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1 – 10 of 26Dickson Osei-Asibey, Joshua Ayarkwa, Benjamin Baah, Aba Essanowa Afful, Gloria Anokye and Prince Asher Nkrumah
Many investors have less interest in tendering for public-private partnership (PPP) construction projects as a result of the uncertain risks associated with the project delivery…
Abstract
Purpose
Many investors have less interest in tendering for public-private partnership (PPP) construction projects as a result of the uncertain risks associated with the project delivery. Moreover, PPP project stakeholders have inadequate information about the probable impacts of time-based delay imposed on PPP projects under the PPP arrangement. This study aims to identify and categorize construction stakeholders’ perceptions of the impact of time-based delays on PPP construction projects.
Design/methodology/approach
A purposive sampling technique was adopted where questionnaires were used as the primary instrument for gathering data from PPP experts. Cronbach’s alpha coefficient and Kendall’s concordance were used to measure the reliability of the scale and the respondent’s level of agreement, respectively. One sample t-test, mean score ranking and principal component analysis were used to analyse the identified time-based delay impacts.
Findings
The study revealed seven significant impacts of time-based delay on PPP construction project delivery as: “project schedule overrun”, “idling of project resources”, “project cost overrun”, “poor quality of completed works”, “delayed realization of project benefits”, “frequent arbitration/litigation in PPP projects” and “total abandonment of PPP projects”. The study further identified the top five significant impacts of time-based delay on PPP project stakeholders as: “reduction in motivation to attract investment”, “high interest on finance (loans)”, “contractor in financial crisis”, “loss of public confidence in government” and “reduction in parties’ reputation”.
Practical implications
The identified significant impacts of time-based delays will increase stakeholders’ awareness of the repercussions and effects that time-based delays may impose on PPP construction projects if not appropriately managed throughout the project implementation. This awareness will further guide stakeholders to implement targeted risk management strategies to minimize the negative consequences of delays on PPP project performance.
Originality/value
As a pioneering study that provides a better understanding of the impacts of time-based delays on PPP construction projects, this study enhances knowledge of PPP construction project implementation.
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Samuel Oduro, Hayford Pittri, Barbara Simons, Benjamin Baah, Eunice Deedei Anteh and John Adjei Oduro
Net zero energy buildings (NZEBs) play a crucial role in mitigating the environmental impact of the construction industry. However, this concept in Ghana is still in the infancy…
Abstract
Purpose
Net zero energy buildings (NZEBs) play a crucial role in mitigating the environmental impact of the construction industry. However, this concept in Ghana is still in the infancy stage, and the level of embracement in the construction industry is uncertain which further poses challenges to its adoption. This can be attributed to the lack of awareness of NZEB among construction professionals. Hence, understanding the awareness among construction professionals is essential for promoting sustainable building practices and reducing the carbon footprint of buildings. Therefore, this study investigates the level of awareness of NZEBs among construction professionals in the Ghanaian construction industry (GCI).
Design/methodology/approach
The study adopted a quantitative research method where questionnaire survey was used to obtain data from sixty-six (66) construction professionals in the GCI through snowball sampling technique. The collected data were analysed using frequencies, mean scores, one-sample t-test and cross-tabulation.
Findings
The study revealed that thirty (30) construction professionals out of the sixty-six (66) had a moderate level of awareness of NZEBs, and 14 professionals had a low level of awareness. Thirteen had a high level of awareness. Three of the profesionals were extremely unaware, while six had a very high level of awareness. The study’s findings highlight the need to create awareness of NZEBs and their practices among construction professionals and employees in Ghana.
Originality/value
NZEB is an under-explored area in the Ghanaian context and therefore, this study uniquely highlights the nascent awareness of NZEBs among Ghanaian construction professionals, unlike previous studies in more developed contexts. It underscores the critical need for targeted awareness programs essential for reducing the carbon footprint and advancing the adoption of NZEBs in the GCI.
