PurposeThis study examines the mediation role of diversity climate in the relationship between transformational leadership, transactional leadership and job satisfaction from the two-factor perspectives of intrinsic and extrinsic job satisfactions among local government servants in Ghana.Design/methodology/approachThe study uses cross-sectional data from 322 employees in local government service of Ghana in the Greater Accra Region using purposive and stratified sampling methods. Bootstrapping method of mediation estimated using structural equation modelling is employed to test the hypothesized relationships.FindingsThe results find a differential effect of leadership behaviours on intrinsic and extrinsic job satisfaction, where transformation and transactional leadership relate positively to intrinsic and extrinsic job satisfaction respectively. Furthermore, the empirical findings reveal that diversity climate has mediated the relationship between transformational leadership and intrinsic job satisfaction, implying that diversity climate is an important process through which transformational leadership behaviours can elicit intrinsic job satisfaction among local government servants. Surprisingly, however, diversity climate does not serve as an important transmission mechanism in the relationship between transactional leadership and extrinsic job satisfaction.Practical implicationsThis means that public sector leaders or managers can improve intrinsic job satisfaction among local government servants and by extension public sector employees by creating an ideal climate for diversity by transforming the work environment through leadership, specifically, transformational leadership behaviours.Originality/valueAlthough studies abound on the link between leadership behaviours (transformational and transactional) and job satisfaction, the mediating effect of diversity climate as a mechanism in this relationship is very scarce and rare to find. Hence, our study has made original contributions to theory and practice by highlighting the role of diversity climate in converting leadership behaviours, specifically; transformational leadership into creating intrinsically satisfied workers in the public sector.
Drawing on the job demands–resources model, this study examined the effect of workplace conflict as a work demand on job-related well-being (proxy by job satisfaction) while assessing the direct and buffering roles of job resources (employee development and supervisor support). The study employed a survey data from 130 employees of a major local government institution in Accra, Ghana, and the data were analysed using multiple regression and Hayes’ PROCESS macro moderation technique. The findings revealed that while workplace conflict has a significant negative effect on employee job-related well-being, employee development and supervisor support have significant positive effects but their interactions with workplace conflict show insignificant effects on employee job-related well-being. Our study provides new empirical evidence to extend the workplace conflict and employee well-being literature generally, and within the local government setting in particular. Furthermore, it contributes to the job demands–resources model by validating the dual pathways (job resources and job demands) of improving well-being while suggesting that a mismatch between the level of job demands and job resources may render their interactive effects ineffective.
Purpose This paper aims to investigate the effect of perception of police use of surveillance cameras (POP-S), perception of police legitimacy (POP-L) and community well-being. The study further explores the mediating effect of procedural justice between POP-S and police legitimacy. Design/methodology/approach A convenience sampling technique was used in the selection of 388 participants, who answered questions relating to police use of surveillance cameras, legitimacy, procedural justice and community well-being. Structural equation modeling was used to test the effects of the hypothesized paths. Findings The findings showed that POP-L was positively related to community well-being. In addition, procedural fairness partially mediates between POP-S and police legitimacy. Research limitations/implications The study sample was limited to only motorists within the city of Accra. Hence, the study does not consider other potential offenses that may be uncovered by police-deployed surveillance cameras. Practical implications The study optimizes the relevance of technology use in contemporary policing for the elimination of road traffic carnage. Originality/value In this research, the academic scope of technology-based policing was scholarly advanced by drawing links between police use of surveillance cameras, police legitimacy, procedural justice and community well-being within the context of emerging economies.
PurposeThis paper investigates the moderating-mediation roles of synchronous and asynchronous learning, as well as virtual self-efficacy between digital learning space experience and continuous use among learners in Ghanaian institutions of higher learning.Design/methodology/approachA convenience sampling technique was used in the selection of 604 students who answered questions on digital learning space experience, synchronous and asynchronous learning, virtual self-efficacy and learner continuous use within the Greater Accra Region of Ghana. The study employed regression analysis to measure the hypothesized paths.FindingsThe findings show that asynchronous learning partially mediates between digital learning space experience and learner continuous use, but the mediating effect of synchronous learning between digital learning space experience and learner continuous use was not significant. Further, virtual self-efficacy significantly moderates the mediated relationship between asynchronous learning and learner continuous use, but the moderated mediated role of synchronous learning was not established in the study.Research limitations/implicationsGeneralization of the study findings is limited due to the sampling scope, which was restricted to students of IHL in the Greater Accra Region of Ghana.Originality/valueIn this research, the academic scope of digital transformation was expanded from both digital structure elements and psychological perspectives within the domain of higher education literature.
The study assessed the factors that influence the adoption of blockchain (BC) in Ghana's public procurement delivery. The study adopted correctional design and utilized the extended unified theory of the acceptance and use of technology (UTAUT2) as the conceptual basis to determine whether performance expectancy (PE), behavioral intent (BI), effort expectancy (EE), social influence (SI), facilitating conditions (FC), hedonic motivation (HM), price value (PV), and habit (HT) were predictors of the intention of state owned enterprises to adopt blockchain programs in the implementation of the public procurement act. Only four constructs, namely PE, EE, FC, and HT, were found to influence the behavioral intention (BI) of service providers to participate in a BC. This study provides a deeper understanding of the adoption of BC in the delivery of public contracts.
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