Organizational Support for Career Development and Organizational Commitment: Evidence from the Ghana Police Service (Published)
The study was conducted on the influence of organisational support for career development on organisational commitment in the Ghana Police Service. The topic was chosen because most studies conducted in Ghana’s security sector have focused on job satisfaction, job stress, corruption, and image branding. Given the importance of the Police work to society and extensive skills and training associated with preparing them for effective policing, it has become extremely important to study issues about their career development and employee commitment. To validate this framework, a cross-sectional survey design was adopted. Using a multi-stage sampling technique, a sample of 271 junior and senior personnel from the headquarters of the Ghana police service in Accra were selected. Hypotheses formulated were tested through linear and hierarchical regression analytic procedures using Statistical Package for Social Sciences (SPSS). Findings suggested that organisational support for career development had a significant impact on affective and normative commitment. Again, personnel perceived low organizational support for career development. Personal characteristics such as age, gender, and level of education also had moderate effects on organisational commitment. It was concluded that the government should develop and maintain highly skilled personnel by providing them with more career development options and supports as this will greatly impact on their willingness to stay with their organisation and also reflect in their job performance.
Exploring the Effect of Professional Competence Regarding Career Development for Research and Development Hospitality Employees (Published)
This study aims to use the social cognitive career theory (SSCT) to explore the effect of professional competence to career development for research and development (R&D) employees in the hospitality industry. There are 128 R&D personnel, who have worked in the hospitality industry for over three years, selected to participate in the questionnaire survey. The structural equation modeling results show that professional competence significantly affects self confidence, self confidence affects job goals, and job goals are affected by job satisfaction. However, self confidence has direct effect on job satisfaction or indirect effect on job satisfaction through job goals. A comprehensive review of different models shows that the model in which professional competence affects self confidence and further affects job goal through job satisfaction is the most ideal model.
WHAT IT MEANS TO WORK HARD FOR CAREER PROGRESSION: A STUDY OF CORPORATE MANAGERS IN GHANA (Published)
Managerial career success is largely a function of two important career experiences: human capital, including hard work, and organizational support sponsorship. Whereas attracting and obtaining sponsorship reflects a more political explanation for career success, hard work represents a merit based and psychological explanation. However, little attention has been given to research that explores internally generated facets and psychological factors of hard work which facilitate career success. Using qualitative approach, this study was therefore conducted to explore managers’ conceptualization of hard work for career progression and success. Fifty-eight managers drawn from twelve public and private organizations in Ghana completed an open ended questionnaire on what it means to work hard for their career progression. Thematic content analysis of the data showed that four main themes underlie hard work for career progression: motivation and goal/achievement orientation; work capability/efficacy; work commitment/perseverance; and investing maximum input/extra effort. Findings are discussed within the frameworks of career achievement motivation, goal setting, self-efficacy and self-regulation theories.
Recently, the death of business organisations in Nigeria is on the increase as business operates in an environment that is embedded with change, risk, high uncertainty, stiff competition, unethical business practices, unfavourable government policies and ignorance of the role of mentors in business development. Mentoring is rapidly becoming recognised worldwide as a highly effective human resource development process. Many organisations have gone through or are currently going through increasing significant change. Generally, people in any organisation react positively to change when they take responsibility for their own development. Mentoring is one way in which organisations can provide this assistance as there is a high degree of trust and mutual regard which will enable the person to become what he aspires to be by realising his or her potential. Mentoring has being identified as an important influence in business development. The major function of mentoring is to promote the mentee’s development in specific areas and to facilitate success in business activities. Mentoring relationship can produce positive development and organisational outcomes and it can sometimes fail due to a variety of causes and problems viz-a-viz lack of participation, absence of leadership involvement, poor planning, setting unrealistic expectation and fuzzy goals. The paper examines the roles of mentoring in business development. It focuses on the stages, forms, reasons, types, roles and characteristics of mentors, fundamental objectives, benefits and keys to mentoring success with a view to accelerate business development through investment in human capital development particularly through mentoring. The paper opines that mentorship and business development offers a wide range of benefits such as welfare, satisfaction, development, progress, feeling rejuvenated in career development, learning how to use new technologies, becoming aware of business issues, methods, strategies or perspectives that are vital to business. Content analysis was used in the writing of this paper. Evidence from the paper on the policies that need to be adopted to improve Nigeria’s business environment includes, the need to address those issues constraining business development. The paper also recommends that mentoring should be based upon encouragement, frank advise, readiness to assist the mentee to acquire needed knowledge, skills and competencies so as to operate functionally in our ever changing business environment, constructive comments, openness, mutual trust, respect, willingness to learn and share ideas and experiences, improve self confidence, job competitiveness and enhanced diversity of the workforce. Moreover, there is need to eliminate negative factors that militate against business growth and development with a view to increase business efficiency. There is the need, therefore for a re-orientation of our businesses because mentoring relationships depends on the people and the character of the organisation concerned. The paper concludes that successful mentoring programs as aid to business development requires proper understanding, planning, implementation and evaluation.
RELATIONSHIP BETWEEN EMPLOYEES MOTIVATION & CUSTOMER SATISFACTION- A CASE STUDY OF SELECTED BANKS IN PAKISTAN (Published)
In the present cut throat competition of business in Pakistan, keeping the faithful customers footings has become a major issue for the management of all types of companies. Few segments particularly of services Industry where the there is very high human participation in rendering the services; companies are trying to perk up the service standards to secure and maintain the loyal customers. In present era, the retention of existing customers has become more important even than the new customers. The reason for is that the markets are being saturated very quickly due to increasing number of participants and the competitors are fighting for the same shrinking piece of pie. This improvement in service quality is based on the hypothesis that motivate and professionally well-equipped employees are the significant customer satisfaction indicators. To assess the validity of above stated supposition, this research has selected banking sector as population and chosen three Banks namely: Askari Bank Ltd., Bank Al-Habib Ltd., Habib Metropolitan Bank Ltd. as sample of this research study.The objective of this study is to understand and evaluate the main drivers of employee motivation in banking sector of Pakistan and their impact on customer satisfaction. Primary Data has been used in this study and it was collected through structured questionnaire. The reliability and consistency of primary source i.e. questionnaire was tested through Cronbach’s Alpha, whereas the author has applied Correlation and Regression technique for data analysis with Chi-Square Test for additional support to the results. Based on the rigorous literature review, survey instrument designing purified by help of pilot study, the results revealed that employee’s motivators are Compensation, Working Environment, Job Design, Staff Trainings and Performance Management System.