This study examines the direct and indirect effects of interpersonal fairness on employees’ willingness-to-stay and organisation-based self-esteem through affective commitment among manufacturing workers in Tema, Ghana. Using the survey design, 300 manufacturing workers in Tema were conveniently sampled for the study. The confirmatory factor analysis and structural equation modelling were used to analyse the data. Results indicated that affective commitment partially mediated the relationship between interpersonal fairness and employees’ willingness-to-stay. Affective commitment also fully mediated the interpersonal fairness-organisation-based self-esteem relationship. Results further showed that organisation-based self-esteem partially mediated the affective commitment and willingness-to-stay relationship, such that, an increase in organisation-based self-esteem leads to a decrease in employees’ willingness-to-stay. These findings emphasised the roles of interpersonal fairness and affective commitment in organisations, where affective commitment increases as a result of an increase in interpersonal fairness and makes employees have an intention-to-stay. The findings imply that employees who are very confident and have higher organisation-based self-esteem stand lower chances of staying in their current organisations. This study is the first to examine how affective commitment transfers the effects of interpersonal fairness unto employees’ intention-to-stay among manufacturing workers in Ghana.
PurposeThis study examined the relationship between safety climate and employees' voluntary work behaviours (i.e. organisational citizenship behaviour and counterproductive work behaviour). It also examined the moderating role of employees' voice on the relationship between safety climate and employees' voluntary work behaviours.Design/methodology/approachUsing the quantitative survey research design, data were collected from 220 respondents from three manufacturing companies in Accra, Ghana. Pearson's correlation test (r) and hierarchical multiple regression were used for data analysis.FindingsResults showed that safety climate plays a significant role in predicting employees' voluntary work behaviours. Also, employees' voice was found to moderate the relationship between safety climate and organisational citizenship behaviour but does not moderate the relationship between safety climate and counterproductive work behaviour.Research limitations/implicationsData was collected from manufacturing firms in the Greater Accra Region of Ghana; hence, the findings may be limited to just the manufacturing industry in the Ghanaian setting.Originality/valueThis paper positions safety climate as a catalyst for positive voluntary work behaviours in the workplace and an antidote to negative workplace behaviours. It also highlights the role of employees' voice in enhancing positive voluntary workplace behaviours of employees.
Purpose This study examined the actual productive hours of employees from the service sector in Ghana. Design/methodology/approach This study adopted an exploratory cross-sectional survey design. The purposive and convenience sampling techniques were used to identify the service organizations and recruited 520 employees in Accra for the study. Specifically, these respondents were workers from banks, insurance companies, auditing firms and oil and gas companies. The data were analyzed using frequencies and other descriptive statistics. Findings Results showed poor time management among the study organizations. It was reported that although most workers report to work as early as 6:30 a.m., they wait until 8:30 a.m. to commence the day’s work schedule. In addition, they start thinking of break at least 15 min before actual break time which decreases productivity. In addition, employees reported spending at least 30 min on break. They also added that, they start clearing the desks about 15 min before actual closing time and leave the office at exactly 5:00 p.m. Practical Implications This study shows that the physical presence of workers does not necessarily mean they are working. The study proposes an alternative way to increase productivity rather than relying on physical presence of the workers. Originality/value This study is among the few that empirically sought to explore the actual time that workers use in a day at work. Thus, it measured actual productive hours at of service employees in Ghana.
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