Job Satisfaction and Commitment among  Non-Teaching Staff of Universities in Ghana

Adu-Gyamfi, Mavis; Adu-Oppong, Akua Ahyia; Boahen, Seth

doi:10.24940/ijird/2017/v6/i5/may17025

Cited by 2 publications

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“…is indicates that additional possibilities should occasionally be taken into account rather than rigorously implementing rules or following the hierarchy's procedures. Similar to this, an HEI is a company that should prioritize internal upkeep while being adaptable, caring about people, and compassionate toward clients [42,76]. As a result, leaders of a particular business should give collaboration the attention it deserves by including employees in decision-making, recognizing their value to the company, and giving them authority.…”

Section: Discussionmentioning

confidence: 99%

“…Organizational cultures can be either robust or weak [33]. According to different scholars, organizational culture can either motivate workers to give their all for the benefit of the organization's aims or it can discourage or demoralize them, which would be detrimental to the existence of the business [4,42,43]. How well an organization's employees can adapt to its culture will determine what kind of culture it will adopt [44].…”

Section: Strength and Weakness Of Organizational Culturementioning

confidence: 99%

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An Investigation of Organizational Culture of Higher Education: The Case of Hawassa University

Demissie

Egziabher

2022

Education Research International

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With an emphasis on Hawassa University, the study was set out to examine the organizational cultures of HEIs in Ethiopia in both existing and preferred situations. The study used a mixed methods approach and an explanatory research design. Respondents from the four colleges and institutes of Hawassa University selected using purposive sampling included academic personnel, administrative employees, and students. Out of the 436 surveys issued, 396 respondents, 60 were members of the academic staff, 120 were members of the administrative staff, and 216 were students, completed and returned the questionnaires correctly. The respondents were chosen using a simple random sampling procedure. Additionally, two student councils, three college deans, and two administrative staff directorates were purposely chosen to participate in the interview. Through surveys and interviews, both qualitative and quantitative data were gathered. Both descriptive statistics (percentage and mean) and inferential statistics (ANOVA) were applied to the data in order to analyze it. Even though Hawassa University’s staff and students prefer a clan culture, the study’s findings revealed that hierarchy culture is the institution’s predominant organizational culture. In addition, it is discovered that the hierarchy in the present and the clan in the favored contexts are a little stronger and more prominent than the other cultural types. However, out of the six cultural dimensions, the clan culture type is based on the dominant traits, organizational leadership, strategic emphasis, and success criteria, whereas in the preferred situation, management of employees and organizational glue are perceived as being adhocracy and market culture, respectively. In general, an organization’s culture influences not only the performance of its employees but also the effectiveness of the organization as a whole. Therefore, higher education officials must seek to change the current organizational culture of their institutions in order to serve the requirements and interests of stakeholders and to improve the overall performance of their organizations.

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Section: Discussionmentioning

confidence: 99%

Section: Strength and Weakness Of Organizational Culturementioning

confidence: 99%

An Investigation of Organizational Culture of Higher Education: The Case of Hawassa University

Demissie

Egziabher

2022

Education Research International

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Work Environmental Factors and its Impact on Employee Productivity: The Mediating Role of Employee Commitment

Pimpong¹

2023

EHASS

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Employee efficiency is vital to an organization’s success and sustainability. As such, the work environment can significantly influence employee productivity, either positively or negatively. Recognizing the importance of employees, top-performing organizations prioritize creating a supportive workplace, given that employees spend a substantial portion of their lives performing work-related tasks. Conversely, unsuitable, and unfavourable work environments can contribute to job-related stress. This study investigates the work environment factors that affect employee productivity and explores how these elements can boost employee performance. Data was collected through a survey of 300 randomly selected staff members from three tertiary institutions Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development (AAMUSTED), Kumasi Technical University (KsTU), and Kwame Nkrumah University of Science and Technology (KNUST)) in the Ashanti Region of Ghana to test the conceptual framework. The findings revealed a positive relationship between the workplace environment and employee commitment, suggesting that employee commitment partially strengthens the impact of the workplace environment on employee performance. This study offers practical insights for academic institution management, emphasizing the need to enhance workplace environmental conditions to facilitate effective academic work within these institutions. Keywords: Work environment, employee productivity, employee commitment, employee efficiency

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Job Satisfaction and Commitment among Non-Teaching Staff of Universities in Ghana

Cited by 2 publications

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An Investigation of Organizational Culture of Higher Education: The Case of Hawassa University

An Investigation of Organizational Culture of Higher Education: The Case of Hawassa University

Work Environmental Factors and its Impact on Employee Productivity: The Mediating Role of Employee Commitment

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