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Benjamin Baah, Alex Acheampong, Dickson Osei-Asibey and Aba Essanowa Afful
Employee unsafe behaviours and failure to adhere to safety standards resulting from poor safety perception among employees contribute to the high rate of accidents in the…
Abstract
Purpose
Employee unsafe behaviours and failure to adhere to safety standards resulting from poor safety perception among employees contribute to the high rate of accidents in the construction industry. This study seeks to examine the role of respectable engagement in improving construction workers' safety perceptions in the Ghanaian Construction Industry.
Design/methodology/approach
The study adopted a quantitative research method where survey questionnaires were administered to respondents. Sixty-six construction workers who were actively involved in ongoing construction projects in Kumasi and Greater Accra regions of Ghana were selected through stratified purposive sampling. The analytical tools utilised in the data analysis include a one-sample t-test, descriptive statistics and mean score ranking.
Findings
The study identified five key drivers and strategies of respectable engagement from pertinent literature. The findings confirmed that all these drivers and strategies play a key role in improving workers' safety perception. The study further revealed that improving employees' safety perception will enhance and sustain their awareness of the organisation's commitment to health and safety. Employees will therefore portray positive safety behaviour by adhering to the safety standards of their organisation.
Practical implications
The findings of this study will contribute to construction site safety improvement by informing contractors, site supervisors and other stakeholders of their role and the need to improve their worker's safety perception.
Originality/value
This research is unique in that; it identifies the role of respectable engagement in improving construction workers' safety perception. This research creates awareness among management and site supervisors on the need to be present for their workers, affirm them, attend to their needs, understand and appreciate them, and communicate and listen to them.
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Benjamin Mekpor and Kwasi Dartey-Baah
The primary aim of this study was to determine whether or not leaders' emotional intelligence plays a mediating role in the relationship between leadership styles and voluntary…
Abstract
Purpose
The primary aim of this study was to determine whether or not leaders' emotional intelligence plays a mediating role in the relationship between leadership styles and voluntary work behaviours among employees of selected banks in Ghana. Specifically, the objective was to determine the mediating effect of leaders' emotional intelligence on the relationship between transactional and transformational leadership styles and organizational citizenship behaviours (OCB) and counterproductive workplace behaviours (CWB).
Design/methodology/approach
The quantitative approach to research was adopted to collect data from 234 respondents. More so, both purposive and simple random sampling techniques were used for the selection of respondents for the study.
Findings
The findings of the study revealed that amongst the various leadership styles and OCB and CWB relationships, only the relationship between transformational leadership and OCB was mediated by leaders' emotional intelligence.
Practical implications
It was however recommended that transformational leadership style be adopted in the quest to encourage employees to exhibit OCB and mitigate employees' involvement in CWB since such leaders are more prone to exhibiting high levels of emotional intelligence in the dealing with employees.
Originality/value
For the first time in the Ghanaian banking sector, this research explores the leaders' emotional intelligence as mediator on the nexus between leadership styles and voluntary work behaviours of employees of selected banks in Ghana.
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Kwasi Dartey-Baah and Benjamin Mekpor
The purpose of this paper is to determine the extent to which leaders’ emotional intelligence (EI) predict the voluntary work behaviors (i.e. organizational citizenship behavior…
Abstract
Purpose
The purpose of this paper is to determine the extent to which leaders’ emotional intelligence (EI) predict the voluntary work behaviors (i.e. organizational citizenship behavior (OCB) and counterproductive workplace behavior (CWB)) of employees in the Ghanaian banking sector.
Design/methodology/approach
Quantitative approach was adopted to collect data from 234 respondents working in both high- and low-performing banks in Ghana. Both purposive and simple random sampling techniques were used for the selection of the respondents.
Findings
The findings of the study revealed that the leaders’ EI positively predicted the OCB of employees while a negative relationship was found between leaders’ EI and its prediction of employees’ CWB. Thus, emotionally intelligent leaders are able to evoke citizenship behaviors while mitigating CWBs of employees in the Ghanaian banking sector.
