Michael Asiedu Gyensare

Transformational leadership and employee turnover intention: The mediating role of affective commitment

Purpose – The purpose of this paper is to investigate the impact of transformational leadership on employee turnover intention through the mediating role of affective commitment. Design/methodology/approach – The study examines conceptual relationships in the Ghanaian context, based on structural equation modelling with maximum likelihood estimation, using sample employees from the private sector organizations. In addition, the mediation analysis is conducted with Sobel’s test and 95 per cent CI bootstrap analysis. Findings – The study shows that affective commitment would decline workers’ quitting intention and serves to promote a degree of trust and willingness to follow their leaders’ philosophy, ideology, vision and guidance in the organization. Hence, affective commitment fully mediates the relationship between transformational leadership and employee turnover intention. Practical implications – To help lessen employees quitting intentions, both middle and top-level managers should endeavour to creat...

Relationship between human resource (HR) practices and perceived performance of psychiatry nurses in Ghana

The fundamental thrust of this study is to examine the impact of three HR practices which are compensation practices, performance evaluation practices and promotion practices on perceived performance of psychiatry nurses in the mental hospitals in Ghana. Data was collected through a time tested questionnaire from 130 nurses from Ankaful and Accra Psychiatric hospitals in Ghana. Pearson correlation and multiple regression analyses were used to measure the impact of HR practices on the performance of nurses. The results of the correlation indicated a positive relationship between compensation practices and perceived employee performance at 0.05 level of significance. Again, the study revealed a positive correlation at 0.01 level of significance between performance evaluation practice, promotion practices, and employee perceived performance. Multiple regression analysis showed that 12% (R 2 =0.122) of the variance in perceived employees’ performance was accounted for by the three HR practices. The psychiatry section of the Ghana Health Service needs to pay special attention to these three HR practices in order to enhance the performance of nurses.

Occupational Health and Safety Dimensions and Work Outcomes in the Mental Hospitals in Ghana: The Moderating Effect of Job Satisfaction

Like high risk industries such as aviation and mining, occupational health and safety issues in the mental hospitals cannot be underestimated. For instance, although some conceptual and empirical studies have focused on patient safety in mental hospitals, the safety and health management of nurses in the mental health sector has largely been ignored. This paper seeks to examine the relationship between occupational health and safety management and two work outcomes such as engagement and turnover intention in a large mental hospital in Ghana. Results of the correlation coefficient indicated a positive relationship between occupational health and safety and engagement, and a negative relationship with turnover intention. The hierarchical regression results revealed a positive influence of safety procedure and safety leadership on mental health nurses engagement. In addition, only safety supervision and safety leadership had negative effect on the mental health nurses’ turnover intention. Finally, job satisfaction of the mental health nurses moderated the relationships between safety supervision and safety leadership, and intention to turnover.

Law in Motion or Passionate Observer on the Shelf? The Ghanaian Disaster Experience

The purpose of this paper is to present an overview of the occurrence of disasters and the institutional mechanisms, as well as the legal response to such incidents. The paper provides a viewpoint by using discursive approach on arguments and examination of various legal and documented texts. Findings indicate that although the Ghanaian legal regime on disaster make reasonable provision for various breaches and remedies and establishes internationally acceptable rules in substance and procedure, in certain instances, most regulatory and enforcement agencies are often indisposed to enforcing the rules and fines. Meanwhile, factors contributing to disasters are mainly man-made attributable to non-regulatory compliance, unplanned residential and business communities, and erection of buildings in waterways, among others. It is proposed for an integrative approach and a shift from the traditional response-based thinking to a proactive response in disaster management, taking significant note of the legislations and judicial precedents in the country.

The case for paternity leave in Ghana: Imperatives and implications for gender parity

The aim of this paper is to make a persuasive case for the provision of paid paternity leave for fathers in Ghana by describing several benefits of paternity leave to the family and the business as a whole. The paper examines the arguments for paternity leave through series of literature review, the position of law on paid paternity leave in Ghana and its implications for gender parity. The paper also presents examples of countries that have ratified the ILO conventions on paternity leave provisions and enshrined them in their country-specific legal regulatory frameworks. Given the diverse benefits of paid paternity leave around the world, the need for paternity leave has become a necessity if not obligatory. The paper makes a strong case for expedite action on the amendment of Ghana’s labour law to incorporate at least five days paid leave for fathers in relation to childbirth in Ghana.

Occupational Health and Safety and Employee Engagement: Evidence from the SMEs Sector in Ghana

Occupational health and safety and employee engagement literature have been studied independently. However, the need to integrate these streams of literature has now become apparent. This paper therefore seeks to address this gap by empirically testing the impact of occupational health and safety management on employee engagement in the small and medium-scaled enterprises in Ghana. A cross-sectional data from 136 employees were analysed to (dis)confirm our hypotheses. Results of the structural equation model revealed a positive effect of occupational health and safety on intellectual, social and affective engagement. However, among the dimensions of engagement, intellectual engagement was the criterion variable influenced most. The paper suggests that promoters of SMEs, owners and/or managers, should endeavour to treat the health and safety concerns of their employees with utmost priority in order to get the best out of them.

Linking transformational leadership to turnover intention in the public sector: The influences of engagement, affective commitment and psychological climate

Purpose - The purpose of this paper is to examine how employee engagement and affective commitment mediate the relationship between transformational leadership and voluntary turnover intention. The study also investigates the moderating role of psychological climate in the relationship between affective organisational commitment and voluntary turnover intention. Design/methodology/approach - This study employed a cross-sectional design as its framework. In addition, hierarchical linear modelling with bootstrapping analysis was conducted using data from a sample of 336 employees in a large public sector organisation in Ghana. Findings - The results showed that transformational leadership positively influenced engagement, which was then negatively related to employee turnover intention. Furthermore, employee engagement was found to mediate the link between transformational leadership and affective organisational commitment, whereas both employee engagement and affective organisational commitment were found to mediate the link between transformational leadership and voluntary turnover intention. Finally, psychological climate was found to moderate the link between affective commitment and voluntary turnover intention. Research limitations/implications - Despite the practical significance of this study in lessening the turnover decision of employees, the study has some limitations. Most significantly, the sample size of this cross-sectional study was small and limited to employees from only one large public sector organisation in Ghana. Findings of this study could be generalised by using large samples from other sectors and geographical areas. Furthermore, future studies should consider positive outcomes such as OCB and innovative work behaviour to help extend our conceptual framework. Originality/value - Overall, findings of this study provide tentative support to the proposition that employee engagement and affective commitment help to minimise the decision of employees to leave the organisation regardless of how they perceive the leadership style of their immediate supervisors. Most importantly, psychological climate which is referred to as individual employee perceptions of their work environment had a strong contingent effect on the negative relationship between affective commitment and turnover intention such that employees’ positive perception of the work environment weakens the link between commitment and turnover, whereas a negative perception of the working environment strengthens the relationship between commitment and turnover. As a result, employees’ positive perception of their work environment decreased their turnover intention decisions.