Organizational performance has made it imperative for rural and community bank management to employ the best organizational conditions that influence employee’s performance. Recent banking clean-up in Ghana has also emphasized the need for employees’ performance. This has become necessary to espouse management practices, employee behaviors, and attitudes that predict job performance. Drawing on social exchange theory and reciprocity norm, the study examines the effect of organizational climate on job performance. Valid responses received through a structured questionnaire were 431. Hierarchical multiple regression was employed to validate the hypotheses from the literature review. Relying on empirical data from Ghana, the findings revealed that, first, harmonious work passion partially mediated organizational climate and job performance relationship. Second, leader–member exchange negatively moderated the relationship between organizational climate and harmonious work passion. Finally, however, coaching as a management practice positively strengthened organizational climate and job performance relationship. The theoretical and practical contribution is also discussed.
The trend of population ageing is a critical global condition and is expected to impose dire socio-economic ramifications on populations in the near future. Its contribution to the global burden of disease is increasing, and the implications of this situation for the future are awe-inspiring. This paper draws from the researchers' experience and relevant literature to recommend a framework that would guide the development and institutionalization of a specialized system of geriatric care, hereby called emotional geriatric care. The application of this framework by governments and health care organizations is expected to constantly improve care for the elderly as a way of gearing health care administration in response to ageing.
Purpose This study aims to assess the effect of religiosity on the job satisfaction of nurses in response to the paucity of studies that have investigated this relationship in a health care setting. The authors also tested the moderation impact of materialism on the religiosity–satisfaction nexus. Design/methodology/approach The quantitative (correlational) research technique was applied to test hypotheses of interest. The simple random sampling method was used to select a representative sample of 458 nurses. Confirmatory factor analysis (CFA) was used to examine the factor structures of relevant constructs and to test hypotheses. The study’s ultimate CFA model produced a good fit at 5 per cent significance level [Chi-square (χ2) = 19.121; p = 0.454]. Findings Religiosity was found to make a positive effect on job satisfaction and a negative effect on materialism. Materialism makes a negative effect on job satisfaction. Religiosity and materialism makes a significant negative interaction effect on nurses’ satisfaction after controlling for job income. Practical implications It is therefore concluded that religiosity is a positive behaviour that contributes to the satisfaction of nurses, but materialism must be avoided or at least reduced to maximise this impact. Originality/value In this study, the authors demonstrate that the positive effect of religiousness on job satisfaction can be negatively moderated by materialism so that religiousness makes less impact on satisfaction owing to the negative influence of materialism on job satisfaction.
The present study attempts to empirically examine, and contribute new knowledge to the existing literature, pertaining the association between employee recognition, salary satisfaction, and employee engagement, with emphasis on the moderating role of salary satisfaction in the Ghanaian banking system. A quantitative research approach was employed in this study, whereby a sample of 455 respondents comprising employees of consolidated bank Ghana from Kumasi and Accra central were sampled using a simple random sampling technique. Employing SPSS and AMOS versions 24.0, structural equation modeling SEM was used to analyze the collected data. Out of the four (4) main hypotheses of this study, three (3) were supported whilst one (1) was not. In particular, after controlling for four relevant demographic variables, namely educational level, tenure, employee level and income, the study revealed that employee recognition has a positive effect on salary satisfaction and negative effect on employee engagement; Salary satisfaction also has a positive influence on employee engagement and positively moderates the relationship between employee recognition and employee engagement. The study concludes that the impact of employee recognition on employee engagement is stronger in light of increased salary satisfaction. Several other implications from the study were further discussed.
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