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Article
Publication date: 31 December 2018

Kwasi Dartey-Baah and Seth Ayisi Addo

Leaders are seen as representatives of their organisations; as such, their actions and behaviours towards their subordinates reflect on the organisations. The purpose of this…

Abstract

Purpose

Leaders are seen as representatives of their organisations; as such, their actions and behaviours towards their subordinates reflect on the organisations. The purpose of this paper is to investigate the influence of some dimensions under transformational and transactional leadership styles on perceived organisational support (POS) in Ghana.

Design/methodology/approach

Data were collected from 264 engineers and technicians from the country’s power transmission subsector through a survey. Covariance-based structural equation modelling was used in analysing the data with the aid of Statistical Package for Social Sciences and AMOS.

Findings

The analysis indicated surprisingly that idealised influence predicted POS negatively while intellectual stimulation had no significant influence on employees’ POS. However, inspirational motivation, individualised consideration and contingent rewards predicted employees’ POS positively with contingent reward having the highest influence on POS.

Practical implications

The study’s findings indicate the importance that engineers and technicians in Ghana attach to support from their leaders, specifically inspiration and motivation, consideration for their needs and interests and rewards for their performance; thus, the study recommended that organisations must entreat their leaders to show such supportive behaviours towards their subordinates.

Originality/value

The study findings present fresh knowledge from a developing country perspective with regard to the importance that employees attach to these leadership dimensions.

Details

African Journal of Economic and Management Studies, vol. 10 no. 2
Type: Research Article
ISSN: 2040-0705

Keywords

Article
Publication date: 5 April 2021

Kwasi Dartey-Baah and Rexford Kojo Agbozo

The purpose of this paper is to investigate the influence of transformational and transactional leadership styles on employees’ work engagement and the moderating effects of…

Abstract

Purpose

The purpose of this paper is to investigate the influence of transformational and transactional leadership styles on employees’ work engagement and the moderating effects of perceived organisational politics (POPS) in indigenous Ghanaian Banks.

Design/methodology/approach

The study uses a cross-sectional survey design and a quantitative approach to gather data from 430 respondents through the use of structured questionnaire. The covariance-based structural equation modelling was used to analyse the data with the aid of statistical package for social sciences and AMOS.

Findings

The analyses revealed that transformational leaders had a positive influence on employee engagement while transactional leadership did not have a significant influence on employee engagement. POPS also had no influence on employee engagement. Furthermore, POPS failed to moderate the relationship between leadership styles and employee engagement.

Practical implications

The findings of this study provide important practical implications for managers and policymakers in the banking sector of Ghana in engendering good leadership and political environments that will promote the engagement of employees.

Originality/value

The variables used in this study and the context, present interesting and fresh insights into the interplay between leadership styles, POPS and employee engagement, thereby contributing to the discourse on the leadership and human resource management literature. Furthermore, this study fills a gap in literature and challenges prior conceptions that negative political climates within the public and private banks is chiefly responsible for the recent troubles some banks have faced in Ghana’s banking sector.

Details

Industrial and Commercial Training, vol. 53 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 11 December 2018

Kwasi Dartey-Baah and Seth Ayisi Addo

This study aims to examine influence of transformational and transactional leadership styles on employees’ organisational citizenship behaviours (OCBs), as well as the mediating…

Abstract

Purpose

This study aims to examine influence of transformational and transactional leadership styles on employees’ organisational citizenship behaviours (OCBs), as well as the mediating role of job involvement in the Ghanaian hospitality industry.

Design/methodology/approach

Data were gathered from 258 employees in some selected hotels and restaurants in the Greater Accra Region of Ghana through a survey and analysed using covariance-based structural equation modelling.

Findings

The results indicated that both leadership styles influenced employees’ OCBs positively. Furthermore, job involvement positively influenced OCB and mediated between transformational leadership and OCB but not between transactional leadership and employees’ OCBs.

Practical implications

The study reaffirms the importance of employees’ OCBs and recommends that hotels and restaurants must encourage their supervisors to exhibit more transformational leadership behaviours (motivational, inspirational and visionary behaviours), as well as a combination of transformational and transactional leadership behaviours which can influence their employees to go beyond formal requirements, and get more involved in their jobs to the benefit of the organisations.

Originality/value

This study reveals the extent to which internal motivations of employees, specifically their job involvement, causes their extra-role behaviours and influences the leaders–OCB relationships from a developing country perspective.

Article
Publication date: 7 July 2023

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.

Details

Industrial and Commercial Training, vol. 55 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 6 February 2020

Kwasi Dartey-Baah, Samuel Howard Quartey and Grace Asiedua Osafo

Bank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender…

2506

Abstract

Purpose

Bank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender difference among bank tellers in Ghana.

