scholarly journals Human Resource Factors and Organizational Commitment at the College of Distance Education, University of Cape Coast

2019 ◽  
Vol VOLUME 8 (2019) ◽  
pp. 61-90
Author(s):  
Moses Segbenya ◽  
Ebenezer Aggrey ◽  
Fred Peniana
Keyword(s):  
Distance Education ◽  
Human Resource ◽  
Affective Commitment ◽  
Rank Order ◽  
Research Approach ◽  
Organisational Commitment ◽  
Cape Coast ◽  
Work Relations ◽  
Junior Staff ◽  
Commitment Level

The study examined human resource factors and organisational commitment at the College of Distance Education, University of Cape Coast, Ghana. The research approach was quantitative, specifically using a descriptive study design. Out of 242 staff of the College, a sample of 148 respondents (comprising 18 senior members, 80 senior staff and 50 junior staff) were drawn across the three spectrums of staff using Krejcie and Morgan (1970) sample determination formula. The main instrument for data collection was a self- administered questionnaire. Data of the study was analysed with means, standard deviations, independent t-test, two-way analysis of variance and Spearman rank-order correlations matrix. The study found that commitment level among staff at the college (CoDE) was high and affective commitment was perceived higher than normative and continuance dimensions of organisational commitment. Work relations were perceived as higher than extrinsic rewards and training and development. It was also found that training and orientation significantly relate to organisational commitment. Sex and age of respondents did not affect organisational commitment and other variables of the study. It was recommended that management of the college should continue to pay more attention to work relations at the college by engaging staff of the college in inter-unit or interdepartmental assignments to enable staff to build more work relations and used both on-the-job and off-the-job training techniques to maintain or increase commitment level among staff of the college.

scholarly journals Appraisal of Managerial Roles of Study Centre Coordinators of College of Distance Education, University of Cape Coast

2018 ◽  
Vol 8 (5) ◽  
pp. 1
Author(s):  
Moses Segbenya ◽  
Paul Dela Ahiatrogah
Keyword(s):  
Distance Education ◽  
Human Resource ◽  
Teaching And Learning ◽  
Sampling Technique ◽  
Human Relations ◽  
Regional Study ◽  
Cape Coast ◽  
Managerial Roles ◽  
Study Centre ◽  
Feedback Method

The study assessed how students and course tutors on distance education programmes of the College of DistanceEducation, University of Cape Coast appraised their study centre coordinators’ performance in terms of humanrelations, behaviour, organising teaching and learning facilities; and handling complaints. This type of appraisal,where students and tutors representing customers and subordinates respectively, is usually referred to as the360-feedback method in human resource management. Concurrent embedded study design from the pragmatists’epistemic approach was adopted for the study. Simple random and purposive sampling technique were respectivelyused to sample 1228 final year students and 217 course tutors from 53 study centres; and five coordinators from eachof the three Zones across the ten regions of Ghana for triangulation purposes. Data was analysed with descriptivestatistics, independent t-test and a one-way between-groups analysis of variance. The study found that coordinators’behavior and human relations were rated higher as compared to complaints handling and organising study centreactivities. This was blamed on lack of capacity to address most of students and tutors challenges; and teaching loadof coordinators. It was recommended that the management of College of Distance Education should increase thecapacity of coordinators for district and regional study centres as well as the Zones in terms of resources andtechnology to be able to take immediate steps to solve students and tutors’ complaints.

scholarly journals Relationship between organisational commitment and effectiveness of human resource management practices in a South African information technology company

2021 ◽  
Vol 19 ◽  
Author(s):  
Lebogang N. Setsena ◽  
Christian T. Botha ◽  
Leigh-Anne Paul-Dachapalli
Keyword(s):  
Information Technology ◽  
South African ◽  
Human Resource ◽  
Positive Relationship ◽  
Management Practices ◽  
Employee Performance ◽  
Research Approach ◽  
Organisational Commitment ◽  
High Turnover ◽  
Hr Management

