ORCID Profile
0000-0002-5149-4528
Current Organisation
Kwame Nkrumah University of Science and Technology
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Publisher: Informa UK Limited
Date: 28-06-2021
Publisher: Informa UK Limited
Date: 16-03-2022
Publisher: Emerald
Date: 05-09-2016
DOI: 10.1108/AJEMS-04-2014-0029
Abstract: The purpose of this paper is to examine the relevance of “carrot and stick” (transactional) leadership style in predicting employees’ job satisfaction in a modern business organization. The study was cross-sectional in nature and made use of structured questionnaire to collect data. Stratified and simple random s ling techniques were used to select the respondents. In total, 215 questionnaires were returned by respondents out of the 220 administered. Taylor and Bowers (1974) overall job satisfaction questionnaire and Bass and Avolio (2004) multifactor leadership questionnaire, were used to measure job satisfaction ( α =0.812) and transactional leadership style ( α =0.761), respectively. Simple linear regression was also used to predict the relationship between the constructs. Results indicated significant and positive relationship between managers transactional leadership style and employees overall job satisfaction ( β =0.292, p .001). Moreover, contingent reward ( β =0.313, p .001) and management by exception (active) ( β =0.208, p .001) were, respectively, found to be statistically significant and positively related with job satisfaction. However, there was no significant relationship between management by exception (passive) and job satisfaction. This study adds to research that transactional leadership is broadly ideal for employees of manufacturing firms in Ghana where tasks are routine, objectives are clearly stated and work outputs can easily be measured.
Publisher: Cambridge University Press (CUP)
Date: 28-10-2022
DOI: 10.1017/JMO.2022.80
Abstract: Our paper examines whether the impact of abusive supervision on on-the-job embeddedness (JEM) is stronger than on job satisfaction (JSAT), affective organizational commitment (AOC), and turnover intentions. We also examine whether the mediation impact of on-the-JEM in the linkage between abusive supervision and turnover intentions is stronger than the mediation impacts of JSAT and AOC. Data gathered from restaurant service workers in three waves in Ghana were used to test the abovementioned linkages via structural equation modeling. The findings illustrate that all hypotheses are supported. Specifically, the influence of abusive supervision on on-the-JEM is stronger than on traditional attitudinal variables. Additional findings demonstrate that the mediation effect of on-the-JEM in the relationship between abusive supervision and proclivity to quit is stronger than the mediation effects of JSAT and AOC. Implications for theory and managers are offered in our paper.
Publisher: Emerald
Date: 03-12-2020
Abstract: Drawing on the upper echelons theory, the study examines the effects of environmental attitudes of hotel managers on the waste management practices of small hotels in the context of a developing country. A survey involving 246 managers of small hotels in the Accra Metropolitan Area was undertaken using a questionnaire that was based on the Waste Management Hierarchy and the revised New Ecological Paradigm (NEP) scales. Results of the study showed that environmental attitudes of managers significantly influence the waste management practices of hotels, specifically, the anti-anthropocentricism, anti-exceptionalism, eco-crisis and balance-of-nature dimensions of the NEP scale. The study also found that all the environmental attitude dimensions had more significant effects on the waste disposal option because usually in developing countries, small hotels by their nature are more predisposed to undertaking this option. Future studies should use longitudinal data to make causal inferences and consider the use of a rigorous statistical test such as common latent factor analysis. Waste management problems in small hotels require softer sustainability strategies geared towards creating environmental awareness and inculcating the right environmental values in hotel managers in order to change the way managers view the environment. Results of the study indicate that in the context of small hotels in developing countries, managers with eco-centric attitudes are more likely to engage in less expensive waste management practices rather than the most environmentally-friendly options.
Publisher: Emerald
Date: 06-11-2017
Abstract: The purpose of this paper is to explore relationships between organisation embeddedness and life satisfaction, and community embeddedness and life satisfaction. The study also examined relationships between each sub-dimension of organisation embeddedness and community embeddedness and life satisfaction. These sub-dimensions are “links”, “fit” and “sacrifice”. Data were collected from 549 employees in organisations located in four major business centres in South Africa. The data were analysed using structural equation modelling. Both organisation embeddedness and community embeddedness were positively related to life satisfaction. Regarding the sub-dimensions of organisation embeddedness, only organisation fit and sacrifice were positively related to life satisfaction. As regards the sub-dimensions of community embeddedness, only community fit was positively related to life satisfaction. Adopting practices which embed employees in the organisation and communities where they live is potentially beneficial for both organisations and employee well-being. The bulk of research on job embeddedness (JE) and work-related outcomes has focussed on benefits for the organisation. The effects of embeddedness on employee well-being have been largely overlooked. The current study is an attempt to redress this imbalance in JE research.
