Role behaviour of head teachers and career commitment of public senior high schools teachers in the Berekum Municipality of Ghana

Career commitment is an essential element for quality education delivery, teacher retention and career satisfaction. The ability of heads of institutions to create a supporting work environment for all staff and students and fostering their career development is critical in promoting the career commitment of teachers. This paper investigated how teachers of Senior High Schools in Berekum Municipality perceive their head teachers’ role behaviour in relation to the career commitment of the teacher. The cross-sectional survey design was used. The key instruments used for the data collection were the career commitment scale by Blau (1989) and perception of role behaviour scale developed for this study. The participants in the study were 238 senior high school teachers. The study revealed that teachers had moderate levels of career commitment and perception of their heads’ role behaviour. Overall, perception of role behaviour was found to have significantly predicted career commitment of the teachers. Importantly, two dimensions of the role behaviour construct: perception of school communication and ensuring safety/ security of staff and students were the significant predictors of teachers’ career commitment. The study recommends that head teachers should endeavour to promote effective communication with all relevant stakeholders, including teachers, parents, students and education authorities. Heads should also make efforts to promote a sense of safety and security among staff and students in their school. This study seems to be the first to investigate how teachers’ perception of the role behaviour of their heads predicts their career commitment in Ghana. The findings from this study have several educational and policy implications that have been discussed in the paper. Key words: Role behaviour, career commitment, school safety and security, effective school communicatio

Assessing the Influence of Religiosity and Spirituality Practices on Human Resources Performances at Workplaces, Ghana

The way workers react to instructions, devote time for productive activities and leisure, dress codes, sharing of resources and responses to organisational calls, attitudes and behaviours are determined by their religion and spiritual beliefs. These practices at the working environment will either impede or enhance productivity. Religiosity and spirituality either positively or negatively affects employee’s performance in an organisational setting. Questionnaire, interview, observation and Focus Group Discussions were the main data collection techniques used in this study. Simple random sampling and simple proportion formula were used in selecting sample size for each organisation studied. The study revealed that there is highly significant association between religiosity/spirituality and employee’s performance which positively influenced productivity at workplaces. Benefits such as commitment, honesty and creativity enhanced productivity. It was empharcized that majority of employees who are highly religious and spiritual communicate with their Divine every day before they commenced their official functions at work places. Nevertheless, the study discovered that too much religiosity and spirituality reduced productivity because working hours will be used for practicing religion. The study therefore recommend that management must designate special areas for religious activities like prayers and meditations for the employees to dialogue with their maker and organisation’s policies must be reviewed to shape religious practices and spiritual activities at work places to reduce its influence on productivity in Ghana. Keywords: Religiosity, Spirituality, Human Resources performances DOI: 10.7176/EJBM/13-10-09 Publication date:May 31st 202