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

Caregiver perceptions of children in their care and motivations for the care work in children's homes in Ghana: Children of God or children of white men?

The perceptions and motivations that workers have in their work and work environment are important determinants of the quality of work they do. For people who work in residential institutions where children who have lost the care of their parents receive care, these perceptions and motivations become a crucial part in determining the quality of services or care the children are given. This study set out to explore the perceptions and motivations of caregivers in the institutional context in Ghana. Adopting a qualitative, phenomenological approach, data were collected from 35 caregivers in two children's homes in Ghana through participant observations, focus group discussions and in-depth interviews. It emerged that caregivers perceived the children in their care first as children of God and then as children of white men and were predominantly motivated by their religious convictions to keep doing ‘the work of God’. Other motivations included personal life situations and economic aspects of the job. Implications for the workers and children in this environment are discussed.publishedVersio

Safety Climate as a Predictor of Quality of Worklife: An Empirical Study among Miners in Ghana

This study investigated the influence of safety climate factors; management value for safety, supervisory practices, safety training, safety communication and safety systems, on quality of worklife (QWL) among employees in a multinational mining company in Ghana. Using a cross-sectional design, 235 employees conveniently selected from the mining company completed questionnaires on safety climate and QWL. The results showed positive relationships between the five safety climate factors and QWL. However, multi-linear regression analysis showed supervisory practices and safety systems as the significant predictors of QWL. The results are discussed in the framework of Needs Satisfaction of QWL model, and the implications for both research and practice are discussed. Keywords: Safety climate, Predictor, Quality of worklife, Miners, Ghana

IMPLEMENTACIJA JEDINSTVENE POLITIKE PLAĆA U JAVNOM SEKTORU GANE: ANALIZA I PREPORUKE IZ PERSPEKTIVE ORGANIZACIJSKOG RAZVOJA

With generally lower salaries in the public sector, the Government of Ghana initiated pay policy reforms in 2006 and established the Fair Wages and Salaries Commission by law in 2007. This pay policy is an organisational development (OD) intervention that aimed at ensuring internal and external pay equity. This process culminated in the design of the single spine pay policy whose implementation commenced in January 2010. The implementation has not been without its challenges; this resulted in a calling of a national forum on the sustainability of the new pay policy. It is against this backdrop that this paper sought to review the implementation of the single spine pay policy (SSPP) in the public sector within an OD and intervention perspective. Specifically, this paper pointed out that SSPP reforms constitute a re-creation, a reactive but a discontinuous change. As a result, its implementation was explored in the light of Lewinian three-stage model of organizational change; it further assessed the implementation against its main objectives whiles identifying some of its challenges. In addition, recommendations were also presented for further improvement of the pay policy. It was concluded that the implementation has been partially successful and when given the needed support it would achieve its objectives and be sustainable in the long-run.Imajući u vidu općenito niske plaće u javnom sektoru, Vlada Gane je 2006. godine pokrenula reformu politike plaća te zakonom uspostavila Povjerenstvo za fer nadnice i plaće. Nova politika plaća intervencija je u sferi organizacijskog razvoja (eng. organisational development (OD)) čiji je cilj osiguranje unutarnje i vanjske ravnopravnosti plaća. Proces je kulminirao razvojem jedinstvene politike plaća (eng. single spine pay policy) čija je provedba započela u siječnju 2010. Njezina provedba bila je popraćena izazovima koji su doveli do sazivanja nacionalnog foruma o održivosti nove politike plaća. Uzimajući u obzir navedeno, ovaj rad pokušao je ocijeniti provedbu jedinstvene politike plaća (SSPP) u javnom sektoru iz organizacijsko-razvojne i intervencijske perspektive. Točnije, u ovom radu se tvrdi da reforma u vidu jedinstvene politike plaća označuje ponovno stvaranje, reaktvinu ali nekontinuiranu promjenu. Stoga se njezina provedba istražuje u svjetlu levinijanskog modela organizacijske promjene u tri faze. Nadalje, provedba se ocjenjuje s obzirom na njezine glavne ciljeve te se ukazuje na neke od izazova. Osim toga, daju se preporuke za daljnje poboljšanje politike plaća. U radu se zaključuje kako je provedba bila djelomično uspješna te kako će uz potrebnu potporu postići ciljeve i biti dugoročno održiva

Managers' feedback seeking : a psychological analysis

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Psychological capital and achievement motivation as predictors of work engagement: A study of micro and small-scale entrepreneurs in Accra, Ghana

The study investigated psychological capital and achievement moti vation as predictors of work engagement of micro and small-scale entrepreneurs in Accra, Ghana. A crosssectional design was adopted where a convenience sample of 171 micro and smallscale entrepreneurs drawn from 106 micro and small-scale enterprises in Accra were administered a set of questionnaires measuring achievement motivation, psychological capital (comprising self-efficacy, hope, resilience and optimism) and work engagement. Pearson product moment correlation, standard and hierarchical multiple regressions were used to test the hypotheses. The results showed that psychological capital predicted work engagement, with self-efficacy accounting for the most variance in work engagement than resilience, optimism and hope. The significant role of psycholog ical capital as a predictor of work engagement calls for the need for training programmes geared towards its development among entrepreneurs. Keywords: Psychological capital, Achievement motivation, Work engagement, Micro and small-scale entrepreneur

Succession planning, employee retention and career development programmes in selected organisations in Ghana

This paper examined the relationship between succession planning and employee retention, as well as the moderating role of career development program on the relationship between succession planning and employee retention. Using the cross-sectional design, 188 employees were conveniently sampled from four corporate organisations in Ghana to complete questionnaires on succession planning, employee retention and career development. The Hierarchical Multiple Regression was used to test the hypotheses. The results indicated that succession planning significantly predicted employee retention. Career development programmes also moderated the relationship. The results suggest that, the influence of succession planning on employee retention was moderated by career development programmes, such that, succession planning has more significant influence on employee retention when career development programmes are high rather than low. The study recommends the need for managers to develop strategic innovation in career development programmes to train and develop employees to enhance succession planning and employee retention in their organisations.               &nbsp

Power Distance as Moderator of the Relationship between Organizational Leadership Style and Employee Work Attitudes: An Empirical Study In Ghana Author's Details

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Caregiver perceptions of children in their care and motivations for the care work in children's homes in Ghana: Children of God or children of white men?

The perceptions and motivations that workers have in their work and work environment are important determinants of the quality of work they do. For people who work in residential institutions where children who have lost the care of their parents receive care, these perceptions and motivations become a crucial part in determining the quality of services or care the children are given. This study set out to explore the perceptions and motivations of caregivers in the institutional context in Ghana. Adopting a qualitative, phenomenological approach, data were collected from 35 caregivers in two children's homes in Ghana through participant observations, focus group discussions and in-depth interviews. It emerged that caregivers perceived the children in their care first as children of God and then as children of white men and were predominantly motivated by their religious convictions to keep doing ‘the work of God’. Other motivations included personal life situations and economic aspects of the job. Implications for the workers and children in this environment are discussed