Design/methodology/approach

Using a cross-sectional survey approach, the authors used questionnaires to collect data from bank tellers in Ghana. Valid questionnaires were retrieved from 112 tellers across four banks. The hypotheses were tested using Pearson r-test, standard multiple regression and independent t-test.

Findings

The results revealed that tellers are more likely to exhibit counterproductive behaviours such as job dissatisfaction due to work-related stress. The results further showed that gender is not a strong determinant of job satisfaction and occupational stress among the bank tellers. Thus, both male and female tellers can have similar stress perceptions and experiences. Also, both male and female tellers can be satisfied with their jobs.

Research limitations/implications

The findings must be interpreted with caution because cross-sectional surveys are often criticised for causality issues. The causality issue here is that the use of cross-sectional data did not allow the study to examine any changes in some of the constructs examined with time. Also, the results are occupation, industry and country-specific.

Practical implications

To reduce counterproductive behaviours due to occupational stress, human resource managers and line managers of the banks urgently need to train bank tellers on stress management. Emotional intelligence training is also necessary for bank tellers to obtain the needed resources and competencies to deal with daily stress.

Social implications

A stressful work environment negatively affects employee and organisational productivity and performance. The socioeconomic consequences of occupational stress are expensive for organisations, economies and society. The indirect effect of stress on employees' families and friends are often ignored by organisations.

Originality/value

The transactional stress theory has been applied towards an understanding of occupational stress and job satisfaction among bank tellers. The examination and establishment of particular relationships between occupational stress, job satisfaction and gender difference are significant for human resource managers and other line managers.

Details

International Journal of Productivity and Performance Management, vol. 69 no. 7
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 23 July 2019

Alex Anlesinya, Kwasi Dartey-Baah and Kwesi Amponsah-Tawiah

The purpose of this paper is to review strategic talent management (STM) research with the aim of providing major insights into the under-explored themes, issues, theories and…

2322

Abstract

Purpose

The purpose of this paper is to review strategic talent management (STM) research with the aim of providing major insights into the under-explored themes, issues, theories and methods.

Design/methodology/approach

The method included a systematic review of studies from 2007 to 2019 in five reputable academic databases. In total, 51 studies met the inclusion criteria and were analysed.

Findings

STM can be leveraged to achieve several positive employee, organisational and macro-level outcomes. However, the realisation of these positive outcomes can be threatened by several challenges, which need to be addressed through the creation of conditions critical for the success of talent management strategies. Moreover, effective talent management strategy regime does not lie on the shoulders of just one individual but a collective responsibility of multiple stakeholders. The study also highlighted the digitalisation of STM, integration of ethical and responsible management principles into talent management strategies, and strategic management of unconventional of talent pools as key trends. Finally, several major weaknesses in the current STM scholarship from theoretical, content, context and methodological perspectives are discussed.

Research limitations/implications

Although the studies included in the analysis may not include all studies published during the study period, it is assumed that they provide a good representation of such studies.

Originality/value

Since no systematic study was conducted specifically on STM, this study contributes to the talent management literature by identifying several research issues and gaps while defining future directions of the field. It can, therefore, enrich STM debates, practices and policy making.

Details

Industrial and Commercial Training, vol. 51 no. 5
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 15 August 2019

Alex Anlesinya, Kwesi Amponsah-Tawiah and Kwasi Dartey-Baah

The purpose of this paper is to systematically review talent management research in Africa with the aim of developing a multilevel talent management model and defining future…

1581

Abstract

Purpose

The purpose of this paper is to systematically review talent management research in Africa with the aim of developing a multilevel talent management model and defining future research agenda.

Design/methodology/approach

A systematic literature review is performed utilising studies published on the topic from 2008 to 2019 in various research databases.

Findings

The findings highlighted various talent management contributions and challenges in the African context. They further revealed major issues with the nature of research method adopted in talent management research in Africa. Moreover, contextually, apart from Southern Africa sub-region, talent management research is highly under-researched in the North African, West African and Eastern African sub-regions of the continent. Therefore, talent management research in Africa can be described as being at an embryonic stage.

Practical implications

Effective talent management has significant transformative and growth power through its varied positive contributions. Talent management in Africa is faced with numerous organisational and macro-level challenges and requires attention from relevant stakeholders, if African talents are to be harnessed to facilitate the development of the continent.

Originality/value

This systematic review on talent management is the first of its kind focusing solely on Africa. Also, this study contributes further evidence by proposing a multilevel talent management model based on the synthesised evidence since multilevel research in the field of talent management is very limited.

