Department of Integrated Social Sciences

Permanent URI for this collectionhttp://10.30.1.83:4000/handle/123456789/16

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Organizational Learning and Job Complexity as Predictors of Commitment among Employees at Nestle Ghana Limited
(International Journal of English Literature and Social Sciences (IJELS), 2017-12) Addai, Prince; Nti Ofori, Isaac; Avor, John; Ntiamoah Tweneboah, Daniel
The study examined organizational learning and perceived job complexity as predictors of commitment among employees at Nestle Ghana Limited. One hundred and twenty (120) employees were selected using the convenience sampling to complete the Dimensions of Learning Organization Questionnaire, Job Diagnostic Survey and Organizational Commitment Questionnaire. The findings were determined with the independent t test, the Pearson r and regression analyses. Findings indicated that employees who perceived high job insecurity were less committed than those who perceived low job complexity. A significant positive relationship was found between organizational learning and employee commitment. Individual learning accounted for more variance in organizational commitment compared to group and organizational components of learning organization. These stand to reason that to improve employees' commitment, management needs to dedicate a lot of efforts in creating a conducive environment that encourages learning and also redesign complex jobs that meet the knowledge, skills and abilities of employees.
Does Organizational Support Influence the Nexus Between Role Conflict and the Intentions to Stay on The Job? A Study among Public Sectors Employees
(SEISENSE Business Review, 2022-08) Addai, Prince; Nti Ofori, Isaac; Obeng Acquah, Daniel; Nyarko Boakye, Afia; Asidu, Esther
Even though copious studies have shown that a relationship exists between role conflict and the intention to stay on the job, the mechanisms that curb the relationship between role conflict and intention to stay have not often been explored. This study examined the moderating role of organizational support on the nexus between the components of role conflict and the intention to stay in the organization. Two hundred and eighty-seven (n=287) public sector employees were selected using the cross-sectional survey design for the study. Data was gathered using the Role Conflict Scale, Perceived Organizational Support Scale, and the Intentions to Stay Inventory. Multiple regression was used in analyzing the data. Findings indicated that a significantly negative relationship exists between the two components of role conflict (inter-role and intra-role) and the intentions to stay in the organization. There was a positive nexus between perceived organizational support and the intentions to stay in the organization. The nexus between the two components of role conflict and the intentions to stay in the organization was moderated by perceived organizational support. The results provide some crucial insights for employers on how to inspire employees to stay in the public service. The limitations, recommendations, and implications for future studies have been emphasized.
Too Much Academic Stress: Implications on Interpersonal Relationships and Psychological Well-being among Final Year University of Ghana Students
(Asian Journal of Education and Social Studies, 2018-08) Nti Ofori, Isaac; Addai, Prince; Avor, John; Gyanba Quaye, Mame
Academic stress is endemic in tertiary institutions. It has the propensity to affect well-being and interpersonal relationships of students. The study adopted the cross-sectional survey design to assess the influence of academic stress on interpersonal relationships and psychological well-being among final year students at the University of Ghana. Two hundred final year students participated in the study through the use of the convenient sampling technique. The Student Academic Stress Questionnaire, Ryff Psychological Well-Being Scale and the Interpersonal Solidarity Scale were used in data collection. The multivariate analysis of variance [MANOVA] was used in data analysis. The results indicated that students who perceived lower levels of academic stress had good interpersonal relationships and higher levels of psychological well-being than students who perceived higher levels of academic stress. There were no significant gender differences in levels of interpersonal relationships and psychological well-being. The findings imply that to improve the wellbeing and levels of interpersonal relationships among students, academic stress must be reduced to the barest minimum.
Food Insecurity and Suicidal Tendencies: Comparative Study between Employed and Unemployed Graduates in the Greater Accra Region, Ghana
(Journal of Education, Society and Behavioural Science, 2018-02) Addai, Prince; Nti Ofori, Isaac; Wiafe-Akenten, Brenya; Ntiamoah Tweneboah, Daniel
The high rate of graduate unemployment in Ghana has become a thorny issue that calls for remedial measures because of the psychosocial consequences it comes with. This study compared the differences in food insecurity and suicidal tendencies between employed and unemployed graduates in the Greater Accra Region, Ghana. The impact of years of unemployment on suicidal tendencies and food insecurity was also examined. One hundred and sixty (160) graduates in the Greater Accra Region, Ghana were conveniently selected to complete the Multi-Attitude Suicide Tendency Scale and the Household Food Security Scale. The MANOVA and the Pearson r were used for data analysis. Results indicated higher levels of food insecurity and suicidal tendencies among unemployed graduates compared to employed graduates. There was a definite relationship between food insecurity and suicidal tendencies as well as years of unemployment and suicidal tendencies. There was, however, no significant relationship between years of unemployment and food insecurity. To this end, there is the need to seek an immediate solution to graduate unemployment since it is associated with high public health issues such as food insecurity and suicidal tendencies.
Ethical Leadership and Productive Work Attitudes among Micro Financial Institutions in Ghana
(Emerald Publishing Limited, 2019-02) Addai, Prince; Avor, John; Nti Ofori, Isaac; Ntiamoah Tweneboah, Daniel
Purpose – Ethical leadership wields a significant influence on productive work attitudes of employees. The relationship may partly be because of existing conditions in the organization. However, there is dearth of research on the impact that conditions in the organization affect work attitudes and other employee behaviours. Thus, the purpose of this study is to examine organizational climate as an explanatory mechanism for the relationship between ethical leadership and employees’ productive work attitudes (employee commitment, organizational citizenship behaviour). Design/methodology/approach – The researchers obtained responses from 150 employees working in micro financial institutions in the Greater Accra Region of Ghana. The cross-sectional survey design was used. The hypotheses of the study were analysed using regression analyses. Findings – Findings indicated a positive and significant relationship between ethical leadership and productive work attitudes (employee commitment, organizational citizenship behaviour). Hierarchical regression analyses revealed that organizational climate moderated the relationships between both ethical leadership – employee commitment and ethical leadership – organizational citizenship behaviours. Explicitly, ethical leadership produced the highest productive work attitudes when organizational climate was favourable for productive work attitudes. Originality/value – Generally, this study highlights the prominence of organizational climate in understanding the influence of ethical leadership on employees’ work attitudes.
Attitude towards Women in Managerial Positions: A study among Undergraduate Students of the University of Ghana
(International Journal of English Literature and Social Sciences (IJELS), 2017-10) Addai, Prince; Nti Ofori, Isaac; Bioh, Rona; Avor, John
Men cannot solely manage all the activities of our institutions; women also play tremendous role in management. However, some people have negative attitude towards women in management positions. The present study examined how gender differences influence attitude towards women in managerial positions. The study also examined whether attitude towards women in managerial positions is determined by the perceived integrity of the women. A total of two hundred (200) undergraduate students of the University of Ghana were selected using convenience sampling to complete the Perception of Integrity Scale and Leadership Scale Inventory. Data was analysed using the independent t-test and the Pearson r. Results revealed that females had significantly positive attitude towards women in management than males. Christians had significantly positive attitude towards women in management than Muslims. There was a significantly positive relationship between perception of integrity of women in management and attitude towards women in management. The implication of the study is that perceived attitude towards women is influenced by the integrity of the women.

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