Henry Kofi Mensah

The effect of organizational justice delivery on organizational commitment: Controlling for key confounding variables

Purpose This study aims to examine the effect of organizational justice (OJ) delivery on organizational commitment (OC) while controlling variables that potentially confound this effect. These confound variable includes gender, education and tenure. Design/methodology/approach A causal quantitative field research and a cross-sectional research approach are used. A structured questionnaire is used to collect data from 463 randomly sampled employees of 13 commercial banks in Koforidua, Ghana. Structural equation modelling is used to analyze the data. Findings The study establishes that a statistically significant effect is made by OJ delivery on OC (p < 0.0001), even after controlling for the effects of gender, education and tenure. The model used also fits the data collected considerably (i.e. χ2 = 0.258; p-value = 0.611). Thus, the relationship between OJ and OC is not confounded by how long the employee has served on the job or by the highest educational level of employees. However, this relationship was significantly confounded by gender on the basis of sharing significant covariance with them. Originality/value Even though studies exist generally on OJ and OC, the focus on Ghana and banks in particular have been skeletal and have ended in testing just the relationship without highlighting the role of confounding variables as done in this study. Apart from adding to extant literature, findings will also inform decision-making on strategies and policies to improve OJ and ultimately the employee commitment that comes with.

The effect of corporate social responsibility on organizational commitment of employees of rural and community banks in Ghana

Abstract Researchers have mostly focused on the effect of corporate social responsibility engagement on customer behaviour. In this paper, an attempt is made at assessing the effect of corporate social responsibility engagement on employee commitment to their organizations. A self-reported questionnaire was used to collect the data from 145 employees of 50 Rural and Community Banks (RCBs) across Ghana. The study found a strong positive relationship between engagement in corporate social responsibility and employee commitment. Engagement in corporate social responsibility explained 54.1% of the total variation on employee commitment. However, this relationship is insignificant when educational level and years of working with the bank is controlled for. Gender however does not confound this relationship. This must inform decision-making regarding the planning and implementation of CSR strategies in organizations. It is acknowledged that having particular concern for the welfare of employees will boost the employee’s commitment and by extension, their performance and ultimately the growth of the Organization.

An assessment of the emotional intelligence of health workers: A scale validation approach

Purpose This study aims to assess health workers’ level of emotional intelligence (EI) in Accra North and recommend a simple but robust statistical technique for compulsorily validating EI measurement scales. Design/methodology/approach The researchers used a self-reported questionnaire to collect data from 1,049 randomly selected health workers. Two non-nested models, BNK MODEL and CMODEL, were compared to see which of them better fits the study population and yields a better level of EI. The one-sample and independent-samples t-tests, exploratory factor analysis and confirmatory factor analysis were used to present results. Findings The study found that health workers were appreciably emotionally intelligent for both models at the 5 per cent significance level. However, EI was higher for the CMODEL. The CMODEL also better fits the study population (χ2 = 132.2, p = 0.487, Akaike information criterion = 124.932) and thus better underlies EI in it. This study recommends proper validation of the two EI scales evaluated in this study, and possibly other scales, before the use of their data in research, as failure to do so could lead to unrealistic results. Originality/value Apart from its contribution to the literature, this study provides a robust statistical approach for assessing health workers’ EI and validating EI scales. By comparing two models of EI in the validation process, this paper suggests that the researcher’s choice of a measurement scale can influence his/her results.