Orientation: This article presents the characteristics associated with organisational commitment levels and the perception of the effectiveness of human resource (HR) management practices in a South African information technology (IT) company.Research purpose: The objective of this research was to investigate whether there was a significant positive relationship between organisational commitment levels and the effectiveness of HR management practices amongst employees within the IT company along the lines of age, gender, race, educational level and tenure.Motivation for the study: Companies are becoming increasingly interested in the promotion of commitment amongst employees because of the numerous benefits associated with organisational commitment, such as improved employee performance and reduced employee turnover.Research approach/design and method: A quantitative research approach was used and a structured questionnaire, validated from previous studies, consisting of close-ended questions was used. A convenience sampling was used and a sample size of 309 participants was used to collect necessary data. Data were collected and analysed using the Stata V15 statistical analysis software. The results were interpreted with frequencies and percentages using tables and figures.Main findings: The results indicated that a positive relationship between organisational commitment and HR management practices exist. In terms of variables, demographical groups vary.Practical/managerial implications: Mangers need to understand employees’ perceptions and attitudes towards the HR management practices employed in the organisation to determine whether these particular HR management practices achieve desirable outcomes.Contribution/value-add: This study will contribute to an in-depth understanding of the effectiveness of HR management practices in managing the high turnover in organisations and to improve employee commitment in South African IT companies.

scholarly journals Happiness Index for Human Resource Management Practitioners Associated with the Professional Body

2018 ◽  
Vol 10 (5(J)) ◽  
pp. 297-305
Author(s):  
Molefe Jonathan Maleka ◽  
Ilze Swarts ◽  
Magdeline Mmako
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Distributive Justice ◽  
Sample Size ◽  
Employee Engagement ◽  
Human Resource ◽  
Positive Emotions ◽  
Affective Commitment ◽  
Research Approach ◽  
Full Time

The study explored the perceptions of human resource management (HRM) practitioners in South Africa, using the following happiness dimensions: positive emotions, job-related wellbeing, affective commitment, employee engagement and distributive justice. The research approach was quantitative, and the research design was descriptive and longitudinal (i.e. over a two-year period). The convenience sampling technique was used to select participants. In 2016, the sample size was 204, and in 2017, the sample size was 76. The data were collected at the conventions hosted by the Institute of People Management (IPM). The major findings were that the majority of the participants were females, were employed on a full-time basis, had degrees, earned R40 000 and above, and were not unionized. Participants rated the positive emotions negatively, suggesting that they were disaffected with their remuneration, and they rated the job-related wellbeing, affective commitment, employee engagement and distributive justice items positively. The implication of this study for policymakers is that they must review their remuneration policy and practices. The implication for managers is that they might struggle to keep HRM practitioners effective, motivated, and having cordial relationships.   

scholarly journals Effect of Work Conflict on Employees Job Satisfaction: The Case of College of Distance Education, University of Cape Coast

2018 ◽  
Vol 14 (7) ◽  
pp. 313
Author(s):  
Moses Segbenya ◽  
Fred Peniana ◽  
Ebenezer Aggrey
Keyword(s):  
Job Satisfaction ◽  
Distance Education ◽  
Social Life ◽  
Sampling Technique ◽  
Work Life ◽  
Work Life Balance ◽  
Teaching Staff ◽  
Research Approach ◽  
Cape Coast ◽  
Life Balance

The purpose of the study was to examine the effects of work life balance on employees’ job satisfaction at College of Distance Education, University of Cape Coast, Ghana-Africa. The study adopted the quantitative research approach specifically a correlational design. From populations of 242, a sample of 140 teaching and non teaching staff of the College was drawn across three spectrums of staff using simple random sampling technique. Instrument for data collection was questionnaire which had items measured on a scale of 1 to 4 with 1 representing strongly disagreement while 4 represented strong agreement. It was found that there was high level of conflict between work schedules and other social demands (low rating for work life balance) among staff of the College. Additionally, the level of job satisfaction among CoDE staff was low. It was also found that that there was a negative but moderate and significant relationship between work life conflict and job satisfaction among staff of CoDE. It was therefore recommended that management of CoDE should: introduce leave schedule or a day off for staff in order to have sufficient time to attend to their personal, marital and social life and rest; introduce job rotation to ensure job satisfaction and work life balance and also introduce inter-unit assignment and recreational activities for staff on public holidays.

scholarly journals Perceived Organisational Support as a Moderator in the Relationship Between Organisational Justice and Affective Organisational Commitment

