European Journal of Human Resource Management Studies, Apr 18, 2023
This study investigated gender diversity and institutional performance in public tertiary institu... more This study investigated gender diversity and institutional performance in public tertiary institutions in Western Region of Ghana. The purpose of the study was to determine how gender is diversed in the selected institutions and the effect of gender diversity on institutional performance in these institutions. Quantitative method was used for the study. A sample size of 400 senior members was drawn from a population of 592 via purposive and convenient sampling techniques. A self-developed closed-ended questionnaire was used to collect the data. The data were analysed quantitatively with IBM Statistical Package for the Social Sciences (SPSS) version 25. Two research questions and two hypotheses were formulated to guide the study. Descriptive statistics such as means, standard deviations, percentages and Pearson correlation were used to analyse the data. The major findings of the study were that (1) gender diversity in Institution A differed from that of Institution B, and (2) there was a significant positive relationship between gender diversity and employee performance in public tertiary institutions in the Western Region of Ghana. Management of public tertiary institutions in Western Region should form diverse gender teams and apply good gender diversity strategies to improve employee/institutional performance.
The International Journal of Business & Management, 2020
It is widely acknowledged that workforce training is the cornerstone in most organisations' human... more It is widely acknowledged that workforce training is the cornerstone in most organisations' human resource development systems (Nordhaug, 1989). Human resource development contributes to gains in competitive advantage (Schuler & MacMillan, 1984) with some suggesting that improvements in productivity and organisational performance have become the most dominant argument for justifying training (Scott & Meyer, 1991). As advanced by Manuh, Gariba & Budu (2007), universities nourish social, political and economic transformation through its essential activities in research, intellectual leadership and the impartation of high-level knowledge to successive generations through its researchers and lecturers. To keep up to date with the pace of the technological and knowledge induced academic environment, various staff development programmes are organised for these academic staff to acquire the appropriate and relevant knowledge, attitude and skill set to effectively accomplish their assigned tasks. However, because of the varied services such as security, estate and municipal services, administrative as well as student residential services that complement academic work, universities employ other staff categories (Junior and Senior) who are skilled professionals to render such services. In most public universities in Ghana these staff categories constitute the highest staff categories. Addae-Mensah (2000, p 41-2) opined that though educational expenditures occupy a sizeable share of Ghana's budget very little is spent on human capital investment especially capacity building. Though literature on staff development in universities suggest a positive relationship between staff training and job performance they tend to focus on the academic staff but not the junior and senior staff categories which constitute the majority percentage of a university's workforce.This poses two queries which require a scientific inquiry. First, whether the same relationship established between staff training and job performance of the academic staff can be found among the junior and senior staff categories. Second, whether there are other effects of capacity building efforts apart from enhancing job performance as established among the academic staff.
European Journal of Human Resource Management Studies, Apr 18, 2023
This study investigated gender diversity and institutional performance in public tertiary institu... more This study investigated gender diversity and institutional performance in public tertiary institutions in Western Region of Ghana. The purpose of the study was to determine how gender is diversed in the selected institutions and the effect of gender diversity on institutional performance in these institutions. Quantitative method was used for the study. A sample size of 400 senior members was drawn from a population of 592 via purposive and convenient sampling techniques. A self-developed closed-ended questionnaire was used to collect the data. The data were analysed quantitatively with IBM Statistical Package for the Social Sciences (SPSS) version 25. Two research questions and two hypotheses were formulated to guide the study. Descriptive statistics such as means, standard deviations, percentages and Pearson correlation were used to analyse the data. The major findings of the study were that (1) gender diversity in Institution A differed from that of Institution B, and (2) there was a significant positive relationship between gender diversity and employee performance in public tertiary institutions in the Western Region of Ghana. Management of public tertiary institutions in Western Region should form diverse gender teams and apply good gender diversity strategies to improve employee/institutional performance.
The International Journal of Business & Management, 2020
It is widely acknowledged that workforce training is the cornerstone in most organisations' human... more It is widely acknowledged that workforce training is the cornerstone in most organisations' human resource development systems (Nordhaug, 1989). Human resource development contributes to gains in competitive advantage (Schuler & MacMillan, 1984) with some suggesting that improvements in productivity and organisational performance have become the most dominant argument for justifying training (Scott & Meyer, 1991). As advanced by Manuh, Gariba & Budu (2007), universities nourish social, political and economic transformation through its essential activities in research, intellectual leadership and the impartation of high-level knowledge to successive generations through its researchers and lecturers. To keep up to date with the pace of the technological and knowledge induced academic environment, various staff development programmes are organised for these academic staff to acquire the appropriate and relevant knowledge, attitude and skill set to effectively accomplish their assigned tasks. However, because of the varied services such as security, estate and municipal services, administrative as well as student residential services that complement academic work, universities employ other staff categories (Junior and Senior) who are skilled professionals to render such services. In most public universities in Ghana these staff categories constitute the highest staff categories. Addae-Mensah (2000, p 41-2) opined that though educational expenditures occupy a sizeable share of Ghana's budget very little is spent on human capital investment especially capacity building. Though literature on staff development in universities suggest a positive relationship between staff training and job performance they tend to focus on the academic staff but not the junior and senior staff categories which constitute the majority percentage of a university's workforce.This poses two queries which require a scientific inquiry. First, whether the same relationship established between staff training and job performance of the academic staff can be found among the junior and senior staff categories. Second, whether there are other effects of capacity building efforts apart from enhancing job performance as established among the academic staff.
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Papers by Rowland Baffoe