Research limitations/implications
The research addresses the gap in literature on how leaders’ EI influence employees’ tendency to exhibit either OCB or CWB specifically in the Ghanaian context.
Practical implications
The findings suggest that organizational leaders especially in the Ghanaian banking sector should be trained to be emotionally intelligent in their relationship with employees as such skills boost positive voluntary behaviors and have the tendency to alleviate the negative behaviors by employees.
Originality/value
The study provides an in-depth account on how the leaders’ EI influence both employees’ OCB and CWB and how to appropriately evoke or alleviate them, respectively.
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Benjamin Mekpor and Kwasi Dartey-Baah
The purpose of this paper is to determine the extent to which leadership styles predict the voluntary work behaviors of employees.
Abstract
Purpose
The purpose of this paper is to determine the extent to which leadership styles predict the voluntary work behaviors of employees.
Design/methodology/approach
The quantitative approach was adopted to collect data from 234 respondents. Both purposive and simple random sampling techniques were used for the selection of the respondents.
Findings
The findings of the study revealed that though both the transformational and transactional leadership styles positively predicted the organizational citizenship behavior (OCB) of employees, transformational leadership is more significant. Also, transformational leadership was found to have a significant negative relationship with the counterproductive workplace behavior (CWB) of employees, whereas transactional leadership had an insignificant relationship with CWB.
Research limitations/implications
The research addresses the gap in the literature on how leadership styles influence employees’ tendency to exhibit either OCB or CWB specifically in the Ghanaian context.
Practical implications
The findings suggested that transformational leadership should be used in the quest to encourage OCB and to mitigate CWB.
Originality/value
The study provides an in-depth account on how the leaders’ style influences both employees’ OCB and CWB and how to appropriately manage such voluntary behaviors.
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Benjamin Mekpor and Kwasi Dartey-Baah
The purpose of this study is to determine whether there is a difference with the exhibition of voluntary workplace behaviors (i.e. organizational citizenship behaviors [OCB] and…
Abstract
Purpose
The purpose of this study is to determine whether there is a difference with the exhibition of voluntary workplace behaviors (i.e. organizational citizenship behaviors [OCB] and counterproductive workplace behaviors [CWB]) among employees of high and low-performing banks in Ghana.
Design/methodology/approach
The quantitative approach was adopted to collect data from employees of selected banks from Ghana’s Club 100. The independent t-test was used to categorize the exhibition of employees’ OCB and counterproductive workplace behaviors by the type bank (i.e. high- or low-performing banks).
Findings
Contrary to the speculations of the study, employees of high-performing banks did not score higher in the exhibition of OCB compared to low-performing banks. Employees of low-performing banks were also not found to score higher with respect to CWB as compared to those of high-performing banks.
Research limitations/implications
The research adopted a single rating method of collecting data from respondents. There could, however, be a level of biasness from the employees’ point of view of their exhibition of both OCB and CWB. Future research should thus seek to use a dyad method of collating data from both managers and employees of employees’ voluntary workplace behaviors. The study only focused on OCB as having a positive impact on the performance of banks and CWB having a negative impact. Future studies could also peruse both positive and negative impacts of OCB and CWB on the performance of organizations. An assessment of the various dimensions of both OCB and CWB (e.g. OCB-I, OCB-O, CWB-I and CWB-O) and their distinctive impacts on organizational performance is also suggested. Moreover, the adoption of only the quantitative approach to measuring the variables under the study was also identified as a limitation. This made it difficult to further peruse the intentions of employees to either engage in OCB or CWB. Further research could adopt the mixed-method approach that will add to the rigor in terms of the analyses. Researchers could also explore the same relationship among other sectors such as manufacturing. Further studies should also be conducted to peruse what promotes or inhibits the performance of banks irrespective of the voluntary workplace behaviors of the employees. More so, further research could also assess whether the workload of employees can predict employees’ voluntary workplace behaviors. Specific to the banking sector and others with the same working environment, future studies can investigate the factors that inhibit and encourage employees’ exhibition of OCB and CWB.
