Purpose - The specific objectives were to determine the extent to which recruitment and selection and, training and development affect job satisfac-tion, and evaluate the impact of recruitment and selection, training and development on SMEs' job satisfaction using motivation as a mediating factor. Design/methodology - The data were collected from 367 microfinance staff in the Greater Accra Region, Ghana, using a survey design and a ques-tionnaire. IBM SPSS analyzed the data for descriptive statistics and AMOS for the structural equation model (SEM) to study relationships among the variables. Findings - The study found that recruitment and selection, and training and development positively linked job satisfaction. Furthermore, the study re-vealed that recruitment and selection and, training and development had little impact on employee work satisfaction. Motivation does not mediate the job satisfaction of SME employees. According to the research, job satis-faction necessitates recruiting, selection, training, and development. Limitations of the study – The context of this study was limited to micro-finance institutions within the Greater Accra Region, Ghana. Besides, the scope was also limited to recruitment and selection and training and devel-opment and how they affect job satisfaction as mediated by motivation. Practical Implications - This research contributes to our understanding of the elements that determine employee job satisfaction The findings will help microfinance attract and choose the right people for success. Originality/Value – In an emerging country like Ghana, this study em-ployed a unique technique to evaluate employee job satisfaction in micro-finance firms. The study investigated the impact of job satisfaction on planned recruitment and selection, training and development, and motiva-tion.
The last couple of years have seen an increasing demand on university teachers, especially in the developing world, to apply innovations to their instructional delivery to meet students’ needs and cater to national aspirations. To succeed in this, a digital leadership initiative that ensures effective use of technology-mediated instruction is indispensable. This study used the context of Ghana to examine the kinds of digital technology tools university teachers in the developing world often used in their teaching as digital leaders and whether the tools were effective in promoting academic work. The study used the embedded mixed method design based on which 252 teachers of the country’s universities were accidentally selected to complete questionnaires. Data were analysed using descriptive and inferential statistics. The study mainly found laptops, mobile phones, and projectors as the commonest digital technology tools used in teaching by the participants, and they thought that the tools effectively promoted academic work. The findings have global implications because knowing the effectiveness of digital technology use in higher education teaching in Ghana could serve as a source of information on measures to mitigate the impact of the Covid-19 pandemic on the academic work of HEIs in developing countries.
Abstract This study aimed to examine the effect of conflict on employee output, absenteeism and turnover. The study was quantitative, and the design was a descriptive survey. The population for the study was stratified, and the study participants were selected randomly. The instrument was a questionnaire, and the IBM SPSS version 22 was used to generate the results for discussion. The study revealed that conflict adversely influences employee performance and also accounts for frequent employee absenteeism, low output and turnover. One implication for leadership from the study is that workplace conflicts significantly affect employee output, absenteeism and turnover. Each employee faces different conflicts that must be understood and resolved. By implication, organisational leaders must design jobs appropriately for employees to prevent duplications and foster peaceful collaboration among employees. This will help them build trust among themselves at the workplace. This will reduce interpersonal, relationship and task-related conflicts within the organisation. This will minimise conflict and its dysfunctional consequences on the employees and the organisation. Literature on the conflict in higher institutions appears to be scarce in Ghana. This study is different as it examines the relationship between conflict and employee performance using work output, absenteeism and turnover in technical universities in Ghana.
The study aimed to investigate the effect of organisational values on firms’ effectiveness using strategic human resource management (SHRM) as a mediating variable. The design for the study was descriptive, and the approach was quantitative. A questionnaire was administered to solicit data from 344 participants. Descriptive statistics, correlation and multiple regression analysis, were done to ascertain the averages, relationships and effects of the independent variable (organisational values) on the dependent variable (firm effectiveness). The study revealed corporate values' positive and significant effect on firm effectiveness. Besides, strategic human resource management practices mediate the relationship between organisational values and a firm's effectiveness. The implication is that firm leaders who prioritise corporate values win employees' trust, enthusiasm and commitment and can manage them strategically to achieve firm effectiveness. The interplay of organisational values, strategic human resource management, and firm effectiveness in a single study, especially in Ghana and in the institutions of higher learning context, makes this study unique. Besides, most studies on values and a firm’s effectiveness have been explorative and carried out primarily in developed economies.
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