2020 ◽  
Vol 17 (2) ◽  
pp. 22-29
Author(s):  
Evelyn Twumasi ◽  
Belinda Addo
Keyword(s):  
Affective Commitment ◽  
Survey Design ◽  
Teaching Staff ◽  
Organisational Commitment ◽  
Organisational Justice ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Commitment Level ◽  
Descriptive Survey ◽  
The Relationship

AbstractPurpose. This study aimed to explore the relationship between organisational justice and commitment and how the combined influence of organisational justice and perceived organisational support (POS) impacts on commitment.Research Methodology. Data were obtained through questionnaires administered to 124 teaching and non-teaching staff, who were conveniently selected by the researchers from Ghanaian public universities. Descriptive survey design was adopted for this study.Findings. The results from regression analysis of data collected showed a significant positive relationship among the dimensions of organisational justice and affective commitment. Furthermore, POS was found to moderate the relationship between organisational justice and commitment, as the effect of justice on commitment increased when POS was added to the model.Practical Implications. The present study supported the expected relationship among justice, POS and organisational commitment and implied that higher level of fairness and support from the organisation can favourably influence the commitment level of employees.Originality. The current research examines the moderating role of POS on organisational justice–commitment link using samples from the Ghanaian higher education institutions. Thus, it makes relevant contribution to the existing literature by modelling both organisational justice and support and analysing its effect on organisational commitment.

Fit for Purpose: Using a Distance Education Approach to Support Underperforming Schools in South Africa

2018 ◽  
Vol 41 (1) ◽  
Author(s):  
Veronica Irene McKay
Keyword(s):  
Distance Education ◽  
Curriculum Reform ◽  
Mixed Methods Research ◽  
Research Approach ◽  
Educational Design ◽  
Learner Performance ◽  
Poor Learner ◽  
Fit For Purpose ◽  
Additional Support ◽  
Content Support

This article explores the South African government’s national school workbook intervention aimed at addressing poor learner performance in the context of teacher under-preparedness and curriculum reform. It shows how the workbooks use a distance education approach to provide pedagogical and content support for teachers, albeit in the context of classroom teaching, to compensate for teachers’ pedagogical challenges. This article uses a mixed methods research approach to explore how teachers, learners and parents used the workbooks and shows that while the distance educational design scaffolded teaching, additional support is necessary to enable the intervention to be more impactful. 

scholarly journals Presence and Levels of Resilience and Its Sociodemographic Correlates in Older Chinese Americans

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 389-389
Author(s):  
Jieyang Zheng ◽  
Dexia Kong ◽  
Mengting Li ◽  
XinQi Dong
Keyword(s):  
Older Adults ◽  
Longitudinal Research ◽  
Rank Order ◽  
Chinese Americans ◽  
Research Approach ◽  
Protective Effects ◽  
Chinese Older Adults ◽  
Sociodemographic Correlates ◽  
Older Chinese ◽  
Older Chinese Americans

Abstract Resilience is defined as a personal quality that enables growth in knowledge, understanding and self-actualization in the face of adversity and life disruptions. Low levels of resilience can dispose older adults to higher risks for negative health outcomes in the aftermath of traumatic events. However, we have limited knowledge of resilience among minority aging populations. This study aims to examine the presence and levels of resilience and its sociodemographic correlates among U.S. Chinese older adults. Data were drawn from the Population Study of Chinese Elderly, an epidemiology study of U.S. Chinese older adults in the Greater Chicago area. Guided by a community-based participatory research approach, a total of 3,036 Chinese older adults aged 60 and above participated in face-to-face interviews from 2015 to 2017. Spearman’s rank-order coefficient was utilized to test correlation. A 10-item validated Chinese version of the Connor-Davidson resilience scale was used to assess resilience. In our sample, 59.7% were female, and the average age was 75. The mean resilience score was 26.9, ranging from 1 to 40. U.S. Chinese older adults who were younger, male, married, had higher education and income, fewer children, better health status and quality of life, and improved health and have lived fewer years in the U.S. reported higher levels of resilience. Future longitudinal research is needed to investigate the protective effects of resilience among older Chinese Americans against mental and physical distress.

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

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