Details

African Journal of Economic and Management Studies, vol. 10 no. 4
Type: Research Article
ISSN: 2040-0705

Keywords

Article
Publication date: 23 August 2022

Alex Anlesinya, Kwesi Amponsah-Tawiah, Kwasi Dartey-Baah, Sampson Kudjo Adeti and Adwoa Benewaa Brefo-Manuh

There is a major lacuna in sustainable human resource management (HRM) research regarding the theoretical context of its adoption or implementation. Consequently, the purpose of…

1260

Abstract

Purpose

There is a major lacuna in sustainable human resource management (HRM) research regarding the theoretical context of its adoption or implementation. Consequently, the purpose of this study is to examine the relative influence and interactive effects of different levels of institutional isomorphisms on sustainable HRM adoption.

Design/methodology/approach

This study applies the conceptual method and anchors the discussions on the institutional theory and the extant literature on the antecedents of sustainable HRM implementation.

Findings

Internal and external institutional isomorphisms will have complementary (synergies) or substitution (trade-offs) effects on sustainable HRM adoption. Furthermore, external institutional isomorphic pressures related to societal values and culture and stakeholders’ sustainability demands are likely to have greater influence on sustainable HRM implementation relative to the internal institutional isomorphic pressures related to managerial sustainability values and attitudes; sustainability-related HRM competencies; resource availability; and perceived sustainability benefits.

Originality/value

This study proposes a novel multi-level conceptual model on the implementation context of sustainable HRM for testing empirically. Furthermore, this study generates insight on how different levels of institutional isomorphic pressures relatively and interactively (synergies versus trade-offs) affect sustainable HRM adoption. This is significant because there is a view that HRM as a discipline is theoretically weak. Although the field has advanced theoretically, one of the areas that need more theorisation is the context of HRM. Hence, this study advances the theoretical context of sustainable HRM implementation through the perspectives of the institutional theory.

Details

Industrial and Commercial Training, vol. 55 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 7 June 2024

Robert Kwame Dzogbenuku, Evans Sokro and Kwasi Dartey-Baah

This study seeks to assess how a humane leadership style affects customer service orientation among casual employees of financial service institutions in Ghana. Using job…

Abstract

Purpose

This study seeks to assess how a humane leadership style affects customer service orientation among casual employees of financial service institutions in Ghana. Using job satisfaction as a moderator, this study predicts that a humane leadership style influences casual employees’ customer service orientation.

Design/methodology/approach

Survey data were obtained from 328 frontline casual employees of financial service firms. The structural equation modelling technique of partial least squares was used to test the hypothesised relationships.

Findings

The study found that a humane leadership style positively and significantly drives customer service behaviour. Job satisfaction also had a positive effect on customer service orientation among casual employees.

Originality/value

The study appears to be the first of its kind to explore the moderating role of job satisfaction in the connection between humane leadership and customer service orientation from the perspective of casual employees. The study highlights insightful practical implications for corporate managers, HR practitioners and marketing academics.

Details

African Journal of Economic and Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-0705

Keywords

Article
Publication date: 27 August 2020

Kwasi Dartey-Baah, Samuel Howard Quartey and Angeline Adotey

This study aims to investigate the influence of transformational and transactional leadership styles and their related dimensions on safety citizenship behaviors (SCBs) in the…

Abstract

Purpose

This study aims to investigate the influence of transformational and transactional leadership styles and their related dimensions on safety citizenship behaviors (SCBs) in the power distribution sector (PDS) in Ghana.

Design/methodology/approach

As a cross-sectional survey approach, questionnaires were used to collect data from managers of power distribution centers. Valid questionnaires were retrieved from 197 managers across four power distribution centers. The hypotheses were tested using Pearson correlation analysis and standard multiple regression analysis.

Findings

The results revealed that both transformational and transactional leaders have a positive influence on SCBs. The results also showed that some of the dimensions of transformational and transactional leadership styles cannot strongly predict SCBs in the PDS.

Research limitations/implications

The study was limited by the use of cross-sectional data which did not allow the study to examine any changes in some of the constructs examined with time. The results are occupation-, industry- and country-specific.

Practical implications

Several management implications are discussed, such as managers recognizing that both leadership behaviors can be the basis for SCBs and for mitigating the socioeconomic consequences of unsafe employee behaviors.

Originality/value

The paper’s principal theoretical contribution is the application of social exchange theory toward an understanding of SCBs in a high-risk sector. Energy sector reforms in developing countries are inconceivable without safety consideration.

Details

International Journal of Energy Sector Management, vol. 15 no. 1
Type: Research Article
ISSN: 1750-6220

Keywords

1 – 10 of 36