Practical implications
It was thus concluded that even though voluntary behaviors of employees influence the performance of organizations particularly banks, their effect is not that significant. This could be as a result of the tight schedules, structured and controlled nature of work activities in the banks that make employees so occupied throughout their working day to the extent they have perhaps no time to engage in extra-role activities. This calls for the need for banks to further explore other opportunities that contribute to boosting employee performance.
Originality/value
The study provides an in-depth account on whether OCB and CWB of employees predict the performance of organizations, especially banks in Ghana.
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Kwasi Dartey-Baah, Samuel Howard Quartey and Kwame Gyeabour Asante
The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship…
Abstract
Purpose
The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana.
Design/methodology/approach
Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling.
Findings
The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant.
Research limitations/implications
Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time.
Practical implications
Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development.
Social implications
Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations.
Originality/value
Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.
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Emmanuel Kojo Sakyi and Kingsley Senyo Agomor
This paper aims to examine lecturers' experiences of moonlighting in the Ghana Institute of Management and Public Administration (GIMPA).
Abstract
Purpose
This paper aims to examine lecturers' experiences of moonlighting in the Ghana Institute of Management and Public Administration (GIMPA).
Design/methodology/approach
A qualitative approach was used. Data were collected through in-depth semi-structured interviews with 18 purposively selected informants. Data were transcribed and analyzed thematically.
Findings
The findings are that moonlighting is common at GIMPA, and the institutional environment is conducive for the practice. Knowledge of the practice is unclear. However, moonlighting serves as a source of additional income for lecturers, which a significant majority describe as enabling their continuing employment at GIMPA, but many pointed out the negative effects as well. Lack of a policy to control the behavior has been cited as a reason for the problem, which left lecturers to self-determine what to do. Moonlighting practice is affecting the quality of teaching and support to students by the lecturers.
Research limitations/implications
The sample of the respondents who participated in the study is small and limited to 18. Their views cannot be generalized to all higher education institutions. But, the results show the seriousness of the problem and its implications.
Practical implications
Moonlighting is prevalent in GIMPA. It suggests that employees of other public higher education institutions are no immune to it.
Originality/value
This study is the first of its kind to explore the practice of moonlighting in a quasi-public higher education institution in Ghana. It has added to the empirical literature on the practice and the effects on the institution.
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The purpose of this paper is to preview contributions on leadership and organizational development in the African context, covered in this special issue of the African Journal of…
Abstract
Purpose
The purpose of this paper is to preview contributions on leadership and organizational development in the African context, covered in this special issue of the African Journal of Business and Economic Studies.
Design/methodology/approach
Summaries of the underlying theoretical/conceptual and/or empirical frameworks, as well as key findings for each paper, were outlined in order to provide insights of each paper’s thematic contribution.
Findings
Paper 1 identified four basic modes of understanding organizational culture which provides a unique and expanded view on pursuing research in the field. Paper 2 found that managers use authentic and transactional leadership skills to cultivate and nurture the creativities of employees toward increased performances. Paper 3 found the interaction between authentic leaders and followers as inducing high levels of moral and ethical behaviors in followers. Paper 4 found that employee engagement and affective commitment minimize employees’ attrition, irrespective of leadership styles. Paper 5 found that, managers can enhance organizational development by creating an atmosphere for innovation development, and being involved in its implementation. Paper 6 found that leaders who are emotionally intelligent positively evoke subordinates’ citizenship behaviors. Paper 7 identified three distinct and interrelated archetypes of managerial role preferences (i.e. change agents, affective leaders, and result-oriented realists) needed by leaders in their administrative practices.
Originality/value
The papers provide new insights, in terms of thematic learning and knowledge, which add to the understanding of the contemporary Afrocentric perspective on leadership and organizational development, especially, the dialogue of management activities that promote the relational, critical and constructionist perspectives on leadership and organizational development.
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