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Browsing Management by Author "Ashley, Nicholas."
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Item Assessing the relationship between employee engagement and organisational commitment in a banking environment in Ghana.(2018) Ashley, Nicholas.; Brijball Parumasur, Sanjana.The study assesses the relationship between employee engagement and organisational commitment in a banking environment in Ghana. This study investigates the levels of engagement and commitment, their relationships and the influence of the biographic variables (age, gender, tenure and marital status) on these key dimensions. Employee engagement includes vigour, absorption as well as dedication and organisational commitment includes affective, normative and continuance commitment. Both engagement and commitment of employees play an essential part in the financial industry as their performance is dependent on its employees who are instrumental in contributing to the decision-making of the company and in delivering services to clients. The study employed a mixed method design where both quantitative and qualitative data was collected from the participants. The study was undertaken on a sample of 133 individuals, drawn using the simple random sampling technique from three branches of a reputable banking industry situated in Kumasi, a suburb of Ghana. Data was collected using questionnaires and interviews. The psychometric properties (validity and reliability) of the questionnaire were assessed using Factor Analysis and Cronbach’s Coefficient Alpha respectively. Qualitative data was analysed using content and thematic analyses and quantitative data was analysed using both descriptive and inferential statistics. There were moderate levels of employee engagement as well as organisational commitment. This study indicates that there are significant relationships among the sub-dimensions of employee engagement (vigour, absorption, dedication) and commitment (affective commitment, continuance commitment, normative commitment) respectively. Furthermore, employee engagement and its sub-dimensions (vigour, absorption and dedication) account for nearly one-third of the variance in organisational commitment. Therefore, employee engagement impacts on organisational commitment. Significant differences, based on the biographical profiles of employees, relating to employee engagement and organisational commitment, were noted. Based on the results of the study, recommendations are graphically presented, which when implemented have the potential to enhance levels of employee engagement and commitment.Item Understanding the influence of organisational culture on service quality in private hospitals in Ghana.(2023) Ashley, Nicholas.; Parumasur, Sanjana Brijball.The idea that organisational culture influences service quality, which in turn has effect on both clients and employees, has gained extensive recognition in both academia and organisational practices. This study investigates the influence of organisational culture on service quality in private hospitals in Ghana. The present study also utilised employee engagement as mediating variable. Organisational culture, service quality and employee engagement all remain a major issue in Ghana, both in private and government institutions. Hence, creating a culture that is favourable to providing quality services and encouraging employee engagement is significant for ideal organisational results. The study adopted a mixed method approach using both qualitative and quantitative data. This study was carried out on a sample of 367 participants using a simple random sampling approach and 15 participants selected using a purposive sampling method from selected private hospitals located in Accra-Ghana. The researcher collected data electronically using both questionnaires and semi-structured interviews. The psychometric properties (validity and reliability) were statistically evaluated using Factor Analysis and Cronbach’s Coefficient Alpha respectively. The quantitative data was evaluated using both descriptive and inferential statistics and the qualitative data was examined using thematic analyses. There were high perceptions of organisational culture (involvement, consistency, adaptability, mission), service quality (reliability, assurance, tangibles, empathy, responsiveness) as well as employment engagement (vigour, absorption, dedication). This study specifies that there is no significant relationship between organisational culture and service quality. Additionally, this study indicates that there is no significant between relationship between employee engagement and service quality. This study examined the inter-connections of the variables and their effect on the biographic profiles. Additionally, the study states that there is a significant relationship between organisational culture and employee engagement. Furthermore, organisational culture and employee engagement significantly account for 26.1% of the variance service quality.