Publisher: Emerald
Date: 07-2019
DOI: 10.1108/EJTD-11-2018-0113
Abstract: This paper aims to examine whether participation in training and development (T& D) events is associated with employees’ affective commitment and propensity to enact innovative behaviours in small professional services firms. The study also investigates associations between both attitudes towards T& D and policy and practice supportive of T& D and levels of participation in T& D events. Data from 203 employees in small professional services firms employing 50 or fewer staff were analysed using regression analysis and PROCESS macro. Only policy and practice supportive of T& D was associated with participation levels. Participation in T& D events was positively related to affective commitment. Furthermore, employees who participated in more T& D events were more likely to enact innovative behaviours, while affective commitment mediated the positive relationship between number of T& D events attended and innovative behaviours. Contrary to expectations, neither participation in just training nor participation in just development was associated with either attitudes or behaviours. The findings have important implications for small firms which tend to rely on wholly work-based experiences for the development of employees’ knowledge and skills. Such an approach to learning for work may inadvertently shape a workforce that lacks commitment to the organisation and that has a diminished capacity for innovative behaviours. There is limited research on how T& D affects attitudes and behaviours in small firms. Large and small firms are fundamentally different, thus findings from studies in large firms may not extend to small firms.
Publisher: SAGE Publications
Date: 19-08-2021
DOI: 10.1177/14673584211040310
Abstract: To expand the literature on embeddedness and life satisfaction, the present study examines the mediating role of work engagement in the relationship between organizational embeddedness and life satisfaction among hotel employees in Ghana. Multi-wave data were conveniently collected from 274 employees working as full timers in selected rated hotels in Accra. Structural equation modeling results demonstrated that organizational embeddedness positively influenced life satisfaction and links positively affected life satisfaction. Moreover, work engagement mediated the organizational embeddedness-life satisfaction nexus. Lastly, the results showed that work engagement mediated the effects of link and fit on life satisfaction. Managers of hotels should provide employees who offer frontline services with several important organizational resources such as fit and links to enhance their work engagement and therefore augment their satisfaction with life.
Publisher: Informa UK Limited
Date: 27-02-2019
Publisher: Informa UK Limited
Date: 12-10-2020
Publisher: Informa UK Limited
Date: 27-02-2022
Publisher: Emerald
Date: 12-2021
DOI: 10.1108/IJCHM-07-2021-0858
Abstract: This paper aims to examine the impacts of links, fit and sacrifice as the sub-dimensions of on-the-job embeddedness (JE) on turnover intentions through the mediating roles of affective organizational commitment (AOC) and work engagement (WENG) and explore AOC and WENG as the two mediators linking on-the-JE to quitting intentions. Data collected from small-sized hotels in three waves in Ghana were used to assess the aforesaid relationships. The hypothesized relationships were tested using structural equation modeling. The findings reveal that on-the-JE is negatively related to turnover intentions. Additionally, the relationship between on-the-JE and turnover intentions is partly mediated by AOC and WENG. The findings further demonstrate that AOC and WENG partly mediate the impact of links on turnover intentions. Management of hotels should enhance formal and informal connections between employees and their coworkers and supervisors through socialization tactics. Establishing and maintaining an environment that fosters social support would increase employees’ sense of belongingness and their proclivity to remain with the organization. Little is known about the effects of the sub-dimensions of on-the-JE on work-related consequences in the hospitality and tourism literature. The literature is also devoid of evidence concerning affective variables as the potential mediators relating the sub-dimensions of on-the JE to turnover intentions. The study sets out to fill in these gaps.
Publisher: Emerald
Date: 12-09-2018
DOI: 10.1108/JOEPP-01-2018-0006
Abstract: This exploratory study adopts a stakeholder perspective on organisational effectiveness. The purpose of this paper is to examine the job embeddedness (JE)–life satisfaction relationship, moderating roles of gender and community embeddedness and mediating role of innovative behaviour. Using a snowballing approach, data were collected from 549 participants employed in organisations located in four major metropolitan centres in South Africa. Analyses revealed a positive relationship between JE and life satisfaction. Gender moderated the JE–life satisfaction relationship, such that the relationship was stronger among females than males. Community embeddedness moderated the organisation embeddedness–life satisfaction relationship, such that the relationship was stronger when participants were highly embedded in their community. Finally, innovative behaviour mediated the relationship between organisation embeddedness and life satisfaction. Managers could enhance employees’ life satisfaction through practices that increase on-the-job and off-the-job embeddedness. Furthermore, organisations could encourage employees’ innovative behaviours through workplace supervisors’ supportive responses to innovative employees. JE researchers have yet to focus on the personal benefits of embeddedness for employees. Results of the study provide several contributions to this research direction. The study uses JE as a composite construct to confirm its relationship with life satisfaction. It also expands the JE–life satisfaction relationship by examining moderators of the relationship and a mediating variable in the relationship.
Publisher: Elsevier BV
Date: 09-2020
Location: No location found
No related grants have been discovered for Emmanuel Twumasi Ampofo.