Staff Satisfaction with Human Resource Management Practices at the University of Education, Winneba

The study investigated the level of satisfaction of staff with human resource management (HRM) practices at the University of Education, Winneba (UEW), their level of commitment and their intention to exit.  Descriptive survey design was used for the study.  Stratified and simple random sampling techniques were used to sample 120 respondents out of a total population of 1,143 full time staff from the Winneba campus of the University.  A fifty-item questionnaire was used to collect relevant information on various HR practices from the respondents. Three research questions and two hypotheses were formulated to guide the study. Frequency tables were used to present the responses.   Pearson’s correlation was used to test the hypothesis. The major findings were that respondents were satisfied with HRM practices of the University. Respondents were also committed to the University and had no intention to leave.  Respondents, however, were dissatisfied with some aspects of training, development and communication practices. The study revealed a strong positive relationship between staff satisfaction with HRM practices and commitment to the University.  It was therefore concluded that the high commitment of staff resulted from staff satisfaction with HRM practices.  Again, the low level employee turnover stems from confidence of staff in the structure of the University.  Lack of communication could be attributed to some lapses in the administrative procedures in the University. Based on the findings, it is recommended that the University reviews its training and development programmes, explore several channels of downward communication, see to the implementation of its induction programmes, and introduce the use of electronic-HR. Keywords: staff satisfaction, human resource management, human resource management practice

GENDER DIVERSITY AND INSTITUTIONAL PERFORMANCE: WHAT MANAGEMENT OF TERTIARY INSTITUTIONS SHOULD KNOW / DIVERSITE DES GENRES ET PERFORMANCES INSTITUTIONNELLES : CE QUE LA DIRECTION DES ETABLISSEMENTS TERTIAIRES DEVRAIT SAVOIR

This study investigated gender diversity and institutional performance in public tertiary institutions in Western Region of Ghana. The purpose of the study was to determine how gender is diversed in the selected institutions and the effect of gender diversity on institutional performance in these institutions. Quantitative method was used for the study. A sample size of 400 senior members was drawn from a population of 592 via purposive and convenient sampling techniques. A self-developed closed-ended questionnaire was used to collect the data. The data were analysed quantitatively with IBM Statistical Package for the Social Sciences (SPSS) version 25. Two research questions and two hypotheses were formulated to guide the study. Descriptive statistics such as means, standard deviations, percentages and Pearson correlation were used to analyse the data. The major findings of the study were that (1) gender diversity in Institution A differed from that of Institution B, and (2) there was a significant positive relationship between gender diversity and employee performance in public tertiary institutions in the Western Region of Ghana. Management of public tertiary institutions in Western Region should form diverse gender teams and apply good gender diversity strategies to improve employee/institutional performance. Cette étude a porté sur la diversité des genres et les performances de la direction dans les établissements tertiaires publics de la région occidentale du Ghana. Le but de l’étude était de déterminer comment le genre est divergé dans les établissements sélectionnés et l’effet de la diversité des genres sur les performances institutionnelles dans ces établissements. Un échantillon de 400 membres du cadre supérieurs des établissements tertiaires a été prélevé sur une population de 592 par des techniques d’échantillonnage ciblées et pratiques. Un questionnaire fermé a été déployé pour recueillir les données. Une méthode quantitative a été utilisée pour l’analyse à l’aide du logiciel statistique IBM pour les sciences sociales (SPSS) version 25. Deux questions de recherche et deux hypothèses ont été formulées pour guider l’étude. Des statistiques descriptives telles que les moyennes, les écarts-types, les pourcentages et la corrélation avec Pearson ont été utilisées pour analyser les données. Les principales conclusions de l’étude sont : (1) la diversité des genres dans l’établissement A diffère de celle de l’établissement B et (2) il existe une relation positive significative entre la diversité des genres et les performances des employés dans les établissements tertiaires publics dans la région occidentale du Ghana. La direction des institutions tertiaires dans la région de l’Ouest devrait former des équipes de genre diversifié et appliquer de bonnes stratégies de diversité des genres pour améliorer la performance des employés/établissements.  Article visualizations