Toda-Yamamoto Granger No-causality Analysis of Stock Market Growth and Economic Growth in Ghana

The paper aims at examining the causal nexus between stock market growth and economic growth in the context of Ghana for a sample period covering 1990 to 2016. Toda-Yamamoto (1995) Granger no-causality test which permits Granger causality test irrespective of the order of integration of the variables involved is employed in this study. Data used for the study is annual time series data covering the sample period. The study finds that GDP growth Granger causes stock price index (SPI) and stock value traded (SVT) but does not granger causes market capitalisation (MC). However, none of the stock market growth indicators (MC, STV, and SPI) Granger causes economic growth. Thus the findings of this study support economic growth-driven stock market growth. It is recommended that, in other to enhance the effect of stock market growth on economy, firms in the sectors of the economy that contribute significantly to GDP growth in the stock market should be encouraged, motivated and supported to participate in the stock market by listing on the stock market. Also, government should ensure stable macroeconomic and microeconomic environment for businesses that are listed on the stock market to flourish since stock market growth is found to be economy-driven

Personality and Demographic Variables: Antecedents of Job Satisfaction Among Selected Employees in the Ghanaian Banking Sector

Different people have varying feelings when they engage in work related behaviours. The study examines how psychosocial variables (such as personality and demographic characteristics) predict job satisfaction among selected employees in the Ghanaian banking sector. The main objectives of the study were to understand the extent to which the five-factor personality traits influence job satisfaction, and to explore the link between some demographic variables and job satisfaction. The study adopted a quantitative research, cross-sectional and explorative research design. A sample of four hundred and eighty-three (483) employees in the banking industry was used in this study. Data analysis reveals a strong relationship between job satisfaction and three of the five-factor personality traits: neuroticism, agreeableness and conscientiousness. The study also reveals that, age as a demographic variable predicts job satisfaction of banking staff. There are different dimensions of influence that personality traits could have on organisational attitudes such as job satisfaction especially when measured among staff with varying backgrounds. This study reveals that it will be useful for organisations to devote time and resources in dealing with the unique sensitivities of employees, and ensuring that the right people with the requisite attributes are placed in appropriate positions to enhance increased satisfaction on the job which has the tendency of predicting overall productivity

Servicescape and Customer Patronage of Three Star Hotels in Ghana's Metropolitan City of Accra

The study examined the relationship between the multidimensionality of servicescape and customer patronage. Three hypotheses were formulated .To test these possibilities, a survey with 104 participants selected from six hotels in the city of Accra was undertaken. It was found that positive relationship exists between the ambience of the hotels and patronage by customers. Positive relationship was also reported between spatial layout and patronage by customers. It was again found that signs, symbols and artifacts were positively associated with customer patronage. This study presents us with a framework and highlights the potential of physical setting as valuable and appropriate strategy in attracting customers in the hotel industry

Organisational Commitment in the Public Service of Ghana: An Empirical Study

Overall performance of an organisation depends on several factors including organisational commitment. This phenomenon is a valuable factor that affects policy direction of organisations of today. The current study examines commitment of workers in the civil/public service of Ghana. In the process, the researchers also investigated differences in commitment in terms of age and length of service. Subjects were 343 male and female civil/public servants, drawn from various ministries, departments and agencies. Analyses show that males are more committed than their female counterparts. It was further revealed that age is positively associated with employee commitment, and that longer serving employees are more committed than staff with short tenure in an organisation. The implications were discussed and recommendations made. Keywords: Civil Service, Ghana, Organisational Behaviour, Organisational Commitment, Public Service

Attitudes Toward the Insanity Defense: Examination of the Factor Structure of Insanity Defense Attitude-Revised (IDA-R) Scale in Ghana

Decades of research have revealed the potential of individuals to be partial toward defendants pleading insanity at the time of offense. This study examines the internal structure of the Insanity Defense Attitude-Revised (IDA-R) scale as well as predictors of insanity defense attitude in a Ghanaian sample (N = 253). Using principal component analysis, we identified three distinct latent factors, two (i.e., strict liability, unprofessional behavior and safety concerns) of which corroborate the findings of previous studies, and a unique factor- expression of sympathy. Participants who were highly involved in religious activities were more likely to be sympathetic. Views regarding the causes and treatability of mental illness did not significantly predict insanity defense attitudes.</p

The role of leaders in building research cultures in sub-Saharan African universities: a six-nation study

Existing research attributes the problem of weak research productivity of academics in African universities primarily to institutional resource poverty and inadequate research skills. However, there has been little attention to research cultures and the role of leaders in fostering productive ones. Drawing from the literature on organizational culture, this study examines the role of university leaders in developing research cultures. The study explores how institution leaders do this within the higher education contexts in their countries. The empirical work is based on qualitative interviews with senior and mid-level university leaders in six countries in sub-Saharan Africa. While all of the leaders espoused clear views about the elements of a productive research culture, results indicate a significant gap remains between espoused values for research and the actual research culture. Theoretically, the research extends the concept of research cultures by demonstrating the complex dynamics between research cultures, culture embedding mechanisms, and leader behavior within contextual constraints

The role of leaders in building research cultures in sub-Saharan African universities : a six-nation study

Existing research attributes the problem of weak research productivity of academics in African universities primarily to institutional resource poverty and inadequate research skills. However, there has been little attention to research cultures and the role of leaders in fostering productive ones. Drawing from the literature on organizational culture, this study examines the role of university leaders in developing research cultures. The study explores how institution leaders do this within the higher education contexts in their countries. The empirical work is based on qualitative interviews with senior and mid-level university leaders in six countries in sub-Saharan Africa. While all of the leaders espoused clear views about the elements of a productive research culture, results indicate a significant gap remains between espoused values for research and the actual research culture. Theoretically, the research extends the concept of research cultures by demonstrating the complex dynamics between research cultures, culture embedding mechanisms, and leader behavior within contextual constraints.ESRC Impact Accelerator Account, School of Education, University of Nottingham; Zimbabwe Council for Higher Education and the Ministry of Higher and Tertiary and Education, Innovation, Science, and Technology Development, Zimbabwe; Central University (Ghana) Research Seed Funds; Lagos Business School, Nigeria and North-West University, South Africa.http://www.tandfonline.com/loi/rajm202023-09-19hj2022Human Resource Managemen