality predict a likelihood display of organisational citizenship behaviours among university students? Empirical evidence from Ghana

Organisational citizenship behaviour (OCB) has received extensive research attention among the employed populations. But is it possible that people who are yet to be employed can display intentional OCB? Numerous studies have linked OCB to many factors including personality. We, therefore, set out to examine the association between personality traits on the likelihood of engaging in citizenship behaviours among undergraduate students. Using a cross-sectional survey design, data was gathered from 1009 students comprising 537 males and 472 females, with a mean age of 23 (SD=2.98 years) from the University of Ghana through purposive sampling. A questionnaire consisting of validated scales such as the 50-item International Personality Item Pool (IPIP) and the OCB Checklist (OCB-C) were employed to measure the ‘Big Five’ personality traits and the likelihood of OCB respectively. Hierarchical multiple regression analysis revealed that sex and age were related to the likelihood of OCB such that male and older students were more willing to engage in OCB. Among the personality traits, agreeableness, conscientiousness, emotional stability and intellect had significant relationships with the likelihood of OCB. This study shows that both demographic and personal characteristics such as personality traits are associated with students’ likelihood of engaging in OCB